“Thank you Chairwoman Slaughter, Ranking Member Dreier. It’s a pleasure to be here today. The Budget Committee reported out the reconciliation bill but also, obviously, we realize it’s going to appear in tandem with the Senate bill, so I want to address both. This legislation would produce a sweeping overhaul of our healthcare sector, about 1/6 of our economy.

It will fundamentally change the relationship between patients and their doctors and put Washington in control of their healthcare. It will raise taxes by $569.2 billion, just as the economy is struggling to get out of a recession and create jobs. It will add a new $2.4 trillion entitlement program on top of the fact that we already have $76 trillion in unfunded liabilities that we don’t know how to pay for.

Whether you share our opposition to this or you believe this bill should be enacted, I doubt there is any disagreement about the sweeping nature of this legislation or the convoluted process that’s unfolding here. I’m sure the majority will cite cases of reconciliation abuse – rules that package bills in one vote of Saturday sessions and Sunday votes. But you will not find the mix of abuse that will occur to gain enactment of this legislation. This is unprecedented, it is absolutely breathtaking. You in the room are the experts on the House Rules, so I want to focus my comments on the extraordinary and unprecedented abuse of the budget reconciliation process.

Budget reconciliation has been abused in the past. This is one of the reasons why the Senate adopted the so-called Byrd rule. But reconciliation has never, ever been abused to the extent that it is today. Let’s just think about what we’re doing here. We are using last year’s budget resolution, which has a target of $1 billion of deficit reduction reconciliation instructions, to sweep into law a $2.4 trillion entitlement. The DRA of 2006 was $40 billion; 1997 was something about $170 billion. So we now have before us a budget resolution that says “just find a token $1 billion, $1 billion in deficit reduction, oh and while we do that, why don’t we create a new $2.4 trillion entitlement.”

We are not governing here today. We are greasing the skids to abuse the budget reconciliation procedure which was intended to control the government, not expand it. The key goal of the 1974 Budget Act, which is governing this process, was to reign in the President’s power and give the Congress the means to control the budget. Today, the Budget Act is being used ironically by this President to jam through the largest expansion of entitlement spending in over 40 years.

Let’s take a quick look at the price tag. Everybody talks about the Congressional Budget Office. They’re very good people, they’re clearly being overworked, they do their jobs very well, but their job is to score what is put in front of them. Let me just talk about what’s put in front of them.

What has been put in front of them is a piece of legislation full of gimmicks. When you strip away the gimmicks, when you strip away the double-counting and the faulty assumptions, it is clear that this overhaul does not reduce the deficit and it does not contain costs.

I think the Speaker kind of let the cat out of the bag yesterday, when in her press conference she said “You know what? We are going to pass the ‘doc-fix.’” So I asked the CBO, they gave me a letter which I would like to ask unanimous consent to put in the record, what’s the cost of this thing then if we do pass the “doc-fix,” as the Speaker is claiming we will do? Right away, this wipes out the savings, the claim of $138 billion in deficit reduction, and gives us a $58 billion deficit right there, the CBO’s letter yesterday shows us that.

Now, I brought a chart, which I shrunk because it’s a small room, and it may be too big as well, so I’m sorry, Tom, if you don’t mind. Let’s take a look at the fuzzy math that’s just inside this bill.

From looking at the letters we’ve gotten from CBO, just yesterday and a few days before, they’re claiming $138 billion in deficit reduction in this bill, and that’s all the smoke and mirrors. But take a look at the Class Act.

That’s $70 billion of premiums, which is supposed to go to pay the benefit of the Class Act, but are instead being sequestered away to pay for this new entitlement. Then you’ve got $53 billion of new Social Security taxes. When Social Security taxes come in, they’re supposed to be reserved to pay more benefits. But, again, you’re just making more raids on the Social Security trust fund to pay for this new entitlement. And then the CBO tells us, you’re going to have to have a lot of money to run this program – $10 billion to the IRS to hire about 16,000 IRS agents to police the enforcement of this mandate on every American, about $55 billion just to go toward bureaucracies to run this new government takeover of healthcare, and just on the Part A trust fund, yesterday’s CBO letter makes it extremely clear, all this money, through these Medicare cuts, is not going to extend the solvency of Medicare. CBO is extremely clear about that.

It is going to pay for this new entitlement. Just from the Part A trust fund for Medicare, that’s $398 billion coming from Medicare to go toward this new entitlement. Looking at just the CBO letters we’ve received, this bill over 10 years gives us a $454 billion deficit.

So, it’s very, very clear that, when you strip away the gimmicks, when you look at the fact that this treats Medicare like a piggy bank to create new government programs, what we are doing here is we are imposing a new entitlement, that we don’t know how to pay for, on top of the other entitlements we don’t have money for. We’re imposing job-killing tax increases on American people at a time we’re trying to create jobs.

And, finally, let’s just take a look at the architecture of this legislation. It is designed to give the federal government control over what kind of health insurance is available for all Americans, it mandates that Americans buy health insurance that is determined by Secretary of HHS, it tells us how much healthcare is enough, and it tells us what treatments are worth paying for. I don’t think this is what people sent us here to do.

In the House we’re up for election every other year, the entire body is up for reelection. The Framers designed this institution to be closest to the people. I would simply implore you: they want transparent government, they want accountable government, and bringing forward a rule that deems a 2700 page bill- a takeover of the entire health care sector, the creation of $2.4 trillion entitlement- deeming this into law, without actually having the courage to have a clean up or down vote in the people’s house, as representatives of the people. This is not good democracy, this is not good government. One of the cornerstone principles of this nation that the founders created is we have government by consent of the governed, that’s not what’s happening here, we are turning this principle on its head.

