Kris Dunn on Never Put Your CEO In Line to Be Embarrassed Publicly By a Wildcard

Look at this photo.  This is a CEO being embarrassed in a very public way by a loose cannon that could have been avoided, if only the CEO’s handlers had cared enough to determine the probability (hint – it was waaay too high) that the person in question would try to show up the CEO.  Which in this case is the President of the United States. Read the whole post at Kris Dunn’s The HR Capitalist (an FOT contributor blog)

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Tags: ceo, featured, Industry Chat, photo, result, worldwide fot

The 5 characteristics of highly effective leaders

This is an edited version of an article that originally appeared in Recruitment Extra (October 2006 issue) The number of books on leadership could fill a small library. Leadership books by academics, biographers, motivational speakers, sports stars, military leaders, CEO’s, ex-Presidents and the like, are pumped out in their thousands each year. There are enough leadership ‘experts’ and

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The 5 characteristics of highly effective leaders

Tags: academics, books, ceo, leadership, presidents, result, speakers, Stars

How CEOs are approaching talent issues in 2012

Earlier last year, global professional services firm, PriceWaterhouseCoopers, released their 14th Annual Global CEO survey, Growth Reimagined. Across 69 countries, 1201 business leaders responded to a range of questions about issues impacting and expected to impact their business. In response to the question ‘How concerned are you about the following potential economic and policy/business

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How CEOs are approaching talent issues in 2012

Tags: business, ceo, global, Industry Chat, leaders, professional, result, services

Dawn Burke Notices That VPs of HR Avoid the Local SHRM Meeting – Early and Often

I read an interesting  Forbes article on CEO networking .  It’s asks the question:   Does the boss even really need to network?  The answer :  Yes–and he needs to do it better than anyone else. Interesting, because there’s always been a problem with our local SHRM chapter.  I imagine others around the country have the same problem.   The C-Suite snub.   I’m talking about the  HR C-Suite mind you.  Huh? This never made me mad, it just seemed curious.  And now that I am on a C-Suite, I hate to admit…my local chapter participation has all but dwindled to a lunch or two this entire year.  Double huh? Read the whole post over at HR Insomniac (A FOT Contributor Blog)

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Tags: article, boss, ceo, chapter, Contributor, featured, Forbes, Industry Chat, lunch, participation, result, Shrm, worldwide fot

Is your culture killing your social media efforts? #in

So your CEO has a BHAG . Chances are it includes the Internet, social, technology, maybe even the cloud. But here’s the bigger question. Can your company adapt to the changes ahead? Or is your culture so engrained that it cannot handle change? Of course I don’t mean you, it’s everyone else that has problems with culture. Really? Swap desks right now with someone else without telling them. See how well they adapt to a sudden change that can be easily undone. The BHAG may exist but will your people stop it happening? Do you have leaders that can help them change? Only you know the truth.

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Is your culture killing your social media efforts? #in

Tags: ceo, change, Desks, employee engagement, Fun, hmmm, Industry Chat, result, social, technology, Truth

Is your culture killing your social media efforts? #in

So your CEO has a BHAG . Chances are it includes the Internet, social, technology, maybe even the cloud. But here’s the bigger question. Can your company adapt to the changes ahead? Or is your culture so engrained that it cannot handle change? Of course I don’t mean you, it’s everyone else that has problems with culture. Really? Swap desks right now with someone else without telling them. See how well they adapt to a sudden change that can be easily undone. The BHAG may exist but will your people stop it happening? Do you have leaders that can help them change? Only you know the truth.

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Is your culture killing your social media efforts? #in

Tags: ceo, change, Desks, employee engagement, Fun, hmmm, Industry Chat, result, social, social media, technology, Truth

Is your culture killing your social media efforts?

So your CEO has a BHAG . Chances are it includes the Internet, social, technology, maybe even the cloud. But here’s the bigger question. Can your company adapt to the changes ahead? Or is your culture so engrained that it cannot handle change? Of course I don’t mean you, it’s everyone else that has problems with culture. Really? Swap desks right now with someone else without telling them. See how well they adapt to a sudden change that can be easily undone. The BHAG may exist but will your people stop it happening? Do you have leaders that can help them change? Only you know the truth.

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Is your culture killing your social media efforts?

