Adrienne Carlson’s blog covers the latest developments and resources which will be of interest to MBA’s and business professionals. Adrienne shared her take on social networking etiquette with me a few weeks ago and I am happy to share it with you:

“Unlike Facebook and the like, LinkedIn is strictly a social network for professionals with over 48 million members in over 200 countries. Working like a sophisticated online business card, members from those new to the workforce all they way to CEO’s of Fortune 500 companies utilize the free service. However, there is a right and wrong way to do it, ….. the top ten rules of LinkedIn Etiquette for Business professionals.”

Since we’re on the topic, I’d love to be informed on why Linkedin removed personalized invites. I viewed it as the preferred method on their FAQS section but nonetheless … it’s gone. Let’s say, for example, when someone reconnects with you from college days, you would be less likely to recall and more likely to click “Doesn’t know” unless you have an opportunity to be reintroduced. One can conjure many examples where someone would be more likely to appreciate the advantage of a personalized introduction with legitimate origins in the request. Some would argue that a “one line, one-size-fits-all” invite complicates the process of creating meaningful connections. I am merely observing what others have expressed and I will be as intrigued as much as anyone about this recent change.

READ MORE

Diana Roberge
Hometown: Kennebunkport, ME
sdroberge@roadrunner.com
Facebook: http://tr.im/jlSA
Linkedin: http://www.linkedin.com/in/dianaroberge
Employment History: *Sr. Staffing Research Specialist at Unum
* Recruiter & Immigration Specialist at IDEXX Laboratories
* Recruiter at I-many, Inc.
Interests: Scrapbooking, Wine, Hiking, Bicycling, Kayaking,Traveling, Music, Gymnastics
Favorite TV Shows: CSI, House, Amazing Race, Anthony Bourdain: No Reservations, Bizarre Foods with Andrew Zimmern
Favorite Movies: Parenthood, Robin Hood: Prince of Thieves
Favorite Quotations: Veni, vidi, vici

Diana Roberge recently completed her sourcing position at Unum. She is an experienced sourcer, expert in full lifecycle recruiting, building processes and strategies, metrics and process improvement, project management, immigration and training.

Q&A with Diana Roberge

Six Degrees: Tell us of your home world.

Diana: I have been married for almost 17 years to my best friend and the most thoughtful person I know, Scott Roberge. He just threw me an “Amazing Race” 40th birthday party in which teams (made up of some of our closest friends and myself) raced for a day around Southern Maine performing tasks along the way to the pit stop. Hours & Hours of preparation to make my day unforgettable. Our daughter, Sienna, is 11. Her love for music, gymnastics, and life itself is infectious. Rounding out our family is Belle (our cat) and our new addition Jovi (a Border Collie/Lab mix we rescued the day before Thanksgiving).

Diana: On a warm summers day you can find me with my family bicycling to the beach, kayaking, or hiking in the mountains. On a cold winters day sledding, snowshoeing or skiing are always enjoyed. When the weather isn’t cooperating or it’s been a long week at work I like to unwind by scrapbooking in my craft room. We are always planning our next great adventure and have been fortunate to enjoy some beautiful destinations in the last several years including Costa Rica, Colorado, Utah, California and the Caribbean. I even broke out of my shell and surprised everyone by climbing Angel’s Landing in Zion National Park …summiting on Mother’s Day 2007 proved all it takes to accomplish something is to “put one foot in front of the other”…don’t stop…just keep moving forward.

Six Degrees: How many years have you been in the staffing industry?

Diana: I’ve been a recruiter for 13 years and can’t imagine doing anything else.

Six Degrees: How did you get started as a recruiter?

