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Futurecasting White Paper Review Series: Alex Putman, Director of People & Engagement at Case-Mate

Posted on May 7, 2013
Filed Under Best Practices, Big Data, Futurecasting Social Data, Reviews, Social Data API, Talent Acquisition | Leave a Comment


by Alex Putman
Director of People & Engagement at Case-Mate
Chief T-Rex at Social T-Rex
The Future of Recruiting: Futurecasting with Dave Mendoza
April 30, 2013
Linkedin
Twitter

Remember the good ole days of recruiting? If drinking and smoking at your desk with a rotary dial phone popped into your head, you are on the wrong site! What I am trying to say is remember how much recruiting has evolved?

    30 years ago it was a phone, phone book and paper resumes mailed to the Personal Department
    15 years ago, the internet was starting (thanks Al Gore) and job boards were catching wildfire
    5 years ago LinkedIn and other social networks were popping up along with tons of Applicant Tracking Systems
    1 year ago, all about social – cultural changes in how and how much data people share

What is the purpose of all this data sharing if you are not doing anything with it?

The methods listed above are different in many ways, but share many commonalities – mainly they all involve data. In each scenario recruiters gathered data on people. Today we gather lots of data or “Big Data”. Again I ask, what are you doing with all this data? Dave Mendoza, a thought leader in recruiting, not only asked this question, he is doing phenomenal work in the field of Big Data to make our future more productive. Welcome to the future, welcome to Futurecasting.

READ MORE HERE

About Alex Putman

Director of Talent Attraction & Recruitment Branding
• Building and leading the global talent acquisition efforts for one of the most exciting companies in the world with global locations in North and South America, Europe and Asia.
• Create digital strategies for promoting the recruitment brand.
• Developed social media strategy for the Vaja luxury retail line.
• Built social platforms including; Instagram, YouTube, Facebook, Twitter, Pinterest and Polyvore

Alex’s 2013 Speaking Engagements:

“Social Recruiting: Brand, Engage & Hire” |SHRM-Atlanta @ DeVry| Atlanta, GA | 1/8
“Strategic Recruitment Summit“ | Miami, FL | 2/11-2/12
“Finding a Job Via Social Media” | Georgia State | Atlanta, GA | 3/5
“Managing your Social Media Presence” | WIT on Campus | Atlanta, GA | 3/6
“Finding a Job Via Social Media” | UGA | Athens, GA | 3/19
“Social Strategy Design” | Professional Entertainment & Sports Association | Athens, GA | 4/22
“Social Strategy Design” | Georgia Society of Association Executives | Atlanta, GA | 4/23
“Brand, Engage & Hire” | Annual SHRM-Atlanta Conference | Atlanta, GA | 4/29

Alex’s 2012 Speaking Engagements:

HR Panel – HR Horror Stories | Crossroads Career Network Meeting | Atlanta, GA | 2/13/2012
“Social Recruiting: Talent Acquisition in 2015 ” | Jobvite Social Recruiting Road Show | Atlanta, GA | 2/28/2012
“Future of Talent Acquisition” | 22nd Annual SHRM-Atlanta Conference | Atlanta, GA | 3/14 (1:45-2:45)
Use Social Media in Your Job Search | University of Georgia | Athens, GA | 3/20/2012
Webinar: Connecting the HR Community One Click at a Time | 4/19/2012 – SHRM-Atlanta
Webinar: Social Recruiting Best Practices| 5/22/2012 – w/Ascendify
Presentation: Life @ Case-Mate | Right Management | 11/14/2012

Futurecasting White Paper Review Series: John Bersentes, VP Business Development at TMP

Posted on May 5, 2013
Filed Under Futurecasting Social Data, Reviews | Leave a Comment


John Bersentes
McLean, Virginia, United States
Vice President of Business Development
TMP Government LLC, a division of
TMP Worldwide Advertising & Communications, LLC
Linkedin
Twitter Profile

In reading Dave’s whitepaper on the topic of Big Data and the evolving landscape of talent management tools related to CRM. If you are keenly interested in “ disruptive technologies” and how to leverage emerging tools to better address STEM pipeline development, multi-generational knowledge transfer, Community of Practice portals, as well as recruitment marketing and metrics related to engagement and attraction I encourage you to read this report. The forward by our mutual friend Gerry Crispin will make you want to take the time to learn more about the concept of Futurecasting.

Given our work with government agencies in human capital as well as web development on projects like Recovery.gov and Treasury.gov this piece speaks to us at TMP as the next step for clients looking to leverage data visualizations and cloud based solutions as well as the urgency to make the move to responsive web design. I certainly think it warrants your attention and should be something that you consider as well for your reputation management and social integration efforts for talent management across the digital landscape.

Futurecasting White Paper Review Series: Steven Rothberg, CEO at CollegeRecruiter.com

Posted on May 2, 2013
Filed Under Futurecasting Social Data, Reviews | Leave a Comment


Steven Rothberg,
President & Founder, CollegeRecruiter.com

“I just read through your white paper and was quite impressed. First of all, you’re an accomplished professional writer. You’ve got some big words here and there but you’re speaking to a highly educated audience and I never felt that the words created speed bumps nor did I feel that any of them were thrown in to baffle the reader. Some writers try to dazzle with bullshit because they don’t know shit. Clearly you do.

I really liked the forward by our friend Gerry Crispin, the large middle section which outlined the issues, and then the specific case study at the end that allowed you to strut your stuff. The reader trusted you by that point. Nice.

I also liked the use of funky graphics on many (most?) of the pages. They were appropriate and not at all cheesy like I often see. They added to and did not detract from your paper. Maybe they added a couple of extra pages to the length but their use was helpful.

