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Meet Jocelyn Donegan, Rock Star Recruiter … Literally, Part 2
Posted on May 8, 2008
Filed Under Interviews | Leave a Comment
By Dave Mendoza, Master Cyberslueth, Affiliate Partner, Job Machine, Inc.
Author of SixDegreesfromDave.com
** ** Jigsaw. Sign-Up Today FREE! http://www.jigsaw.com/company_information/slr-davemendoza.xhtml
Managing Partner
C4 Consulting & Recruiting
Austin, Texas
512.487.5963 (ph)
jocelyn@c4recruiting.com
www.C4Recruiting.com
Send Jocelyn a Linkedi Invitation HERE
Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals? Jocelyn: We definitely get most of our applicants from referrals. Although we have received some amazing resumes via our site, we have found that it’s used primarily by companies who’re referred to us by another company, colleague, friend, etc…. After they’ve been told to “Call C4” - they always head to our site. We actually have TalentXpress and have thought about adding active openings to our site, but SO many companies and candidates have applauded us along the way for NOT having our positions listed on our site, that we really don’t think we’re ever going to list them. Most of the time, the positions go so quickly, that we really don’t have to post them anyway. Again – TARGETING PASSIVE candidates – rocks! We have the TalentXpress link and will include it in emails or use it to drive people to specific job orders, but we don’t post them on our site or have the url accessible from our site. It’s definitely a time saver to have candidate’s filling out their own information and going directly into your database.
Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)
Jocelyn: We get most of our candidates who go on to be placed, via targeting and referrals. We do subscribe to different job boards and yes – they have proven to be worth their costs, but we really have found that just doing the quick research on the company and then targeting who it is your after, is the way to go. On the job boards, you’re going to find GREAT people, but you’re going to have to go through a lot of resumes to find them. I know from different recruiters that some would rather sit there for hours on a job board, just because it feels more of a solid way to go about it. They eventually find who they need. Personally, I hit the job boards quickly (to see if there are any gems I wouldn’t want to miss), but if I haven’t found a killer resume in a couple of targeting (Shally-esque) key word searches, then I immediately stop and take the passive route. I’m not going to sit there for hours staring at job boards, when I can find whom I need in an hour or so…
Six Degrees: What is the source of your “LOWEST COST OF HIRES” - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
Jocelyn: I guess word of mouth but we offer generous referral fees, so they cost us a bit sometimes. Definitely worth it! We’ve paid fees as high as $3000.00, so far and will pay more. Many of our candidates know, or have heard, that we pay these great referral fees and we have a couple of candidates who are almost employees, because after receiving a couple of generous checks for just picking up the phone to a colleague or forwarding an email; they decided they’d REALLY keep their eyes and ears open for us.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Jocelyn: I definitely engross myself with the groups. Especially when you are going after the passive candidates, it’s important. If you’re looking for a certified Cisco Engineer, then head to a forum where Engineers are talking to other Engineers about getting certified or where to get certified, or whatever… You’re going to very quickly come into contact with certified Cisco Engineers who ARE who you are looking for, or can refer you to who you are looking for…or other groups they are a part of and could suggest to you, to check out as well.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Jocelyn: We’ve each trained ourselves and trained each other. Shally’s cheat sheets were extremely helpful and we’ve taken a few webinars that have been good for little tips here and there, but overall it’s been a “learn as we go” and we learned and got going quickly!
We LOVE webinars and learning, so if something looks interesting to us; we’ll do it. I don’t mean to offend anyone who has done all sorts of training, etc… but like I always believed as an actor, just get out there and do it. You can train and prepare up to a certain point, and then you have to FREE FALL. The ones who continue to train and train are just procrastinating. If you just jump in, you’ll do better than you think!
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Jocelyn: Yes – we’ve loved the software we’re using (TalentXpress)…once I set it all up. Heheh… I don’t want to make it out to be horrible, but really the “set up” is the most grueling part. Especially because we hadn’t been using a database of any kind, up until that point, so it seemed like the resumes we had to upload were just endless. Once it’s up and going though – day to day – it’s great. I can also speak VERY highly of my sales / support guy at TalentXpress…Joseph Pearcy. Joe is SO quick with fixing something or finding out information and getting back to you! If anyone is interested in TalentXpress – let me know, and I’ll hook you up with Joe. (I’m sure there’s some sort of kick back, I’d receive – yayay – but really just want to put the word out about a really nice guy!)
We use TalentXpress and Talenthook (another company that in my personal experience has been wonderful to work with initial installation and support.)
Six Degrees: What tools did you first encounter early in your recruitment career?
Jocelyn: I don’t like to waste ink or paper, so I try to keep things as digital as possible, unless it’s an agreement/contract, etc… that for legality reasons I want to save a hardcopy of, as well.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people’s assumptions about our vocation differ from reality?
Jocelyn: When I first heard that a recruiter made 20-25% of an annual salary, I honestly couldn’t believe it. I’m a walking rolodex and have always just networked / connected dots for people, etc… Even after the 1st company had signed the contract, I didn’t believe it until the first 22k check came. Then I was believer and realized I had found it! I had actually found the “job” where I get to help people all day long (clients find who they need / candidates find that next opportunity they’re looking for…), have an extremely flexible schedule (because it’s completely my own) and make tons of money. I feel BLESSED!
