Calling all Wireless Engineering Recruiters in the Dallas, TX area!!!

Calling all recruiters with experience in wireless engineering!

I just got word of a company in Dallas, TX that is looking to hire 2 experienced Sr. Recruiters to focus on wireless engineering jobs. If you have an interest, send me an email and I'll gladly forward you the contact information:

masked.blogger@gmail.com.

The Original Google Interview

B2.0's Erick Schonfeld recently blogged about Xooglers (a gathering spot for ex-Googlers to reminisce and comment on the latest developments in search).
Schonfeld references a specific blog by Doug Edwards (the site's main blogger and Google's former director of consumer marketing and brand management) and his interview with Google co-founder Sergey Brin.

Edwards provides details about Brin's interview style and includes the last & most difficult question of the interview..."Tell me something I Don't Know." check it out here.

Cheat Sheet Gets Human on 800 Numbers

Mike Yamamoto, from CNet's News Blog Esoterica, references a cheat put together by Paul English of kayak.com.

This is a great cheat sheet filled with secret numbers and tips to bypass IVRs to get to a human.

A great reference tool that segues well with our own recruiting cheat sheet on how to get past the human gatekeepers of this world!

Speaking of gatekeepers & humans, if anybody wants a copy of the new and improved Names Sourcing Glossary feel free to email Maureen Sharib and request a free copy.

Dennis, smithtx@gmail.com

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Thanksgiving Proclamation - George Washington Oct. 3rd, 1789

WHEREAS it is the duty of all nations to acknowledge the providence of Almighty God, to obey His will, to be grateful for His benefits, and humbly to implore His protection and favour; and Whereas both Houses of Congress have, by their joint committee, requested me "to recommend to the people of the United States a DAY OF PUBLICK THANSGIVING and PRAYER, to be observed by acknowledging with grateful hearts the many and signal favors of Almighty God, especially by affording them an opportunity peaceably to establish a form of government for their safety and happiness:"
NOW THEREFORE, I do recommend and assign THURSDAY, the TWENTY-SIXTH DAY of NOVEMBER next, to be devoted by the people of these States to the service of that great and glorious Being who is the beneficent author of all the good that was, that is, or that will be; that we may then all unite in rendering unto Him our sincere and humble thanks for His kind care and protection of the people of this country previous to their becoming a nation; for the signal and manifold mercies and the favorable interpositions of His providence in the course and conclusion of the late war; for the great degree of tranquility, union, and plenty which we have since enjoyed;-- for the peaceable and rational manner in which we have been enable to establish Constitutions of government for our safety and happiness, and particularly the national one now lately instituted;-- for the civil and religious liberty with which we are blessed, and the means we have of acquiring and diffusing useful knowledge;-- and, in general, for all the great and various favours which He has been pleased to confer upon us.
And also, that we may then unite in most humbly offering our prayers and supplications to the great Lord and Ruler of Nations and beseech Him to pardon our national and other transgressions;-- to enable us all, whether in publick or private stations, to perform our several and relative duties properly and punctually; to render our National Government a blessing to all the people by constantly being a Government of wise, just, and constitutional laws, discreetly and faithfully executed and obeyed; to protect and guide all sovereigns and nations (especially such as have shewn kindness unto us); and to bless them with good governments, peace, and concord; to promote the knowledge and practice of true religion and virtue, and the increase of science among them and us; and, generally to grant unto all mankind such a degree of temporal prosperity as he alone knows to be best.
GIVEN under my hand, at the city of New-York, the third day of October, in the year of our Lord, one thousand seven hundred and eighty-nine.
(signed) G. Washington

Building your Talent Scout Network

Get out to Sumser's Electronic Recruiting News site and download a copy of "Building Your Talent Scout Network," by Hans Gieskes, President and CEO, H3.com.

Here's a little teaser from the article:

Successful recruiters build relationships with people who know a lot of people. Which begs the question: "What's more valuable, a talent pool or a network of talent scouts?"

