The Talent Wizard

$4.10 GAS SHOULD BE MAKING YOU MONEY!

noreply@blogger.com (Frank Emanuel) — Wed, 02 Jul 2008 13:18:00 +0000

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While most people are wasting time complaining about $4.10 gas or close to it all over the country.. I'm making record profits..

So are a lot of people..

Here is why.

1) More people are feeling the pinch $4 gas is having on their budget. That means just a $100 - $200 jump in their budget is effecting them.. I think a lot of this is mental.. but people are looking for ways to make or save more money...

2) Almost everyone is cutting back on marketing now. Times are "tough" is the mindset of most business owners.. sadly cutting your marketing is like pulling life support when your business is hurting.. a no no.. So those of us who aren't cutting back are making more because there are fewer firms advertising to compete..

3) With the doom and gloom in the news.. higher priced gas and uneasy feeling with many consumers.. people are staying home to save money and not going out as much.. nor are they traveling as much.. what this means is people are watching TV.. and more importantly for us.. they are on the web more than normal.. so it is easier to reach people with web marketing..

I'm building a collection of marketing methods and reviewing them to share with everyone for free in my marketing group. If you aren't in it - you're missing out.I am revamping this group but will reopen a limited time free registration very soon. SO STAY POSTED!!!

So Where do I Start Marketing

noreply@blogger.com (Frank Emanuel) — Tue, 24 Jun 2008 17:57:00 +0000

This is a pretty common question -- for almost everyone.
Newbies ask it because marketing either seems incredibly
overwhelming if you don't know what you're doing... or
because you just don't think it works (no one's going to
fall for that, right?).

And if you're a seasoned veteran you want to know this
because you've probably spent a small fortune on marketing
that's yet to offer you any kind of meaningful return -- if
any return at all, even.

There are so many moving components of any marketing
campaign though, so for now, let's just stick to the "big"
global basics.

First thing you need to do is to figure out WHO your target
market is. Like we talked about on last week's call, most
Recruiter's knee-jerk reaction to this is "jobseekers." But this
isn't true any more than a Vet who thinks his market is animal lovers.

Just because you like dolphins doesn't mean you're going to
a Vet, and similarly, just because your prospect needs a
job doesn't mean he or she is a qualified prospect.

If you're looking for Developers, they need hands on skills... if
you're looking for PMP's, they need certifications... if you're
looking for big deals only, then you need a high paying positions...

So the first thing you need to do is figure out, is WHO your
prospect is.

Then you must know what their biggest problems are, that you
can solve for them. "Getting a job" isn't the solution,
by the way. It may be a means to an end, but it's not the
solution any more than "not working" is a solution to
avoiding stress. "Not working" may or may not be part of
the mix, but it's not THE answer.

Lastly, once you know who they are and what their biggest
problems are, you've got to figure out the best ways of
communicating with them. So for example, if you want
.net Developers, yes you can get lists of Microsoft Employees but will they be qualified to write code. Or will you be better off putting on some local
seminars for programmers qualifying them by admission in
some manner?

This is a critical issue that most people don't think about.
They mistakenly believe "it doesn't matter," as long as
you're putting your message out there, but it DOES matter,
very much. Targeting your leads correctly can make the
difference between a wasted effort and one that produces
more business then you can handle. (I've done both, so I
can speak from experience.)

It also usually makes a big difference as to how much time
you wind up wasting with "looky-loos" and tire-kickers.
Since I have the patience of a gnat, this is important to
me, but you may have the patience of Job and feel
otherwise.

To me, time is the most precious commodity in the world. It
sure is the only one you can't buy more of, anyway.

Now go close some deals!

What Do You Do!

noreply@blogger.com (Frank Emanuel) — Tue, 17 Jun 2008 17:18:00 +0000

I talk alot about differentiation one of the easiest ways to differentiate yourself is to answer typical inquires with unexpected or a-typical answers. Sure I could sound like every other recruiter or HR bozo out there when someone asks me what I do for work.EX. when meeting someone new) So what do wo do for work? I'm a recruiter(boring) as much as folks hate the term headhunter it's certainly more exciting than recruiter! I choose some thing a little flashier. A USP if you will. Try this......