In regard to how other people see us… It’s funny and sorry to go back to the acting world again, but everyone always talked about how cutthroat the acting world was, and you know I never saw that side of it. I always believed that everyone would always book the roles that were “theirs” to book, and I was surrounded by actors who felt the same way. I never ran into or worked with another actor / actress who was catty to me, for any reason.
I see the same things in the recruiting world. I hear stories of other recruiters being extremely greedy and dishonest, lying to their clients and their candidates. I’ve heard a few stories through the grapevine, where I’ve really REALLY wondered how that person slept that night, but personally I can say – I have not experienced negativity from other recruiters. If you have an abundance attitude, it’s there for you. There’s enough out there and everyone will have the placements that are meant to be “theirs”.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Jocelyn: I don’t think I’ve been doing it long enough to have a BIG goof….hahah… I’ll keep you posted! 
The only thing that is coming to mind is… one time when I was talking to a REALLY GREAT, CONSISTENT client of mine – I hadn’t talked to a candidate yet, but my colleague had. I knew my colleague had talked to the candidate and I was really excited because he had told me that THEY were perfect. Well, when I got on the phone with my client, like I said – I jumped the gun, and started talking about how amazing this candidate was… I quickly glanced at the resume and saw “Yatindra” as the first name, so I kept referring to HER, HER, HER. Well, then I get of the phone and reconnect with my colleague to get more information about HER and it turns out – it was a HIM! SO here, I’d just gotten my client super excited about a candidate but had been referring to them as the wrong sex the whole time. My heart sank – how the heck was I going to explain that one in a professional manner? (Note to self – LESSON LEARNED – DO NOT JUMP THE GUN and assume ANYTHING! Hahah!! ) The good news was, he was such a great client that I was able to quickly explain that it was my colleague who had talked to them, up until that point, and although all of the facts I’d relayed were absolutely accurate – “oh yea, by the way – they’re MALE!”
Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision.
Jocelyn: I wish I could come up with something profound, but the only thing that is coming to mind is to continue to be HONEST and CARE. I’ve developed wonderful relationships with recruiters all over the world and if I can always be someone they know they can count on, great! I don’t overload my clients or split recruiters with resumes. We’re very picky and again, I will only send it, if I absolutely believe it is WORTH YOUR TIME. I’m taking the Mother Teresa approach to the question and when asked about how to “save the world” – I’m going to say “let’s start at home”. If each of us – honestly just wanted to help people and realize what a wonderful blessing this is, then that energy would transcend our industry.
Oh! I do actually have a software idea FOR recruiters, that I’m developing right now with a software architect, but we’re in the very early stages – so we’ll see if it turns out being as cool, as we think it could be.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
Jocelyn: Again, the TARGETING. I can’t stress to you enough what a huge difference that makes in regard to your R.O.I..
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Jocelyn: If I have ANY frustrations about recruiting at all, it’s that I don’t have enough hours in the day to help EVERYONE. Especially when I first started… I would stress myself out SO MUCH. I would talk to a candidate who needed a new opportunity or who’d been laid off right before Christmas with a new baby on the way (true story!), and would want to do everything I could for them. We did end up placing that candidate in a killer job for 10k more each year and it was a wonderful feeling, but it almost stressed e out more afterwards, because I would talk to others who were in similar situations and after a while there were so many of them, that I couldn’t possible help them all. Also, there’d be the ones that you loved as a person, but realistically they hadn’t worked in a year – so you knew looking at this resume that it was going to a steep climb for them. I finally had to implement a system to help with my guilt.
Here’s what I came up with and it has worked for me. If I’m contacted by a candidate who is telling me they are REALLY in need a job or a new opportunity, but I can see that they are going to be a more challenging person to place – job history-wise, etc… I let them know that there’s a lot on my plate right now, but that I like to be strategic with my candidates. THEY know their job history better than anyone, and so I ask them to pretty please create a list of the companies they ideally would like to work with/for, etc… I let them know that I may already have contacts to these companies or I can get them quickly, but I need that list from them. The ones who get the list back to me – I help. They have done some of the work with me, and that means they really must need my help more. The ones who never get back to me with that list, I don’t take the time to help, and I can tell myself that they really must not have needed my help that much, otherwise they would’ve given me a list. It helps with my guilt – about not having enough time - BIG TIME!
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
Jocelyn: No one intends to let another person down, but if communication is not clear – it can happen. Don’t be afraid to let someone know “How YOU work”. When I’m talking to a new client on the phone, I let them know how I work. I let them know that I’m going to get them qualified candidates to review, but that my candidates are of high caliber and are not going to be “on the street” long; so I expect from them quick, clean communication. You don’t have to shove it down their throat AT ALL, just initially explaining some quick expectations on both sides, so both people know the “rules”. In the beginning I really was all about catering and bending over backwards. I still am, when it comes to 100% professionalism, but our time is worth something and our network is worth something. Don’t be afraid to realize your value and your time’s value, so you can clearly establish it for others as well.
I would say establishing a strong time-line of what is expected is one of the most important things, so you are all on the same page and you can be more aware of the realities of the momentum.
Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, — what inspires you as you continue in your career?