I would simply implore you don’t go down this path. Give us clean votes. More to the point, the shame of all of this- and my friends on Ways and Means know this, is we’ve been offering ideas as well, we’ve been offering solutions. We have asked you to work on this on a bipartisan basis, step by step, piece by piece: work on the uninsured, work on preexisting conditions, work on costs, work on prices, work on the deficit.

Instead, I realize you have a big majority, I realize you have all the power in Washington; you chose to go it alone with one party rule. I simply want you all to know that we too believe the current system of healthcare is unsustainable. It needs to get fixed, it is bankrupting families, it is bankrupting people with preexisting conditions. We don’t want to have 30 or 47 million people uninsured whatever number you chose, pick it. We want to fix this!

But the answer is not for the federal government to take over the health care sector, impose $569.2 billion in new tax increases to kill jobs, and to raid Medicare by the tune of $532 billion- not to extend its solvency, but to create a new entitlement, and so that is why we are opposed to this bill.”

“I would love to interview you for my blog. I’ve been following you on twitter, and am your friend and fan on facebook. I’ve been doing what you are recommending here for the past six months. I’ve been bored with #FollowFriday for quite some time. I thank the people who give me a nod, but I knew there had to be a more innovative way to recognize people we respect. So, I changed it up a little. On Friday’s I give out what I affectionately refer to as “the coveted @HRMargo awards including what that person does best, with hash tags,and recognition etc. 3 weeks ago, I asked my friends to embrace something I call #HireFriday. Instead of #FollowFriday, tweet the name of someone you know in transition, their title, industry, location, & a few descriptive key words to help that person get connected. Instead of giving an unemployed friend a hug, give them a leg up, I’d say, and introduce them to your contact network. On my blog http://HRMargo.com I wrote two posts about it. I registered the name on whatTheHashTag.com and a few of my connections at monster.com embraced the concept. They posted interesting articles for people in transition. The purpose of #HireFriday isn’t for recruiters to tweet or spam job…it’s for candidates, it puts the spot light, where the spot light belongs. Recruiters benefit, the candidates benefit, hiring managers benefit, and most importantly, the families of those unemployed people benefit.
Recognition is important. But when it isn’t sincere, or have meaning and merit, it is of little value.

#FollowFriday, with it’s stacks and rows of names isn’t of value…but connecting a person in transition with a job is.

Dave, I applaud your efforts here. I do believe in what you are doing. There’s obscure folks like me who are trying to fight the good fight and help the little guy. It’s why I started my blog. It’s why I launched my blogtalkradio show Compassionate HR. I want to make a difference in my own little way. I believe in featuring people in our industry who go above and beyond the call of duty to be stewards of their community. That is the true meaning of leadership. Giving is its own reward.”

NOTE: I want to extend my condolences to Margo. Her beloved Shih Tzu, Carmen, passed away. He died while she was at The ERE conference. I am confident Carmen is frolicking in greener pastures with limitless squirrels to chase under big rainbows.