I was fascinated by the database you built for Informatica and how you tied that into Jobs2web and social. I obviously know a little about Informatica — mostly thanks to you — and know a lot about Jobs2web as we have a great partnership with them. I also consider myself to be pretty knowledgeable about social even if you and I sometimes disagree there.


If there was one thing that I was hoping to read but never came across it was a discussion on the issue of you don’t know what you don’t know. If something isn’t in the data, then what? I’m delighted that more and more recruiters are actually understanding what the hell data is, starting to use it, and some even using it appropriately.

In terms of industry observations, I’m frustrated as hell that some who are using data are doing so to pretend that they’re not making arbitrary and ridiculous decisions. For example, other than professions like the engineering ones you covered in the white paper which require degrees in order to be licensed, is there actually any data to support an organization’s decision that it should hire grads from specific schools? Is there even any data to support the decision they should hire grads period? I feel that some recruiters are practicing covert racial and socioeconomic discrimination — sometimes subconsciously — by requiring college degrees. Does someone really need a college degree to be a guest services worker in a hotel? A telemarketer? A manager of a retail store? If I’m right, there will soon be a lot of class action lawsuits.

Will the use of big data — social or otherwise — help these organizations understand when a degree is a legitimate screening technique and when it isn’t? I sure hope so.”

Sustainable Quality Control Engine: Building In-House Shared Services Function aligned to CRM

Posted on April 26, 2013
Filed Under Futurecasting Social Data | Leave a Comment

Today’s Best Practice Shared as follows:
By Dave Mendoza

DEVELOPING A TALENT ACQUISITION, SHARED SERVICES FUNCTION & FOCUS

The key function of an operational, Shared Services organization is to both validate the data quality of existing CRM records originating from Talent Communities, assorted CV folders saved within desktops, cloud docs, and developer/forum relate Sites pertinent to lead generation, and Team generated records entered into a proposed CRM solution.

The Mission prerogative will initially focus on key pipeline streams:

KEY CAPABILITIES
An ongoing consolidation, validation, and import process of leads generated from job boards, events and other data points will be undertaken, consistent with a ‘one platform” strategy from which to make all leads searchable and accessible to TA team members. Pick your platform, shake and stir.

    Shared Services Team members will be known henceforth as “Researchers” – consistent with training and resources that will enable correct identification and entry of social data for each lead,
    Enhanced quality validation to ensure all form field, ‘white space’ is reconciled to ensure all records meet the standard of “completion”
    Ability to cross reference and build upon existing CRM lists, Job and talent pipeline lists, and competitive intelligence data to ensure proper categorization and maximum potential derived from search filters within CRM.
    Company & university record development
    RESULT: leads suspended in time warp by design – accessible regardless of employer, location & advancement in career

Team Composition:

    Recommend no less than 5 dedicated researchers. Each will be trained with advanced sourcing capabilities, directly relevant to their CRM Shared Services function.
    Recommend that they be off-site to ensure team members are not subject to other requests and dedicated to CRM related tasks.
    Recommend 3 out of 5 off-shore team members, ideally within the Western Hemisphere (Time Zone Management concerns) to reduce overhead
    Daily output quotas will be set forth dependent upon the origin of the data and amount of critical information missing from each record.

READ MORE HERE

John Bersentes Shares TMP’s Role As Change Agents To Private & Public Sector

Posted on April 24, 2013
Filed Under Interviews | Leave a Comment


John Bersentes
McLean, Virginia, United States
Vice President of Business Development
TMP Government LLC, a division of
TMP Worldwide Advertising & Communications, LLC
Linkedin
Facebook
Twitter Profile
Website
Personal Blog
• Personal Causes: CCFA
• Office/Cell Number 703-269-0092 / 703-863-5099
Personal Email

Articles:
America’s Veterans & The American Workforce:
A resource guide to recruiting, engaging and onboarding our returning heroes

Recruiting & Retaining People with Disabilities

Why the Federal Government Can’t Recruit and Retain Hispanic-Americans


Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?

John: As the industry average is estimated at about 34% on employee referrals I would say our firm is not too far off that mark with search, our corporate website, or talent brew landing pages as having been the most effective in attracting top talent to TMP Government in the last 24 months both here domestically and for offices around the globe.

Six Degrees: What is the source of the “Most Hires” collected from at your present employer? (In terms of Quantity #)

John: The most hires over a six week period collected I believe was an intelligence agency that contracted with us to hold a career fair. Driving the effort was due in part the Base Realignment and Closure Act (BRAC ) – which meant the agency needed to get butts in seats fast. There was certainly a top down approach to a surge hiring so with a few weeks of media and about two floors at a local hotel over a 5 day period a diversity career fair was to be held. Utilizing an event registration micro-site that we built out for the customer in four weeks that enabled pre-screening of candidates for employment suitability we held an invitation-only career fair. The agency had hired about 796 full time employees the entire preceding year and in those five days this client had made 694 offers of employment contingent on candidates passing a security clearance. These were very specialized disciplines but ultimately it was a team effort and having program managers and agency leadership involved made all the difference.

Six Degrees: What is the source of your “LOWEST COST OF HIRES” – (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?

John: Without question Search Engine Marketing has proven to be the most cost effective in my experience for clients that we serve, but employee referrals are equally important and so robust ERP’s are the call of the day. Postings on facebook pages I think are a great way to leverage your existing ERP.

Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?