Diana: In 1996 I decided to get out of retail management and into something with a more predictable schedule. A friend who worked for Manpower called concerning an opening in her office. She thought I would enjoy and excel at recruiting. After 3 years with Manpower I became a corporate recruiter for I-many, a contract management software company at the time based in Portland, Maine. Reporting directly to one of the officers of the company and being the only recruiter (for most of my career with them) forced me to develop a strong foundation of skills needed to succeed in this industry. Unfortunately, after 4 years, several reductions in force and a pending acquisition by another company, it was time for me to walk myself out the door. I was unemployed for about 30 minutes. Yes 30 minutes. While driving home with my car packed full of boxes from my office the cell phone rang with an offer to work for IDEXX Laboratories. IDEXX Laboratories allowed me to use my experience to create a staffing process from the ground up for a very strong biotech company. I became the project manager for their first ATS installation and subsequently became point person on other key staffing related projects. I took on all immigration matters and became an expert in H-1B visas, TN visas, O visas, and the long process of obtaining Green Cards for employees. In 2007 I was speaking with Tim O’Connor when he mentioned he was leaving Unum and was wondering if I would be interested in his position. Unum offered the chance to lead their sourcing efforts and for the past year and a half I’ve been a sponge absorbing and applying everything from advanced Boolean searches to the power of networking. A little practice and persistence has really paid off. One afternoon on the web and a cold call later for instance landed two hires…a specialist in quantitative analysis and an actuary.

Six Degrees: What single event had the most impact on your sourcing/recruiting career?

Diana: First week as a recruiter at Manpower I went to meet with the HR Manager and Plant Manager for one of our biggest clients, a tannery. I quickly came to the conclusion that they were frustrated with how the account had recently been managed and were not at all excited about having to train a new recruiter on how to meet their needs. Now coming from a retail management background in leather goods gave me an idea. Instead of just listening to the Plant Manager explain what it took to operate each piece of equipment I began to interject questions and comments that would show him I was interested in their operation. He was surprised when I asked if they tanned the leather using vegetable dyes or a chromium based method. He really started opening up to me when I pointed to a machine we were approaching and asked what pattern they were applying today to the leather with the plating machine. It’s all about making a connection!

Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?

Diana: I’ve been fortunate to work with so many wonderful people over the years who have supported me. However, my former manager at I-many who remains my friend to this day is the person I attribute my overall outlook on recruitment to. He’s opened up my eyes to many things that have stuck with me throughout the years. He has an uncanny way of flipping a discussion or situation so you learn and grow not from his past experiences, but from your own thought process. Most importantly he’s helped me develop a balance between my passion for my work and the rest of what life has to offer outside of the office. I remember the day he stopped an important meeting with our immigration attorney that was running later than expected…it was my daughters first day of kindergarten (we had ½ day kindergarten in the afternoon). He insisted I leave the office immediately so I wouldn’t miss putting her on the bus for the first time. He said I could finish this discussion later, but I would never get this moment back with my daughter. Little moments in time have made for some powerful lessons not only of how to balance my life, but how to respect the balance my colleagues and candidates try to achieve as well.

Six Degrees: Tell us about your recent work

Diana: My primary focus for the past 18 months has been to source Physicians, Nurse Practitioners, Actuaries, and a variety of individuals with Financial and Marketing backgrounds. There are about a dozen people in the staffing organization at Unum. We collectively support the four home offices & all field offices throughout the US.

Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples?

Diana: Microsoft has had some pretty impressive talent on their recruiting team. They foster creative sourcing initiatives and have developed some incredible individuals in this industry.

Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?

Diana: The use of technology to creatively source candidates and above all maintain relationships with those individuals will have a huge impact on this industry. I think we are only seeing the tip of the iceberg now. Building strong relationships and connecting with people as individuals and not just another applicant is what people are craving. People love technology and what it can do for their careers, but are increasingly upset with how cold technology can be. It’s a big turn off to be treated as just another resume. It’s powerful to be treated as an individual who can make a significant contribution to an employer. I hear this everyday in the voices of people I speak with. They are truly shocked that I pick up the phone and get to know what makes them tick. There even more surprised when I drop a quick note off to them or call them back after a while to touch base and let them know I’m still interested in their career.

Six Degrees: What is your next career goal? What do you need to do to get there?

Diana: My immediate goal is to find a new avenue for my career as my position was eliminated March 31st. The cool thing about being in this industry and accustomed to networking is that when life throws you something unexpected you have a bag of tricks to get you through.

• Recruitingblogs.com
• Linkedin Profile
• Facebook
• Company Website
• Email Andrew

Six Degrees: Tell us of your home world.

Andrew: I currently live in the Historic Core of downtown Los Angeles with my girlfriend Terri. Terri works in post-production for WB’s “Gossip Girl.” We’re pet free, .. For now.

