Well guys, its been a long time coming (or at least, it felt like it), but Resume Forensics is now available. Before I tell you how to get it however, I want to say a few words. First and foremost, THANK YOU! THANK YOU! THANK YOU! (and again…) THANK YOU!
I have received so many emails, blog comments and phone calls about Resume Forensics than I have on… umm… anything I can think of. Your support is very much appreciated and genuinely touches my heart. As a matter of fact, it makes me want to share even more with youthan I had originally planned. Initially, I was sending a copy of Resume Forensics only to those on my email list. Well, some of my RSS subscribers had an issue with that. (I heard you.) Also, there were some who asked me questions (lots and lots of questions) about what specifically was in my book and what industries it will address and sundry other items. I am well aware that I can not please all of the people all of the time, but I do want to make my subscribers and future purchasers of Resume Forensics happy. Towards that end, I am amending my original offer with (I think) a much better offer.
I am (still) giving away Resume Forensics, but not selling it right away. I want you (and whomever you share it with) to read it thoroughly, let me know what you love and hate about it and make suggestions on how to improve it. Inside of the book and on the download page, is a link to a survey where you can add in your opinion of my work. This will help make the next version of Resume Forensics new, improved and ready for the “primetime” of being for sale at your local bookstore.
Also on the download page is a form for you to add your email address. This is separate from your subscription to The Recruiters Lounge and will be used (only) to advise you when Resume Forensics v2.0 will be on sale. Consider it a waiting list, as I am not sure how many books will be created in my first printingand I want to make sure that I have enough (and not too much). Cool? As an added incentive to joining the waiting list for Resume Forensics v2.0, someone will be chosen at random and awarded a special surprise. (I would tell you now, but then it would not be a surprise would it?)
Finally, if you have not already, connect with me onLinkedIn or (even better) Twitter.
Okay, so that’s it for now. To go to the special download page click here, or click the image below. And again, FILL OUT THE SURVEY AFTER YOU REVIEW THE MATERIAL. I really want version 2.0 to be far superior to the beta version and I need your feedback to accomplish that. Thanks in advance!
Oh, did I mention that I added a “Tip Jar” on the download page as well? (Buy me a round at Starbucks (or a new car) and I will be most grateful.
An anonymous source forwarded me the video below. There were no instructions with the email and when I replied, it bounced back. So, I assume that its okay to post. If not, sorry SourceCon!
If you are a fan of Linkedin (and what Recruiter/Sourcer is not?), you have to check out this new tool from eGrabber. Its called Social Network Grabber for Excel (and you will love it). This is what the Social Network Grabber for Excel looks like.
And this is what it does. It takes search results like this (see below).
And turns them into this…
What I like about this (and I assume you would to) is how easy it is to use. All you do is search LinkedIn like you normally would then click the “Grab” button (shown below).
The rest is automatic! Social Network Grabber For Excel places the results in, well… yep (you guessed it) all the results go into an Excel sheet. (Click here to download a sample of Social Network Grabber results.) If you like what you see (and I think you will) download a copy, try it out and get one on your own.
Not only was I impressed by the product, but I also agreed to promote their product to my readers. So here is the deal, should you decide to purchase a copy of this awesome product, use the coupon code below to get $50.00 off your purchase. Feelin’ hesitant? No worries, you can download a trial copy to see it in action for yourself.
Hey guys! This is a quick update to let you know that my new book - Resume Forensics is very close to meeting the new subscriber quota I set. I am only 500+ subscribers away from my goal. (Stay with me people, we are in the home stretch.) To add a bit of fuel to the fire, I have done a couple of things. For one, I have added more content than what I mentioned before. Curious?
This is (some) of what I added:
* How to source passive candidates from blogs
* How to source passive candidates from online news resources
* How to source passive candidates from Podcasts and Online Video
* I also recommend a few tools to help you with your sourcing.
* And something else that I am not mentioning, just yet… (cryptic smile)
If this bit of knowledge causes your heart to flutter with anticipation, please tell a friend and get them to subscribe via email to The Recruiters Lounge so that they will get a courtesy copy of Resume Forensics before it goes on sale.