Seems to me that Jason Goldberg, the chief jobster & evangelist of talent networks has been preachin' this for some time. Makes sense - Jobster is pretty much a household name among those savvy enough to recognize the imporantance of talent networking. Go Jobster.

Dennis, talentblogger

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VP of Engineering - Austin, TX

I just heard about a VP of Engineering position (wireless carrier) open in Austin, TX. If you know of anybody that would be interested in this role, send me an email. I'll get some info to them. Nothing in it for me, but this sounds like a great gig.

smithtx@gmail.com

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Of Recruiting Managers & audits

Carl Bradford (Adler Group) has a telling blog from November 2nd about recruiting managers and their unwillingness to expose their operations to demanding improvement measures and operating standards.

He encourages recruiting managers to utilize the objective analysis of qualified outside auditors to help identify gaps, improve processes and develop a plan for improvement.

As always, good stuff from the Adler Group.

HUNTING THE FIVE-POUND BUTTERFLY

Great read on Sunday, 20th from the Photon Courier, who wrestles with a WSJ article from 11/16.

Your Job: 3 Ideas for 2006

On November 15th, Money Magazine posted an article noting three things to do in 2006 to put your career in good stead.

I disagree with all three (my comments in blue), but who am I to disagree with such experts, eh?

Move No. 1: Don't ask for a big raise.

Increases will be modest in 2006. Ask for a bonus instead. "Companies are willing to reward performance through incentives and bonuses," says Steven Gross of HR consultant Mercer. Fifty-five percent use spot cash awards and signing bonuses.

You've got to be kidding. What the heck, take a chance? Is the increase deserved? Will you lose your job just for asking for a big raise? Not if you're a rock star. Ask for the increase and present a detailed justification as to why it is deserved. If they turn you down, you might be in a better position to negotiate for a larger bonus.

Move No. 2: Get a better gig.

Recruiters say the fields below will be in high demand for 2006 and beyond. If you have relevant skills, get the training you need to make a switch. If you're already in one of these areas, you've got bargaining power.Retirement planning Aging boomers need financial advisers and tax lawyers.Health care Constant change means work for benefit-plan administrators and information technology specialists. Auditing Increased scrutiny of corporate books requires more accountants.

I disagree. The grass isn't always greener...yeah, yeah, I know it's an old cliche'. But if you are unhappy in your current role, you owe it to yourself to get to the root cause of the dissatisfaction. It's not always about the money.

Move No. 3: Get an M.B.A. on the IRS.

Historically, it's been difficult to deduct the cost of an M.B.A. from your taxes, but a 2005 ruling by the U.S. Tax Court improves your chances.You can write off the cost of your tuition, but only if the degree "improves and enhances" your ability to perform in the job you have. You don't have to stay at your current company to get the tax break, but you'll lose the deduction if you quit to go to school full time or you use the M.B.A. to change careers.

Again, I disagree. Just because you can potentially write off the cost of an MBA on the IRS, doesn't mean you should get an MBA. What will be the return on your investment? Does it have relevance to your specialty? Is it a guarantee to a good/better job? An MBA, like any other kind of training, is helpful, but only if the new knowledge, training, and opportunities it creates are in line with your career aspirations.

Wireless Jobs in Frisco, TX? Can you say T-Mobile?

Looks like T-Mo (my cell phone of choice) is poised to bring lots 'o hot jobs to my favorite state. The guv says T-Mo should bring in over 800+ jobs to Frisco, TX , just a few miles north of my home away from home in Plano.

Check out the T-Mobile jobs - here

By the way, my former boss and recruiting guru, Paul Kemp, is one of the BCR's (Big-Cheese Recruiter) at their HQ in Redmond (don't you hate people that drop names?).

Shoot me an email:(masked.blogger@gmail.com) and I'll get your resume a 1st class preview.

Masked-Blogger

FedEx Kinko's is looking for a World-Class Recruiter!