I’m a rarity in Los Angeles in the fact that I don’t own a car. I take the Metro to and from work daily. In our spare time, both Terri and I are involved with the LA Derby Dolls roller derby league and are also part-time foodies and cineastes. My project for 2009 is a downtown LA food blog. I also produce/direct one to two stage plays a year.

Six Degrees: How many years have you been in the staffing industry?

Andrew: I’ve been in recruiting, in one form or another, for approximately eight years.

Six Degrees: How did you get started in the staffing industry?

Andrew: I initially began in staffing, providing contract labor for American Honda Motor’s national headquarters in Torrance, CA. There were as many as 300 contractors at any one time ranging from administrative and customer service contractors to technology and automotive professionals. I moved on to run a full-cycle third-party search desk. I worked primarily with automotive component manufacturers. Next, I contracted with Mattel toys providing international logistics, technology, administrative and security professionals, both domestically and abroad.

I was introduced to Sourcing at Toyota Financial Services and provided Talent Acquisition for Finance, Operations and Field positions. At TFS, I had the opportunity to re-work field recruiting processes, experience new tools, and learn the value of sourcing to a recruiting process.

I’m currently at Parsons Corporation which is a global engineering and construction management firm. I manage our sourcing function that assists with executive level searches, strategic hires for business development, highly specialized technical roles, and large-scale staff augmentation

Six Degrees: What single event had the most impact on your sourcing/recruiting career?

Andrew: I don’t know that there has been a single event that has had a specific impact on my career, but there have certainly been several people along the way that have refined my outlook on how I do my job.

Do you have mentor(s) or people who have otherwise made a direct impact on your overall outlook on recruitment, capabilities, and/or model your career after?

Andrew: First and foremost, I’d credit LaTasha Folk from Toyota Financial Services for helping me define and perfect the role of the sourcer in the recruiting process. One of my current business partners at Parsons, Joe Piotrowski has been invaluable in refining my outlook and commitment to process. I’ve also benefitted heavily from my current team; Holly Klotz, Lisa Kearney, Joyce Ly and Ibrahim Zaghw for continually challenging my outlook on approach and communication. I’d also like to thank my sourcing foil, Annette Herrera, for her longtime friendship and advice.

Conceptually, there, of course, is El Dave, for introducing the concept of open networking. Shally Steckerl for continuing to push the viability of a sourcing function in the marketplace. And 97% of the blogosphere, which I steal from on a regular basis to make myself look smarter. I’m standing on the shoulders of giants and the view is good.

Andrew: In my current role with Parsons, I manage a team of four, soon to be five, corporate sourcing professionals that assist our federal, water, commercial and transportation business units. My team provides market intelligence, marketing recommendations, and talent location/acquisition services for our in-house executive search function. We also consult with our business development groups to find key hires who may be needed to supplement our current staff in order to win new projects. Finally, we provide support on niche technical positions and large-scale hiring initiatives for project ramp-up.

Six Degrees: (A) What other companies’ recruiting operations do you admire or have heard are best-practice examples?

Andrew: There are so many companies that inspire me to change my way of thinking about recruiting and sourcing. I’d point to Google’s commitment to quantification of all parts of the recruiting process and their attention to metrics. Invitrogen’s repositioning recruiting/sourcing as a revenue generating function. Microsoft, in general, for being as committed as they have been to sourcing as a function in recruiting.

(B) In what aspects are they superior?

Andrew: Generally, I think any of the examples that I gave or could think of have strong ideas about what recruiting means to their specific environment coupled with a commitment to apply that operationally. In some ways, I think at Parsons, we’re still in the process of starting to come of age with those concepts.

Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?

Andrew: The biggest general news story that will have an impact on my work is the election coupled with the economy. The push for economic stabilization through infrastructure construction could be a strong boon to Parsons at a time when most private industry will be re-assessing facility expansion. Secondarily, the continued attention to the environment, green construction, and alternative energy infrastructure will all be areas of growth for Parsons in the immediate future. I have to say that I feel very lucky to be working in the industry I’m in and for the company I work for, right now. The events of the past six months have been fairly portentous for our industry.

Have you ventured into the public domain with speaking events, or publications, per se, to represent your company or, more specifically, the art of sourcing?