Also, I have decided to send review copies to bloggers who write about Recruiting and/or HR related issues. If you fit that description (or if you serve as a moderator on a popular forum), let me know and I will send you instructions on how and when a review copy will be sent to you. Sound good? Good.
Oh, in case you are late to what all this is about, here is some info from my original post to help you out.
*** My original post begins here ***
Its been awhile since I produced a new training guide, so I hope this one makes up for the delay. I call this one – “Resume Forensics.” (Cool title, yes?)
Here is the introductory page to my training guide.
INTRODUCTION
What is “Resume Forensics?”
Resume Forensics is the application of a research methodology for the purpose of gathering intelligence and leveraging it for recruitment advantage. The practice of Resume Forensics (or at least my spin on this form of online research) goes back as far as 1997. It was then that I was working for MCI on a plum assignment. You see, my client had open positions in areas that were not considered (by some) to be tourist attractions. My challenge was to source qualified people who were open to moving to those areas.
Fast forward a few years and I’m at Siemens sourcing engineers skilled in energy and automation. The challenge in this assignment was that the competition for the skill set I was hunting came from a small selection of companies. Indeed, hiring for these roles was like watching a game of musical chairs. I knew that there had to be a better way.
Jump ahead a year and I am a Googler seeking diversity candidates in a dwindling talent pool. It was pointed out to me then that Google had an interest in a certain company and its alumni. At the speed of mouse, I make like a Boolean Bandit and return a list of techies affiliated with said company. Unfortunately, the list was very small as it was a startup company.
Going further still, I am at Microsoft and working on finding software engineers for various locations around the world. Identifying talented individuals from countries of which I was unfamiliar with who spoke languages I did not know, was also very challenging, but certainly not impossible.
MCI, Siemens, Google and Microsoft are all very different organizations; needless to say. The projects I worked on were very diverse, yet I was able to use the same method to favorably resolve each matter to my client’s satisfaction. Is it my intent to detail how I performed each task? No. It is my aim however, to breakdown my methods step-by-step with the hope that you can apply my strategy to your particular need.
Please understand, Resume Forensics is not a magic bullet nor is it a quick fix. It is actually a major undertaking that takes time to implement, but has always proven worthwhile. (Smile) I dare say that if you master the basics outlined herein, you will be able to source any candidate, for any company, no matter the industry and at any time.
***
This is what you will learn in Resume Forensics:
How to search Google for free resumes
How to search Yahoo for free resumes
How to search Live for free resumes
How to find additional keywords for your resume searches
How to create search strings that work on Google, Yahoo and Live
How to take a job description and create multiple search strings from it. (As an example, I take one job description and create 56 pages of search strings from it.)
How to automate your resume searches so you can (literally) source resumes while you sleep.
Does this sound like a training guide you would like to own? If it does, you will like the price – FREE! Yes, I am giving this training guide away for free.
Why?
My site is free and has always been free. I would very much like to keep it that way. However, I would like this site to be profitable as well. As such, I am proposing the following scheme. I have people working in the background who will be selling advertising on The Recruiters Lounge in the very near future. The more traffic I have and the more subscribers I have, the easier it will be for them to do their job. As such, I want to build up the amount of readers who subscribe to this blog. So here is the deal…
Mention my giveaway in Recruiting Forums that you frequent (be sure to add a link to this blog post).
Give a heads up to people in your Linkedin Network (be sure to add a link to this blog post)
Mention my giveaway in your next Recruiter Association meeting (be sure to… you know).
If there is anything else you can think of, please leave a comment at the end of this blog post. And of course, if you do not already have an email subscription to The Recruiters Lounge, you can subscribe now by clicking here.
Climbing Mount Everest, Ballooning around the world, getting a Google employee to leave….They’re all pretty similar in my mind….While being a BINC Research Associate surely has its perks, nothing truly puts a smile on my face like the “call as many Google people as you can” days. Ah yes, the true love of getting hung up on, yelled at, ignored, given fake emails, given times to call back and getting flaked on or even the good ol’ fashioned “I’ll call you back later” - yes definitely nothing beats Google calls days. Of course there are always the couple nice guys (or gals) that hear me out, and I’ve even got a couple to consider leaving but for the most part it’s a rough day. But all of this got me thinking… why is Google so special?? And even more importantly, why should employees leave now before it’s too late??