Tags: ceo, change, Desks, employee engagement, Fun, hmmm, Industry Chat, result, technology

HR and internal recruiters, YOU need to lift your game too – The …

Greg, thank you so much! There has been much discussion lately surrounding the bad eggs in recruitment agencies . I LOVE LOVE LOVE my job and always find feedback about how I can do it better really valuable. …. from both parties as well as the tall poppy syndrome that agency recruiters seem to experience once they jump the fence. I think this blog should be sent to every CEO and GM in Australia to ensure their in house team is being run at maximum value. …

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HR and internal recruiters, YOU need to lift your game too – The …

Tags: agency, bad, ceo, Industry Chat, maximum, recruiters, result, syndrome

Impact Whacks Intent. Every. Single. Time.

Oh dear, oh dear, oh dear.  Every time I think that there is hope for corporate leaders treating their employees like true assets and investments, a CEO comes along and does a truly boneheaded thing. Like sending a layoff letter to almost half the workforce that contains the (run-on) sentence: ” Although we can't continue on this journey together–I hope you will all stay connected with ______ and know that your contribution to the business was a unique moment in time and that you participated in something that few have been part of in our industry .” The unfortunate sender of said letter was Mike Jones, the CEO of MySpace. The letter was sent to roughly 500 employees, or 47% of the company's workforce. I am willing to give Mr. Jones the benefit of the doubt here, and I will assume ( at the risk of all that word means) that his intentions were good – that he truly was regretful about having to pink slip half the same workforce that he had been exhorting and encouraging to reinvent MySpace over the prior months . Good intentions aside, it takes pretty disconnected leadership to even think that the workforce doesn't read the business and/or industry press basically trumpeting that the parent company is thoroughly dissatisfied with the unit's performance and is considering selling, merging or spinning off . And it takes pretty clueless leadership to think that exhorting and encouraging people to work on a relaunch, then laying them off, isn't going to incur anger and bitterness. I don't have a word for what kind of leadership rubs salt in the wound (albeit unintentionally, I hope) by expressing hope that those laid off will remain connected with the company after all that. There is no question that layoffs are hard – hard for those doing the laying off, harder for those being laid off. Sometimes I think corporate leadership (with the help of HR departments) worsen the impact of layoffs on the workforce (both those leaving and the survivors) by trying to “softball” the message, include too many lines about heavy hearts (doubtful anyone believes that stuff) and the need to “provide the company with a clear path to sustained growth and profitability.” Sometimes I think it would be better just to keep is short, simple, to the point: “The company cannot continue to keep you employed past XX date due to our business not performing as expected or needed. We thank you for your service. Next steps are as follows:  … severance… COBRA coverage… turn in equipment…” Just the facts, ma'am. And that's really all that should be included in a written notice. I know that the temptation for HR, corporate, division, department leadership is to include more, to explain and justify . But to my fellow business and HR leaders – before you go about writing and sending the long-winded layoff letter filled with explanations and justifications, ask yourselves this question: who are you trying to make feel better about the layoffs, really? Is it the laid off employees you hope to console? Or is the true intent to lessen your own discomfort with the decision, to somehow absolve yourself of any accountability in the running of the business that led to the need and decision to lay people off? Leadership is tough. It's difficult. Sometimes it Really. Just. Sucks. But one reason (some) good leaders (should) get paid the big bucks is because they are people to undertake the unpleasant aspects of leadership with the same grace, equanimity and authentic humility as they do the more pleasant aspects of leadership. And the really good leaders know that intent doesn't cut it; impact is the name of the game. Sadly for MySpace, the impact of the layoff letter likely didn't match the intent of it, and it is the impact that lasts. Editor's Note -  Suzanne Rumsey is  a  Senior Consultant & Director, Consulting Services with Knowledge Infusion. Suzanne isn't just any 'ole consultant though – she's a former HR pro turned consultant, who spent time with orgs like Boeing and Health Net where she shaped workforce planning and talent management initiatives… which means she really knows what she's talking about and has the actual experiences under her belt to back it up and give you advice. Now that's the kind of consultant we really like.

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Tags: assets, ceo, communication, corporate, employee communications, Industry Chat, letter, Organization Development, run, the hr profession

How effectively are you communicating your value?

In last week’s InSight Issue 153, I summarised the major points that I took from the RCSA CEO panel that I had facilitated in Melbourne. The first I point I listed was ‘deliver value to your customers’. This, I would like to think, is obvious. Clearly it is important in ensuring you have satisfied customers … customers that both use you again and recommend you to others. Recruitment agencies

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How effectively are you communicating your value?