• New Blog Post: Twitter Weekly Updates for 2010-03-07 http://bit.ly/aNXg5q #
• Matt Damond wife is so average #oscars #
• Damn u george clooney and ur fabulous life lol he even bought his Italian gf an island #
• Loved "up" #oscars right up there with monsters inc. In evoking emotion & laughter glad it won #
• I'm the only one in my house that loved district 9 #oscars so I'll replay it with my socks so they get the analogies lol #
• O don't get how serious man was nominated, it was a sedative #
• Hurt locket best screenplay robbed Quentin's inglorious basterds! Ridiculous #
• #oscars agreed John Hughes told the story of growing up and shaped a generation #
• Wow that #oscars award speech for "music by prudence" was beyong awkward. Woman in purple totally cut him off, no class #
• SJP did u get caught in a windstorm? Most over rated person in the industry. #oscars #
• A gypsy just won an Oscar! #
• Why are these lame twilight kids on stage #oscars? Her fidgeting makes me dizzy. Enjoy ur 15 minutes? #
• Interpretive street dance #Oscars? My eyes r bleeding #
• RT @darthvader: I'm adding interpretive dance to the Empire's deadly arsenal next week. Evil has a new symbol! #
• Tonight my daughter Siena blue drew her first drawing of het and I and my heart is warmed #
• Sandra bullock #oscars gave best acceptance speech while Sean Penn gave most abysmal intro. Sober? Congrats Sandra #
• I don't need #Oscars to reaffirm to me that inglorious basterds is one of the greatest films in cinematic history. Take a bow Quentin #
• New Blog Post: Guest Feature: Katheryn Rivas "100 Inspiring & Informative Blog Posts for Young Job Seekers" http://bit.ly/bvIDdb #
• @davemendoza recommends @StevenRothberg #mrtweet for developing thee leading platform for college job seekers with wit social savvy & aplomb #
• @davemendoza recommends Paul Goldberg aka @LAreikidude #mrtweet given his #socialmedia savvy, sourcing ability as a top #recruiter #
• Finally spring rains to Colorado to hasten spring. Actually excited & hope lightning adds special effects! #
• US advertisers to spend more on digital than print: study http://is.gd/9YHPN #
• MillerCoors Urban Entrepreneurs Series Celebrates 10th Anniversary and $1.4 Million Awarded in Business Grants http://is.gd/9YYmv #
• Nancy Pelosi's grip on House slips – Jonathan Allen – POLITICO.com: http://bit.ly/a7VzTd via @addthis #
• Google vs. Yahoo: Who Has the Right Social Strategy? http://ow.ly/1pYjGK #
• Is Google Search Coming to Your TV? http://ow.ly/1pY0P4 #
• How Job Seekers Are Using Social Media for Real Results http://tinyurl.com/ybrgr4d #
• RT @ERE_net Cold Calling: How many cold calls are needed to make one hire? – Blogs – Communi.. http://tinyurl.com/yd2p2l3 #
• RT @mashable Betty White to Appear on SNL, Facebook Fans Rejoice http://bit.ly/dd7gZi #
• RT @mashable Why Computer Engineer Barbie is Good for Women in Tech http://bit.ly/bWlIwg #
• RT @mashable Iron Man 2 Trailer Hits YouTube http://bit.ly/brGoRh #
• New Blog Post: Thought Leader, Carol Mahoney 'Is' Talent Acquisition On Demand http://bit.ly/c8yKFh #
• @davemendoza SixDegreesfromDave Interview Pt2: Thought Leader, Carol Mahoney 'Is' Talent Acquisition On Demand http://bit.ly/c8yKFh #
• 730 identified cases of stmulus act fraud audited by GAO thus far #
• @davemendoza recommends Paul Goldenberg aka @LAreikidude #mrtweet given his #socialmedia savvy, sourcing ability as a top #recruiter #
• @davemendoza highly recommends @bkjrecruiter #mrtweet given his hands-on client relationship skills and as a leading #social #staffing firm #
• New Blog Post: SixDegreesfromDave Interviews: Brian Kevin Johnston is Hands-on Client Relationships http://bit.ly/d0QnVV #
• SixDegreesfromDave Reflections: Brian Kevin Johnston is Hands-on Client Relationships http://is.gd/aebbR #
• SixDegreesfromDave Reflections: #recruiter Brian Kevin Johnston is Hands-on Client Relationships http://tinyurl.com/y8lqbvh #
• New Blog Post: SixDegreesfromDave.com's New 'TOP TEN TWITTER' Series http://bit.ly/9RwFl9 #
• @davemendoza SixDegreesfromDave.com's New 'TOP TEN TWITTER' Series, Industry’s Renown Sourcing Leaders http://bit.ly/9RwFl9 10 minutes ago #
• Follow SixDegreesfromDave.com's New 'TOP TEN TWITTER' Series, Industry’s Renown Sourcing Leaders http://bit.ly/9RwFl9 #
• Can u please RT @davemendoza SixDegreesfromDave.com's New 'TOP TEN TWITTER' Series, Industry’s Renown Sourcing Leaders http://bit.ly/9RwFl9 #
• HOW TO FOLLOW #Recruiter Industry’s Renown Sourcing Leaders #twitter, 1st in a series: http://bit.ly/9RwFl9 #
• RT @HRMargo Jerry Albright: The Rock And Roll Recruiter:http://twt.tl/XxtU4I4 #
• New Blog Post: I'll Be Joining the Cybersleuth Q& A Team at Sourcecon http://bit.ly/9RJJyW #
• Google Wave Keeps Rolling with New Extensions Gallery http://ow.ly/1qfyEz #
• Firefox Account Manager Aims to Make Your Social Life Easier http://tinyurl.com/ycssen9 #
• Gaming Faceoff: Project Natal vs. PlayStation Move http://tinyurl.com/ybt46ww #
• Google Mobile Product Search Now Does Local Inventory Check http://tinyurl.com/ydbk75q #
• Foursquare and Starbucks Team Up to Offer Customer Rewards http://tinyurl.com/yda9tzj #
• @davemendoza, "Thought Leader fmr VP Yahoo Talent Acquisition, Carol Mahoney ‘Is’ Talent Acquisition On Demand" http://tinyurl.com/ykuol5u #
• Recommended @Le_Brenda:'@davemendoza recommends my buddy @Le_Brenda #mrtweet, she is … ' http://bit.ly/aM6v9h #mrtweet #
• Either My 3 yr old daughter hid my car keys or my house is haunted. Officially in a bad mood #
• @levyrecruits no I think I take more pleasure in that my lil Pomeranians behind got shaved and has more hair still than levy buddy lolol #
• US terror suspect in Yemen worked at 5 nuke sites http://is.gd/anWHD #
• @iDonato Math fact: google can't do it all. Vertical search engines must fill in the gaps. http://tr.im/Qn02 Case 4 real-time search engines #
• FF @shally @gutmach @russmoon @timoconnor @steverath @lauriedesautels @Moxie_Sourcer @dandharris @joshuakahn #
• FF @MikeRamer @animal @hrmargo @barbaraling @techtrak @levyrecruits @ray_anne #
• still can't find my keys. I'm so screwed. Seriously my house must be haunted. We all saw them on the table untouched before missing #
• After 4 hours of looking, I found my keys in my wife's hair dryer drawer. Not blaming, just saying that's where they were. Now to cool off. #
• Vegas jobless rate hits all-time high of 13.1%… #

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Glenn Gutmacher, Vice President of Arbita ACES recently detailed that a braintrust of over a dozen of the world’s top cybersleuths will be available at not cost, sharing their expertise as they do online mini-presentations to share their hands-on insights on the latest, most productive methods and tools in many sourcing topic areas via live webinar.

It will be an honor to join and share with the sourcing expertise of Amybeth Hale, Dan Harris, Glenn Gutmacher, Jim Stroud, Josh Kahn, Laurie DesAutels, Russ Moon, Shally Steckerl, Steve Rath, Teresa Bustamante, Tim O’Connor, as well as previous SourceCon Grand Master Champion, Mike Notaro and Eric Jaquith.