John: My focus into diversity outreach and college recruitment spans across a number of sectors such as technology, government, financial, engineering, and defense. As it relates to so many in the field that reside inside the beltway from a recruitment perspective; the market is a totally different animal than from my days on the west coast in Santa Barbara. The pace is faster, candidates more educated, higher salaries abound and shortages of talent in mission critical fields are way of life. There tends to be less emphasis on entry level hiring in and around the DC corridor but more work for seasonal and project based assignments. It is as if everyone here is always looking for that next gig, and no real sense of loyalty to an agency as many government workers can bounce between agencies to get higher paying jobs at higher pay schedules. As for many private sector workers are employed based on the viability of multi-year contracts that too means that prime federal contractor may hire and fire hundreds at a time. Dependent upon whether the company holds or loses any given government agency contract plays a big part in the psyche. Therefore even in the Intelligence community, we see mobility not so much within the ranks of a corporation but between the private to public sector or back to public-sector from the private sector.

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

John: Early on I was fortunate to have taken AIRS Training as a Certified Diversity Recruiter but frankly for the sector I am in which is Federal government the rules and regulations require training or at least some understanding about what are called Merit Systems Principles. In fact OPM the HR arm of the government is looking into ways to attract private sector HR and Recruiters to step into much needed HR field within the Federal sector. I hope more of your readers would consider coming over to the government space and once you get the basic understanding of the various GS and SES levels of government as well as the multitude of job codes and occupational categories, things like position classification which can be mind-numbing could lead to a rewarding career. The best training that I still utilize today was through the National Association of Hispanic Federal Executives. A group of Federal executives that took me under their wing taught me not only much about leadership development but allot about the basics around hiring flexibilities and internships as a means to employment within the government, in fact the rules of engagement in the public sector have provided a foundation of principles that I have found useful in navigating this specialized field today.

Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?

John: As opposed to recruitment software tools I used a decade ago as opposed to many of today’s web based tools I find much of my time is spent in Wanted Analytics, Google Adwords, Webtrends, and Talent Brew which is a proprietary TMP talent management suite of tools. Most of my time is spent in the areas of diagnostics and analytical based tools to measure things like frequency and sentiment on social media sites. Social networking via LinkedIn.com as well as a few other new brand measurement tools are emerging and I find these particularly interesting from the standpoint of creating employer brands and strategies to engage passive and active candidates into the online application process.

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


John: One of the coolest tools I used was InfoGist which allowed me to set up multiple searches overnight, rank sort and store candidate resumes and conduct targeted email blasts to potential candidates. Given a strong sales background didn’t hurt either as recruitment is a contact sport. The ability to build relationships easily, and network were by and far my strong suits.

Six Degrees: How did your expectations of being within the Talent Acquisition space compare to reality?

John: My expectations of being a recruiter were not as different as the reality I had expected given my first introduction came from attending and manning the booth so to speak at about a dozen career fairs a year. Starting out working career fairs gave me a great foundation for getting over the awkward moments that typify the beginning of the interview process. In that today’s recruiter needs to be part doctor, part lawyer and now part techie, I think we get so mired in the technology that it literally is minimizing the time spent with potential candidates albeit on the phone or in person.

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

John: That would probably be the day I got the nations’ second largest weekly newspaper and a global financial insurance company flamed. By the grace of god, and using a few unused resume licenses from Monster and Career Builder – we used meta-search software to send a few hundred thousand emails at once and crashed both companies servers. It theory the idea was to reach passive candidates in bulk for a commission only insurance sales representative position. Sure initial results were exceptional for a while; but at the end of the day, the biggest lesson learned was that nobody likes spam. So if you send big emails, for the love of god please keep them to under 200 per transmission.

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.

John: In order to facilitate change as with any social movement I have felt it begins with the little things that ultimately serve as a catalyst to give momentum to others and create a tide or wave. I find personal satisfaction in knowing that by publishing a couple whitepapers with my colleague before the issues broke related to Hispanic under-representation and lack of hiring People with Disabilities that we were able to address some tough problems on unpopular issues and get publicity for it. You can download these from my LinkedIn profile by the way. But leading up, and becoming an agent of change is something that I imagine comes with discipline, Discipline in minding to the details of the day, and bringing to each day a positive outlook of the possibilities. So it is in that going through the day to day process of attending to the details and then going the extra mile to go to all the diversity events (and about ten to fifteen years ago being the only white guy in the room). To attending council and community meetings around the topics you are passionate about to chipping in on committees; and volunteering for all those corporate community projects.


To drive change there must be conflict and often times emerging to resolution of a problem means having the discipline to compromise and collaborate while motivating others to do their best. I accept that I am not a very influential person ( now evident by my lowly Klout score of just 22) but I have been recognized with a few awards in the past, and try to lead by example amongst my peers as more of my clients get awards and promotions than fired I would say that is good thing.

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

John: Bringing together dedicated people and emerging technologies to the application of major projects like using meta-search software to source, structured processes to ideate, and ability to create content and tools for websites such as HireDiversity.com, WorkplaceDiversity.com and USAJobsRecruit.gov. The ladder was being part of a great team that put together in six months a government-wide knowledge management community of practice portal built to educate and promote collaboration within the recruiter and human resources cadre for the Federal government that launched this year. On one occasion while at Hispanic Business Magazine I had a custom publishing project to create an outreach directory. So being invited to the old executive building at the Whitehouse by the Office of the Vice President liaison for Educational Excellence for Hispanic Americans to review prior to publication my print and online directory around the issues of employment, supplier diversity, and community development inspired me to continue down the road to help Federal agencies build the workforce of the future.

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

John: Getting clients, stakeholders, and sometimes even internal colleagues to think differently or try new things. Occasionally working with people that run the other way when it is time take on additional responsibilities to get the job done- thus it is a good thing that there will always be some attrition.