Tags: behaviour/communication, ceo, Industry Chat, Insight, melbourne, rcsa, recruitment agencies, result

Calling HP’s CEO Hire a “Curious Choice” = “They Better Be Right”

When HP fired Mark Hurd in August, everyone had an opinion about whether it was a good HR move or not. Late Thursday, HP’s board announced that they had hired Léo Apotheker as Hurd’s replacement to be President and CEO, and early opinions on the wisdom of this choice are not kind. Here is the background: Apotheker worked for 20 years at SAP, “left voluntarily” last year (quotation marks from article) and then HP’s board hired him over front-running internal and external candidates. Almost immediately, Fortune ran an article announcing the decision with a headline calling it a “curious choice.” Here’s a tip to the young talent professionals out there: When Fortune describes a hire you make as “curious,” it’s not a compliment. It translates to, “You better be right.” From Fortune : HP's board of directors could have taken the easy way. It could have named a CEO with a proven track record of growth or innovation. Experience that spanned the bulk of HP's revenue base would have been a plus too. It could have promoted someone from within. It might have found a young, up-and-coming executive at a major competitor who was chomping at the bit to be a CEO but was blocked by one of the old guys at the top. It could have found someone with a job… It didn't. Yikes. HP’s board just went out on a limb with this hire, big time. A few sources in the article called the choice “idiotic” and “astonishing.” The decision makers just hired a guy who “has little that makes him an obvious choice to head what has become the world's largest technology company by revenue.” I obviously was not in the room, but here's my take. When you make a call like this, it’s typically for one of a few reasons: Change for change sake. You have decided that you need enterprise wide change. Congratulations, you can now tell people that you “went outside the box.” Way outside. You value the company he worked for more than him . It happens. SAP is a player, so HP might be buying his big company background and weighing it more heavily than his lack of direct experience. Recognize this is a hiring bias and hope it pays off. The candidate showed you something no one else sees. If it works, you’re a visionary. Fail, and you’re like the guy who hired Lane Kiffin to coach Tennessee—when it went bad, that hire started a riot . Seriously, they had a riot. Now, I have no idea if Apotheker is a good choice or not—I am just looking at this deal from the perspective of the talent pro. When you make a high profile hire like this one, you know buzz is coming. When the play is “bizarre,” as Barron’s describes it , you need to expect some questions, and buzz like this does not really set up the person you hired to succeed. That’s very bad news—people-burning-mattresses-while-singing-Rocky Top type of bad news—for whomever led the hiring effort. Bottom line: HP’s board better be right about this hire… or things might get even more “curious.” Editor's Note -  This guest post is brought to you by R.J. Morris, a staffing/talent acquisition director for McCarthy Building Companies based out of STL. Like many others in the FOT clan, he's a sports nut who can endlessly draw the parallels between athletes, sports and the talent management game. I know, I know, as if we needed more of that. Ha. So will FOT call him up for the big show after this post? I guess we'll have to wait and see… We'll call this one a try-out for now.  

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Tags: apotheker, board, ceo, compliment, Executive Search, external, Fortune, Industry Chat, marks, result, sap, Wisdom