Listen, don’t get me wrong I love Google, I use it all the time and they have hired some of the most brilliant minds in the industry, but hey, people are leaving and I’m here to make sure you know why. First off - Why is Google so special??
.
5 reasons that I’ve compiled from talking to current as well as former Google employees.
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5. Great perks - Amazing free gourmet lunches and dinners, swimming spas, child daycare centers, laundry machines?!?, and the list just keeps on going
4.Brilliant minds at work - Not only are some of the smartest guys on the world employees of Google (Vint Cerf), but they have regular guest speakers (Hans Rosling, Barack Obama) and regular tutorial classes that help employees continue in their education, even when in the work world.
3.Innovative, creative, “paradigm-shifting” - Google Maps, Gmail, Google Docs, Google Images, and off course - Google Search. Each one of these services and the many others that Google offers to its users are all very cutting-edge, forward-thinking services that have literally shifted and changed the world that we live in… Wow, ok, let’s not get too carried away here, but they are definitely “front of the line” services.
2. Its fun, exciting, and energetic - Google employees love being around individuals as smart, or smarter, then they are. They feel that they can thrive in an environment and feel that they are truly changing the world. Plus, employees get 20 % time off to work on their own personal projects - letting them truly enjoy being at work.
We offer our engineers “20-percent time”so that they’re free to work on what they’re really passionate about. Google News, Google Suggest, AdSense for Content and Orkut are among the many products of this perk.
1. It’s the top search company in the world - and who doesn’t wanna work for #1.
That’s all great and exciting, but let’s be lets be honest, there’s always the “but…”
.
5 reasons why Google employees are slowly (but surely) starting to leave.
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5.Commuting - When Google was doing great people had no problem commuting down south from San Francisco City or up north from San Jose. Now that Google isn’t as explosive as it once was, people aren’t as willing to commute as they once were. O ya, I guess the fact that gas is over $4 dollars a gallon could have something to do with it…
4. Stock troubles - Minus the bump that they recently saw due to their above-expected earnings report, the stock went from a high of 747.24 in November to a low of 412.11 only 5 months later in March. Their stock has received tremendous growth over the years (if only I bought their IPO at $85…), but we all know that tremendous stock growth doesn’t last forever (YHOO - 108 in 2000 to 4.67 in 2002, Sun - 253.88 in 2000 to 10.36 in 2002, etc. etc.)
3.Although Google is exciting, many Google employees that joined post-IPO missed out on their big hit - Many employees are leaving to either jump on board of a “hot” start-up before its too late, while others are creating their own. A few are listed in line below.
Facebook/MySpace - Social Networking has taken over the Internet and these two are at the forefront.
Ooyala - Founded by ex-Google employees - Bismarck Lepe, Sean Knapp, Belsasar
Lepe. They provide a distribution of high quality video content and they have currently raised 8.5 million in funding
FriendFeed - Wow! A whole company comprised of ex-Googlers!
PowerSet - Natural Language Search - This is just one of the many next-generation Semantic web companies that are starting to emerge. Web 3.0 anyone??
Rentbits - Founded by ex-Google employee Dan Daugherty.
It is a vertical search engine for real estate rental information.
2. Dare I say, Corporate Culture - Google has constantly prided themselves on their open, social environment but many people feel that Google has turned increasingly “corporate”. The environment in which engineers were able to create their own products and services is decreasing since it has to go through a full review process that can take months before the product is released to market. Although engineers enjoy being creative, they might as well create a product/service that they can monetize on their own.
Some examples of Google lacking process can be seen with Opensocial, Android, or just take a look at this list and see how many you’ve ever actually heard of.
1.Google not a dream job anymore - A couple years back people used to dream of working for Google. And sorry to say guys, but it’s just not like that anymore. There are so many great opportunities for people to get involved with that Google doesn’t have to be an option. When Google was the revolution, it was the most amazing thing on the market, but it’s not that anymore. It’s still good but the critics are slowly starting to come out in full force and the employees are listening. With such a plethora of options available, and issues around Google increasing -the flow of employees leaving Google that has been seen recently will continue to pick up.