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


John: It is not my intention to generalize here but the most common themes revolve around one thread. I have seen campaigns fail and succeed around one major pitfall that can have adverse impact. This occurs when there exists an adversarial role that sometimes transpires between HR, EEO and Public Affairs. It can be over budget battles, career ambitions, and just plain dysfunctional teams. It is the lack of alignment and understanding between the goals of leadership and overcoming operational obstacles when those in key organizational roles lack the spirit of collaboration and engagement. (Albeit the same can be said when there is a disconnect between an Ad Agency & Client)

When it comes to strategic talent acquisition, HR and EEO being on the same page and commitment of resources to a common goal has been made the biggest mishaps I have seen come when sourcing and engaging diverse candidates fails to be authentic and outbound communications fail to connect the candidate with a clear and resonant message. This often stems from a lack of understanding within a culture or lack of cultural sensitivity in how we go about developing creative and messages geared towards attracting talent. Compound that with a process that is broken or not nimble enough to adapt to surge hiring and bottlenecks will occur. Personalities can often take these mishaps personally. Those professionals that see growing internal talent as an imperative can be often overlooked, and hiring to train and develop diverse talent needs to be called out in the narrative of the employer brand as well. Driving applicant flow is easy, retaining talent now that is a little trickier. So moving to address the full candidate lifecycle when it comes to diversity outreach is a key component to success in the space with today’s leading employers. Those that don’t get it end up paying allot more down the road when they fail to invest in their people. In fact findings from EEOC show that the incidents of discrimination in the government increased from 2.98 percent to 3.3 percent, and government agencies paid out $46.9 million to complainants in fiscal 2010, up 12 percent from $41.7 million in the previous year. As more government agencies are investing in their people we can only hope this will translate in the out years of less taxpayer dollars being wasted on suits. For more on the topic a great read is The People Factor by Scott Gould & Linda Blimes.

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?

John: What I found most frustrating in my career as a recruiter Is the mentality of so many diversity job boards out there that like to say “we can do everything but hire them for you.” Its that attitude out there that it’s all about the sale when in reality what the client ultimately gets is nothing more than smoke and mirrors. Among the most frustrating things to me early in my career was working to build viable databases of candidates across a broad and diversity spectrum for diversity job boards and to discover so few employers use the resources with no affect. To actually go to recruitment events and collect resumes of candidates that had some solid skill sets, the experience, and frankly looked great on paper- only to find out that employers passed on interviewing them as they were “not a fit” is a hard thing to accept. So often having sold access to these databases and then going back a year later to find that several Corporate clients and even a couple of government ones never even logged in to source the resumes was another. It was as if commercial and government clients would sign up for our services because they did not want to be conspicuously absent.

Many of those candidates that were diverse, or disabled or a veteran would write me and I would follow up best I could. One can only empathize with candidates that suffer from a sense of frustration and futility. You can take a horse to water but you can’t make them drink syndrome is caused by apathy and a workforce of recruiters that are perhaps not engaged or just punching a time card and taking the path of least resistance.

What truly inspires me as the son of an immigrant is to know that mentors, friends, and managers that took the time to help and educate me along the way were the key.


So today when the conversation comes around to diversity, I often speak about Mentoring. Good mentors and coaches inspire me and I am lucky to be working with so many talented people and have a fantastic leadership team that has helped me achieve and exceed my goals. In large part it is because those that choose to pay it forward, and those that came before me in the field of diversity and recruitment have paved a trail. I would like to think that everyone deserves a level playing field – and by extension if I can pave the way for the next generation through my efforts – maybe one day racial and ethnic lines and bias can be blurred. What inspires me to continue in this career is to be able to say that “I have good citizen, and have done my part to make the world a better place.”

Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done within our industry?

John: One thing I would like to accomplish is building a public-private partnerships for job creation through building affinity groups for government agencies to recruit diverse talent to address under-representation. That would seem easy enough if any agency would put their money where there mouth is but so few actually do. In fact there is a need to attract diverse talent as well as veterans, and people with disabilities. At present Hispanics and People with Disabilities are the most under-represented groups in government and the needle needs to be moved forward exponentially to get in parity with the civilian labor force.

A shortage of talent in the healthcare and acquisition fields has created a unique opportunity to provide real value for employers that truly want to address these critical shortages in the Federal workforce. In fact with 40% of the Federal workforce set to retire there really hasn’t been a better time to enact and drive change. Over the past decade change in the areas of diversity and specifically diversity at the Senior Executive Service level within government have been lackluster to say the least. But under the leadership of the Obama Administration and early appointments of Director John Berry and Christine Griffin at the Office of Personnel Management there has been some movement and within the last year has given me real hope that a renewed effort is underway.

Six Degrees: Anything you want to plug?

John: One of the coolest things I have seen as of late in terms of “what is working” is TalentBrew which is a talent management suite of tools from TMP Worldwide Advertising & Communications which is enabling us to achieve great results for a myriad of Fortune 500 clients as well as a few bold government agencies that believe innovation and harnessing the power of search, social and mobile are the way to go.

What talent brew does is enable us to dominate both organic search and paid search engine marketing results. Combined with robust sourcing strategies and dynamic creative our clients are pleased to get their jobs out of the ATS and away from a post and pray mentality with the mainstream job boards and liberate requisitions across the web.

When combined with our Metrics Gateway and CRM tools these have proven to generate not only cost efficiency but exceptional results and pushed our clients job postings to go viral and attract both passive and active job candidates via social and mobile media outlets. Ultimately helping our clients capture and build talent ecosystems across domains in virtually every sector. Every month we have contests and share success stories with “What’s Your Brew” on our all calls and it is exciting to see how data is being used to full effect for our clients by teams of talented strategists worldwide.