Introduction & branding with a unique selling proposition

Prospective Candidates:

While giving card to prospective candidates separate yourself with a U.S.P.!

Answer the what do you do question like this.

“I help talented folks like yourself define, locate, and get hired for your dream job and I don’t charge you a dime!”

I would love for you to simply jot down a few things that would make you feel as though you had landed the ideal career situation.

Prospective Clients:

I help busy folks like yourself locate, qualify, and hire the top talent in your field, which will allow you and your company to be more efficient, productive, and profitable.

I would love for you to jot down on the 2 or 3 of the needs that you have right now and what skills are critical to their success with your firm.

once info is swapped take a look and say....

These seem like reasonable requests and I know I can find what you’re looking for. What I’d like to do is give you a call and talk further about how we can get this taken care of for you. When would be a good time for us to touch base?

This tactic can be used regardless of your field just exchange the routine I'm a web developer or stock broker response with what you truly do that makes you different from the next web developer or broker they may encounter.

Another important aspect of this differentiation approach is your business card, which should include a picture, unusual size, and rave reviews. After initial contact I would also send them a “you in the box” kit.More on these tools later and how to set off your branding and marketing approach.

Here is a marketing lesson!

noreply@blogger.com (Frank Emanuel) — Fri, 23 May 2008 19:25:00 +0000

Color plays a pivotal role in a website's impact, and as such must be
carefully considered. This is especially crucial when the site in
question is used for business/professional purposes.

Before delving into the specifics of color selection for professional
sites, here are a few general rules for color usage in websites:

- Don't use yellow for web page backgrounds - it causes eyestrain

- Avoid black backgrounds - these essentially limit text color choice
to white and yellow, which can look garish and hard on the eyes
against black

- If in doubt, use black text on white background - while not very
original, this color combination ensures optimal readability. In any
case, choose a text color that constrasts with your background; this
is usually best achieved with dark text on a light background.

- Choose from the 216 "browser-safe" colors, codes for which can be found at
< http://www.wordnet.net/imc/palette.htm >. If you stray outside these
standard colors, your website colors may be distorted on some users'
systems.

With that quick primer behind us, let's talk business websites.

To lend a professional, organic appearance to your website, your best
bet is to choose a simple palette of a few matching colors. Advanced
Media Productions suggests limiting yourself to three colors, and
using these colors strategically to group related objects or indicate
relationships between objects or segments of the page(http://www.boston-website-design.com/web-design-strategy.html). The
BuildStar Business Builder's Network(http://www.ibuildstar.com/colors.htm) has a similar philosophy,
urging the business website designer to "create an identity through
all your marketing and products with one or two colors you use over
and over. This is a very basic and effective way to tie all your stuff
together in the minds of customers."

If you're not good at color coordinating, it's a good idea to consult
a color wheel such as that found at http://www.visibone.com/colorlab
. Complementary colors (that is, those found directly across from
each other on the color wheel - e.g. red and green) are safe choices,
as are neighboring shades. Which of these you choose, however, depends
on what mood you choose to evoke - the contrast of complementary
colors like orange and blue suggests excitement, while neighboring
colors like green and blue suggest unity and harmony.

According to one website, using different shades of the same color,
called the monolithic approach, is the superior choice for
professional website color schemes. The writer asserts that "single
colors or Monoliths work best for business sites because of their more
subtle suggestion," but cautions that this approach can be boring if
overdone and may require "adding a contrasting black [to make] the
color combo monochromatic and more interesting."
(http://createafreewebsite.net/website_workshop/choosing_colors.html).

But how do you choose the best starting color to work from? An
important consideration in choosing the foundation color for your
website is the emotional association it typically carries. While these
associations can vary somewhat from culture to culture, they generally
hold true for the majority of people. Here's a quick snapshot:

Red: Daring, persuasive. Also hard on the eyes. Red is especially
effective in highlighting key text on black and white sites, and also
works to liven up browns and tans.