Andrew: I tend to be fairly low-key when it comes to speaking events, awards, etc. I was able to take part in a panel discussion of Sourcing Metrics with Chris Murdoch from Yahoo and Angela Harper from Harrah’s at the 2008 Kennedy Sourcing Summit in Las Vegas. I tend to me much more likely to be an attendee than a speaker.

Six Degrees: What is your next career goal? What do you need to do to get there?

Andrew: Being only two years into the sourcing program here at Parsons, there is still a lot of work to be done around perfecting process, communication, and effectiveness. That said, in the future, I’d be interested in working internationally to set an off-shore sourcing capability, handling both domestic US and international hiring.

A Quick Question on how recruiters get paid

Do me a big favor my friends, Click & Participate:
http://polls.linkedin.com/p/34164/rseha

Sean Rehder, my “roomie” at many of the recruiting conferences, and I had an interesting discussion while at the last ERE San Diego conference. Sean builds sourcing and community management applications using Salesforce.com CRM for sourcers and recruiters. So together, he and I have seen quite few different ways that sourcers and recruiters find and hire candidates.

However, this discussion was not about techniques or tools – more precisely It had to do with the concept of how recruiters would frame the statement – “show me the money.”

This discussion was about what sourcers/recruiters get paid for and how they would like to get paid. Sean created a Linkedin.com poll question that anyone can answer and I the link is below.

The question is….if you could pick what you got paid for, what would it be?

The choices are….

Here is the link: http://polls.linkedin.com/p/34164/rseha

There is also a place for discussion so feel to add in your “2 cents.”

Dave Mendoza
Facebook Profile: http://profile.to/davemendoza
Facebook Group: http://groups.to/sixdegreesfromdave
Twitter: http://twitter.com/davemendoza
Join SixDegreesfromDave: http://tinyurl.com/sixdegreesfromdave

I have noticed that whereas 170 million have flocked to Facebook and millions to Twitter, our staffing community has not adopted as quickly in utilizing the search and relationship potential to a comfort level traditionally given to Linkedin.

According to my peers, changes to LinkedIn will increasingly limit its functionality for sourcing purposes, albeit the Cybersleuthing methodology will remain the key. Take a look at this discussion string and see if you’re not alarmed by what you see: http://tinyurl.com/cfafr7

According to our friend, Maureen Sharib, Recent LinkedIn Developments are as follows:

Made the “bulk accept” feature nearly impossible to find
Made it impossible to see your group member emails
Made it impossible to export your group members for communication other than once/weekly
Someone said (at that link) that LI is getting set to change the ability to see 100 profiles down to 60 as of 4/23

I am not confirming, but rather making the case that as a staffing community and early adopters, this is a wake up call to start diversifying the platforms in which our group thrives and in which we directly connect and develop relationships with one another.

Don’t fall behind. In this economy, being an early adopter is crucial if we are to successfully evolve in this economic transition. For those of you who have already joined Facebook, I strongly recommend you double check if you have edited your profile with a robust representation of your personality and professional strengths. Many colleagues remain hidden in search results due to minimalist profiles that lack their present employer or job title or areas of expertise, etc. It’s not simply about having an account – it is about making the most of each social network you join. As suggested with Linkedin, we cannot depend on anyone network for professional or personal networking. We cannot allow social media to grow without us or a role for us to target new talent – moreover, we need to be an integral part of their long-term strategies.

Even if you can confirm you are on Linkedin or Facebook, or Twitter or RecruitingBlogs.com (RBC) – do yourself a favor and check your profiles to ensure they are up-to-date. Ensure above all you have added as many personal and professional email addresses on each of these to be found. Check your settings, and check that your profiles are complete and interesting. If you worry about job stability or uyou have since been laid off – I can attest that many of you are being lost with emails that bounce for exactly this reason – an outdated email or committing to one that risks disconnecting you.

Today and throughout this week – do yourself and our group a favor and look over the checklist of social media to ensure your current, relevant and searchable:

Do you have a Facebook account? If so, is it current, do you have more than one email address listed? Is your profile complete with interesting aspects of your likes and dislikes and specialties?