Jocelyn: Even though I love what we get to do, it has had some frustrating moments, yes. What inspires me, is a mix of a.) helping people (which I love – if that hasn’t been clearly communicated yet….hahah), b.) stopping in the middle of the frustration to really remind myself that this is NOT a bad gig – AT ALL, and c.) I have to admit – it’s kind of like Vegas sometimes. I love getting the job order and then finding them someone who impresses them to no end.
Six Degrees: What one thing do you ideally hope to accomplish in 2008?
Jocelyn: In 2008, I would like to continue to work less and make more.
I mentioned above that there’s a software program FOR recruiters to implement into their systems, that I’m working on right now… but again, we’ll see if it ends up being as cool, as we think it could be… I’ll keep you posted on that too.
Six Degrees: Anything you want to plug?
Jocelyn: I think I’ve plugged enough! Please be sure to send me a Linkedin invite.
Also, for firms who are only National. C4 is an International firm with an unrivaled global network (how do like that fellow recruiters…hahah unrivaled…haha…) Anyway – we’ve made a ton of money partnering with different firms, who say are working with a client who also has international job openings, but because their firm is only National – those opportunities are not “open” for them to work on.
Those same firms, have contacted their client – letting them know that they are open to working internationally now, and then those positions have opened up for us all. It’s a basic split situation, but it opens that door for firms who are not working on an International level.
Other than that - If anyone out there knows of great songwriters or has some killer rock tunes, please get in touch with me… I’m looking for new tunes to record and promote.
Have a wonderful start to your week!
View my profile on RecruitingBlogs.com
MEGA Linkedin Networking Industry Day: - 17,000 Thank you!
Posted on May 7, 2008
Filed Under LINKEDIN | 7 Comments
By Dave Mendoza, Master Cybersleuth, an Affiliate Partner, JobMachine Inc.
Join My Linkedin Group, SixDegrees: http://www.linkedin.com/e/gis/37511/3DC0233041F8
This past week I exceeded 17,000 connections on Linkedin. I sincerely want to mark the occasion to publicly thank everyone who has connected with me AND for those new to this site, I am extending an Open Invite to send me a direct invitation to connect and network on Linkedin. (Dave Mendoza, ldavemendoza@gmail.com)
To view my Linkedin Profile, Click Here
NETWORKING INSTRUCTIONS: Log-in to Linkedin. Click the new green button, “Add Connections” located on the lower left sidebar menu of your homepage. (OR)
1. Click the green “Add Connections” on your Home page
2. Click the “Import Contacts” tab
3. Click “Enter Contacts Manually” (I know, it’s a little misleading)
4. Simply paste the names and email addresses straight from your email
Dave Mendoza, ldavemendoza@gmail.com
Shally Steckerl, shally@jobmachine.net
Dave M, davedeponce@gmail.com
Glenn Gutmacher, glenn@recruiting-online.com
Chuck Taylor, chuck@affinitycircles.com
Chris Murdock, murdock@yahoo-inc.com
Grant Bassett, gbassett@yahoo-inc.com
Craig Campbell, crcampbell@mgmmirage.com
Jocelyn Donegan, jocelyn@c4recruiting.com
Johanna Rothman, jr@jrothman.com
Valerie Gonyea, valerie@careercourageously.com
Joshua Letourneau, jletourneau@lgexec.com
Danielle Murdolo, Dmurdolo@bcg.com.au
Abe Ramos, aramos@hrlg.com
Lacy Tanner, lacy@worldlink-us.com
Jessica Neal, jnel@netflix.com
Gemma Mendham, gmendham@campaigner.com
Kari Hanson, hanson@zoominfo.com
Leanne Chase, chase@zoominfo.com
Andrew Carges, acarges@yahoo.com
Beth Wong, bwong@shutterfly.com
Fiona Turner, fiona.turner@tmpworldwide.com.au
Selena Damian, selena.damian@hudson.com
Ben Cass, bcass@linkrecruitment.com.au
Elizabeth Lam, elizabeth.lam@tmpworldwide.com.au
Ross Clennett, ross@rossclennett.com
Rachel Dobney, racheld@pageuppeople.com
Patricia Haley, PatriciaHaley@boydgaming.com
Ronda Campbell, ronda@thecampbellgroup.net
Jennifer Marcy, jmarcy@arbita.net
Ted_Meulenkamp, ted_meulenkamp@agilent.com
Brett Starr, starr@starrtincup.com
Dawn Mular, mular@roadrunner.com
Donato, Diorio, ddiorio@broadlook.com
Ric Klinger, ric.klinger@bearingpoint.com
brooke.morrison@computershare.com.au
Robin Ferguson, rferguson@arbita.net
Robert Godden robert@robertgodden.com.au
Martin Warren, martin@insidejob.com.au