Jobvite: Take Your Hiring Managers’ Excuses Away…

I was in Chicago last week at the HR Technology Conference  and had a chance to sit down with Jobvite CEO, Dan Finnigan .  So before I get into the conversation, as per Fistful Of Talent rules of full disclosure, Jobvite and/or Dan Finnigan did not pay me/us to do this post – but if when finished Dan wants to send me an iPad just because I rock – well, I can't stop him from doing that. Sometimes if you rock, people send you stuff. That's life – but you don't rock, so you probably don't understand.  Jobvite might be the hottest product in the HR Tech/software world right now (read here ).  2nd full disclosure - I didn't talk about Jobvite's software with Dan – let's face it, I'm the last person in the world you would want to take HR Software advice from – try FOT'er Steve Boese (he knows that stuff – he even wears Chuck Taylor's like those techie geeks).  So, I can't rave about all the great things that the Jobvite software offers – though I hear very good things.  Here is what I can talk about – most HR Tech companies don't get the average HR Manager.  The HR Manager sitting in Indianapolis, or Tampa, or Colorado Springs, who is over-worked, under-paid and under-respected – in fact most of the HR Tech companies wouldn't even return your call if you called them.  Let's face it, you don't have a big enough budget. Oh, so Jobvite is the exception – right, Tim?  I don't know that either – what I know, however, is that their CEO, Dan Finnigan, gets you – I mean he really understands the life of a rank and file HR Pro.  His Dad was an HR Lifer, started in recruiting, and he pretty much saw his Dad grind out a full career in HR.  So, when he talks about his product, and making it better, and the next product he's still noodling around – he gets you.  And in my book, that goes a very long way in determining who I want to partner with when choosing any HR Product. Dan shared one thing about Jobvite and will give you a flavor about his mind set – his goal in developing Jobvite was to get hiring not to be an “HR” issue, and get it back to being a “company” issue.  His goal is to “take excuses away from hiring managers” in helping bring the best talent into an organization.  The underlying premise being hiring is everyone's job in your organization, not just HR.  With recruiting departments in most organizations cut to the bone over the past 2 years, we would be naive to think our executives are going to allow us to rebuild our “recruiting empires”.  Instead we are going to have to use technology and process to do more with less, all the time, knowing our organizations are going to expect we do it better than before. I don't know if Jobvite is that product to help you do that – I'll let all of you decide that for your own organizations, but I am a fan of their CEO.  I meet a ton of HR vendor executives and most are really just trying to figure out how to get more of your budget. And while I think Dan probably wants to get paid – he also seems to have a bit of legacy to prove to his old man that he can make HR easier, for HR. Editor's Note : Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more?  Um, OK… He has a Masters of HR and….well, he was recently voted #5 best assistant little league coach of his son’s five team league. 

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Tags: ceo, conference, dan, Disclosure, hr vendors, Industry Chat, Ipad, recruiting, technology, tim sackett

Meet the new CEO of the RCSA (Aus & NZ): Steve Granland

As many of you would know, the long serving CEO of the Recruitment and Consulting Services Association (Australia & New Zealand), Julie Mills, resigned earlier this year and after a thorough search, the RCSA Board recently announced the appointment of Steve Granland to the CEO’s role. I managed to meet Steve at the recent AHRI National Convention in Melbourne and he kindly took some time out

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Meet the new CEO of the RCSA (Aus & NZ): Steve Granland

Tags: ahri, association, australia, ceo, consulting, Industry Chat, leadership, rcsa, result, services

How to keep your top billers engaged and motivated

Every few months or so I will receive a call from a CEO, owner or manger who will ask my advice about keeping their top biller motivated. The particular dilemma is that the top biller concerned has stated little or no desire to become a manager of people within the business. The CEO, owner or manager is, understandably concerned that without fresh challenges, their star may be tempted with

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How to keep your top billers engaged and motivated

Tags: ceo, challenges, Desire, Dilemma, Industry Chat, result

When You Need to Recruit for a Bad Manager…

True story. The other week, I was hanging out with some third-party recruiter types when I heard one say that she was probably going to turn down a search assignment because in her words, “Their CEO? He's a total a$#. I don't think I could ever recruit someone to work for him in good conscience.” Nice. Real nice.   And it got me thinking. In the third-party recruiting biz, I guess you sometimes have that luxury. You don't want to recruit for a bad manager (or even company)? Just say no! Why take on a search like that when it means you're potentially having to put really great candidates you've recruited in harm's way. Must be nice… but where I sit, on the corporate side, well, the reality is that you don't have that luxury. I mean, try saying to your leadership tomorrow that you don't want to recruit for one of the reqs on your plate because you don't like the hiring manager. Good luck with that! (And truth be told, as a corporate recruiter, being embedded and closer to the action so to speak, you probably know the flaws – zits and all – of your hiring managers, more so than a third-party recruiter ever would.) Now, you can be lucky, like me. I truly believe that I work for an organization with amazing leadership and great talent. But even I can admit that not all managers are rockstar people managers. You may have a fresh, brand new people manager with limited people management skills. Or, in some situations, you may have good people managers but only for a certain personality types or work styles. And in past lives, sure, I've had to recruit for some managers who I personally would never work for. I mean, think about how many bad managers you've personally worked for. Right? In that context, man, I'd have some big challenges to tackle. The manager who micro-managed to the point she might as well have told me what to wear to work every single day. And there was the manager who yelled, a lot.   Now, to be fair, being a manager is a tough gig. I totally get that. Even I don't have much of a desire to do any people managing in the near term. I tried, and I am happy to not do that again anytime soon. But as a recruiter, especially in the corporate setting, you are gonna have to recruit for all types. So what's a gal supposed to do when you know a manager might not be a great manager to the candidates you're recruiting?  When I first started getting involved in the recruiting space, the mission then seemed to be to simply find the most talented folks possible. It was all about trying to find the A-players, selling them on my company and the gig, and closing the deal. All A-players, all day, every day. I was out to find the cream of the crop and nothing else. But there comes a time when you make the realization that B-players are sometimes necessary . The scenarios vary. But sometimes you need a B-player for a routine role where really, the biggest requirement is that the person simply show up everyday and do the job adequately, particularly if there's limited upward mobility. Other times, you just need a B-player to work for and to work around a tricky manager. So while skills are important, fit is what it all boils down to. And that includes fit to the hiring manager.  Recruiters can't just recruit though. It's not enough to find a B-player or someone who will be able to figure out how to work with or work around their bad manager. Recruiters should be involved in people development too. So for the bad manager you might have to “unfortunately” recruit for? Figure out how to help that manager become a better manager and that will help you be a better recruiter in the long run.