Every now and again, its good to see what your peers are making. How else are you to know if you are undervalued or really, really appreciated? (Well, purely from a money perspective anyway.) I did a quick look-around to see what the average salaries were for Recruiters across the United States and the types of Recruiters who were making the most. I wanted to know how many Recruiter jobs were out there in these recessionary times and I also wanted to know how the job market was for Recruiters overseas as well. I guess I wanted to know a lot. So who had the answer? Indeed.com and Recruit.net.
This is a chart representing the volume of Recruiter jobs in the USA. The range is from February 2005 to February 26, 2008. The results are probably not that surprising. From May ‘05 to the Summer of ‘07, it was all good. No worries around getting a gig, but then around the Fall of ‘07, things began to take a downward spin; reflective of the recession.
Okay, so that’s the volume of Recruiter jobs stateside, but what about my Recruiter friends overseas in Australia, Japan, Singapore, China and India? Is it easier or harder to find work as a Recruiter as determined by the number of Recruiter jobs being advertised? Let’s see…
Hmm… If you are in India, there seems to be more work for Recruiters there than in the other countries I mentioned. (Go figure) Coming in second was Australia, third is China, fourth is Singapore and finishing out the race is Japan. The data of course is from November 2006 to December 2007. I wanted more current data, but this is what I have so far.
Between March and July, it seems that India and Australia both were in a downward trend and each were fighting to regain the Recruiter Jobs volume although India was having a much better time of it. I also noticed that Japan consistently was not a haven for Recruiter Jobs in comparison to the othe countries as well. Curious… Do any of my readers have insight into these trends that I am not picking up on?
And now, the money…
Across the board in the USA, Recruiters make $41,000.00 (as of April 30,2008) with the quickest path to a 6-figure salary (commissions are not counted in this graph, only advertised salary ranges) being a Recruiter Manager.
Hope you find this as interesting as I did. I do not have any data around salaries of Recruiters overseas, but would like to find that and post here in the future. If anyone has any resources that they can point me towards, I would appreciate it.
“The “wage gap” is not so much about employers discriminating against women as about women making discriminating choices in the labor market.”
This was taken from an article that was written about 6 years ago, regarding the Wage gap, but unfortunately the information that was on the site was actually inaccurate. Somehow it stated that when women have skills or experience, or hold positions similar to men, then they face disparities of wages (only) by less than 10 Percent. I guess they thought that was a good thing?
Well, let’s tackle the latter first. Facing any wage disparity in the year of 2008 even if it were true it was less than 10 percent is sad enough… but the truth is, that women face more than that. I won’t delve too much into all the statistics today, because I had thoroughly researched the Facts behind the disparity of income, and you can click here to see all the supporting data.
As some put up the fight and loudly yell it is all a myth, I wonder, is it because they don’t see the disparity happening with their own eyes? Or are they unfamiliar with the FSLA and EEO lawsuits? Working in Construction, as a recruiter, where men definitely outnumber women, there are a few companies who take great strides to treat women equally, but, unfortunately there are that many more, which unfortunately will not. I move their employees to the much greener pastures..
Briefly though, to revisit the comment above, the suggestion that women make discriminating choices in the labor market, was truly sexist and a comment that displays ignorance. Somehow it appears that the ”research” has forgotten that more men today have become more “family friendly”, more men today have custody of their children and more men today are also working in “Pink Collared” jobs.
More Women today are making more money than their husbands, in authoritative roles… but, still not as much as their male peers and counterparts. More women today have switched roles with their husbands, as they themselves are the major bread winner, but again, they still do not make more money than their male counterparts, even though they are working harder and longer, still having to prove themselves, and trying to break through the concrete ceiling.
Women today have chosen to delay childbirth as they develop their careers, and more and more women have even made the decision to even sacrifice the notion of family and marriage. It is not as taboo today as it was in the 50’s; but still they make less than their male counterparts.
Women are outperforming men in the fields of Math, Science and Engineering. In fact our Graduation Numbers outrank that of men and yet, we still make less than our peers!