This is happening only once in 2010, and it’s called the Arbita Sourcing Lab, held in person and online in conjunction with SourceCon on Sunday, March 14 and Monday, March 15. SourceCon is in its first year under ERE’s ownership, with Shally and Glenn also more heavily involved, but you couldn’t swing the travel, cost, etc. So this is your answer!

IT COULDN’T BE EASIER

1) Register ASAP at https://www1.gotomeeting.com/register/724031464

2) Login at any point(s) during the hours listed there, on either Sunday (3/14) or Monday (3/15), whenever it’s convenient for you.

3) Check out the expert presentations on various Internet and phone sourcing topics, recruiter/sourcer productivity tips, etc. (times listed at

There will be someone and something new presenter every 15-30 minutes!

4) Ask any sourcing question you like (even if it doesn’t relate to the mini-presentation happening at that moment).

We look forward to seeing you online or on-site in just a few days! If you can’t make Sourcecon BUT you are attending ERE next week, we can likewise have another opportunity to meet in person. Look forward to seeing you or shaking your hands, virtually my friends!

SixDegreesfromDave was renown for passing it forward with it’s Top Ten Linkedin Features. At one point, nearly 1,000 invites per person featured were sent in a single 24 hour period! In today’s ever changing social media world, we make changes to reflect that evolution with emerging technologies. As of today we now start the ever more viral means of sharing best practices with a series of TOP TEN TWITTER for the staffing industry. We will feature people I know first hand, respect, and genuinely believe are making a difference in our industry as practitioners, innovators and Thought Leaders. This is by NO means a random listing series. Our listings are always carefully reviewed and vetted by prior contributions. We begin our first in a series featuring the Sourcing Apprentice program made famous by Shally Steckerl’s Mentor Program.

1) Set up a Twitter Account. It takes 2 minutes, tops. Fast & Easy. Login
2) Click each of the names listed ABOVE in the top ten and click “Follow”
3) Done!

You can follow the endorsement ethic similar to Linkedin by recommending Twitter accounts For example, here is a common format to consider:

@davemendoza strongly recommends @carolmahoney #mrtweet as the leading corporate #staffing #talent acquisition expert. To infinity & Beyond
OR
@davemendoza strongly recommends @shally for his genuine passion for community, #recruiter leadership contributions, brotherhood & hands-on mentorship.

We have three very special features to share, Two former corporate Talent Acquisition Executives at Yahoo! and the other by a fellow recruiter who understands relationship skills is not a single transaction. In the Twitter spirit feel free to ReTweet each of the following articles: RT @davemendoza (!)

SixDegreesfromDave Reflections: #recruiter Brian Kevin Johnston is Hands-on Client Relationships http://tinyurl.com/y8lqbvh

Thought Leader, Carol Mahoney ‘Is’ Talent Acquisition On Demand
http://tinyurl.com/ykuol5u

Libby Sartain, Chief People Officer Yahoo Interview – http://bit.ly/b8cOCg

Who is Dave Mendoza? A Reminder with my BIO

Best Wishes,

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On February 22, We featured Brian Levin Johnston. In the past 4 years we have pursued our series of interviews highlighting the unsung heroes of our staffing industry detailing professional and personal life and industry perspectives. In that time, I have had the pleasure of a few and rare surprise in my mailbox with a hand written card of appreciation and thoughtful packages; I am guessing at most five or so. It’s not that it is expected, necessarily desired – but it speaks volumes about the sincerity of recruiters understanding the people skills that motivate their success. With this back drop in mind, Brian K. Johnston has surprised me not only once, but twice with a thoughtful card. Yesterday – believing it was a package for my wife, I learned today that in fact he had sent a care package full of gourmet brownies.

This is not an advertisement for brownies or other concoctions, though I will say I especially appreciated the buffalo meat package Shally once sent me lol. In all seriousness, what I have to say is that as recruiters we are in the people business. When we run the Top Ten networking listings or the interview series we do it to bring genuine pass-it-forward moxy to the table as a showcase for the phrase that should mean something. In doing so, I can say that a phone call confirming acknowledgment is a rare pleasure. In this case, Brian exemplifies that he puts forth an understanding why he is so successful developing clients and developing trust with his relationship building skills. Not only has he had the US Postal Service at work to bring a smile – he regularly tweets to promote all those we have featured in interviews since his own. He comments and asks questions of those featured interviewees. Simple? Yes, but uncommon and meaningful. I cannot say anyone has been as consistent to share the limelight with others as promotes the realization of the experience that it is to share best practices as he has. Not a one.

We need more Brian Kevin Johnston’s in our business. Not because of care packages, but because he cares about building relationships. In our business you would think it was the norm, but rather, the self promotion aspect becomes a single transaction. Brian sincerely understood the ‘experience’ of what it is to have their understanding of the industry shared, the motivation of being in the “People Business” and abides by my mantra “It’s all about the love.” Yes it is a corny mantra, but one that evokes a genuine heart felt warmth within me to assist others because I sincerely believe that others have a story to share and worth being promoted by their peers. It’s not about the biggest billers or the innovation alone – it is about reminding us every once in a while why we prevail through upturns and downturns in the economy. I know that Brian smiles and shares at the dinner table with his family the stories of the lives he changes with a hiring offer. He understands he is putting food on someone’s elses dinner table. He reminded me of the passionate, if not odd dedication to bring that adrenaline rush to my chemistry every time I felt or wanted to feel I made in impact in someone else’s lives.

