Is Linkedin really as good as we "think" or is it already an urban myth?

This question has been nagging me for a while. So many recruiters have claimed that they get all their hires from the job boards they use yet in reality they have no decent tracking to know where their hires really come from. Now Linkedin is flavour of the month but is it really just a load of hocus pocus? Has anyone got any real decent stats to prove their claims? I wanted to find out first hand so started digging with a Linkedin poll .

Tags: attraction, features, Industry Chat, job, linkedin, poll, recruiters, result, social recruiting, Talent Acquisition, work

It Jobs, It Recruitment – Citi Recruitment

It Jobs, It Recruitment – Citi Recruitment CITI Recruitment #8211 IT Jobs and IT Recruitment | IT Jobs IT Careers IT Recruitment Agency | CITI Recruitment +612 9025 9900 Home About Careers at CITI Recruitment Our Team Steve Wilson #8211 Director Our Team Mike Watson #8211 BI DW Manager Privacy Services IT Recruitment Services Client Services Migrating to Australia Working in Australia News IT News CITI Recruitment News LinkedIn News Recent Placements Jobs Submit CV Testimonials Contact CITI Recruitment #8211 IT Jobs and IT Recruitment CITI Recruitment is the preeminent Enterprise Integration Business Intelligence Data Warehousing and Emerging Technologies IT Recruitment Company in Australia We have extensive expertise in the IT Recruitment and IT Jobs arena including Searching Headhunting Selection Fixed Cost Services and Interviewing We specialise in sourcing and building highly specialised IT teams for our clients projects Our aim is to provide you with a truly consultative IT recruitment solution Our IT Recruitment Services cover the following Industries and Technical Domains Enterprise Application Integration Jobs e.g TIBCO IBM WebSphere Oracle Fusion Weblogic Business Intelligence and Data Warehousing Jobs e.g Cognos TM1 Datastage Informatica Hyperion and Teradata Software Development Jobs e.g Java JEE .NET C++ ASP.NET IT Architecture Jobs e.g SOA EDA Enterprise Service Bus ESB IDM Zachman ZapThink Content Management Systems amp Web Development Jobs e.g HTML CSS SharePoint Ruby on Rails OpenText SiteCore Oracle Stellent Emerging Technology Jobs #8211 e.g iOS Cloud Development Ruby On Rails Mobile Development JavaScript FrameWorks Project Managers and Business Analysts Roles #8211 Agile Scrum Prince2 PMBok PMI Rational ERP Positions e.g JD Edwards SAP Oracle e-Business Our specialised services include Access to over 85,000 IT Candidates through the latest active database technology Experience assisting our clients processing 457 business visas for overseas skilled IT applicants looking to work in Australia Premium Access to LinkedIn with over 5,000,000+ contacts worldwide Job Advertising services including coverage across 15 premium job-boards International amp National IT contract IT permanent and executive search recruitment services IT Recruitment in Sydney IT Jobs in Sydney IT Recruitment in Melbourne IT Jobs in Melbourne IT Recruitment and IT Jobs in Brisbane Adelaide and Perth CONTACT US Sydney IT Recruitment Office 02 8070 9349 +61 2 8070 9349 info@citirecruitment.com Level 10 210 Clarence Street Sydney NSW 2000 Brisbane IT Recruitment Office 07 3103 2505 0401 735 235 gino@citirecruitment.com Level 7 127 Creek Street Brisbane QLD 4000 Melbourne IT Recruitment Office 03 9015 9501 info@citirecruitment.com Level 4 480 Collins street Melbourne VIC 3000 SEND US A NOTE Name Email Phone Note Job Search Our Latest JobsTibco BW Solutions Architect Help Desk Analyst SQL Server DBA Data Architect C++ C Developer PHP Magento Developer SAP BI/BW Functional Consultant | 18 Month Project | QLD Government Project| CITI Recruitment Facebook CommunityAlready a member?LoginLogin using Facebook Last visitorsview more IT Recruitment on your iPhone CITI Recruitment was the first Australian IT Recruitment Agency to have an iPhone enabled website Simply point your iphone to www.citirecruitment.com to find IT Jobs in Sydney Melbourne Brisbane and Perth IT Jobs IT Careers IT Recruitment Agency | CITI Recruitment Copyright copy 2012 All Rights Reserved WordPress SEO at CleverPlugins.com

Tags: access, agency, Architect, australia, brisbane, business, careers, clients, contact, developer, development, emerging, enterprise, Executive, facebook, including, infocitirecruitmentcom, integration, intelligence, iphone, latest, level, linkedin, melbourne, office, oracle, perth, premium, project, rails, Recruitment Agencies, reserved, search, specialised, street, sydney, technology, warehousing, Wordpress, working

How often do you login to Linkedin?