Blue: Suggests quality, trustworthiness, success, seriousness,
calmness. A common choice for sales pages. In "What is the color of
your website?", Andrew Lapointe suggests highlighting phrases like
"Our history" or "Our mission statement" in blue
(http://www.dotfactor.com/artman/publish/marketing_31.shtml). Lapointe
also suggests avoiding purple, which connotes uncertainty and
ambiguity, and only using yellow to highlight key words and phrases.

Pam Renovato, in "The Psychology of Color and Internet Marketing"
(http://www.webmasterstop.com/articles/choose-website-colors.shtml),
has some interesting comments on the use of grays and browns:

"They suggest weight, or something heavy. This would provide your
visitors with a feeling of stableness and strength. Emotions like this
will help your visitors to associate your site with solidity and
confidence. Other colors such as burgundy, oyster, beige, blues will
also provide a feeling of solidity."

Another important factor is the age of the target audience. Neutral
tones work best with sites designed for an older audience, the target
demographic for many business websites. You'll obviously also want to
select shades appropriate to your business, if any - as Ralph Hilliard
points out in "How to choose your web site colors"
(http://www.prowebsitemanagement.com/articles/websitecolors.html), a
web designer who creates a black and green website for the Red Cross
will be out of business quickly. Hillard further stresses the
importance of color selection in marketing:

"The BEST color for selling is the color that captures your primary
audience emotionally," he posits. "If my audience is new mothers and
I'm selling baby clothes, I guarantee you I can sell more clothes with
soft pinks, blues and purples than I could using bright reds, greens
or black."

When it comes down to it, choosing a professional website color scheme
is as simple as the common sense guideline provided at the 1stsitefree
Design tutorial (http://www.1stsitefree.com/design_colors.htm): "Use
colors that compliment your subject matter and are relatively pleasing
to the eye."
It seems, then, that classic, rich, conservative, "serious" colors
like blues, browns, burgundies and grays are your best bets for
business websites.

On a final note, however, there's always an exception that breaks all
the rules; according to "Website Colors That Sell" at the BuildStar
Business Builder's Network (http://www.ibuildstar.com/colors.htm),
"one study showed that the color combination with the most powerful
psychological effect was yellow title, white text, on a dark blue
background."

Here's a final link for you:

Cobalt Multimedia - Choosing colors for your website
< http://www.cobaltsystems.com/advice/colortips.html >

Tell You What We'll Do!(If you hear this run!)

noreply@blogger.com (Frank Emanuel) — Wed, 07 May 2008 13:41:00 +0000

Congratulations, it appears you are getting close to securing that awesome new position. Hopefully you've learned to expect the counteroffer once you receive an acceptable proposal from the new company and turned in your notice. While I work diligently to warn candidates of the danger of this "stall tactic" your current employer is using and explain that there is very rarely a positive outcome, It may be valuable to provide a 2nd opinion or an outsiders take on counteroffers so that you hear the facts from neutral party who has nothing to gain by addressing the subject.