Do You have a Linkedin account? Do your account settings provide for multiple email addresses in case you get laid off? Have you confirmed each email to ensure they are saved? Is your employer and job title up-to-date? Click Account Settings on top right corner, then click Email Addresses under Personal Information within the Settings page. It will list “Your primary email address is currently: XXXX. Click to add. In fact Linkedin encourages you to add more email addresses, “Add an email address: Adding an email address is useful if you expect to be invited to connect at more than one address. We recommend that you add both a personal and work email address.” * Then Click “send Confirmation Message” and confirm the email once you receive a message in your email inbox.

Now that the basics are behind us, how current are you with belonging to “Six Degrees from Dave”, the group on each of these social networks?

1) Are we directly connected on Facebook? Click to double check we are “Friends” – http://profile.to/davemendoza

2) Do you have “Six Degrees from Dave” as a listed group you belong to on Facebook? Click to double check you belong -
http://groups.to/sixdegreesfromdave

3) Do you have a Twitter account and do you follow me? Click – twitter.com/davemendoza

4) Do you belong to our new Official Membership Feed? Everyone needs to click to ensure they have updated info for our group. We can now identify by locality, region, job title, employer if you complete the form. Click: tinyurl.com/sixdegreesfromdave

5) Do you have an account on RecruitingBlogs.ning.com? If so, double check you joined our subgroup location CLICK – recruitingblogs.ning.com/group/sixdegree

6) Have you bookmarked our home site to get daily updates on our industry, interviews and top ten listings to network? Bookmark Add ‘this site’ it today and register to receive updates.

Each step goes a long way to staying interconnected with a life raft in this economic climate. We are here for you and each other. Be found, find others. It’s why “Six Degrees from Dave” has never been more relevant.

I’m with you in your concerns. You are never alone in our group.
Dave Mendoza’s Profile

Create Your Badge
Dave Mendoza
SixDegreesfromDave

First confirmed 100 to register will be featured in SixDegreesfromDave Mega Day Networking Event!

JobMachine Webinar Series Presents: Mark Berger -
“Linkedin Techniques To Get More Out Of Your Network”
Date: TOMORROW – Tuesday, October 28th, 2008
Time: 12 pm Central/ 1 pm Eastern/ 10 am PacificTimezone: US/Central
Price: $99.97
REGISTER HERE:
http://jobmachine.net/Linkedin10-28-08
After you click above, Register and Proceed to jobmachine.net/cart/view
Last Day to Sign-Up!

LinkedIn is a great way to identify and contact passive candidates. LinkedIn adds thousands of professionals per day and makes it easy for you to search for names associated with specific skills in specific geographic areas. This live, 75 minute webinar includes:

* An overview of the LinkedIn network and explain why almost every recruiter should be using this valuable recruiting resource.
* Focus on tips and techniques to locate those hard-to-find candidates for your next recruiting assignment.
* Explanation of advanced searches, network searches, keyword and title searches, location searches, industry searches, company searches, group searches, search results, using the SITE search technique and its advantages.
* Explanation of recommendations, groups, and interests.
* Tips on how to contact your search results, how to complete and maximize your own profile and grow your network.

This webinar has something for everyone; but is specifically designed for those with a beginner’s or intermediate knowledge of LinkedIn and will concentrate on techniques available to those with a Personal (free) LinkedIn membership status. This class is limited to the first 200 registrants. Attendees will receive a copy of the Powerpoint slides in .pdf format within one business day after the webinar.

Endorsed by SixDegreesfromDave.com
Webinar Series Brought to you from Shally Steckerl and Glenn Gutmacher at JobMachine Inc.

Dave Mendoza
SixDegreesfromDave

View my profile on RecruitingBlogs.com

LinkedIn | Bio | MSN | Skype

Phil was kind enough to offer this article for the benefit of our readers

Which is better for your job search, Facebook or LinkedIN?
By Phil Rosenberg
phil.recareered@gmail.com

The case for LinkedIN:

Strengths:

• LinkedIN allows you to build a massive network, and allows you to limited contact with any other user directly through its InMail feature
• You see 3 degrees of separation
• LinkedIN has a widget that allows you to superimpose your network over Monster and CareerBuilder ads – so you can reach line managers and bypass HR.
• LinkedIN has a similar widget to superimpose mini profiles over Outlook emails
• The LinkedIN Answers is a great way to find your audience, and participate in discussions

Weaknesses:

• It’s tough to broadcast messages to groups in LinkedIN, or to make messages viral
• LinkedIN is built to acquire a network, more than for communicating with a network
• Communication with LinkedIN contacts are best done through good old email, after initial LinkedIN introduction
• LinkedIN doesn’t coordinate well with blogs, nor have customizable apps…but we are told these are coming soon

The case for FaceBook:

Strengths:

• FaceBook is built for better communication within FaceBook. It’s easy to stay in contact with your network without jumping to outside email apps
• On Facebook, you can directly email anyone, even if you aren’t connected to them
• FaceBook has thousands of customizable apps, allowing recommendations, 2nd degree of separation, CRM like features, business cards
• FaceBook has customizable control to allow (or block) access to your information by group or individual (so you can block all your job search information from people within your company)
• FaceBook has viral messaging features, which is great for spreading the word
• FaceBook is excellent in blog integration, photo sharing and tagging, video sharing, and groups. Facebook integrates well with Flickr & YouTube
• 68 million members and growing…fast. It’s 3x the size of LinkedIN

Weaknesses:

• FaceBook is over-sensitive to spam, to the point of being ridiculous. If you template introductions, your account gets flagged at about 10 intro emails per a day. However, if you send friend requests without a note, it’s not considered spam. Go figure…
• FaceBook recommendations, questions/answers are still weak, due to low adoption rates
• FaceBook still has a social atmosphere, which means you’ll have friends that send cutsey messages to all of their friends…3 times a day. But you can block this feature
• FaceBook really only gives you 1 level of separation, you can get to a second level with heavy lifting through a FaceBook app
• Others can send you pictures, or add pics to your photo album. This means you have to regularly manage your online reputation, especially your public profile and photo album.

Common to Both:

• Both LinkedIN & Facebook have solid job boards
• Both have a status feature that lets you broadcast one-line status texts, like a built in Twittr
• Both have voice integration with Skype and Jaxtr
• Both are great for catching up with old classmates, or co-workers from past lives.
• Both have introduction features
• Neither has an easy integration of multiple social networks, phone or email lists, or contact management. Everything has to be exported and manipulated in Outlook, so it’s very limited, time consuming, & tricky

Summary:

Both are winners, and a winning strategy is to use both, because they each have their strengths in helping you build your network and subject matter expertise. I invite my contacts to both LinkedIN (www.linkedin.com/in/philrosenberg) and Facebook (http://profile.to/philrosenberg/) …feel free to invite me to your networks on both.

Trackback: http://recareered.blogspot.com/2008/03/duel-facebook-vs-linkedin.html
Phil Rosenberg
President, reCareered
Phone: 773-831-4628
Blog: http://reCareered.blogspot.com

View my profile on RecruitingBlogs.com

LinkedIn | Bio | MSN | Skype

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 20,000 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

Shally Steckerl, shally@jobmachine.net
Glenn Gutmacher, glenn@recruiting-online.com
Don Ramer, dramer@arbita.net
John Sumser, john@johnsumser.com
Kevin Wheeler, kwheeler@glresources.com
Jorrit Blok, jblok@yourit.nl
Louise Triance, louise@ukrecruiter.co.uk
Susan Burns, TalentSynchronicity@mac.com

Peter Weddle, peter@weddles.com
Penny Hunt, penny.hunt@prodigy.net
Barbara Jones, barbara.apbglobal@gmail.com
Heather Flynn, heatherf@waggeneredstrom.com
Jodi Moore, jodim@waggeneredstrom.com
Michael Gilmer, michael.gilmer@xerox.com
Kim Ogles, kim.ogles@flextronics.com
Anne McDonald, anne@mcdonaldplacement.com
Chawn Peterson, chawn@tristarsearch.com
Jessica Nims, jessica.nims@pnl.gov
Nancy Ford, nancyf@creativenetworkinc.com
Roger Hughes, hughesro@esi.com