Many times, like a soldier coming home from the battlefield we forget to share what we experienced, as if duty alone compelled us, if not the cause. We do something special. We serve mankind. Grandiose statement you may say, but look at Brian – he knows his skill sets helps an unemployed person pack his grocery cart a little more full or means a tricycle for someone’s daughter. It’s the little things to the grand we impact – if we really care.

We need more Brian K. Johnston’s but for now I can happily state that I have my own experience with this singularity in an industry that could use many more.

Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?

CAROL: I am a trained facilitator and major proponent of Best Year Yet™, a process used to drive maximum team performance through planning.

In a nutshell, the process includes creating a vision for success that is compelling and, usually, nearly unattainable. The behaviors, practices and goals then follow from that vision. Then on a monthly basis, the team comes together to measure it’s progress against the behaviors, practices and goals they set up for themselves. Sounds simple…but having a facilitator outside the team keeps the derailers and excuses from getting in the way of success. Also, in my experience, at the end of the year the team is motivated by how closely it has come to achieving the nirvana state thought so unachievable the year before. It then propels the team to “ratchet it up” even more the following year.

In my past, I co-developed and facilitated a 2-day intensive training for companies called “Guerrilla Recruiting”. The tenets and foundation of Guerrilla Recruiting have shaped my philosophy about Talent Acquisition to this day. Central to an organization’s talent acquisition success is: an engaged executive and management team; a creative, competent and accountable recruiting organization; and a relentless focus on the candidate as the customer.

Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?

Carol: Under my direction, I have implemented several software systems aimed at tracking talent and automating the talent acquisition process (Skillset Software, Restrac, Home-grown Filemaker Pro system, Icarian, Resumix, Vurv). In addition, I’ve tried at least as many solutions for tracking candidates, leads, etc. What I’ve found is that the technology is never as good as it looks and that human adoption is more important than anything. My observations:

A red-wagon can be a decent candidate delivery solution. At Synopsys while we were choosing an ATS solution, our req. load increased so we needed to do something. Enter…a red flyer wagon that we used to cart around the applicant flow to all recruiters. I don’t recommend it. And, yes, it was clumsy. But it was fast and every resume was seen by every recruiter.

It doesn’t matter how good the technology is, if the recruiter or sourcer doesn’t perceive that a tool adds value, the tool is ineffective.

A good 85% of recruiters hate a structured process imposed on them. If your tool also imposes a process, the likelihood of universal adoption is low. You can beat them mercilessly but they will evade you at every turn.

It’s not always “user error” or poor configuration decisions that make a tool bad. Sometimes the tool is slow; or the search capability is uneven; or it simply does not work.

It’s not a matter of install, deploy and go. A tool must be constantly tended, maintained and improved. A company that neglects this usually hates their ATS.

A Talent Acquisition manager can’t be successful without the reporting that tools allow. Excel spreadsheets won’t do it for a mid-sized function or larger.

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?

CAROL: When I started at AMD, it was a great training ground because we worked in cubicles and could listen to the recruiters on the phone and even in interviews. I had a pretty realistic expectation of what it meant to do recruiting and it was actually easier than it sounded. I got a “high” when I was talking with candidates and in the pursuit of a hire. I had no idea, though, how hard it was to serve the “other” client: the hiring manager. I vacillated between being a pleaser and being, frankly, a little arrogant and difficult to work with. It took a few years and a foray into the consultant world to really understand: the client is “king”. Yes, the candidate is important too. But no client, no candidate.

Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?

CAROL: Looking at lousy management practices, one emerges as the winner. It’s assuming that what worked at one company will work at another. Best practices are great. I spend a healthy percentage of my time looking outward and understanding what’s working in my field. In my experience, however, one can make a huge mistake simply forcing what worked before (even at the same company) on your clients.

Conversely, it is critical to continually pulse your client organization to understand their needs. You can pick and choose from past approaches and other best practices; but then you must customize your solution, strategy, programs, etc. to fit the needs of your client.

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.

CAROL: If I could facilitate only one change to the Talent Acquisition management world it would be to nurture, inspire and develop career Talent Acquisition leaders. I am positive that focusing on leadership rather than deep recruiting expertise would strengthen the talent acquisition function and its influence on the organizations we serve.

Recruiting tools and best practices evolve constantly. And recruiting experts who understand the trends are critical to the function. But developing the leaders who know how to conduct the orchestra of recruiting experts will help the “music” sound better and, more important, ensure that the music is heard.

Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?

Carol: In 2008 I introduced Best Year Yet™ to my direct report team. We set our vision and goals for the year using that approach and it was a backbone to successfully navigating one of the most difficult years at Yahoo! – the year Microsoft made the offer to buy it. I used it again in 2009 and again was able to align the team and move the organization toward achieving very aggressive goals. Though I didn’t innovate the approach, I introduced it to the team and now consider it a “best practice” for running a large organization.

Another best practice that I’m proud of developing for Yahoo! was its talent pipeline pods. The goal was to create pods of sourcers and recruiters who would fill the pipeline with qualified talent possessing key skills in advance of open positions. The pipelines were successful and are still producing results for Yahoo!

Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?

CAROL: The most common obstacle to any recruiting organization is limited funding. A well-funded and highly accountable talent acquisition team can be the secret sauce of a successful business. Recruiters are happy, management is happy, candidates are happy, customers are happy and, eventually, shareholders are happy. A poorly funded talent acquisition team may be able to work miracles but not on a sustained basis. Recruiters love to do great work – so being put in a no-win situation where they can’t perform for their hiring managers makes recruiters crabby. And managing unhappy recruiters is worse than nails on a chalkboard.

That being said, I have NEVER worked for an organization that was flush with cash. So the trick is getting enough money in advance of the need to create results

Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?

