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PART II: “HOW DOES MARK BERGER DO IT?”

Posted on December 15, 2008
Filed Under Recruitingblogs.com, Sourcing Techniques | Comments Off on PART II: “HOW DOES MARK BERGER DO IT?”

By Dave Mendoza, Adjunct Faculty, JobMachine
First Posted on RecruitingBlogs.com


Mark Berger
Adjunct Faculty, JobMachine
Swat Recruiting
Email Mark
Phone: 314-962-7515
JobMachine Blog
RecruiterBlogs Profile
Website: http://www.swatrecruiting.com
Linkedin Profile, Invite Mark!

PART II: “HOW DOES MARK DO IT?”

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?

Mark: In my role as the Internet Recruiting columnist for the Fordyce Letter and industry technology trainer I maintain relations with surely the vast majority of the recruiting industry vendors, ATS, Data/Resume Capture, Contact Databases, etc. People often ask me for my recommendations or favorites, and although I do have them I always encourage people to make their selection based on their own needs, not what I happen to like.

Six Degrees: What tools did you first encounter early in your recruitment career?

Mark: When I first started in the business back in 1979, we used index cards to sort our companies/clients and hard copy resumes for our candidates. This was way before computers, much less the Internet. This was even before fax machines as we had to make copies of resumes and actually mail them (yes, USPS…with a stamp) to our clients. We had file drawers with folders and tabs for different programming languages and/or job titles and/or hardware. Our job was made much more difficult by the fact that if a person had more than one skill, you either had to make a duplicate copy of his resume and file it in a second folder, or, more often forget that he or she was there. We had to rely a lot more on our memories that we do today. Those were the reasons I was a very early proponent of automation/computerization in the recruiting office in the 1980s, as soon as the PC came onto the market. Then in the early nineties, we tried running classified ads for programmers on the text versions of America Online and Compuserve. Snagged a few here and there. The middle nineties brought the early iterations of resume databases including Headhunter.net, Career Mosaic, Online Career Center, etc. All those have since been gobbled up by today’s big services. Then, in the latter part of the nineties, the term “passive candidate” was first coined, and we learned how to use Internet search engines, back then mainly AltaVista and NorthernLights, to search for resumes. Since then it has been a learning process and then a teaching process the last few years.

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.

Mark: The problem, if there is one, depends on the audience. If you talk about HR, this is a group of people not typically trained in sales. You can teach them all about sourcing techniques but once they have sourced a few candidates, they may be unsure as to how to make the connection, how to lure that resource into the fold. The solution here is to give that audience a simple, yet reliable way to make contact and get their foot in the door. Most big companies have this problem licked by dedicating teams of people, however, many smaller and medium sized organizations do not have the financial resources or manpower to do this. They have to be more creative.

If you look at the third-party group, the problem differs a bit. This is a group that is typically highly skilled in sales, however, lack the patience and/or inclination to follow a thorough sourcing process. This needs to be taken into account when presenting to this group. They need some very easy ways to perform this task.

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

Mark: Probably preaching a process-oriented approach to sourcing. Technique is one thing. You can get techniques from the Google help pages, but it is only when those techniques are integrated with a comprehensive, multi-pronged approach can one expect to say they have done a thorough job of sourcing their next applicant. So many I talk to run one string in one search engine, grab a few resources and call it a day. Little do they know how much they are leaving on the table for those more thorough competitors.

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?

Mark: One thing that helps is to try hard not to become frustrated. What goes up goes down but conversely, what goes down goes up. There are always good times and bad times in any business. Ride the wave either way it goes and be in it for the long haul.

Six Degrees: What one thing do you ideally hope to accomplish in 2009?

Mark: Next year, one of my professional goals is for my training to become more appealing to an international audience. I have had a couple classes to Australians, Asians, and the English. I want to do more of that. I also want to expand my training to include more of the network available to recruiters. There are so many now it is hard for one to know the good from the great.