Simon Townsend, stownsend@deloitte.com.au
Jonathan Mears, jonmears@au1.ibm.com
Nadya Corne, ncorne@au1.ibm.com
Sally Caffyn, scaffyn@pacbrands.com
Daphne van der Kieft, dvdk@aquent.com
Tauri Fernandez, tfernandez@deloitte.com.au
Kelly O’Shaughnessy, kelly.oshaughnessy@futurestep.com
Melanie Gretgrix, melanie.gretgrix@woodside.com.au
Adrian Camiller, adrian.camiller@anz.ccamatil.com
Ronnie Lewis, rlewis@matchcorp.com.au
David Sadler, sadler_david@yahoo.com
Chris LaVoie, recruiterlife@mac.com
Michael Homula, mhomula@bearingfruitconsulting.com
Jim Dalton, jim@ere.net
Randall Stevens, rstevens@p1results.com
Jim Krontz, jim_krontz@yahoo.com
Teresa.Bustamante@averydennison.com
William Tincup, tincup@starrtincup.com
Bryan Starbuck, bryan@talentspring.com
Jen Hinkle, jweinraub99@yahoo.com
Madeline Tarquino, madeline@ere.net
Russell Moon, russmoon@gmail.com
Traci Wicks, Traci_Wicks@intuit.com
Doug Ries, dries@arbita.net
Tim O’Connor, timothy.o-connor@capgemini.com
Ben Yoskovitz, ben@standoutjobs.com
Debbie Barden, d.barden@jobtarget.com
Mark O’Connor, MOConnor@tsocorp.com
William Uranga, william@tivo.com
Maren Hogan, maren.hogan@hciresults.com
Kate Bruener, kbevents@comcast.net
Kevin Plantan, kevin@ere.net
David Perry, dperry@perrymartel.com
Carmen Hudson, cahudson@yahoo-inc.com
Pat Cronin, pcronin@volt.com
Bill Graves, Bill.Graves@xerox.com
Peter Heyer, piheyer@msn.com
Martin Warren, martin@insidejob.com.au
Horace Chai, horacec@hcms.com.au
Molly Griffin, mollyg@microsoft.com
Jennifer Hinkle, jweinraub99@yahoo.com
Suzy Tonini, stonini@deloitte.com
Maya Walker, mayawalker@gmail.com
Sean Rehder, sean.rehder@talentlogistics.com
Heather Gardner, heathermgardner@comcast.net
Marni Sampair, marni.sampair@theconstantsearch.com
Kim Larotonda, kim@larotonda-associates.com
Lisa Rokusek, lrokusek@agenthr.com
Ian Miller, imillar@ciber.com
Connie Poll, cpoll@nasrecruitment.com
Brent Rogers, breroger@cisco.com
Michael Kelemen, msk@rogers.com
Maureen Sharib, maureen@techtrak.com
Scottie Girouard, scottie.girouard@redprairie.com
Peter Clayton, peter@totalpicture.com
Ryan Leary, ryan.leary@kenexa.com
Susan Burns, talentsynchronicity@mac.com
Amanda Papp, amanda.papp@rackspace.com
Michael Shafrir, Michael@theladders.com
John Sumser, john@johnsumser.com
Don Ramer, dramer@arbita.net
Jorrit Blok, jblok@yourit.nl
RD Whitney, sendRD@gmail.com
Krista Bradford: krista.bradford@thegoodsearch.net
Stan Renilan: srelihan@gmail.com
Louise Triance, louise@ukrecruiter.co.uk
Ethan Bloomfield, e.bloomfield@jobtarget.com
Anna Brekka, abrekka@kennedyinfo.com
Hank Stringer, hank_stringer@yahoo.com
Dan McGuire, dan@broadbean.com
Dennis Smith - wirelessheadhunter@gmail.com
Alan Whitford, alan@abtechpartnership.com
Bill Vick, HeadHunter@gmail.com
Paul DeBettignies, paul@mnheadhunter.com
Steve Rothberg, Steven@CollegeRecruiter.com
Kevin Wheeler, kwheeler@glresources.com
Keith Robinson, keith@e-strategypractice.com
Tiffany Peery, tiffanypeery@gmail.com
Kevin Stakelum, kstake@microsoft.com
Bill Bargas, billbargas@diversity.com
NOTE: Many have asked to join this list. Too many lol. Thank you. The value in my list is in the Criteria for selection: People I Personally Know & Admire. I’ve worked with/known personally/have verifiable impact on our industry. To connect with each of them is your value, inviting leaders and megastars in their craft. All TEN are equally “must haves” in your network! If I did one for every one who asked, I would be unable to promote ALL 9,000 people and my list would lose credibility. Please understand. If I do not know you, please do not ask to be on the list. Let’s make the opportunity to be introduced someday.
As my colleagues would profess, there is value in sharing our contacts on LinkedIn. Here’s one of Shally’s famous articles written on LinkedIn if you are interested:
“Becoming A Promiscuous Linker on Linkedin“: Click Here to Find out how!
View my profile on RecruitingBlogs.com
Aussie Street Talent: Fire Juggler, Melbourne
Posted on May 6, 2008
Filed Under WebVideo | Leave a Comment
Try JigSaw, 20 Free Passive Talent Contacts, Click HERE
Great street entertainment talent in Melbourne during one of my adventures at the AustralAsian Talent Conference in Sydney
View my profile on RecruitingBlogs.com
Meet Jocelyn Donegan, Rock Star Recruiter … Literally
Posted on May 5, 2008
Filed Under Interviews | 1 Comment
By Dave Mendoza, Master Cyberslueth, Affiliate Partner, Job Machine, Inc.