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

John: The question isn’t so much how I can change the recruitment industry as much as it is how can I bring the recruitment industry to hiring reform within the Federal government. One of the major factors that lead me to accept my current position was the ability to make a difference. At the time amidst the Bush Administration I had a nice offer from Gannett after being laid off due to the sale of the job boards I helped to create at American City Business Journals to OnTargetJobs.com. Ultimately the decision was between TMP and Gannet and albeit Gannett was more money, a managerial role, with relocation-the choice was a simple one because I valued greatly the ability to proactively help people to find a career, answer a calling or just simply found satisfaction in knowing I helped someone find gainful employment. To me that was something tangible, and having come from an Advertising sales background- I didn’t want to sell ads that would push sales of soap, cheese whiz, or the latest car on the market. I felt empowered that through my efforts the end result was that people would be able to get back to work. In so far that TMP Worldwide at the time Monster was tasking me to help government agencies recruit talent; I felt that it would be possible to do more damage from within, and to hopefully make a difference and get the democrats back in and with some luck enact real change within the Federal workforce. So today, after five years I am proud of the fact with the support and very smart people that make up our team at TMP Government we as change agents have played a significant role in creating a knowledge management community of practice portal called USAJobsRecruit.gov for the Office of Personnel Management which is dedicated to enabling Hiring Managers, Staffing Professionals and Program Managers in the Federal sector the ability to share best practices and access resources – that will ultimately lead to change, and hopefully change the way recruitment works in the government sector. So that one day Federal agencies which serve us the citizens of this country and the world, will be able to attract the best and brightest talent. Our latest effort, VA for Vets is helping VA to create a next generation portal/ job board dedicated to recruitment, retention and re-integration of Veterans coming home from Iraq and Afghanistan. At the end of the day I am optimistic about the prospects of changing the recruitment landscape for government. To borrow a line from a recent Robert Rodriguez film Sucker Punch, “if you don’t believe in something, you’ll fall for anything”.

HROA’s 9th Annual Awards Gala: Trustee Award “North America Thought Leadership of the Year”

Posted on April 20, 2013
Filed Under Awards | Leave a Comment

The HROA will hold its 9th Annual Awards Gala from 7-10pm on May 2nd at Morton’s Steakhouse in Philadelphia, PA co-located with the HRO Today Forum North America. For nine years, the HROA Awards have been the highlight of the year and an aspiration for those in the HRO industry both regionally and globally.

The theme of this year’s event is “Be Transformed: Recognizing Marked Achievements in the Advancement of HRO.”

North America Regional Chapter Award Categories:

NA Thought Leader of the Year
NA Customer Relationship of the Year
NA Recruitment Customer Relationship of the Year
NA Learning Customer Relationship of the Year

To view the various Finalists selected for this year’s award’s gala, click HERE

* My Finalist designation is detailed on page 79

Technology Reviewer & Trends Research Superstar, Brent Skinner Joins CeridianHCM as Marketing Manager

Posted on April 20, 2013
Filed Under HCM, News | Leave a Comment

It is a personal pleasure to help spread the word of what I see as a key development within our industry.

Brent Skinner is someone I sincerely admirer and I have had the pleasure of acquaintance to friendship over the span of over 7 years. He has been a notable member within the Human Resources space as a speaker on HCM Technology, Social Media, Marketing & PR; and as a business writer covering human capital management.

Previously he served as Technology Editor for HRO Today and main contributor to TalentManagementTech, Brent co-founded and is the former lead co-host of #HRTechChat. Under the auspices of HRO Today and #HRTechChat, his focus has been technology for human resources, talent management and recruiting. Quoted in the Wall Street Journal regarding the compensation of executive search professionals, he has served as a former contributing editor to Executive Recruiter News.

Through it all has been Brent’s mainstay position at Boston University’s College of Communication, where he has been an adjunct instructor of communications industry writing since 2003, and STETrevisions, the communications consultancy he founded in 2004 and through which he conducted a good deal of his work in human capital management before joining Ceridian Corporation.

Brent Has Joined CeridianHCM as Marketing Managers marketing manager for Ceridian Corporation’s flagship division,CeridianHCM with special emphasis on the SaaS application, DayforceHCM. Industry observrs may recall that Ceridian recently Won Gold at Golden Bridge Awards 2012 for World’s Most Innovative SaaS Product.

As a business writer covering human capital management, Brent has had many wide-ranging discussions with some of this marketplace’s finest innovators and disruptors. These conversations have led him to conclude that Ceridian Corporation, through its acquisition last year of Dayforce, is poised to change HCM technology irreversibly and for the better.


“It has been a pleasure, as a researcher, business journalist and blogger, to observe and cover human resource technology from the perch of impartiality. Most know me for my work these past couple of years as tech editor for HRO Today and as co-founder and lead co-host of #HRTechChat. My experience in this market space dates back, in fact, to 2006, when I joined Kennedy Information to write for Executive Recruiter News and conduct research into the executive search profession and talent management technology. That focus, on technology, sharpened as I became editor in chief of TalentManagementTech, a website launched by Tarsus Group plc and later acquired by the publishers of HRO Today.”

In aggregate, Brent’s experience has been the precursor preparing him to join CeridianHCM. I look forward to seeing Brent’s exceptional capabilities as part of their team as the company delivers DayforceHCM, technology that does what HR departments, and the organizations they serve, – have long needed.

I took the initiative to give this news the attention it deserves – as someone who has spoken to such a class act like Brent, I am thrilled to know that a vendor within our space will upgrade their knowledge of industry needs and enjoy the fruits of his considerable talents. Brent is a great catch and speaks volumes about CeridianHCM.

My Published White Paper – Futurecasting: When Big Data, Social Data API & CRM come together, what will be the impact on Fortune 500 Hiring?

Posted on April 3, 2013
Filed Under Best Practices, Big Data, CRM, Social Data API | 5 Comments

Futurecasting

When Big Data, Social Data API and CRM come together, what will be the impact on Fortune 500 Hiring?