CAROL: Strategic blunders: In the haste of delivering recruiting services during a hiring spike, it is critical to ensure that you are crystal clear with executives about what deliverables they can expect as you ramp-up hiring. It sounds like a tactical blunder. However, failing to do so results in a credibility gap that is hard to repair! Executives must be clear about what they can expect from their recruiting organization IN ADVANCE of any needs. Under-promise and over-deliver. And keep the organization informed of progress regularly because of “selective memory syndrome”.

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?

I also love the transparency of the recruiting business. It is enough of a numbers game to predict results and then bask in the success. Likewise, the accountability keeps the team on their toes.

Six Degrees: What one thing do you ideally hope to accomplish in 2008?

CAROL: I am in the business to solve Talent Acquisition management problems. This year I would like to emerge as the go-to person when high-technology HR and TA managers have a problem that they need to solve. I may not solve it myself, but I know that I will be able to help by bringing my network, my experience and my creativity to bear.

Six Degrees: Tell me something others may not know about you.

CAROL: I am an avid reader. Although I’m very social and love people, my favorite pastime is reading. I usually have 2-3 going at a time: 1 business or non-fiction book, and 2 purely entertainment books – 1 which I read and another which I listen to on my IPOD.

Six Degrees: How Are You Going To Change The Recruitment Industry?

CAROL: I see my company working arm-and-arm with clients to evolve the recruiting organization into a highly accountable, well-resourced effort of companies that depend on knowledge workers to win in the marketplace. Many companies are overly-fixated on cost and ignore the “art” of attracting and landing the very best talent. Likewise, other companies throw money at the problem with little result. I want to help develop the next generation of career talent acquisition leaders who drive outstanding results by: crafting a tailored and flexible TA strategy, developing MEANINGFUL metrics, and cultivating innovative teams that are a chapter ahead of the market.

Founded by Carol Mahoney, TA on Demand was launched to deliver recruiting management solutions to organizations that rely on talent to create competitive advantage. Most recently VP of Talent Acquisition at Yahoo, Inc. from 2003 through 2009, Carol has enjoyed a successful HR career, with a focus on Talent Acquisition. She is now leveraging her expertise to create a consulting practice focused on delivering Talent Acquisition Management solutions.

Past Clients & Employers:

Consulting

• Using structured methodology, assess Talent Acquisition capability and approach, outlining strengths and gaps.
• Create client plan to strengthen Talent Acquisition function.
• Coaching/Mentoring of TA Leaders
• Talent Acquisition program work
  such as…
  • Sourcing and talent pipeline program development
  • Employer Brand
  • Candidate Assessment & Selection

Team building

• Customize and facilitate Best Year Yet, a team building and
  goal setting process
• Assist in building a TA organization including
  • Assemble SWAT team to meet needs of unanticipated hiring demand
  • Identify and select top TA contributors, vendors & employees

Recruitment Process Outsourcing

• Staff and manage outsourced teams of recruiting resources

By Katheryn Rivas

With unemployment at high levels in many places around the nation, finding a job is difficult for many. Of course, those just emerging with their college degrees and who don’t have a large amount of experience may find an even more daunting job market out there. Young job hunters shouldn’t lose hope, however, as these blog posts offer advice and inspiration created just for people in your situation who have a lifetime of career potential ahead of them.

General Advice

Here you’ll find all kinds of job hunting and career advice to get you started.

1. The Job Seeker of the Future: Learn what skills and attributes employers will be looking for in the coming years through the advice found on this blog.
2. Young Job Seekers Need 20-20 Vision: This blog post will help you forge the right direction for a career with staying power.
3. Career Advice for College Grads: Find all kinds of helpful advice from other college grads in this post.
4. 5 Things College Teaches You About Work (and 5 things it doesn’t): See what your college education taught you in terms of work and things you’ll have to learn on your own.
5. From Ivy League to Unemployed: How College Grads Should Approach the Job Hunt: Even those at the top of the educational ladder aren’t secured jobs at graduation. Learn what you can do to help make that battle a little easier from this post.
6. Meeting Employers Through Job Fairs: Job fairs can be great places to network and potentially even meet future employers, so check out this post for some advice on making the most of them.
7. Non-obvious guide to finding a great job: Not everything about job hunting is immediately evident, as this post points out.
8. 3 Golden Keys to Job Hunting for New Grads: Learn some ways that you can increase your chances of success in your job hunt through this post.
9. How to Successfully Search for a Job: Check out this article to learn how to make your job hunt a little easier.
10. College Grad Job Search – Are You Prepared?: Whether you’re graduating soon or have already graduated, chances are you’re not quite prepared for the harsh realities of the job market. Not to worry, this post offers some solid advice to get you started.
11. 7 Ways to Kick-Start Your Job Search: Get your job search up and running with a few pointers found on this site.
12. The 15-Point College Grad Job-Hunting Study Guide: Use these job hunting crib notes to make it a little easier to search for and find your first real job.

Resumes

Make sure your resume is up to snuff by reading through some of these helpful posts.