Author of SixDegreesfromDave.com
** Jigsaw. Sign-Up Today FREE! http://www.jigsaw.com/company_information/slr-davemendoza.xhtml
Managing Partner
C4 Consulting & Recruiting
Austin, Texas
512.487.5963 (ph)
jocelyn@c4recruiting.com
www.C4Recruiting.com
Send Jocelyn a Linkedi Invitation HERE
Meet Jocelyn Donegan, a Partner at C4 Consulting & Recruiting. Jocelyn is a recruiter’s recruiter … a storyteller, wearing multiple hats in many mediums, because she believes that stories remind us all to go beyond what we feel is possible. That said, today we make history. Jocelyn is the first 10th generation Texan and Daughter of the Republic featured on RecruitingBlogs.com – granted she is likewise the first recruiter who can trace her family lineage to fighting at The Alamo! Not to be outdone, Jocelyn is also the first RecruitingBlogs.com member to have been seen in films & TV shows, such as, “Sex & the City”, “OZ” and “All My Children,” and she’s hosted different series on The Discovery Channel and The Weather Channel - but - as you’ll agree when you see her on stage - she’s a true rock star, literally.
You won’t believe the soulful power that comes out of that petite frame, and neither did radio when they spun her single in 25 countries. Her music Influences: The Band, Led Zep, Clapton, Janis, Alice in Chains, and Beth Hart - of course.
Six Degrees: Tell us of your home world.
Jocelyn: I’ve been with Jeff Peterson for almost 4 years.…on May 9th, it will be 4 years. We met on a blind date in Los Angeles on Mother’s Day (I’d never been on a blind date before). He absolutely swept me off my feet and life, as we both knew it – changed. We have 4 kids, who have trained us very well. Joni Mitchell is our Great Dane, Kona & Kahina Nui are our Huskies with Hawaiian names, and Jayden is our cat, but to call him a “cat” is SO limiting. Jayden is “THE cat” that even cat-haters can’t resist.
When we moved from LA, Jeff and I bought a house in southwest Austin. We love it, and IT is my hobby. It was our first home, and we really have had a fun time doing everything by ourselves, and ecstatic that we haven’t been destroying the home in the process…hahah…. Re-painting every room, to replacing every faucet to incorporating a complete visual / audio production suite (recording studio, editing suite for film/digital projects, etc…)… Did I mention that we’ve been having a fun time?
Other than the house, I’m addicted to SCUBA DIVING! (I have to admit, if I could just stay forever below the waves, in a tropical environment, I would!
Six Degrees: How many years as a recruiter?
Jocelyn: I’ve only been recruiting for the last year and a half, and over that time (after establishing relationships with many different recruiters) I’ve realized how lucky I’ve been to be so successful at this, in such a short amount of time. I’ve always been a go-getter (because I’m too scared NOT to do something – not because I’m always as confidant as people think I am…), and I’ve always had a natural knack for business, while being a passionate people person. I think the other reason, I’ve been so successful at it, in such a short amount of time, is I REALLY CARE. I really care about PEOPLE. I really care about doing my very best all of the time, and I love to “save the day”. I also have endless energy, and if anything - I need to lighten up on myself sometimes. All of this though, is a wonderful lethal combination that leads to my clients getting EXACTLY what they asked for, and MORE.
Six Degrees: How did you get started as a recruiter?
Jocelyn: I fell into owning an Executive Search firm in such a back assward way, that I honestly think it will floor you.
Dave, you said to be honest and personal…so I’m not trying to type too much, but here’s the story…hahah… (and I hope you leave this line to you, in my response…hahah)
When Jeff and I met in LA we were both consistently working actors, which is not the easiest thing to accomplish in a city where everyone is an actor…hahah…. I was represented by ICM landing things on All My Children, Sex and the City, etc… He was doing equally as well with roles on ER, Huff, NCIS, etc… We met and like I said – everything changed. At the same time, we were both watching the caliber of what “entertainment” was, go waaaaaaaaay down (in our eyes). It really reminds us of the Roman Coliseum days now, to be honest. It’s RARE to find a strong story and most of what’s out there, is dumbed-down appealing to immediate gratification - primal impulses…whether it be the sex, the violence/effects, etc… We were in love with telling REAL stories, and both have always felt like to see the couple kiss and then have the door close (like in older films) is MUCH sexier then laying it all out for us. So… we decided to move to Austin, Texas and open Paradigm Shift Studios, where we could develop and produce stories that challenge the human mind, not dumb it down. By producing the stories ourselves, there are no agents to worry about and no “network” looking over our shoulder all of the time. I also had started having success as a singer in LA, and decided to focus more in that direction, as well.
Unfortunately…hahah… I’d been making my living as an actor since I was eighteen, so when we decided to limit the roles we would take…All I wanted to do is HELP others, have an extremely flexible schedule, and make a ton of money doing it. Was that asking too much? Hahah!!
Then… RECRUITING entered the picture. My stepfather has been the VP of Sales for Polycom, Accord Networks, Trapeze Networks, etc… and while discussing my frustrations on the phone with my mom…. WHAMO – it hit us!