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How often do you login to Linkedin?

Tags: Industry Chat, linkedin, web 2.0

Job boards vs. social networks. #in

The job boards pretty much took the entire job advertising market from print in around 10 years. The social networks could take the market from the job boards in maybe half that time; so it is now the job boards market to lose. Here's a few things they could try to save it. Become social Yep, that old chestnut. Actually, I don't think they can or will so we'll pass on that one. Integrate with the ATS That's what Linkedin did and within only a matter of weeks, four of the top ATS vendors had all fallen in line (and many smaller ones). Problem is, there is only one Linkedin but 1,000's of job boards so can't see that one working either. Integrate with Linkedin Imagine a job seeker on Jobsite looks at a job and once they've applied they get to see who they are connected with in that company. What an idea and of course Linkedin already offer that kind of integration. I wonder how they'd like that? Sock it to 'em job board man. Create customer Pages on Facebook Let job seekers 'Like' a customer job section and hey presto, you've helped the customer build up a…. wait for it….. talent pool.

Tags: attraction, facebook, Industry Chat, job, job-boards, linkedin, networks, result, social, social recruiting, Talent Acquisition, years

I am man – I am Google. I am woman – I am Social.

Search hasn't changed but social has changed the game as far as advertising is concerned. But what do we men know anyway? The thing is, search is a male thing. Like shopping we are very focused on what we want. If we want a pair of jeans, we go to a shop that we know sells the type of jeans we like, buy them then go home, or to the golf club/pub/gym etc. We do NOT: Spend a whole day looking for a pair of jeans. Visit 15 different shops; just in case. Get our nails done whilst looking for jeans. Meet friends for coffee to compare notes about different jean styles. Need a pair of shoes to go with the jeans. Need any help from our partners. Care how big our bum looks in our new jeans. We just go and buy our jeans. So how does this affect search? Search is for people who know what they want whereas social is for people who are not even looking. Who care what their friends say. Look at what their friends buy. Listen to what friends say to each other. Make decisions on what their friends say. Maybe even buy something based on what a friend tells them even though they were not thinking of buying that something. Social is more friendly and caring, unlike men.

Tags: attraction, direct recruiting, facebook, Industry Chat, linkedin, search, sem, social media, social recruiting

I am man – I am Google. I am woman – I am Social. #in

Search hasn't changed but social has changed the game as far as advertising is concerned. But what do we men know anyway? The thing is, search is a male thing. Like shopping we are very focused on what we want. If we want a pair of jeans, we go to a shop that we know sells the type of jeans we like, buy them then go home, or to the golf club/pub/gym etc. We do NOT: Spend a whole day looking for a pair of jeans. Visit 15 different shops; just in case. Get our nails done whilst looking for jeans. Meet friends for coffee to compare notes about different jean styles. Need a pair of shoes to go with the jeans. Need any help from our partners. Care how big our bum looks in our new jeans. We just go and buy our jeans. So how does this affect search? Search is for people who know what they want whereas social is for people who are not even looking. Who care what their friends say. Look at what their friends buy. Listen to what friends say to each other. Make decisions on what their friends say. Maybe even buy something based on what a friend tells them even though they were not thinking of buying that something. Social is more friendly and caring, unlike men.

Tags: attraction, direct recruiting, facebook, Industry Chat, linkedin, search, sem, social media

Would you refuse applicants without a social profile?

What no LinkedIn? What no Twitter? What no Xing? What no Facebook? Well you won't be able to register with us then until you get one. I mean, we need your Klout score. Of course you would never, ever, ever do such a thing. It is absolutely proposterous and open for so much trouble from the PC police. But, already in certain cases to apply for a job online a CV is mandatory. As is a telephone number. And an e-mail address. So at what point do we stop asking candidates to create yet another online profile when they already have some kind of social profile that they can at least use to register. The moment they update their social profile then the details you have in your ATS are out of date so why not just make it easy for everyone. Just let it all float around in the cloud, accessing what you need on demand only when you need it. Oh of course, you need your tailored cover letter and tailored CV for your special job. Candidates demand the tailoring of these two precious items.