Six Degrees: Anything you want to plug?

Mark: Check the JobMachine.net calendar regularly for my webinars. Better yet, sign up to be on the mailing list so you won’t miss the announcements.

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

Mark: Simple…learn more…teach more.

Listen to Mark in action this Thursday: Free Webinar, Register HERE for “Turbocharged Passive Candidate Sourcing: Best of Telephone, Google & Online Database Research Techniques” with Co-Presenter, Sheila Greco

RECOMMENDATIONS

“I highly recommend anyone to work with Mark. I’ve trained with him a couple times. He had a wonderful rapport with trainees at all levels. He is always very responsive to questions, feedback, or simple explanations to my issues. His ability to connect with superiors, clients, vendors, and subordinates is what sets Mark apart from other trainers; he had the balance of truly listening and then approaching issues with candid yet insightful knowledge. Mark has excellent written and verbal communication skills, is extremely organized, reliable and a whiz with any sourcing technology. I have emailed him questions and despite her busy schedule he gets back to me immediately and always with a very positive attitude. I recommend Mark without reservation.”” May 27, 2008
Teresa Bustamante PHR, CPC, Research Analyst, Avery Dennison

“Mark’s down-to-earth writing and seminar teaching style is easy to follow and his strategies are simple to execute. Mark really cares about helping his colleagues and client/students become more efficient and more effective recruiters.” November 25, 2008
Top qualities: Expert, Good Value, High Integrity
Ronald Siegel

“I had the good fortune of attending Mark’s Linked-In webinar. Up until this point, I hadn’t done much with Linked-In. However, Mark taught many options one could investigate to help in sourcing passive candidates. While I’m just starting out using Linked-In, I’m hopeful that it will be a big help in my building a solid network & provide another alternative to traditional sourcing.” November 3, 2008
Michael Klass, Search Consultant, Joan Leslie Search Group

was with another company when working with Mark E. at Swat Recruiting
“I have taken 2 courses from Mark and look forward to taking more. He knows his stuff and is a great teacher.” October 30, 2008
Top qualities: Great Results, Expert, Good Value
Bill Zajac PE

hired Mark E. as a Business Consultant in 2008, and hired Mark E. more than once
“Mark is truly an expert in the area of recruiting technology analysis. He breaks down the process to even the most minute detail, and is quick to understand the impact technology has on the recruiting process. While I may not always agree with what Mark has to say, I certainly respect his viewpoint, and it makes for great conversation. Thanks for your commitment to our industry, Mark.” August 19, 2008
Mike Tischer, Channel Manager and Sr. Sales Representative, Broadlook Technologies

was with another company when working with Mark E. at Swat Recruiting
“I have worked with Mark on a number of Kennedy Information sponsored seminars. He is a joy to work with because he is a true professional who updates his content on a regular basis and has a great ability to reach his audience. Post report analysis prove that he is popular talent. I look forward to working with Mark in the future.” August 15, 2008
Hillary Kyle Holian, Associate Producer, Kennedy Information, Career Management Alliance, IOMA

“I have had the pleasure of knowing and working with Mark Berger for several years. Mr. Berger is a top notch recruiter and an expert in the application of technology to the recruitment process. He provides a much needed resource to the staffing and recruiting industries through his training programs and leadership. Mark is also a tireless supporter and board member of the Mid America Association of Personnel and Staffing Services. His input and insights have had a tremendous impact on both that organization but also on the many members of that organization.” June 18, 2008
Roger Aistrup, General Manager, Allan James Associates LLC

“I’ve taken 2 classes from Mark and find his work to be very meaningful and thorough on the subject. He not only has a pleasant manner, you can tell he enjoys what he does. He is extremely knowledgeable and detailed in his presentations and materials. I highly recommend his classes!” March 21, 2008.. Top qualities: Expert, Good Value, Creative
Marney Reed