Paul Hawkinson has been in the recruiting industry for over 20 years and while he works for a competing firm I have chosen to use his sound explanation because I feel he has eloquently and thoroughly delivered the truth in regards to what actually happens.
A raise won't permanently cushion thorns in the nest
By Paul Hawkinson
Matthew Henry, the 17th. century writer said, ''Many a dangerous temptation comes to us in fine gay colours that are but skin deep.'' The same can be said for counteroffers, those magnetic enticements designed to lure you back into the nest after you've decided it's time to fly away.
The litany of horror stories I have come across in my years as an executive recruiter, consultant and publisher, provides a Iitmus test that clearly indicates counteroffers should never be accepted...NEVER!
We define a counteroffer simply as an inducement from your current employer to get you to stay after you've announced your intention to take another job. We're not talking about those instances when you receive an offer but don't tell your boss. Nor are we discussing offers that you never intended to take, yet tell your employer about anyway as a ''they-want-me-but-l'm-staying-with-you'' ploy.
These are merely astute positioning tactics you may choose to use to reinforce your worth by letting your boss know you have other options. Mention of a true counteroffer, however, carries an actual threat to quit.
Interviews with employers who make counteroffers, and employees who accept them, have shown that as tempting as they may be, acceptance may cause career suicide. During the past 20 years, l have seen only isolated incidents in which an accepted counteroffer has benefited the employee. Consider the problem in its proper perspective.
What really goes through a boss's mind when someone quits?
''This couldn't be happening at a worse time.''
''This is one of my best people. If l let him quit now, it'll wreak havoc on the morale of the department.''
''I've already got one opening in my department. l don't need another right now.
''This will probably screw up the entire vacation schedule.''
''I'm working as hard as I can, and l don't need to do his work, too.''
''lf l lose another good employee, the company might decide to 'lose' me too."
''My review is coming up and this will make me look bad.'' ''Maybe I can keep him on until l find a suitable replacement.''
What will the boss say to keep you in the nest? Some of these comments are
common.
"I'm really shocked. l thought you were as happy with us as we are with you. Let's discuss it before you make your final decision.''
''Aw gee, I've been meaning to tell you about the great plans we have for you, but it's been confidential until now.''
''The V.P. has you in mind for some exciting and expanding responsibilities.''
''You're going to work for who?''
''Your raise was scheduled to go in effect next quarter, but we'll make it retroactive to the beginning of this quarter.''
Let's face it. When someone quits, it's a direct reflection on the boss. Unless
you're really incompetent or a destructive thorn in his side, the boss might look
bad by ''allowing'' you to go. His gut reaction is to do what has to be done to
keep you from leaving until he's ready. That's human nature.
Unfortunately, it's also human nature to want to stay unless your work life is
abject misery. Career changes, like all ventures into the unknown, are tough.
That's why bosses know they can usually keep you around by pressing
the right buttons.
Before you succumb to a tempting counteroffer, consider these universal
truths:
Any situation in which an employee is forced to get an outside offer before the present employer will suggest a raise, promotion or better working conditions, is suspect.
No matter what the company says when making it's counteroffer, you will always be considered a fidelity risk. Having once demonstrated your lack of loyalty (for whatever reason) you will lose your status as a ''team player'' and your place in the inner circle.
Counteroffers are usually nothing more than stall devices to give your employer time to replace you.
Your reasons for wanting to a leave still exist. Conditions are just made a bit more tolerable in the short term because of the raise, promotion or promises made to keep you.
Counteroffers are only made in response to a threat to quit. Will you have to solicit an offer and threaten to quit every time you deserve better working conditions?
Decent and well-managed companies don't make counteroffers...EVER! Their policies are fair and equitable. They will not be subject to ''counteroffer coercion'' or what they perceive as blackmail. If the urge to accept a counteroffer hits you, keep on cleaning out your desk as you count your blessings.

I STILL BELIEVE,

noreply@blogger.com (Frank Emanuel) — Thu, 01 May 2008 12:50:00 +0000

HAWKS by 5 in GAME 6

Give Them Something to Cheer About

noreply@blogger.com (Frank Emanuel) — Tue, 29 Apr 2008 14:02:00 +0000

You Gotta Beleive!!! Well, here I am a lifelong Hawks fan in total disbelief. The reason for my astonishment is that we are tied with arguably the best team in the NBA. I'm not the only one who is suprised. Un fact nobody gave us a chance against the Celtics. Apperently Vegas didn't even have a line on the series because it was such a one sided bet. It just goes to show you can never be to sure. It also got me thinking about how it relates to life and certainly work.

First, you can turn anyone into a RAVING fan if you get them excited and deliver unexpected surprises. (I have'nt heard Phillips Arena rocking so loud since I saw KISS play a concert there back in the 80's.

Second, if everyone executes to the best of their ability you ussually rise to any challenge.

Third, There is never a better time to be a star, than right now (thanks Joe Johnson)

and Lastly, just because everyone says it can't be done you ultimatly control the result. You just need to have a gameplan, make neccasary adjustments, play both offense and defense and most importantly don't listen to the critics. Just Win!

GO HAWKS! Let's bring it Home.

And Now for Something Completely Different!

noreply@blogger.com (Frank Emanuel) — Thu, 24 Apr 2008 14:10:00 +0000

I said when I started this blog that I would try to make this a useful resource so here is something very useful. Besides we can't recruit if we can't afford to get to work.