Tags: direct recruiting, hmmm, Industry Chat, linkedin, result, social recruiting

Would you refuse applicants without a social profile? #in

What no LinkedIn? What no Twitter? What no Xing? What no Facebook? Well you won't be able to register with us then until you get one. I mean, we need your Klout score. Of course you would never, ever, ever do such a thing. It is absolutely proposterous and open for so much trouble from the PC police. But, already in certain cases to apply for a job online a CV is mandatory. As is a telephone number. And an e-mail address. So at what point do we stop asking candidates to create yet another online profile when they already have some kind of social profile that they can at least use to register. The moment they update their social profile then the details you have in your ATS are out of date so why not just make it easy for everyone. Just let it all float around in the cloud, accessing what you need on demand only when you need it. Oh of course, you need your tailored cover letter and tailored CV for your special job. Candidates demand the tailoring of these two precious items.

Tags: direct recruiting, hmmm, Industry Chat, linkedin, result, social recruiting

What is next…

I have been pondering the future. What is next? Do you know? If so please do tell. A number of years ago I pondered what was next from blogging and podcasting, neither of these forms have really survived in the way the were circa 2005/2006. Let along what happened to MySpace, Friendster, Orkut… Let’s look at the user base of popular social networking sites in 2005 .(Of note the term social media was not really in our vocabulary then. In fact social media was called “new media” we knew it was new but just what was it?) MySpace 26.7 Million Facebook 11.1 Million Xanga.com 7.9 Million Bebo.com 1.5 Million Friendster 1.5 Million Tribe Networks 515K LinkedIn 354K Orkut.com 83K So not many of the sites in the above list really play a part in Social Media 2011, so where does this leave us? I have no idea. Yet. Well personally I want to find the 2005/2006 version of Twitter/Facebook in 2011/2012 and see what it will do to society in five years time.

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Tags: future, linkedin, myspace, new media, orkut, result, social-networks, specht, xanga.com

Recruiters, everyone is a candidate – all the time

Guess what? Not everyone is actively looking for a job. Yes, recruiters know that. But we often do not behave as though we know that. Research (and common sense) tells us that less than 10% of relevant talent are actively looking for a role at any given moment in time. That means that 90% of candidates suitable for your roles are not engaged in job searches. They have not registered with recruiters, they are not perusing job boards, and they are not applying for roles. They are not even particularly unhappy where they are. But they ARE willing to move! So, crazy as it is, the global war for the best talent is being fought out among 10% of active job seekers, ignoring a huge pool of talent, where often the very best are to be found. That is seriously ‘old skool’, and you need to rethink it. The fact is that most recruitment agencies are failing to be creative in attracting unique talent to their databases. We are fishing in an ever-shrinking pond. Our talent pool is becoming a talent puddle. Here is the thing I believe. Everything that is scary about the future of recruitment is in the change in the ways we find, attract and recruit talen t. Not so much the client side. It’s on the candidate front that the battle will be fought. Mark my words. So, the key to success in the future of recruitment is we have to change our definition of a candidate. Most recruiters only register (mentally and physically) a person as a ‘candidate’ when that person has “opted in” to be assessed for a job, or seeks help on a job search. In other words they apply for a job. They send in their resume. Then we consider them a ‘candidate’. But in the brave new world of recruiting, as talent shortages bite and set in for the long term, is it not time to have a fresh look? When exactly does a talented person become a ‘candidate’ in our eyes? When they see your ad? When they accept your headhunt call? When they apply to your ad on the phone? When you get their resume? When you interview them? When you submit their details to a client? When they follow you on Twitter? When they subscribe to your blog? Think about it. If they are not a candidate until they ‘opt in’, (i.e. ‘apply’) what are they before that? Someone connects to you on LinkedIn. They have not actively ‘applied’ for anything. Are they a ‘candidate’? In the vast majority of cases, direct employers and recruiters alike are still doing it ‘old skool’ style. We set up our stall and we wait for candidates to come. We sell our jobs like a fruiterer. “ Look at my nice cherries, would you like to buy? ” That will no longer do. The future of recruitment is that everyone is a candidate – all the time. And it is up to us to convert them into active candidates, not wait for them to amble up to our ‘fruit stall’ and ask for a punnet of cherries. And so that means we have to leave ‘just in time’ recruitment behind. Running ads on job boards. Relying on the database. Even relying on referrals, as crucial as that is. Don’t get me wrong. We must still do these things. And depending on your market they will still work… to a degree. But increasingly they will not work. And they will not tap into the best talent. And eventually you will be so ‘old skool’ you will go out of business. Because you will have nothing to offer clients that they can’t get themselves. Clients have LinkedIn, they have in-house recruiters, and they can build databases of talent. And that means we must build relationships with talent, and communities of people, who we may only place in months and years in the future. That is a key facet of modern recruiting. Identifying, connecting and building relationship with the vast passive pool of potential placements. Then converting them to active job seekers when the time is right. ************************************************************************************************** Subscribe to The Savage Truth, ‘Like’ us on Facebook and follow Greg Savage on Twitter