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When You Need to Recruit for a Bad Manager…

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Tags: assignment, ceo, hiring-managers, Industry Chat, leadership development, recruiter, recruiting, result, search, true, working with recruiters

Linkedin Juggernaut Rolls On

Jeff Weiner, CEO of Linkedin, wants the company to be synonymous with ‘talent’ just as ‘Internet Search’ is for Google. In an interview with Techcrunch, he talks about past achievements and sheds light on future plans. Not surprisingly, Linkedin’s recruitment products are the largest and fastest growing part of the business. However, Jeff is careful

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Tags: ceo, future, Future Plans, Google, internet, Internet Search, jeff, Jeff Weiner, job-boards, Juggernaut, linkedin, plans, recruitment agencies, Recruitment Agencies, result, search, Sheds, social media, Techcrunch, video, weiner

What are you on about, Ross?

My editorial in last week’s InSight about the attendance at the RCSA Consultant Forum, generated plenty of positive email traffic for me as well as a phone call from the CEO of one of the ‘big players’ who wasn’t too thrilled about what I had written in that article. We had a frank and civil 10 minute conversation about some of my comments. He thought I was being ‘self serving’ and ‘not being

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What are you on about, Ross?

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Tags: Article Url, Attendance, authors, ceo, consultant, Consultant Forum, Editorial, Industry Chat, Insight, learning and development, minute, Minute Conversation, phone, Phone Call, rcsa, recruiter, Ross, Traffic