Working with leading talent strategy consultant Dave Mendoza, Futurestep published a new report into “Futurecasting” – the high-impact concept that could transform the business of recruiting. Currently, most organizations are only scratching the surface when it comes to making sense of the huge quantities of data that now exist about billions of potential job candidates across the globe. But the right enhancements to Candidate Relationship Management (CRM) platforms – and crucially to the way they are actually used – could see the talent industry finally start to match the huge strides achieved by leading proponents in sales and marketing.

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Special Recognitions Stated Publicly

  • Above all my appreciation for Futurestep’s shared vision and recognition of the game changing concepts elaborated upon within this white paper. Futurestep‘s sponsorship heightened the recognition of this talent paradigm as a critical field of research to be shared with the industry. The team at Futurestep consistently displayed the virtues that make them a leading global RPO organization. Thank you to the support of their team; i.e., Neil Griffiths, Julie Griffouliere, Marisa Kacary, Sean Kent, and Kevin Skinner
  • To the team at AvatureCRM, and to their CEO, Dimiti Boylan specifically, for their exceptional customer service and innovation stewardship – implementing and enhancing recommendations through countless conference calls and Webex to bring Beta to life on many of the outcomes detailed in this White Paper, esp. the Informatica case study. In my entire career I have never experienced such a vendor relationship that produced so many results, proactively, and according to shared vision as the Avature Team. As agnostic as this white paper was intended and observed, the case study reflected actual and substantive contributions of development to the extent that my methodologies were tested outcomes.
  • Special recognition to Gerry Crispin for suggesting over the past years that I share my passion for best practices & innovation in the form of a White Paper. I am forever grateful for the privilege of having Gerry’s direct contribution in writing the forward to introduce the white paper.
  • Thank you to Brad Cook, Vice President of Global Talent Acquisition at Informatica – for investing in my vision as a client and friend.
  • Thank you to my friends and colleagues, Andrew Gadomski for his support of what is an often discussed topic of shared fascination between us and to Glenn Gutmacher for his interest and opinions on my progress towards completing this effort.
  • Thanks and my strongest possible recommendation for the services of my consultant, Maren Hogan, at Red Branch Media for extending her marketing talents essential to the framework of what is intuitively a complex subject.Red Branch Media is a niche agency devoted to marketing for the workplace, which is a catchy way of saying that Maren works primarily within the Human Resources and Recruiting space and does it wonderfully.
  • And to those I have not mentioned, I will have done so personally.

    Answering The Question “How do I Get a Green Job?”

    Posted on March 24, 2013
    Filed Under Jobs | Leave a Comment


    In today’s energy efficient world, more college students and recent graduates are shifting their focus to green jobs. But what is a “green job” exactly, and what do you have to do or study to secure one? Green jobs are relatively new in today’s day and age. A green job is defined simply as a job that works to lower the impact humans have on the environment. Pretty simple, right? The truth is, however, that green jobs are available in so many fields, that people seldom know where to begin, let alone what to major in or apply for.

    For those who are still in school or don’t have a degree in a specific field, there is a wide variety of support, administrative and “leg work” jobs that make companies focused on the environment run smoothly. If you are still in school and looking to make a career in this rapidly expanding field, this would be a great place to start out. One company that offers a way into the green field is Ambit Energy. Based in Dallas, Texas, Ambit Energy offers entry-level positions in customer care, bilingual customer care and secretarial positions. Do you speak another language? Why not expand green energy ideas and environmental awareness across cultural lines. Being bilingual with office experience is a definite advantage in the entry level of green energy jobs.

    If you’re in college or trying to decide what to do for work, the best idea is to major in engineering, transportation or any one of the major sciences. The largest environmental concern and focus comes from transportation, production and energy. Anyone specializing in these fields will continue to be in high demand. A college degree isn’t necessary to excel in this broad field either. Practical skills can be learned via trade schools or apprenticeships that can lead to jobs construction, large scale transport and farming. The conservation of energy cannot be carried out in an office building or classroom, but in the field.

    Are you good with numbers? The possibilities are plentiful if you have the ability to manage numbers, reduce loss and increase efficiency. Accountants and energy auditors start out with comfortable salaries, and the work is meaningful. Imagine saving energy or maximizing conservation efforts on a daily basis. The work you do could have a direct impact on the planet we call home.

    So if you’re a student, already working, or looking to make a career change into green jobs, don’t wait any longer. The ideas have been on paper for too long, and there aren’t enough hands to carry the enormous projects that lie ahead. The rewarding work you do will be worth it, and as this field grows, so will you in all of your personal and professional endeavors.

    Meet John Bersentes, Vice President Business Development at TMP Government

    Posted on March 17, 2013
    Filed Under Interviews | Leave a Comment


    John Bersentes
    McLean, Virginia, United States
    Vice President of Business Development
    TMP Government LLC, a division of
    TMP Worldwide Advertising & Communications, LLC
    Linkedin
    Facebook
    Twitter Profile
    Website
    Personal Blog
    • Personal Causes: CCFA
    • Office/Cell Number 703-269-0092 / 703-863-5099
    Personal Email

    Articles:
    America’s Veterans & The American Workforce:
    A resource guide to recruiting, engaging and onboarding our returning heroes

    Recruiting & Retaining People with Disabilities

    Why the Federal Government Can’t Recruit and Retain Hispanic-Americans

    John Bersantes has had over Twenty years of experience in the publishing and advertising field. Experience includes newspapers such as The Rocky Mountain News and Houston Post to produce regular weekly features entitled The Business & Industry Section. Prior to his appointment with TMP John oversaw online recruitment advertising for bizjournals.com the interactive division of American City Business Journals. Since 1997, Mr. Bersentes has worked in the interactive space to develop and launch leading diversity niche job boards such as HireDiversity.com and WorkplaceDiversity.com. His background includes specialization in multi-cultural marketing, recruitment solutions, and advertising campaign strategies. A graduate of the University of California at Santa Barbara with a pre-professional emphasis in Journalism and Minor in Mass Media Communications; Bersentes contributes from an extensive knowledge base in custom print and electronic publishing to both the public and private sectors.