13. Students and Grads: Resume Boot Camp: This post will show you how to give your resume a total makeover.
14. The Purpose of a Resume- for New Grads: Here, learn what the true purpose of a resume is and discover how you can tweak yours to meet it.
15. 12 Eye-Catching Resume Tips: Read through this post to learn how to make your resume into one that will stand out in sea of other applicants.
16. The Power of a Well-Written Resume: This post will show you the true benefits of creating a resume that wows.
17. Resume writing for recent grads: a mini-how-to: Geared towards people your age, this post aims to show you how to write a good resume.
18. Sometimes Even New Grads Need More Than One Page: While in the world of resumes, shorter is often better, learn why going over a page can sometimes help you.
19. Resume Tips: How to deal with a low GPA: If you didn’t do as well as you’d have liked in college, learn how to make up for it on your resume here.
20. The benefits of getting a second (or third) opinion on your resumé: Here you’ll learn why you shouldn’t just create a resume and send it off without getting someone else to look at it first.
21. Drafting the Perfect Resume and Cover Letter: Get free advice on creating a stellar resume from this post.
22. Reducing Resume Clutter: If your resume looks something like your bedroom floor during finals week, then learn how to tidy it up here.
23. Powerful New Grad Resumes and Cover Letters: 10 Things They Have in Common: This post will show you what the best resumes are doing right and how you can adjust your own to compete.

Job Search

These bloggers offer some tips on how to make the job search process a little less painful and a lot more productive.

24. How New Grads Can Take Charge of Job Search Rejection: Hearing "no" is never fun, but this post will show you how to put rejections to good use.
25. Job Hunting 101 For New Grads: Learn the basics of job hunting from this post.
26. Tales of a Disgruntled Graduate: A View from the Front Lines of the Post-College Job Hunt: Get some perspective from the job searching world from another grad who’s already been there and done that.
27. Nine practical tips for graduate job seekers: This blog post is full of helpful advice for new grads on the hunt for work.
28. Job Seekers: Where and How to Find Jobs: Use this post to direct your job hunting energy in the right direction.
29. Five tips for young job-seekers during a recession: Recessions aren’t the ideal times to be searching for jobs, but this post offers some ways to make the best of the situation.
30. How to Organize Your Job Hunt: As this post will show you, keeping yourself organized during a job search can make the process a lot easier and smoother.
31. Mary Jeanne Vincent: In job hunt, sell what you have: Get some tips on getting the jobs you can from experts in the working world.
32. Who’s Hiring Recent College Grads: Resources for Entry-Level Job Seekers: Find out where you can access the greatest number of jobs right now from this post.
33. 7 Job Hunting Mistakes New Grads Make: We’re all human and we all make mistakes, but this blog post will help you try to avoid some of the big ones that can cost you a job.

Interviewing

If you’re lucky enough to make it to the interview, make sure you don’t blow it by reading these blog posts ahead of time.

34. 7 Common Interview Questions for the New Graduate: If you’re not sure what to expect at your first interview, review your answers to these common questions to prepare.
35. When Job Hunting, Dress for Success: This post explains what you should wear to your first interview.
36. Answer Strategies to Common Interview Questions: Learn how to answer interview questions with ease using this post.
37. On a Job Interview, Tips for Handling Tough Questions: When you’re asked a difficult answer at an interview, you don’t want to just freeze up, so use this post to teach yourself methods for navigating the worst and hardest questions out there.
38. Interview tips for grads: Get some basic interview tips to use through this post.
39. Interview Tips: How to Captivate and Impress a Hiring Manager: Here you’ll find great advice on making a memorable first impression.
40. Job Interview Cues that Say "Hire Me": Make sure you’re sending out the right kind of vibes at the interview with advice from this post.
41. Get Hired with These 7 Interviewing Tips: Use this post to give you some help navigating the interviewing process.
42. Tips for a Successful Phone Interview: Those finding work out of state may find themselves subject to a phone interview. If you’ve never done one before, make sure to read this post for advice.
43. How to Perform Well on a Job Interview: Get a few tips on making your first job interview your last for awhile in this post.
44. Prepare for Job Interview: Avoid the mistakes most applicants make!: Don’t make major blunders your first time through. Use the helpful advice found on this post instead.

Motivation

Finding a job can be a long and sometimes frustrating process but these posts offer hope and motivation to weary job hunters.

45. College grads finding job search tough, but not impossible: Get some hope for your job search in this post.
46. A Simple Job Search Motivator: This post aims to get you motivated to keep on searching for jobs.
47. 20 Motivational Songs for Your Job Search: Few things can get you pepped up quicker than good music, so check out these selections for motivated job hunting.
48. How to Stay Motivated During a Daunting Job Search: Job searching isn’t always fun, but this post offers some advice on keeping motivated even while facing big obstacles.
49. Open Letter to College Seniors and Recent Grads: Stop Whining: Some people need a little harsher take on motivation, and this blog post is just that.
50. Welcome to the Real World: My Best Advice for New Graduates: Get some advice to keep you going in this post.
51. 5 Reasons Why Doing What You Love Can Optimize Your Life: Learn why you should stick to finding a job doing something you love, even with all the obstacles, with help from this post.

Choosing a Career

Not sure where to even begin applying for jobs? These blog posts will help you choose a career direction after graduation.

52. Many college grads find work outside line of study: If you’re having a tough time finding a job in your major, consider another field. As this post will show you, it’s not at all uncommon.
53. 10 Tips for Successful Career Planning: Get some advice on planning out your career from this post.
54. One Strategy to Find Out What You Want to Do: Not sure how you want to progress with your post-college career? This post will give you some ideas on how to discover your passions.
55. Career Planning Advice: This post offers some great tips on planning your career over the next five, ten, or twenty years.
56. How to Make the Most Money With your College Degree: If money is your objective, then consider the career moves suggested in this post.
57. The Emerging Professional: Finding Your Passion: This post will help guide you towards your true career passions.
58. How to Doggedly Pursue Your Dreams in the Face of Naysayers: Here you’ll find inspiration to pursue the job and career you love no matter what others around you say.
59. Backing Your Career Passion: This post explains that many people are unhappy at their jobs, but offers solutions to find a job that truly meets your desires.
60. Writing a Career Action Plan: Why You Need One: If you don’t have one of these plans, learn more about what they do and why they’re important here.
61. College grads hit the road to find their dream jobs: Read this post to find out one way young grads are following their career dreams.