Yesterday I filled up the tank and I nearly collapsed when I saw the final tally? $47.99! It's not like I drive a landyacht or a schoolbus. As a matter of fact I thought my Acura TL was a pretty responsible choice. I really haven’t been hiding under a rock. It’s just that I don’t often let the gauge get past a quarter tank. So it wasn’t until I handed over $48, that reality hit. Believe me, as I pulled away once I decided not to just leave the TL behind, I renewed my resolve to employ every gas-conservation tip known to man. I thought perhaps you could use a reminder as well:

Combine errands: Instead of running to the cleaners tonight, the drugstore tomorrow, the post office the next day and the doctor on Tuesday, combine errands into one trip. Plan ahead because all those little trips really whack the gas mileage.

Get technical: Learn to drive as if there’s an egg is between the gas pedal and the floor. Break it and you die. This means gentle and gradual pressure on the gas, no sudden acceleration or “floor boarding.”

Car pool and other alternatives: Whenever possible, walk or ride a bike. Most of your trips are within just a few miles of your home anyway, so cut them down and get some exercise at the same time. Can’t avoid a car trip? Whenever possible share a ride with a co-worker or family.

Pass on the premium: High-octane fuels aren't necessarily better for your car. In fact unless your car’s manual specifically calls out premium fuel, it could be detrimental to your car’s engine. The American Automobile Association (AAA), estimates that premium gas accounts for about 20 percent of total sales in this country, despite the fact fewer than 10 percent of cars on the road were designed to burn the higher-octane fuel. That means U.S. drivers spend about $1.7 billion per year more for gasoline than they should.

Slow down: Gas mileage decreases rapidly above 60 miles per hour. If you drive 70 mph instead of 55 mph, experts say you could be burning up 17 percent of your fuel just to get there a few minutes sooner. In fact, each 5 mph you drive over 60 mph is equal to paying an additional 10 cents per gallon of gas.

Keep them filled: Bald tires are not only a driving hazard, but they burn more fuel. Keeping your tires properly inflated is an easy way to improve your gas mileage up to 3 percent, which is a savings of at least 5 cents per gallon.

Trunk light: For every 100 pounds of excess weight in your trunk, your car loses 1 percent of fuel economy. Empty everything but the required safety equipment.

Cheap(er) Gas The Web site GasBuddy.com (www.gasbuddy.com) is a portal to local real-time gas price information in the United States and Canada. You can log on and it will identify the cheaper gas stations in your area.

While the price of gasoline remains out of our control, we can control over how often we fill up. So how low can you go? Could you cut one complete fill up during the coming month? That’s my goal; I hope it’s yours, too.

How do you tell twins apart?

noreply@blogger.com (Frank Emanuel) — Tue, 15 Apr 2008 18:26:00 +0000

Whether you are looking for talent, you're the talent, or you need talent, This is the age of commoditization of everything and everyone. So buddy, How do YOU rise above the noise. How are YOU different than the bazillion other yo-yo's who talk to the folks you are trying to persuade each day. BTW,Even if you think I'm on the hiring side you still have to persuade the best candidate to choose your company to work for.(More on that in another episode smarty-pants.)

Anyway, the answer usually not easy, never the same for every situation, and always a combination of things. That being said here is a list of tips that can guide you. The goal is to come up with your own. Hope these help!

1. Act Fast (Early bird gets the worm)
2. Be Thorough (always give as much info as possible)
3. Be Honest (you don't know what you don't know)
4. Be Accessible (How do you know if we can't find you)
5. Listen more than you Talk (Find out what moves them)
6. Become a Brand ( Be recognizable and original)
7. Protect your Partners (Always have others best interest in mind)
8. Follow up (Regardless of the outcome let folks know where they stand)
9. Keep in Touch (Out of sight out of Mind)
10.Act Fast (Early bird get the worm)

Certainly not exhaustive I don't want to hear..... Hey Frank, with you forgot this or that. I just wanted to jog your brain the rest is up to you.The point is how are you better than rest of the pack. Besides, if you aren't trying to be different and more important IF YOU AIN'T PLAYIN TO WIN, WHY YOU PLAYIN!