Women are making more money when they first leave school. Yes, we are making strides there. (Is that because they are trying to make their diversity quotas?) However, here is the bad news. Ten Years after graduation… well; that is when the Pay Gap really gets Huge. Women fall behind earning only 70+ percent of what men earn.
Well, if it were a matter of choice, I guess all women could choose boycotting pretty much all of the American companies, Not work, and feed their children. They could choose to allow their husbands to be the main bread winner whilst they fight the good fight.
For that matter, I guess we could call in all Handicapped Individuals and Minorities to join in the campaign and fight for equality. Maybe you were not aware that in 2007 EEOC discrimination charges jumped to highest level in five years!
We can march, campaign, burn bras, petition for equality — Wait, isn’t that not what we did back about 40 years ago?
Yes, and also whilst we are at it, let us take this whole Gas Crisis In OUR hands and boycott the Gas Companies.. Hands across the world.
Yes, indeed, I really wonder, could they be right? Could it really be the choice of a woman (and any other diversity group) to accept the low salary, or the poor working conditions?
Is that why we have had such a long struggle fighting the process? Should we simply accept our dues or, leave and go elsewhere? Is it really the fault of the Employer? Don’t they have the right to discriminate if they so choose?
Hmm… Maybe companies like Walmart, Best Buy, Costco, Abercrombie, Walgreens and all the others know something we don’t and should be let off the hook. Darn, they should be allowed to discriminate if They want to right? It isn’t their fault that the person is “different” not male, white, American.. whatever the distaste of the day they choose..
I wonder why we hadn’t realized it was that simple.
Karen Mattonen
ABOUT KAREN MATTONEN, CAC, CSP
Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. Her recruiting career began with Snelling Corporation. In 1998, after a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)
Karen has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.
Karen was a co-creator of the landmark webinar event – “EEOC Discrimination Debate.” This event featured senior members of the Equal Employment Opportunity Commission (EEOC) and staffing industry experts discussing and debating difficult issues about discrimination in today’s workplace environment. Company executives, hiring managers, recruiters, and human resource professionals from across the United States were invited to participate in the free Webinar and live panel discussion. Karen also served as one of the panelists on the discussion team in the March, 2006 event.
As co-host of the popular podcast “The Recruiters Lounge,”Karen discusses her frank opinions on the recruitment industry with her co-host, Jim Stroud.
I am overwhelmed with joy for all of the interest in my new book - Resume Forensics. Thank you so much for your comments and subscribing to my site. As of now, I am just over halfway to the goal of 5,000 new subscribers and I really appreciate it. At this rate, I will be releasing my new book on Friday. (Fingers crossed) To make that happen (for sure), I ask that each of my present subscribers, simply get at least one more co-worker, fellow recruiter or HR professional to subscribe to my site.
I would also like to thank those individuals who wanted to buy my book now, rather than wait. I REALLY appreciate that, but I want to be fair to my original deal. Rest assured, the sooner I hit my goal, the sooner I release my work. Okay? (Don’t hate me.)
Finally, for those who may be unaware of my original post that promoted my new book, I am enclosing a slightly edited version of it below. (It is just after after the video.) I hope you check out the video however, I made it (just now) with the help of 2 little girls that love to drive me crazy. Enjoy…
***
Its been awhile since I produced a new training guide, so I hope this one makes up for the delay. I call this one – “Resume Forensics.” (Cool title, yes?)
Here is the introductory page to my training guide.
INTRODUCTION
What is “Resume Forensics?”
Resume Forensics is the application of a research methodology for the purpose of gathering intelligence and leveraging it for recruitment advantage. The practice of Resume Forensics (or at least my spin on this form of online research) goes back as far as 1997. It was then that I was working for MCI on a plum assignment. You see, my client had open positions in areas that were not considered (by some) to be tourist attractions. My challenge was to source qualified people who were open to moving to those areas.
Fast forward a few years and I’m at Siemens sourcing engineers skilled in energy and automation. The challenge in this assignment was that the competition for the skill set I was hunting came from a small selection of companies. Indeed, hiring for these roles was like watching a game of musical chairs. I knew that there had to be a better way.