I’d almost bought an acting agency in my early twenties and being a recruiter has A LOT of similarities to a talent agent. Knowing the strong network that my stepfather has had for the last 25 years (told you I was lucky, too!), I was able to convince myself that I could start a recruiting company. I quickly launched C4 Consulting and Recruiting. I LOVE recruiting and helping people!! Yes – my stepfather had a network, but I had to deliver, and it was hard work getting it up and going. Started calling into companies, landing the agreements, and then proving to them, that I was a LISTENER, and that THEIR TIME matters to me. Within just a few months, we had job orders pouring in and recognizable companies signing exclusive agreements. Our accountant actually hit the floor, when he saw what C4 Consulting & Recruiting had made in just it’s first year, and I SWEAR it’s because we’re HELPING people.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Jocelyn: I remember when the energy of recruiting and sourcing changed for me. When I first started, I didn’t know ANY types of lingo. Lingo? Hahah… I didn’t even know the REAL terms for things in the Technology space. The first companies I was working with, I would take notes like mad – and then get on the web to find out what the heck they were just talking about. I had a backup line prepared, in case a conversation turned awkward and they could tell I didn’t have a clue what they were talking about… If that ever happened, I was going to say…with a warm chuckle… “You are the expert in your field, and I’m the expert in mine. Your field is the ________ technology that you’re working with… My field is listening to who you need to find, and then finding them for you! THAT is where my expertise lies.” Just KNOWING I had that line, helped in my initial cold calls, and you know…to this day… I haven’t had to use it.
With all that being said – the moment that had the largest impact on my sourcing and recruiting was when I started TARGETING.
When I first started, I was all about active candidates, because I was focused on learning the lingo, etc… and was really scared that I was going to “miss something obvious.” That when I presented a candidate to a client, they’d KNOW at that point I had no clue what I was really doing. Yes – you place people this way, but it takes so much more time. If you have to “spin and sell” a candidate too much…they may even make it to the 3 rd interview…but they probably won’t get hired for one reason or another. I remember the HUGE BELL going off in my mind, when I realized that I knew enough of the lingo and industry to where I felt comfortable doing a bit of research on the company and then targeting passive candidates who would compliment my client company (skill-wise, and culture-wise). It may seem like this tactic has less structure and I’ll admit, it’s not as “easy” as just checking Talenthook or whichever job boards you subscribe to, BUT….the time is saved on the other end. When you bring a STRONG, passive candidate from a target – they (most of the time) fly through. Your client is impressed, the money is in the bank and you’re on to the next opening.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Jocelyn: You know, I don’t. If there’s anyone I can say I look up to… (…and this is not a brown nosing statement), it would be you and Shally. Do either of you actually recruit anymore or are you just making great money talking about WHAT to do… Hahha… I hope that’s the next step for me too.
Oh… and I don’t want to come across like I’m belittling what you guys do AT ALL. It takes a great amount of intelligence and energy to create what you guys have for yourselves. I’m being serious. If there’s anyone I look up to…it’s you guys!
Six Degrees: What an amazing path, I must say it’s up there with playing a pool game as the day someone fell into recruiting I heard from a friend. Tell us about your staffing firm
Jocelyn: I’m the Managing Partner and there are 4 people (total) in our firm. We are a retained/contingency firm and place both permanent positions, and contract positions. We have 3 recruiters and 1 sourcer. Each of the recruiters handles the process A-Z. New Bus Dev to negotiating the placements. We place Executive-level (CEO, CTO, VP’s, etc…), Sales & Marketing, Sales/System Engineers, Network Engineers, etc… and Support. Basically, any positions that are in the Technology / Telecom / IT / Emerging Technology space. Wireless, Networks, etc.
View my profile on RecruitingBlogs.com
Sourcing Guru, Shally Steckerl offers JobMachine CyberSleuthing Private Webinar Series
Posted on May 5, 2008
Filed Under JobMachine Inc., Shally Steckerl | 1 Comment
JobMachine CyberSleuthing Private Webinar Series
To Learn More, Click HERE
This program is for individuals responsible for talent acquisition and candidate pipeline generations who do not have the support of a full team, and who have mastered the basics of internet research techniques. This material is equivalent to what is presented at full-scale corporate training workshops, but the presentation will not be directly customized to each participants particular industry. However, adequate time will be allotted for questions & answers. These sessions can accommodate a maximum of 25 online participants to ensure an intimate and personalized experience.
Search Engine Fundamentals Part 1:
Understanding Search Engines and Boolean
This two-part workshop begins by demystifying Boolean search techniques and goes on to clearly explain portable field search engine commands (called syntax) that can be applied to identify leads online. By understanding how search engines work, you will communicate more effectively with any of them, bending them to your will.
• Become an expert at utilizing field search syntax
• Intuitively apply commands like intitle:, inurl:, filetype: and site:
SPECIAL PRICING:
* Each 90 minute session includes Q&A, and participants receive a copy of the presentation deck
* Price per person for each individual session TBA
* Purchase all six Sessions TBA
To learn more, Click HERE
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Xtremerecruiting.tv Interviews Sourcing Guru, Shally “Elvis” Steckerl
Posted on May 4, 2008
Filed Under Shally Steckerl | Leave a Comment
Bill Vick caught me on a great day (well a bad hair day but still I was in a great mood) and asked me a bunch of questions about sourcing, the "big" one being "With the many tools available for identifying and recruiting passive candidates, how do you measure your return on invested time and effectiveness for your favorite web tools?" Check out my answer (and what others have to say on the subject):
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“The Fabulous Life of Tony Stark”
Posted on May 3, 2008
Filed Under WebVideo | 2 Comments
Iron Man - The Fabulous Life of Tony Stark
Meet Anna Brekka, “The Most Powerful Woman In the Staffing Industry Builds Community”
Posted on April 30, 2008
Filed Under Kennedy Info | Leave a Comment
By Dave Mendoza, Master Cyberslueth, Affiliate Partner, Job Machine, Inc.