Sourcing System ( No way around it)

noreply@blogger.com (Frank Emanuel) — Tue, 08 Apr 2008 15:49:00 +0000

Great sourcing is about systematically building relationships and developing networks. It cannot be built in a few days or weeks, there is no magic set of tools which make the process effortless. Successful talent agencies have recruiters on staff with years of experience - and fat rolodexes - who make the agencies successful.

Think of sourcing, as you would acquire anything valuable. Assess your need and define what you are looking for. You get a solid idea about what you want when you go out looking. Then you determine where you could buy whatever it is you want.

You check out several stores and the Internet, comparing price, availability, and quality. Then go shopping. You enter the store, check it out, talk to a salesperson and eventually make a decision either to buy the product or not. This process is almost identical to the one you should follow for sourcing great candidates.

The steps involved have to be executed in sequence. You can't skip any and expect to be successful:

1. Know who you want.

As deceivingly simple as this sounds, it is often the most complex and difficult step in the entire sourcing process.

You will need to spend a lot of time with your hiring managers, and in the business units that you support, building a deep and thorough understanding of the competencies, skills, and attitudes that lead to success. You need to find out who the best (most productive) employees are and figure out what they have in common.Talk to hiring managers and others who are dependent on the output of the people you are profiling.
Be as neutral and objective in this process as you can be. Managers often think they know who the best workers are, but they may not be right. Find out how to make a business case to the manager about why a different profile might be more useful.
Some organizations are using competency analysis tools or may have something like a culture fit test that is used regularly. The results from these can be very helpful in developing the profile. A useful profile will give you a list of very specific competencies, skills and attitudes that you can interview candidates for or ask them to demonstrate for you.

2. Find where to find them.

Once you have a profile and have developed some criteria to judge candidates against, it should be much easier to discover where likely candidates might be found outside of work. The technologies I discuss can help speed up this process and they help you look in places where it would be very difficult for you to go if you did not have the tools.
Blogs(This thing) and other informal tools, reach those people who have no interest in changing jobs - the really passive candidates - and market to them. There may be websites where your ideal candidates spend time or there may be a chat room where they are active. What you have to do is research where they are and when they are there (timing is critical as well) so that you can present them with your targeted message.
Some of the tools can help you look at your competitors and find out who works for them or even where they get their people. Social networking tools can link you to competitors and individuals who can refer others to you. News feeds and blogs can keep you aware of impending layoffs or other changes a company is going through that might give you a supply of good people.

3. Develop an effective set of tactics for reaching out to them.

This step is relatively easy compared to the others. Technology can assist you in communicating quickly and frequently with those you find.
A single email to a potential candidate will rarely be enough. You will need a systematic approach that includes email, news, enticements, and perhaps even voice contact. Many candidates need time to think and process potential changes in career or employer, so frequent communication is important, as is a compelling argument as to why they should make a move. Finding people is only a tip of the iceberg in getting them to say yes to your offer.
Sourcing is really about upfront legwork and intelligence gathering, and it's ultimately about developing a network that continuously supplies you the great people you need.

The only caveat is that this process takes time and cannot be successfully implemented in a flash - no matter how big the need or how much you spend on technology. But like all good things, your long-term investment in technology and in developing a sourcing process will pay off for a long time.

The Lost Art

noreply@blogger.com (Frank Emanuel) — Thu, 03 Apr 2008 13:55:00 +0000

* Please note this is not original content, someone sent it to me thinking I would enjoy it without the author info and credit . Regardless kudos to whoever the creator is you are a dying breed and very much on the money. Kudos to you. For those of you that manage accouts heed this advice.
SUBJECT:
RE: Cold Calling
MESSAGE:
Here are some cold calling tips. First, kudos to you for cold calling. That seems to be a lost art in the recruiting world. In my experience the cold callers always bill more than the net/job board surfers.
First, block your number so caller ID on their end does not show your firm.
Never leave a message for someone you do not yet know, unless you were referred directly. People rarely return strangers calls.
If you get voice mail, hang up and redial immediately. This way the phone will ring while the previous voice mail is still running, forcing the person to answer on the other side if they are there.
Try calling the wrong extention in the office and ask to be transferred to the correct extention. This way your target thinks the call is an internal call coming from the person at the other extention
Finally, early or late in the day is the best time to find people at their desk