Using Technology

As part of a generation who has grown up using computers and technology, the opportunities the web has to offer should be part of your arsenal of job hunting tools. These posts will show you the way.

62. A Dozen Online Job Hunting Tips: Learn how to best scour the web for job opportunities with a little help from this post.
63. Build A Brand For Yourself to Make Your Job Hunt Easier: Don’t know what that entails? This post will explain in detail what you should be doing to create a personal brand.
64. How to Use Facebook for Job Search: Facebook is a great place to keep in touch with friends, but you can also use it to find work, as this post discusses.
65. Top 10 Benefits of Using Twitter during a Job Search: Make Twitter a valuable job hunting tool with advice found here.
66. How I Found My Job Using LinkedIn — A Windmill Networking Success Story: Online business networking may be new to you, but this post gives you a pretty good reason to consider diving in.
67. How To Go About Finding A Job Online: Check out this post for ideas on how to make the most of the millions of jobs listed online.
68. Leveraging Technology for your Job Search: If you know how to use technology, why not use it, as this post suggests, to help you find work?
69. Don’t Screw Up Your Job Hunt: Manage Your Online Reputation!: When you were in college, posting photos online of your drunken revelries seemed like a good idea, but now that you’re looking for work, they could come back to haunt you. Learn how to manage your online reputation here.
70. In the job hunt, beware of scams: Unfortunately, the online world is full of job scams. This post will teach you what to watch out for.
71. Social Media Job Search: Try using social media as a job hunting tool with help from this post.

First Jobs

Many students will be finding their first real job after graduation, and these posts offer some advice on doing it right.

72. 5 Tips to Prepare for that First "Real" Job Interview: If you’ve never applied for a serious job before, this post can help you get ready for success.
73. How to get your first job (as a recent graduate): Learn some tricks on getting that first job after college with this post.
74. Job for Pending College Graduate: Those who are graduating soon can plan ahead for job hunting with this post.
75. College Students: Finding Your First Job: Read through this site to find out how to best navigate the search for your first big job.
76. Making a First Impression: Starting a new job or looking for one can be nerve wracking, but you’ll learn some ways to make a good impression here.
77. Your First Days Working at a New Job: 20 Tips to Help You Make a Great Impression: This post will teach you how to wow your employers in your first few weeks of employment.
78. How To Behave At Your First Job: If you’ve never held a job anywhere but in fast food, this blog post can help you learn the rules of the workplace.
79. Interview Tips for the First Time Job Seekers: Make your first interviewing experience a pleasant one with tips from this blog.
80. Starting Your First Job: You got your degree, you got a job, now what? This post offers a little help for those new to the working world.
81. 5 Tips for Your First "Real" Job: Learn what you should be doing to get and keep post-college jobs.

Experience Boosters

You may not have a lot of work experience, but check out these posts for advice on finding other opportunities to bulk up your resume.

82. Internships Lead To Full Time Jobs: If you’ve never done an internship, this post can give you a pretty good reason why you might want to consider it.
83. Good College Student Resume Experience: Learn some great ways you can add experience to your resume from this post.
84. 3 Ways Unpaid Internships Pay: You might not make money, but here you can learn why unpaid work could pay big in the end.
85. Top Part-Time Jobs: Use Your Degree to Make Ends Meet: Even if you can’t get a full-time job, this post shows how you may be able to find some part-time work to hold you over.
86. Developing Leadership Skills: Read through this post to find some interesting and valuable ways to boost your leadership skills.
87. Tips for Every College Grad on Non-Profit Jobs: The tips on this site are geared towards students hoping to work in the non-profit sector, but many could apply just as easily to those in a wide range of other fields.
88. I don’t need an internship.: If you’ve ever found yourself uttering this phrase you may need to read this blog post.
89. 5 Steps to Achieving Maximum Benefit from Your Degree: Learn how to make the most of that big investment in college with help from this post.

Inspiration and Help

These posts offer young job hunters advice on de-stressing, making the most of their time and successful self-marketing–among other topics.

90. College Grad Job Prospects – A Little Good News: While the economy may be in a downturn, this post shows why it’s not all bad for young job seekers.
91. The 49 Best Ways To Find A Job In Today’s Horrible Economy: Get some pointers on making a go of it even when competition is tough.
92. Should You Always Accept "No" In Your Job Search?: Rejection in a job search is inevitable, but this post discusses whether or not you should always accept it as the final word.
93. 4 Tips for De-Stressing Your Job Search: Having a job is important, but this post will show you that lowering your stress and finding time for fun is as well.
94. Don’t Burn Bridges in Your Job Search: You never know where life will bring you, and this post will stress the importance of leaving doors open for yourself.
95. Inspiration: Go from Unemployed to Entrepreneur: Get inspired through this post to take matters into your own hands and start your own business.
96. Success Stories: Check out this post for some great job hunting and career success stories.
97. 10 Inspirational Online Business Stories: Coming from a generation brought up with technology, why not use that built-in expertise to start your own online business like the people in this article?
98. Inspiration for your job search: This post offers some advice and inspiration to help you keep your head up while job hunting.
99. Ten Ways to Market Your Liberal Arts Degree: Liberal arts degrees can be notoriously hard to find work with, but this post will show you some tricks on how to sell your knowledge to employers.
100. Use your qualification: Don’t waste all those years at college when you’re applying for jobs. This post will explain how to make the most of your qualifications.

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