Author of SixDegreesfromDave.com
** Want to Become a Sourcer? Learn from Experts at Shally’s SourcingSummmit at Kennedy Expo, Las Vegas, May 16
Register Your Team: https://secure2.kennedyinfo.com/recruitingReg/index.php?channel=MENDOZA
** Attend KennedyExpo May 13th - 15th, Las Vegas - Call 800-531-0007 or 603-924-1006 ext 631 - Mention SixDegreesfrmDave.com Referred you, $200 off
Anna Brekka
Director
Kennedy Information, Inc.
603-924-0900 ext 669
Linkedin Invite
abrekka@kennedyinfo.com
Anna Brekka is unique for several key reasons, not least of which she is by far the tallest woman in the industry, if not, she may well have the most infectious laugh within it - but I would dare argue, that she is also the most powerful woman in our industry. I can think of only few who has shown more commitment to, and capability of, building community by utilizing one of the most powerful media publishing companies in the recruitment industry to collaborate alliances, friendships, and spotlighting influentials and the power of ideas overall
Hear Her Roar - Behind the Scenes
A lofty claim you may say, but I can handily make a powerful argument for a powerful personality behind the scenes a fortunate few are aware of, but today, as only a Six Degree enthusiast can - I break the story by pulling the drapes and shouting behold - a roar of influence:
… From a Lofty Position of Influence
Anna serves as Senior Director Talent Management Services on behalf of Kennedy Information. Within the Staffing Industry, she is known as one of the leading organizers of Thought Leadership distribution, with a broad portfolio of media outlets in the form of conferences, webinars, audios seminars, primary research, advisory, and newsletters.
“Kennedy Information” leverages its 35+ years of analyzing the recruiting profession to bring corporate, non-profit, and third-party recruiting experts together with the latest strategies and technologies. Thousands of recruiting and the world’s leading companies rely on Kennedy to ensure successful souring, recruiting, hiring, and retention processes.
… Admired
In addition to her dynamic organizational capabilities, extensive intellectual capabilities, Anna stands out within the Conference and multi media circuit for a very rare quality of substance - she listens. You leave the room and a day later she initiates a call with “I thought about our discussion …I have a few ideas on how to implement them.” She is invaluable to Kennedy as the corporate ear to Web 2.0 chatter and creates relationships by bonding with peers in our industry. Anna exudes authority in so many subject areas, and she is one of the classiest women I’ve met. Anna Brekka is a dear friend, someone I can count on for advice, sharing input, and who cares passionately about our industry.
… Collaborating with The Back End of The Business
Anna’s reputation exceeds my own kind words. You may recall the “Happy Slouch” aka Jason Davis, Founder of RecruitingBlogs singing his own praises of her uniquely observant and keen eye for collaborative partnerships. To illustrate the point, Anna made headlines recently by announcing several key developments at Kennedy Information which further enhances its undisputed level of commitment to building Community within the Recruitment Industry:
1) RecruitingTrends.com - will promote RecruitingBlogs.com as the back-end social network for regular readers and visitors to KennedyInfo’s RecruitingTrends.com online magazine. There will be a RecruitingBlogs.com logo on its page and readers will be encouraged to visit RecruitingBlogs.com and to join.
2) Kennedy Expo Conference, Las Vegas 2008 - This year, Kennedy Expo will designate a significant area of its floor plan as the “RecruitingBlogs.com Lounge”. Kennedy Expo will promote the community area with signs in the middle of the exhibit hall, with comfy couches and computers with wireless access.
3) Kennedy Info will sponsor RecruitingBlogs.com and collaborate on branding its conference next month a
4) Kennedy Info has even developed a customized landing page designed for members of RecruitingBlogs.com and will extend a discount to its membership.
Six Degrees: Tell us of your home world.
Anna: I live in the woods on a 6 Acre lot, not far from the quintessential New England village of Francestown. Incorporated in 1772 it includes a white steeple church, a meeting house, a general store, the post office and a little red brick library. That is it. The house that my husband John built sits on this lot in the woods, on the east side of Crotchet Mountain close to the local ski resort. We live a quiet life now, compared to just a few years ago when the house was full of kids. John and I have somehow managed to raise the kids and eventually get them out of the house! We have a total of 8 children, some his, some mine and they are now scattered all over this great country from Seattle to Savannah to Boston, but luckily a few of them did stay or return to New Hampshire. Right now the 3 youngest are in collage, 2 of them are just about to graduate this May, and the “baby” (a 6”5” redheaded Viking-type) is finishing his second year at UNH. We also are blessed with 4 grand children, age 2-10, whom we absolutely adore, and with whom we spend as much time as possible.