Social Networking for Fun or Bidness?

noreply@blogger.com (Frank Emanuel) — Wed, 02 Apr 2008 16:41:00 +0000

Using services like Linked in ,My Space, and Facebook or the trillion other sites can be very rewarding But, they can also rob you of valuable time. Whether these sites are helping or hurting you is sometimes hard to quantify. One thing is for sure if you are not making connections that turn into some type of revenue you should probably look very closely at how much time you spend playing on them. I think some folks just get off on how many friends or contacts they stockpile but have never received any value from those relationships. I encourage everyone to use tools that increase productivity and all of these types of sites can be used as such however you must not be an observer you have to jump in and leverage those networks. That's the whole reason most people get started but following through is the problem.
My best advice would be to ask everyone you connect with how (SPECIFICALLY ) they can help you and how you can help them, then do whatever you can to make it happen. If you are solving problems for other they are more inclined to assist you. Once you have helped others watch the true power of these tools come to light.

By the way if you need something let's connect and see how I can help!

Do Something!

noreply@blogger.com (Frank Emanuel) — Thu, 27 Mar 2008 04:10:00 +0000

I wanted to give a piece of advice that I used to wrestle with from time to time. When choosing a a strategy on how to go about things in the past I've had a tendency towards a shotgun approach rather than a sniper. We all want to gather all the info before making our move. We all sometimes get bogged down in details trying to make sure everything is just right. We all say as soon as this happens I'll be better equipped to deal with this. Guess what all that noise gets in the way! Some of the best laid plans are still just plans. You have to do something. Anything Just get moving. If you're a recruiter get on a job board, call a past candidate for a referral, post an ad just find a qualified person. If you're a hiring manager write a complete requisition, return that agencies call and get help with that position you desperately need filled. If you are looking for work update your resume and respond to an ad or ask someone who might know of a company that's hiring.
No these are not concise directions on how to complete the task at hand. That' s not the point, This is just the start and some times all we need to do is START!

Should You be Afraid of Monsters?

noreply@blogger.com (Frank Emanuel) — Fri, 14 Mar 2008 16:40:00 +0000

As a recruiter I get all kinds of questions about the best way to get a job. More specifically Which jobboard should I post to. Guess what, Job Board Sites Don't Care!

Why do job sites show little concern about job search relevance? And not geared towards the Job seeker?
Anyone who has actively used a job site for a search will attest to the fact it is extremely difficult to find the right job easily. The search offered is based on confusing keywords and the results run into page after page after page of irrelevant results and then they make you scour through each page until your patience runs out.
Don't be fooled! There is a reason for this. Job sites are notorious for trying to keep you on their site to increase page views. (a key metric that determines their advertising rates) Inefficient search results definitely keeps you there for a long time.Certainly longer than necessary.
I have worked with tons of Job Sites and they all have one thing in common it's not in their DNA to create cutting edge technology, They are known more for being marketing companies.
News Flash!
Job sites consider you nothing more than fodder to their revenue generation machine and besides where else are you going to turn to? Nowhere......Until Now!

Find youself a good Recruiter and let them do the work for you by getting you infront of the right people. Also be sure to ask why Job Boards, Classified Ads, Unknowledgeable Hiring Managers and Lazy Recruiters don't get you the job you really want!!! If they can't answer RUN! And r emember, Don't look under the bed!

Coming Soon!!!

noreply@blogger.com (Frank Emanuel) — Wed, 12 Mar 2008 19:00:00 +0000

This is the place where HR professionals, recruiters, hiring managers and job seekers gather to gain insight into our industry, share ideas, and improve best practices. I will use this as my platform to help those in need and share my opinion.

Or it may just be one of those times where I/We need to vent......And that's OK!