    Specialties:
    Over 20 years advertising industry experience:
    +Seven plus years in creating job boards and online recruitment services.
    +A decade of Internet advertising campaign management.
    +Effective in trade show marketing and event sponsorship sales.
    +Launched start up titles for established publishers in various markets.
    +Diversity recruitment and outreach specialist with online recruitment, B2B, B2G media campaign management experience.

    Six Degrees: Tell us of your home world.


    John: I have been happily married for about ten years now to my wife Jenn and we have two great kids, Sophia (10) who can’t get enough-of or off-of Facebook, and Teddy (7) whom has moved on from his Nintendo DS and Wii to the X-Box 360. The challenge we have parents with these two, like so many other parents I imagine – is how to break that electronic bubble. That aside, we have made a wonderful home together in Chantilly Virginia which has been a great transition for us, and is quite the departure from Santa Barbara, CA where we started out with just a little more than a good attitude and an over-priced two bedroom apartment.

    We love to travel when vacation time comes around but most of my free time is spent putting together Lego or stepping on them in the middle of the night. As my schedule tends to keep me at the office on a seven to seven kind of weekly schedule, on the weekends we love going to the movies or visiting the local tourist traps. Unlike the west coast there is always a show, museum of cultural event in the area. As the local areas is steeped in history it is hard not to get caught up in the visiting the monuments.

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

    John: I have been in the staffing industry on and off for about fifteen years now.

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

    John: To be honest my start in the industry was shall we say not intentional. I had worked in the publishing field for print directory, newspaper and with magazines. At the time I was working for Hispanic Business Magazine a niche publication based out of Santa Barbara that reached an affluent and influential audience of Hispanic professionals and business owners. Having met with success in advertising sales to the government sector and custom publishing lead to my being assigned to another division that was having problems called HispanData. Often readers would send in resumes based on a profile they read in the magazine, and the thought was to provide placement of bilingual professionals.

    As part of a small team we created a niche job board back in 97, went multi-cultural with it and built an audience around a website called HireDiversity.com – which I am pleased to say is still around today. That was my start to not only selling the service to but to support operations and help to build viable candidate pools and provide recruitment services for Fortune 500 clients and government agencies recruitment support on a subscription based service which helped me get a start in the industry.

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


    John: My first recruitment event was at the Society of Hispanic Professional Engineers. The opportunity to talk to candidates, network them with our recruiter clientele was a great experience. It really opened my eyes to the value of the trade and ultimately the joy of helping young people looking to get off on the right foot to start their careers. At the time I recall thinking how much more rewarding it was helping people find a job as compared to selling an advertisement or sponsorship.

    Six Degrees: Do you have a mentor to whom you attribute your overall outlook as an industry professional?

    John: I have been very fortunate to have had several mentors at different times in my life for different aspects that have been important to my individual developmental plans related to recruitment. I don’t believe anyone should have just one mentor; because as we grow we learn. As we learn I we change, adapt, and overcome obstacles. In the last five years or so as it relates to recruitment, Mark Havard has been a great friend and mentor to me- as a manager he doesn’t micro-manage but roles up his sleeves and is very generous in teaching my cohorts and I the art, strategy, and tactics that have served him well dating back to his days in recruiting at Computer Sciences Corporation as well as experience in running his own agency.

    In the field of Employer Branding, Ellis Pines whom is a genius and is never to busy to take time from his busy schedule for me to provide insights and explain the genius behind how employers go about message development and crafting an effective and measurable Employer Value Proposition. Lastly but not least as it relates to Digital and Website development, Lindsay Wozniak has mentored so many and asked so little in return that one can’t help but be inspired by her dedication and unmatched passion, creativity, and brilliance to fuse the branding and messaging to strategy and metrics.

    Lastly, Stuart Miller where I started out in the government directory publishing field who while in college helped me learn effective telemarketing and how to call on government marketing directors and VP’s to subsidize my tuition when bartending just wasn’t cutting it. ltimately it was the lessons learned and generosity of these individuals that I attribute any success that I enjoy today.

    Six Degrees: Tell us about your role as Vice President Business Development at TMP Government:

    John: My current role is Vice President of Business Development for TMP Government a division of TMP Worldwide Advertising & Communications. Much of my current responsibilities relate to crafting an approach and solution sets to respond to Requests for Proposals from the Office of Human Resources or Human Capital from across any number of Federal government agencies. So if I am not in the proposal tank so to speak, I am white-boarding solutions with some very smart people. Or I am presenting to agency officials and program managers as to the value of Employer Brand Management, Online recruitment approaches, mobile and social media strategies for collaboration and outreach. When I am recruiting, it is typically to find that purple squirrel or subject matter expert that can help complete the puzzle for us.

    John: My current role is Vice President of Business Development for TMP Government a division of TMP Worldwide Advertising & Communications. Much of my current responsibilities relate to crafting an approach and solution sets to respond to Requests for Proposals from the Office of Human Resources or Human Capital from across any number of Federal government agencies. So if I am not in the proposal tank so to speak, I am white-boarding solutions with some very smart peoples. Or I am presenting to agency officials and program managers as to the value of Employer Brand Management, Online recruitment approaches, mobile and social media strategies for collaboration and outreach. When I am recruiting, it is typically to find that purple squirrel or subject matter expert that can help complete the puzzle for us.

    strong>Six Degrees: What other companies’ recruiting operations do you admire for their best-practices?