“WAPS invited Mark Berger to speak to our local membership on February 20th 2008. Mark came prepared to engage our membership on finding passive candidates on the internet. WAPS emphatically endorses Mark Berger for any seminars or webinars in your area. Mark knows his subject very well and the content of his presentations enabled our members to take several ideas and suggestions back to our desk. Mark is very patient and was willing to answer any question our membership had. Also, Mark is very much open to continue answering questions if our members are struggling with one of his techniques. WAPS is happy to endorse Mark Berger for your passive candidate recruiting needs on the internet. February 21, 2008, Terry Rohde, CPC, Engineering Recruiter, DES LLC

“From Day 1, Mark has demonstrated his tremendous knowledge of the universe in which he works — the recruiting and sourcing world. His experience and keen assessment capabilities make him one of the best sources for guidance, especially when it comes to the myriad of tools and methods available on the market today. He is a true professional, and a pleasure to work with!” February 11, 2008
Anne Scofield, Vice President, Business Development, SGA

“Mark E. Berger has a very influential and charismatic personality and his online seminars have been a great help for me to do things better that I do every day. I am very impressed with his abilities and grasp of the subject within his domain and I would strongly recommend Mark E. Berger to everyone.” January 11, 2008
Asif Akhtar Nizami, Technical Recruiter, FSD Solutions

“Mark has written several articles on my blog (jimstroud.com) and worked with me on multiple projects. I respect his expertise in online recruiting and appreciate the value he brings to the industry.” January 11, 2008
Top qualities: Personable, Expert, Good Value
Jim Stroud is a Social Media Development Manager

“I have had the pleasure of working with Mark on numerous occasions. He has a comprehensive understanding of the keys to successful recruiting. Mark’s clients clearly benefit from his experience and knowledge of the recruiting industry. I enjoy working with the clients he refers because they are focused, informed, and have a clear understanding of why technology is critical to their success.” November 13, 2007
Tammy Wirths, Account Executive, Sendouts

was with another company when working with Mark E. at Swat Recruiting
“I was introduced to Mark through a management seminar that our owner went to. He showed us all ways to gain access to information that is otherwise not for public eyes– invaluable in our business! I think it is wonderful that he shares his technical knowledge with those of us who are less savvy in those areas.” November 13, 2007
Denise Gabbard, Search Consultant, GRN Brookpark

was with another company when working with Mark E. at Swat Recruiting
“In the volatile recruiting software industry, many customers are confused by all the choices & need help to assess their requirements and understand vendor options in a crowded market. I refer people who need assistance to Mark with confidence that he can provide unbiased, professional, and valuable guidance throughout the software evaluation process.” September 21, 2007
Sylvia Dahlby, Chief Executive Instigator, SmartSearch Online

“Mark is a consumate professional who is a very knowledgable recruiter, honest and forthright. Then as an owner of Berger-Nowlin, you were fair to all that worked for you, supported and tried to assist the team in anyway you could. It is a natural progression that Mark is in recruiter training. All new and struggling recruiters would only benefit and improve their success by working with Mark.” June 11, 2008
Kevin Fox, Site/Project Manager, Unisys / Berger Nowlin, Inc.

“Mark is a kind, capable and caring business owner and manager. I worked directly for Mark and have always respected him and his many abilities. Mark’s AIRS knowledge and certification gave him some skills very few recruiters or business owners have. He has always been willing to mentor/train others to be more productive and to lead by example. I would gladly work for Mark again in the future.” March 5, 2008
Jane Bullington, recruiter, berger nowlin

“I have known Mark for pretty close to thirty years . Mark has truly made the leap from running a desk to running a company and finally to becoming the “go to guy” for the latest web techniques. The many years Mark has spent on the desk has given him a keen insight as to what recruiters are looking for in tools to make their job more efficient. I look forward to reading Mark’s comments and opinions in the Fordyce Letter as I know they are always right on and I highly recommend attending one of Marks webinars or in person sessions .” November 2, 2008
Ron Sunshine, Owner, ron sunshine associates


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