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Recruiters, everyone is a candidate – all the time

Tags: Industry Chat, linkedin, old skool, Recruitment Agencies, talent

Ambitious? Well maybe your Klout score does matter.

Over the last few months there have been a few posts and discussions about the value of your social media profile from a recruitment perspective. Most suggested it didn’t matter how well you connected you were. I disagree. If you are highly ambitious you will want to work for a company with ambitions. Companies such as Ford and Dell are very much focused on weaving social into their corporate DNA. Salesforce.com talk about the social enterprise and how the companies of tomorrow will be led by the young people of today who have grown up with the Internet and social. These companies will be connected to everything and everyone and they are very ambitious; they want to be market leaders. Their employees, at every level, will be connected. No questions about it. So if you are a social laggard, which is absolutely fine, just don’t expect to have the edge at an interview for your dream job with that dream company.

Tags: corporate, dream, Followers, ford, Generation Y, Industry Chat, laggard, linkedin, perspective, result, Score, social, social recruiting, young

The recruitment industry – the next 10 years

Nigel Harse Director, MDBTWO Pty Ltd The Recruitment industry is already undergoing significant changes and I have no doubt that within 10 years, many of today’s low tech traditional style recruitment firms will have fallen off the radar. They will have been replaced by new, differently skilled and structured firms that excel in a new technology era. For those firms that are really focused on productivity costs it’s likely that specific elements of the placement process will be conducted either remotely or offshore. Cloud computing will offer cost-effective, cutting-edge technology solutions to all which will greatly assist in intelligent screening and skills assessments. Viral advertising and online games will be the medium which puts the pace setters at the head of the pack. The global war for talent will have become even more intense in a world that already expects services to be instantly available at their fingertips through twitter, Linkedin, sms, mms, Facebook, ebay etc. Further huge advancements in mobile technology, broadband speeds and webbased applications can be expected to change the speed and manner in the way we work. To thrive the small boutique firms will have to ensure that they really are “an inch wide and mile deep” in their chosen mix of associated and sustainable markets. They will be masters of digital and physical communication and will be able to interact quickly and cost-effectively with the right candidate and employer networks. The winners will be those that partner with their clients to build and present to a selected market an engaging online and physical recruitment process and experience. For many of the Executive, Professional and Technical sectors the majority of placements made will be sourced through online referrals, networking and search. Proactive sourcing of candidates will be the norm and there may be little reliance on job boards as we know them today. The smart recruitment companies will acknowledge that in overcoming part of the supply and demand issue caused through skill shortages and aging populations, they will have to get involved and invest in training and education. Skills training will become another core activity for the top performing companies. It will come as no surprise to me if Linkedin is the world’s number 1 profit earner from the global recruitment market, but there will still be plenty of space for the smaller tech savvy niche players who offer a great service. Rod Hore Executive Director, HHMC Australia I am often perplexed by niche recruitment agency owners who claim their main competitors are the large global companies. As a general rule, large global companies will be having a different conversation, at a different level, within prospective companies about a different set of products and solutions. Niche agencies will not survive in the future if they attempt to offer the same products and solutions at the same price points as the very large companies. What they can offer is specialisation, flexibility, speed to market (nimbleness), creative partnerships, alternate pricing structures, and very personalised service. Niche companies can also “rightsize” their service offerings to clients, providing a service with the right level of complexity and process to match the client requirements. Larger companies often don’t scale down very well; smaller companies usually don’t scale up. Today and in the future smaller companies cannot afford to waste scarce resources targeting business that is not in their sweet spot. In addition to this target focus, the two big issues for niche companies in the future revolve around technology and talent. Technology How do smaller companies maintain the investment in technology that improves efficiencies and enables communication channels? Fortunately the technology industry is providing solutions and environments like cloud computing that allow smaller companies to utilise sophisticated solutions on a pay-for-usage basis. In recent years access to job boards and social media have proven that technology solutions quickly become ubiquitous across the industry but owners and managers still need to push their organisations forward. Many agencies are very poor users of technology and don’t seek continuous improvement from technology for their processes and procedures, marketing, sales and stakeholder communication. Internal efficiency aside, the reason this is important is because you can’t let your clients and candidates expectations get too far in front of your service offerings or they will simply go somewhere else. Talent Last month’s recruitment extra interview with David Arkless of Manpower was eyeopening. “It’s an old phrase – the war for talent – but its back and this time it isn’t going away. It’s here and now and the companies that don’t get involved will fail.” There is a real challenge for niche companies to remain relevant when the talent their clients demand just isn’t available in the local market. Rotating existing talent isn’t enough. There is a need to get involved in the human capital supply chain – participate in creating new talent, and participate in identifying and shifting global talent. Global sourcing is already a sophisticated service offering for many ANZ recruitment companies. Sectors such as medical, nursing, engineering and specialised mining, oil and gas are global industries where talent moves from project to project on a global basis. Niche companies often partner or outsource functions to enable them to gain the capacity and intellectual property required to compete. A more complex issue is to participate in generating new talent on behalf of your clients. Again this is already part of the service offering for some ANZ recruitment companies, but more needs to be done. The integration of education, training, talent management, recruitment services and corporate HR planning will continue. Your organisation needs to keep up.