Steve Fogerty, steve.fogarty@adidas.com
Steve Bonomo, Steve.Bonomo@adidas-group.com
Christine Barrow, christine.barrow@talentbridge.net
Marjan Torabi, marjan.torabi@adidas.com
David Alvarez, david.alvarez@apple.com
Andy Shearer, andrew.shearer@adidas.com
Matthew Welton, matthew.welton@adidas-group.com
Kristin Parrott, Kristin.parrott@adidas.com
Bert Koning, bert.koning@otys.nl
Laura Zijlstra, laura.zijlstra@otys.nl
Sander van den Brink, sander.vandenbrink@otys.nl
Jirka Bruijn, jirka.bruijn@otys.nl
Ruben Lamot, ruben.lamot@otys.nl
Johan Peter van het Kaar, jp.vanhetkaar@otys.nl
Cynthia Stutz, csearches@qwest.net
Dan Robitaille, dan@xstaff.com
Michelle Rocke, michellerocke@yahoo.com
Cynthia Ivaniszek, Cynthia_Ivaniszek@URSCorp.com
Tim Ellerbrock, tellerbrock@arbita.net
Laura Tremblay, ltremblay@kennedyinfo.com
Matt Zinman, mZinman@InternshipInstitute.org
Ernst Blom, Ernst.Blom@shell.com
Claudia Faust, claudia@improvedexperience.com
Sanjay Singh, Sanjay_Singh@Whirlpool.com
Amitai Givertz, info@amitaigivertz.com
Jody Elliott, Jody.Elliott@bhpbilliton.com
Kirin R, kiran@worldlink-us.com
Meghna Mohan, meghna@worldlink-us.com
Sandra Horowitz, daisy2031@sbcglbal.net
Sheila Greco, sgreco@sheilagreco.com
Steve@affinitycircles.com, Steve@affinitycircles.com
Paul Farrer, paul@pfj.co.uk
Andy Taylor, andy@ere.net
Ryan Loken, Ryan.Loken@wal-mart.com
Jason Buss, JBuss@russell.com
Bill Branstetter, bill.branstetter@abacussg.com
Dan Robitaille, dan@xstaff.com
Rayanne Trumbo, rayanne@bsmassociates.com
Dawn Mular, mular@roadrunner.com
Tami Orrange, tami.orrange@vegas.com
Brooke Kelly, Brooke.kelly@vegas.com
Tad Gotra, Goltra@zoominfo.com
Sarah White, sarahw@mranet.org
Mark Anderson, manderson@arbita.net
Beth Wong, bwong@shutterfly.com
Lacy Tanner, lacy@worldlink-us.com
Sheila Greco, sgreco@sheliagreco.com
Rithesh Nair, rithesh.nair@gmail.com
Patricia Haley, PatriciaHaley@boydgaming.com
Bryan Starbuck, bryan@talentspring.com
Bill Fulton, bfulton@fender.com
Chuck Taylor, chuck@affinitycircles.com
Craig Campbell, crcampbell@mgmmirage.com
Chris Murdock, murdock@yahoo-inc.com
Grant Bassett, gbassett@yahoo-inc.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
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
Elizabeth Lam, elizabeth.lam@tmpworldwide.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.co
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.recruiter@gmail.com
Marc Freedman, marc@dallasblue.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
Gerry Crispin, gerrycrispin@comcast.net
Hank Stringer, hank_stringer@yahoo.com
Dennis Smith, wirelessheadhunter@gmail.com
Brendan Moran, Brendan.moran@palm.com
Alan Whitford, alan@abtechpartnership.com
Bill Vick, HeadHunter@gmail.com
Paul DeBettignies, paul@mnheadhunter.com
Steve Rothberg, Steven@CollegeRecruiter.com
Tricia Palacios-Moran, trishpm@gmail.com
Kevin Wheeler, kwheeler@glresources.com
Keith Robinson, keith@e-strategypractice.com
Tiffany Peery, tiffanypeery@gmail.com
Dan Harris, dandharris@yahoo.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. All have given permission to be invited. 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 11,000 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

LinkedIn | Bio | MSN | Skype

By Dave Mendoza, Master Cybersleuth, an Affiliate Partner, JobMachine Inc.
Join My Linkedin Group, SixDegrees: http://www.linkedin.com/e/gis/37511/3DC0233041F8

Last Week week I exceeded 18,000 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
ABOVE ALL: Always reference – Dave Mendoza/SixDegrees within your invitation text, it is courteous and appreciated and strengthens the networking circle.:)