FedEx Kinko's in Dallas, Texas is looking for a recruiting warrior...the kind that:

- finds the best talent
- gets results (high success rate)
- delivers 1st class customer service...every day
- has a great database (active candidate list of "Who's Who" in the marketplace)
- thinks a recruiter is the same as a Consultative Business Partner
- has the ability to solve problems with creativity and persistence
- commits to the business
- does the little things right....every day

If you're hittin' on eight out of eight.......we need to talk.

Email me your resume with one paragraph describing your most significant accomplishment in 2005:

fedexkinkos.recruiting@gmail.com

Google Base and Recruiting

The chief jobster writes this about the new google base:

"the blogosphere and news media are/is abuzz today on googlebase, google's new self service listing service. using googlebase, it's easy to enter in any classified-like item such as jobs, things for sale, apartments, and also reviews. it's a very cool tool with a ton of potential. it's potentially craigslist on steroids."

I just posted my first job on google base: ...what are you waiting for?


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Power Women: MOST POWERFUL WOMEN IN BUSINESS 2005

These women are among the highest paid in corporate America. All of them are employed by companies with over $1 billion in sales that filed proxies by September 1, 2005.

Check 'em out at the link above.

Recruiter: "Who's On Your Most Wanted List?"

I’m not really a good button-pusher (nowhere in the league of the Canadian Headhunter). But Dr. Sullivan would probably give him a run for his $$. Just to get a little Friday afternoon debate stirring, I’d like to post up an excerpt from one of the good Dr.’s past posts on ERE – “The 17 Dumbest Things in Recruiting.”

#6 – Reliance on job boards…

"I know they are easy and cheap and that everybody uses them, but that's also true of dental floss. Large job boards contain, almost without exception, resumes from active job seekers. The chances that the best person for the job is cruising www.iamaloserwhoneedsajob.com at the same time you need a top performer is pretty slim. What's even more troubling is the fact that most boards give you nothing more than an aging resume limited in its scope by the design of the online application process."

"Job boards tell you nothing about the candidate's interest in your firm or what it would take to get them to say "yes" to a job offer. If you're goal is to recruit a workforce made up of the very best, you won't find them on job boards. If you don't believe me, run a test using your own top performers. Have a colleague at another firm search the major boards for your firm's top people. You will immediately find out that the resumes of your very best performers resumes are nowhere to be found; the resumes of your malcontents and weak performers may in fact be the only ones you find. Recruiters must learn to use the tools that produce the best results. In the case of recruiting top talent, that would be referrals from existing top performers, not job boards."

My words:
My point here is not to argue the validity of large job boards – of course they are valid; we all use them (they are a tool in my recruiting tool belt and always will be...just like one of my fave's ... Jobster). But here’s my challenge to you as it relates to this article:

"Do you know the names of the top performers in the functional groups for

which you recruit? (This question is directed mostly to my in-house counterparts).

If you do not, it’s time you find out."

(Disclaimer: this might seem like basic old-hat to my senors & senoritas in private search, but my experience tells me that it’s rarely pursued in-house).

Start today. Seek out the top stars – even if you have to ask the VP or Director who they are.

Get 5 names – the top 5 stars in their respective discipline. Meet with them and ask for the names/phone numbers of the 5 best people they know who do what they do (the rock stars).

Using these names, start a “Most Wanted List” - today. This top-tier talent may not be interested in joining your organization, but they might know the name of the person who is interested.

Are these folks on the job boards? Maybe - maybe not. But I’m not going to sit around and wait until their credentials pop up on www.pickmepickme.com. I’m calling them today; before you get the chance.

Masked-Blogger....Man on Fire

Masked Blogger, checkin' in. I started a new recruiting gig about a month ago and have been runnin' with my hair on fire ever since.

I'm looking forward to pluggin' back in to the recruiting blogosphere - so, dig in with your spurs....it's time for more of the same craziness to which we are accustomed.

Blog on, recruiting warriors -