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The recruitment industry – the next 10 years

Tags: applications, boutique, communication, cutting, Expert Advice, firms, issues, linkedin, physical, webbased

Total Resource Solutions

Total Resource Solutions World’s Largest Professional Network | LinkedIn LinkedIn Home What is LinkedIn Join Today Sign In Email Password Over 120 million professionals use LinkedIn to exchange information ideas and opportunities Stay informed about your contacts and industry Find the people amp knowledge you need to achieve your goals Control your professional identity online Join LinkedIn Today Sign Up First Name Last Name Email Password 6 or more characters Already on LinkedIn Sign in Search for someone by name First Name Last Name LinkedIn member directory Browse members by country a b c d e f g h i j k l m n o p q r s t u v w x y z more By clicking Join Now or using LinkedIn you are indicating that you have read understood and agree to LinkedIn’s User Agreement and Privacy Policy Help Center About Blog Careers Advertising Recruiting Solutions Tools Mobile Developers Publishers Language Deutsch English Español Français Italiano Português Română #x0420;усски&#x0439 Türkçe LinkedIn Updates LinkedIn Answers LinkedIn Jobs Jobs Directory Company Directory Groups Directory Skills Directory Service Provider Directory Title Directory LinkedIn Corporation copy 2011 User Agreement Privacy Policy Copyright Policy

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What happened to LinkedIn

Several years ago when i joined linkedin it was a breath of fresh air. a social site with no spam/advertising and just straight to the point. You could put your personal profile up with all your previous work history hassle free.

Lately i have started to notice that linkedin is not what it use to be, now its not about personal profiles and connecting with people but more advertising jobs and other IT related products.

I believe Linkedin is going to go downhill and fast. another case of IPO disasters. Yes you need to make money to keep the site going but changing the dynamics like they have done is just too much. Look at Myspace once the global giant of social websites and now nothing more than a abandoned warehouse.

Are there any other websites similar to Linkedin?

Tags: approach, believe, candidates, Disasters, downhill, Email, Emails, going, linkedin, looking, money, personal, products, quality, receiving, recruiter, recruiters, social, value, websites

Can you recommend me on LinkedIN

Looking for some advice.

Here’s the situation.

- work with a guy (sit next to him) who is useless.
- He sends me a a “Can you endorse me on LinkedIN” request.

What do you do? I can’t ignore it. He’ll get bitter.
I can’t turn around and say no – he’ll hate me.
I can’t recommend him. To be honest I take pride in the people I provide references for and his useless.

Anyone dealt with this situation before? What’s the solution?