Jump ahead a year and I am a Googler seeking diversity candidates in a dwindling talent pool. It was pointed out to me then that Google had an interest in a certain company and its alumni. At the speed of mouse, I make like a Boolean Bandit and return a list of techies affiliated with said company. Unfortunately, the list was very small as it was a startup company.
Going further still, I am at Microsoft and working on finding software engineers for various locations around the world. Identifying talented individuals from countries of which I was unfamiliar with who spoke languages I did not know, was also very challenging, but certainly not impossible.
MCI, Siemens, Google and Microsoft are all very different organizations; needless to say. The projects I worked on were very diverse, yet I was able to use the same method to favorably resolve each matter to my client’s satisfaction. Is it my intent to detail how I performed each task? No. It is my aim however, to breakdown my methods step-by-step with the hope that you can apply my strategy to your particular need.
Please understand, Resume Forensics is not a magic bullet nor is it a quick fix. It is actually a major undertaking that takes time to implement, but has always proven worthwhile. (Smile) I dare say that if you master the basics outlined herein, you will be able to source any candidate, for any company, no matter the industry and at any time.
***
This is what you will learn in Resume Forensics:
How to search Google for free resumes
How to search Yahoo for free resumes
How to search Live for free resumes
How to find additional keywords for your resume searches
How to create search strings that work on Google, Yahoo and Live
How to take a job description and create multiple search strings from it. (As an example, I take one job description and create 56 pages of search strings from it.)
How to automate your resume searches so you can (literally) source resumes while you sleep.
Does this sound like a training guide you would like to own? If it does, you will like the price – FREE! Yes, I am giving this training guide away for free.
Why?
My site is free and has always been free. I would very much like to keep it that way. However, I would like this site to be profitable as well. As such, I am proposing the following scheme. I have people working in the background who will be selling advertising on The Recruiters Lounge in the very near future. The more traffic I have and the more subscribers I have, the easier it will be for them to do their job. As such, I want to build up the amount of readers who subscribe to this blog. So here is the deal…
Mention my giveaway in Recruiting Forums that you frequent (be sure to add a link to this blog post).
Give a heads up to people in your Linkedin Network (be sure to add a link to this blog post)
Mention my giveaway in your next Recruiter Association meeting (be sure to… you know).
If there is anything else you can think of, please leave a comment at the end of this blog post. And of course, if you do not already have an email subscription to The Recruiters Lounge, you can subscribe now by clicking here.
A Minister introduces a bill and gets some heat in Canada, which makes it hard for hardworking strippers and club owners who have to umm… import foreign talent. Good thing they have Hell’s Angels to “lobby” for them, or at least they did, back in the day. Want to talk Guns in the workplace? It could (legally) happen. Plus, the story of “Oh.” Its quite interesting. (Plus Karen has a potty mouth.) All this and more in the latest round of The Recruiters Lounge.
00:30 - A word about our Sponsor SGA Executive Tracker Pro (Ask for a free demo! 518-843-4611
01:35 - Affinity Circles
02:19 - Name that tune
02:56 - Snickering to herself about something funny
05:10 - The whole thing about the exotic dancing industry in Canada
07:06 - and porn and love and lust and…
08:36 - Waitaminute. They have strippers in Alaska?
12:30 - The whole idea behind Bill C17 is to stop (human) trafficking
15:18 - There are very few laws even in America regarding human trafficking
16:47 - That would put a whole new emphasis on emotional health and stress in the workplace
19:19 - he starts using your gun to shoot everybody
22:40 - Let’s switch gears a bit. I want to talk about the story of Oh.
24:55 - You know people think Recruiters don’t get sued, you know?
27:56 - Your intelligence is limited in response of legal
29:55 - You can be sued or be held legally liable for all 36 steps
30:15 - Maybe we’ll do a class on that
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The ExecutiveTracker database is maintained solely by our own research team through 100% telephone verification to deliver the highest accuracy on the market. We do not sacrifice quality by using automated web scraping or outsourced data collection.
Get started today. Call 518-843-4611 and Ask for a free demo! No special software or IT help is needed; complete your search anywhere you have an internet connection.