Dave M, davedeponce@gmail.com
Shally Steckerl, shally@jobmachine.net
Glenn Gutmacher, glenn@recruiting-online.com
Don Ramer, dramer@arbita.net
Jorrit Blok, jblok@yourit.nl
John Sumser, john@johnsumser.com
Kevin Wheeler, kwheeler@glresources.com
Louise Triance, louise@ukrecruiter.co.uk
Susan Burns, TalentSynchronicity@mac.com

Sheila Greco, sgreco@sheilagreco.com
Josie Surwald, jsurwald@au1.ibm.com
Courtney McGregor, cmcgreg@au1.ibm.com
Gina Sinfield, sinfield@au1.ibm.com
Lucas Copeland, copeland@au1.ibm.com
Katie Cowell,kcowell@au1.ibm.com
Suzanne Kendrick, suzannek@nz1.ibm.com
Carol-Ann Hickmor, hickmore@nz1.ibm.com
Ruth Hope-Jones, ruthhope@au1.ibm.com
Cristina Villamayor, cvillama@au1.ibm.com
Jonathan Reyes, jreyes@au1.ibm.com
Richard Mitchell, rmitchel@au1.ibm.com
Camilla Hasloch, chasloch@au1.ibm.com
Sylvia Bozikian, bozikian@au1.ibm.com
Janick Dimataga, jdimatag@au1.ibm.com
Linda Banno, lindbann@au1.ibm.com
Amanda Perkinson, amandap@nz1.ibm.com
Lisa Graney, lisag@nz1.ibm.com
Mark Staglieno, staglien@au1.ibm.com

5-27-2008

Paul Farrer, paul@pfj.co.uk
Andy Taylor, andy@ere.net
Ryan Loken, Ryan.Loken@wal-mart.com
Jason Buss, JBuss@russell.com
Bill Branstetter, bill.branstetter@abacussg.com
Dan Robitaille, dan@xstaff.com
Rayanne Trumbo, rayanne@bsmassociates.com
Dawn Mular, mular@roadrunner.com
Tami Orrange, tami.orrange@vegas.com
Brooke Kelly, Brooke.kelly@vegas.com

SKIPPED MEMORIAL WEEKEND WEEK

5-15-2008

Tad Gotra, Goltra@zoominfo.com
Sarah White, sarahw@mranet.org
Mark Anderson, manderson@arbita.net
Beth Wong, bwong@shutterfly.com
Lacy Tanner, lacy@worldlink-us.com
Sheila Greco, sgreco@sheliagreco.com
Rithesh Nair, rithesh.nair@gmail.com
Patricia Haley, PatriciaHaley@boydgaming.com
Bryan Starbuck, bryan@talentspring.com
Bill Fulton, bfulton@fender.com

5-7-2008

Chuck Taylor, chuck@affinitycircles.com
Craig Campbell, crcampbell@mgmmirage.com
Chris Murdock, murdock@yahoo-inc.com
Grant Bassett, gbassett@yahoo-inc.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

4-23-2008

Ronda Campbell, ronda@thecampbellgroup.net
Jennifer Marcy, jmarcy@arbita.net (Updated)
Ted_Meulenkamp, ted_meulenkamp@agilent.com
Brett Starr, starr@starrtincup.com (Updated)
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

Australia Leadership Tribute, 4-16-2008

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

4-9-2008

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

4-2-2008

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
Vincent Wright, Vincent@VincentWright.com
Marc Freedman, marc@dallasblue.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
Gerry Crispin, gerrycrispin@comcast.net
Hank Stringer, hank_stringer@yahoo.com
Dennis Smith – wirelessheadhunter@gmail.com
Brendan Moran, Brendan.moran@palm.com
Alan Whitford, alan@abtechpartnership.com
Bill Vick, HeadHunter@gmail.com
Paul DeBettignies, paul@mnheadhunter.com
Steve Rothberg, Steven@CollegeRecruiter.com

Tricia Palacios-Moran, trishpm@gmail.com
Kevin Wheeler, kwheeler@glresources.com
Keith Robinson, keith@e-strategypractice.com
Moises Lopez, mlopez@sourcingcorner.com
Tiffany Peery, tiffanypeery@gmail.com
Dan Harris, dandharris@yahoo.com
Kevin Stakelum, kstake@microsoft.com
Bill Bargas, billbargas@diversity.com

View my profile on RecruitingBlogs.com