    John: Microsoft, Dell, Google, and believe it or not the Internal Revenue Service are all organizations that I have had the opportunity to support and learn from within larger recruiting operations. Granted all have strong brands, but the high-touch and community involvement as well as employee engagement levels are admirable. Microsoft has a robust recruitment event paradigm and approach which comes across when you approach them at shows. More importantly all have well developed strategies and operational goals tied to success metrics which are clearly visible to internal stakeholders. These four have shown strong support for attracting not only diverse but top talent across a broad spectrum of disciplines. Working with Program Managers as strategic partners with a keen focus on the business and operational goals of the organization is a common trait which is at the forefront of their operations.

    The approach they take to recruitment events, open houses, sourcing tools and software are excellent. They are risk takers, and have reaped rewards from new tools, technologies, and approaches that not only engage candidates but create a focus on the candidate experience which is unmatched. In fact IRS enjoys a 54% conversion rate of Interns to FTE’s which rivals even some of the biggest brand names in the business.

    Six Degrees: What industry trends do you feel will have an impact on your work in the future?


    John: Without question as it relates to the government workforce hiring reform initiatives will prove to be critical if we are to develop the next cadre of leaders in the public sector. For many years, diversity and pro-active sourcing have been relatively non-existent. With the Obama’s Administration call to streamline the hiring process we have seen some great strides in cutting down the time it takes to apply for and secure a job in the public sector but there is much work to be done in the realm of HRIT. The Department of Health and Human Services which faces a backfill across some twenty occupational categories representing close to 50,000 jobs that need to be filled are revamping their approach and are one a few key agencies looking at blending internal departments to address HRIT. Frankly over the past few years many in staffing in the public sector would say the hiring process is in fact “broken”; but the time for change is now and leaders are asking for solutions.

    Six Degrees: Tell us about your broader involvement within the staffing industry:

    John: Conferences I have and typically attend include National Black MBA, National Society of Hispanic MBA’s, Society of Hispanic Engineers, NSBE, SWE to name a few. Diversity Best Practices, SHRM, HCI and ERE are also great shows for me. I enjoy speaking at many of the good government events and human capital focused events these days but fondly look back at the days when I would recruit at no less than a dozen diversity focused shows a year. Most recently I have spoken on behalf of TMP Government at the Federal HR Technology Conference, the Center for Human Capital Innovation, and regularly attend the Excellence in Government events here in Washington DC.

    Six Degrees: From your perspective, how did the recessionary period impact the broader market? Are there atypical factors your role at TMP observed that have yet to been discussed in the mainstream media?

    John: Much of the discussion had been about the “retirement tsunami” before the recession and it is believed that the economic downturn has pushed back retirements for so many in the Federal workforce. You will never meet more dedicated people that truly want to make a difference than you will find in the Federal workforce, at the same time there is also allot of “dead wood”. Engagement levels at 30% but large groups of folks that really don’t want to rock the boat and are complacent are creating more opportunities for those in the training, organizational development, and performance improvement arena. That said, the biggest impact will come as shortages of talent in the public healthcare sector, IT / Cyber Security, and Acquisition Workforce retirements start to really kick-in as the economy starts to turn around. Presently close to 40% of an aging workforce are retirement eligible, OPM is looking at executive search as means to address diversity at the mid-career level, and USAJobs.gov the official government job board is due for an overall this fall after being brought in-house from Monster. Bottom line try and get a clean feed of jobs right now is difficult and agencies need to articulate better the Employer Value Proposition to a multi-generational candidate pool.

    Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand?

    John: I stay active in several groups on LinkedIn.com and plan several Human Capital or Digital Breakfast events for the company. In terms of expanding my personal brand I have found that whitepapers are a great way to garner attention around the issues that are important to me and my company.

    Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do?

    John: I feel it is important to leverage the social networking tools that are out there for free and more importantly get out of the office and engage in face to face functions and events relevant to your community of practice. Not all are free and when you invest your time and energy and try to build networks that are focused in on key areas it is important to do your homework. I always try to have one or two questions at the ready for key presenters or speakers but always elect to ask off stage, or before the event. Never put your panelists in a position that puts them on the spot but approach networking as an individual that wants to learn more about the topic as opposed to try and position yourself as the subject matter expert. It is important to always follow through as well and be sure to send a follow on message within a day of meeting someone new at an event via linkedIn.com or whichever is you social network du jour. Most importantly be courteous to the time requirements of those you ask to participate or panel discussions

    Six Degrees: How do you foresee your role evolving in the next several years?

    John: I would really like to become a global brand strategist that is focused on employer branding for clients. After five years in the recruitment advertising agency field, I am excited about emerging technologies, and relationship marketing but it is the brand management side of the house that I see as a potential next career aspiration. Having worked with guys like Ellis Pines at TMP Government I would say the one thing I really need to get there down the road beyond just more experience in facilitation, will be increasing my ability to listen and observe. I like to think of a Brand as a conversation, so one must be a better listener to be truly a good conversationalist if you will.

    Honors & Awards

    New Hampshire Corporate Diversity Awareness Council – Speaker
    NAHFE –National Association of Hispanic Federal Executives
    Certificate of Completion for Diversity Training 2002 NAHFE Annual Leadership Summit
    Invited Panelist “ Internet Recruitment Strategies” FY2001
    Invited Speaker “ Effectively Working with Media “ FY2000
    Certificate of Appreciation 1999 Hispanic Assoc. of Colleges & Universities Annual Conference
    Guest Host for Online Chat with CareerPath.com “ Seeking adventure abroad -jobs overseas

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