Does having kids count as a hobby? It must. They can be great fun you know. Somehow they still end up taking a lot of our time, even after they left home…. The great thing about kids and grandchildren is there is always something to celebrate and with so many of them we get to plan one dinner party after another, and that includes cooking and baking, something I really enjoy. Naturally, there is more time now for traditional hobbies such as knitting, gardening, hanging out with friends and travelling. And to that end, our next big trip is to Egypt this fall; a gift from my father to all his children and grandchildren.
Six Degrees: How many years have you been in the industry?
Anna: I have evolved into a “speaker recruiter.” I have an incredible job which allows me the opportunity to offer forums for some of the best speakers to share their sourcing, recruiting and retention ideas and best practices. I started to recruit speakers for the Kennedy conferences in 2004 and quickly realized I really enjoy networking with some of the most interesting people in the world.
Six Degrees: How did you get started in the recruitment industry?
Anna: Well, how does a a 15-year career as textile technician and commercial aircraft designer end up as a speaker recruiter? I’m not quite sure, but somehow textiles led to aircraft interior design, then to nutrition care, then to publishing, then to marketing and presto! You become a conference speaker recruiting! There is a “red thread” running through this career path, I am sure, I just can’t see it right now.
Six Degrees: What single event had the most impact on your career?
Anna: …. I do not think there is a single event that I would consider the turning point for me. Kennedy gave me an opportunity to support their conference effort through marketing, cross-marketing and content development. And I noticed that finding speakers and good content was the thing I enjoy the most. Along the way, great people like Dave, Shally, Peter, Jason, Dennis, Gerry, John and many others became sources I have come to trust and appreciate.
But this I know: Only once I realized and understood that the best recruiter listens more then she talks, did I have a chance finding the best talent. Most of us have a story to tell and if you give a prospect your full attention, they often open up and share what they know and who they are. If you listen carefully, you’ll quite possibly be able to identify a good candidate – and from time to time, a great one.
Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Anna: I admire so many people, all for very different reasons. But the two mentors I always fall back on are neither recruiters nor “rock stars”; they are my parents. I’m lucky, they are still with us, and between their individual strengths, knowledge, love and support, one couldn’t ask for better mentors. It may sound a bit corny but between Nurse Johnson (mom) and Dr. Ebbesen (dad) I really lucked out. At work too I find myself surrounded by extraordinary people whose knowledge I try to take advantage of, and after whom I model my career.
Six Degrees: Detail your position, responsibilities, size of your staffing organization:
Anna: A few months ago I was offered the awesome responsibility of leading the Talent Management Services Team here at Kennedy. We are responsible for our recruiting and retention conferences, webinars, newsletter, directories, resume distributions and job boards – all services and products designed for the executive, as well as the corporate, recruiter. The group I work with is an outstanding group of 15 smart people; people that show up every day to do what they do best, be that sales, customer service, editorial or administrative. Some of them have been with Kennedy for more than 20 years, talk about recruiting to retain! My days are full and challenging, but also fun. I try to be supportive of the individual, the team and the company. But speaker recruiting is still something I will keep doing and with the help of my colleague Laura Tremblay, we are always networking and searching for the next great presenter.
Six Degrees: Have you had an opportunity to be on the spotlight yourself stepping outside your behind the scenes magic Anna?
Anna: As you know, I do not do much speaking. I’m one of many behind the scenes, including the Recruiting Conference scene!
Anna Trivia: Anna Brekka was born in Sweden, is a citizen of Denmark and a resident of the US since 1982. I can only assume her multi-national exposure has a significant influence in her “old World” charming personae, - but the end result is to be globally appreciated my friends, and we have much to learn from her.
AustralAsian Talent Conference 2008, Flashback
Posted on April 30, 2008
Filed Under AustralAsian Talent Conference | Leave a Comment
View my profile on RecruitingBlogs.com
AustralAsian Talent Conference: Carol Mahoney, VP Talent Acquisition at Yahoo! “Jumpstart Your Talent Acquisition Strategy”
Posted on April 30, 2008
Filed Under AustralAsian Talent Conference, Carol Mahoney, WebVideo | Leave a Comment
Carol Mahoney – VP Talent Acquisition & Mobility, Yahoo! A leader in its field, Yahoo! still has to compete for the best talent in a highly
competitive field. To ensure success, Carol digs deep into the strategies and tactics that deliver top talent.
Jumpstart Your Talent Acquisition Strategy
• Tips and tricks for strategies that cut through and deliver top talent
• The pros and cons of a centralized recruitment function
• Sourcing vs. recruiting – what’s the difference?
• Avoiding the pitfalls and learning the drivers of a successful talent strategy
Carol Mahoney
Carol Mahoney is VP of Yahoo! Talent Acquisition and Mobility; she joined in late 2003 to help advance the talent agenda for the Internet giant in anticipation of hyper growth. She has leveraged her 20+ years of staffing experience to build a formidable talent acquisition machine for Yahoo! that has produced over 10,000 high profile hires over the past three years.
Carol has held a variety of HR leadership positions as well as provided subject matter consulting for companies like Intuit Inc., Pro-Quest Inc., Synopsys Inc., Digital Equipment Corporation, and Advanced Micro Devices. In the late 90’s, Carol combined efforts with Gardner Consulting to create and deliver “Guerilla Recruiting”, a hands-on workshop geared at helping high-growth companies compete in the war for talent. Carol holds a Bachelor of Arts in English from Santa Clara University.
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