Affinity Circles hosts the official online communities for over 100 leading university alumni associations and professional organizations, representing more than 12 million undergraduates and degreed professionals worldwide. Their customers read like a who’s who list of top educational institutions, including Stanford, Berkeley, Dartmouth, Wharton, Georgetown, and Johns Hopkins, to name just a few. Through this network, employers target a large and diverse audience of verified students and alumni, 95% of whom have Bachelors degrees or higher and 64% of whom have over 5 years work experience. In addition, Affinity Circles provides the unique ability for company employees who are members of these communities to refer job opportunities on their employer’s behalf to passive candidates within their own social and professional networks.
ABOUT THE HOSTS
Karen Mattonen CAC, CSP
Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. Her recruiting career began with Snelling Corporation. In 1998, after a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)
Karen has a new and future-oriented vision of what recruiting can and should become: a profession we can be proud of for its ethical standing, professional conduct and ability to build great organizations. Her doing-well-by-doing-right philosophy is shaking up the status quo in an industry that needs to be shaken. She does this with conviction, leadership, and a distinctive voice that cries out for change.
Karen was a co-creator of the landmark webinar event – “EEOC Discrimination Debate.” This event featured senior members of the Equal Employment Opportunity Commission (EEOC) and staffing industry experts discussing and debating difficult issues about discrimination in today’s workplace environment. Company executives, hiring managers, recruiters, and human resource professionals from across the United States were invited to participate in the free Webinar and live panel discussion. Karen also served as one of the panelists on the discussion team in the March, 2006 event.
As co-host of the popular podcast “The Recruiters Lounge,”Karen discusses her frank opinions on the recruitment industry with her co-host, Jim Stroud
Jim Stroud
Jim Stroud is a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, Recruitment Research and Competitive Intelligence. He has consulted for such companies as Google, Siemens, MCI and a host of start-up companies. He presently serves Microsoft as a Technical Sourcing Consultant and is a regular contributor to Microsoft’s Technical Careers Blog.
Jim Stroud was nominated (and a top 10 finalist) for a “Best Blog Award” for his blog – Jim Stroud 2.0, by Recruiting.com in 2006 and cited in Bullhorn’s Research Report: Tools of The Trade 2007 as being among the best blogs on the recruiting industry (50,000 staffing and recruiting professionals were surveyed). His podcast series – “The Recruiters Lounge” recently aired its 50th episode. His comicstrip series – “The Recruiting Life” has also celebrated its 100th edition and was nominated for “Best Ongoing Comic Series” and “Best Newcomer of 2006” by Gnomz, a community of Comic creators. Jim Stroud also trains recruiters on how to source the internet for passive candidates and has trained recruiting organizations worldwide. His experience in using the internet to find hidden talent spans a decade. Jim Stroud can reached via his website: www.jimstroud.com
The Recruiters Lounge is a blog that explores the wacky world of employment with articles, podcasts, comics, videos and more. It is written by Jim Stroud (and friends). Click here for more information
Climbing Mount Everest, Ballooning around the world, getting a Google employee to leave….They’re all pretty similar in my mind….While being a BINC Research Associate surely has its perks, nothing truly puts a smile on my face like the “call as many Google people as you can” days. Ah yes, the true love of getting hung up on, yelled at, ignored, given fake emails, given times to call back and getting flaked on or even the good ol’ fashioned “I’ll call you back later” - yes definitely nothing beats Google calls days. Of course there are always the couple nice guys (or gals) that hear me out, and I’ve even got a couple to consider leaving but for the most part it’s a rough day. But all of this got me thinking… why is Google so special?? And even more importantly, why should employees leave now before it’s too late??
2. Its fun, exciting, and energetic - Google employees love being around individuals as smart, or smarter, then they are. They feel that they can thrive in an environment and feel that they are truly changing the world. Plus, employees get 20 % time off to work on their own personal projects - letting them truly enjoy being at work.
Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. Her recruiting career began with Snelling Corporation. In 1998, after a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (
Jim Stroud is a “Searchologist” with an expertise in the full life-cycle placement of Executive and Technical personnel, Recruitment Research and Competitive Intelligence. He has consulted for such companies as Google, Siemens, MCI and a host of start-up companies. He presently serves Microsoft as a Technical Sourcing Consultant and is a regular contributor to Microsoft’s Technical Careers Blog.