What I Wished I’d Learned at SHRM10

Look I get it – I’ve had to train in large organizations – you are constantly challenged by teaching to the lowest knowledge level in the room. So, I understand the major hurdles that a large international organization like SHRM goes through in setting up content for their annual conference.  Put on top of that the demographics of their membership, of which I’m one, and they soon become that family restaurant down the street that no one admits they go to, but everyone seems to know the menu – the menu that has 5 pages and serves everything – all of which tastes like it came out of the fryer – even the spaghetti and prime rib and the wet burrito and the stir fry and the pancakes – you get the point.  So, when I was preparing to go to SHRM and deciding on what sessions to attend – my very first impression was “seems like I’ve been here and done this before”  – my next impression was “why does 90% of presenters have either consultant or speaker as their title?”  where have all the real HR Pros gone?    So, here’s a quick list of what I wished I’d learned at SHRM 2010: Clearly 2010 was the year of the iPad in the HR Vendor giveaway category – but no one could tell what the giveaway would be for 2011. With all those smart CEO’s of HR Vendors just waiting to speak to me – none had that answer – Hmm? Career Builder and Monster – 2 huge parties – my budget is almost equal to both – both in the over $20K category for purchases. I got one invite – thank you Monster – even when I’ve blogged and publicly tweeted, etc. about how Career Builder had the better party each year at SHRM. I even broke down and asked for an invite – to no avail. What I wished I learned? – Who will get more of my money next year? Oh wait, I think I answered that. Before you think – “Tim, how can you be that shallow?” Ask yourself, why do they have the parties to begin with? To get my money right!? I also wish I could learn why every piece of learning conveniently fits into 1 hour and 15 minutes, with a small commercial at the end. Unless you're senior level – then it takes 2 hours. I just don’t understand the math. Why is it SHRM can’t find actual working HR/Talent/OD Pros to present for the majority of these seminars? Do I really want to hear about recruiting best practices from a person who hasn’t recruited or even worked in a “personnel” department in 20-30 years? How much free (crap) Swag can a middle aged female HR Pro gather in two days? Oh wait – I think I learned that one as well… Who will be next year’s concert entertainment (since this year we had Hall & Oates – with much complaining from GenY and cool crowd – sorry, I’m not cool or GenY, I went to the concert and sang along to Sara, Smile…)? Being in Vegas, and being that SHRM’s core audience is 43 year old white females – I’m going with Journey or maybe REO Speedwagon or some other group whose last popular single was 20+ years ago. What color and type of underwear did Punk Rock HR, Laurie Ruettimann wear to SHRM 2010 – Ah, yes – I knew this one as well – http://tweetphoto.com/28696565 TMI Laurie! In defense of the haters about the lack of true HR Pros speaking at SHRM: HR/Recruiting Guru @GerryCrispin did corner me and ask “Well, why the hell didn’t you put in to speak, instead of some of these other people they have?” Great question from Gerry, in which I replied “You, know – you have to apply a year in advance.” In which he replied “so, you can’t think a year in advance!” In a nut shell – the essence of my career opportunity area – thanks for pointing it out Gerry! Quick Idea: for all the HR Vendors on how to do the SHRM Expo better next year: 1. Get booth with some comfy chairs/couches and wifi access.  2. Get one of those big frozen margarita machines (it’s Vegas next year – so alcohol is welcome 24/7). 3. Let me come in, sit down, catch up on email and relax.  4. Come over and offer me a drink.  5. Sit down, introduce yourself and let’s talk.  The Expo has gotten so big – I think it can actually suck the life out of you if you stay in there too long.  Be an oasis of calm in a sea of crazy! Editor's Note :  Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more?  Um, OK… He has a Masters of HR and….well, he was recently voted #5 best assistant little league coach of his son’s five team league.

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Tags: Avail, Blogged, budget, builder, burrito, career, Career Builder, ceo, Demographics, don't feed the vendors, First Impression, Fryer, Hr Pros, Hurdles, impression, Industry Chat, international, International Organization, Ipad, knowledge, Knowledge Level, level, Members, monster, organization, Pancakes, Prime Rib, Rsquo, Shrm, Spaghetti, Stir Fry, Wet Burrito

From SHRM 2010 – What Will have Bigger Impact .Jobs or .XXX?

I had a chance yesterday to sit down with CEO of Beyond.com, Rich Milgram  on the Expo floor at SHRM10 to talk about the domain .Jobs and what it means to HR Pros.  On top of that, fellow FOT'er Jessica Lee brought up the fact that the domain for pornography,  .XXX, was recently approved and it now might be easier to get your companies name with a .XXX than getting your company name with a .Jobs domain ending. She's one classy editor. Yep. ERE and many others have been trying to get more access to .Jobs over the last year without much luck -  read about it here … but what does it really mean to your every day HR or recruiting pro?  What should be clear to all is allowing open access to .Jobs isn't an easy decision and it does have direct impact to HR Pros, most notably (as mentioned by Milgram in the video) to your company's SEO and by adding more noise to an already crowded and confusing job landscape to potential applicants for your jobs (email subscribers, click through to watch the video) : More to come from SHRM10 this week – check back! Editor's Note :  Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more?  Um, OK… He has a Masters of HR and….well, he was recently voted #5 best assistant little league coach of his son’s five team league.

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From SHRM 2010 – What Will have Bigger Impact .Jobs or .XXX?

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Tags: ceo, Conferences, fellow, floor, Industry Chat, jobs, Milgram, pros, tim sackett

Clarius leaner but ready for post-GFC growth: CEO; Zhaopin gaining traction: SEEK

Clarius leaner but ready for post-GFC growth: CEO…. Zhaopin gaining traction: SEEK.

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Clarius leaner but ready for post-GFC growth: CEO; Zhaopin gaining traction: SEEK

Tags: ceo, gaining-traction, gfc, seek