Tags: actually, awkward, believe, better, colleagues, comply, damage, dealt, deserved, endorse, engages, giving, honest, individual, linkedin, maybe, people, person, personally, policy, position, pride, provide, recommend, recommendation, recommendations, Reflection, Rejection, reputation, request, safeguard, simply, situation, solution, spoken, think, useless, whats, withthe, write

Beyond ‘free’ LinkedIn: what your $ buys you

Earlier this year, after LinkedIn stated their intention to become a publicly listed company, I wrote a lead article about LinkedIn’s global aspirations and specifically, their intention to tackle the recruitment agency market. This intention was made explicit when they registered their S-1 Statement with the United States’ Securities and Exchange Commission (SEC) in late January. In the S-1

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Beyond ‘free’ LinkedIn: what your $ buys you

Tags: agency, article, Aspirations, commission, exchange, Industry Chat, intention, lead, linkedin, result, securities, states, united

LinkedIN Corporate Recruiter

Hey !

We’ve been looking at purchasing the linkedin corporate recruiter solution but note the cost is the same as purchasing a linkedIN premium account – a little more actually. Is the investment worth it? From my perspective, I am easily able to pull out any contact I need by doing a couple of search strings from google. This site – http://www.booleanblackbelt.com/ is a great place for finding linkedin search strings.

Do you actually get any more contacts out of the LinkedIN corporate recruiter, or is it safe to say that it actually adds no value at all?

Any advice would be greatly appreciated.

Tags: actually, corporate, finding, great, linkedin, place, purchasing, recruiter, search, strings

Like Water for Culture…

Think this through…  You’re hunting down the perfect hire.  You’ve outlined the specs for the job.  You’ve combed through all the job boards and check the passive (aggressive) candidates on LinkedIn.  You’ve identified two strong candidates and you bring them in for the interview.  They both do well. You stack up their resumes and they both look pretty similar on paper.  They’re both aggressive.  Know how to close.  Similar education.  Similar history of success.  One does seem to have a few more years under their belt.  A bit more seasoned and wily.   They’ve got swagger as my kid would say.  (For those without 17 year olds in the house, swagger is something you can’t define but you know it when you see it.  It’s kinda like being cool but with more of a 2011 spin.) Which one do you hire? Before you reach for the person with “swagger” consider this… Bull Sharks and White Sharks Bull sharks and white sharks are both apex predators.  Ain’t much they won’t attack and eat.  Both are aggressive.  Both grow to about the same size (some whites can be bigger – but overall about the same.)  Both have big, big teeth.  Both are pretty solitary hunters.  Both strike fear in the heart of their prey (meaning me). But there is a little known difference between the two (little known to the random sample of bar patrons last Saturday). Bull sharks tolerate (rather well) fresh water.  Yep.  Fresh water.  In fact, after Hurricane Katrina, many bull sharks were sighted in Lake Ponchartrain.  Bull sharks have occasionally gone up the Mississippi River as far upstream as Alton, Illinois.  They have also been found in the Potomac River in Maryland. Why is that an important fact?  The water these sharks live in – and can thrive in – is like your corporate culture.   I’ve heard people say culture doesn’t matter.  But that’s like saying the water doesn’t matter to these sharks.  The bull shark can thrive in fresh water and salt water.  The “great” white – not so much on the fresh water side.  You won’t find many great whites in Alton, Illiniois. On paper, the two sharks are similar if not almost identical. They have similar characteristics and I’d even argue that most HR folks couldn’t tell them apart from the pictures provided in this post (the bull shark is on the bottom BTW). Culture is the Water Employees Live In Your culture is the water your employees thrive (or die) in.  Just like the sharks, culture surrounds employees; they live in it, breathe it and when toxic – like fresh water to great whites – can die in it. Check your two candidates again.  Which one now looks better?  One with a history of success in similar cultures as yours – or even success in many different cultures?  Or the one who has a bit more swagger – but only in a specific culture?  I’d go with the bull shark. And you thought you were safe in Lake Erie this summer…look at that bottom picture – in fresh water! Ha! Editor's Note -  Paul Hebert is the Managing Director for  i2i  (an influence consultancy), the brain behind  Incentive Intelligence  and a recognized authority on incentives and performance motivation. Want to know what's going to motivate your people to perform at their best and impact the bottom line? Want to know whether your service award program really means anything at all? And are there psychological principles that drive your employees behavior? Paul's your guy… unless you fervently bow down to Maslow.

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Tags: bull, corporate, Fit, hunters, illinois, Industry Chat, katrina, linkedin, mississippi, paul hebert, result, river, sample, strike, swagger

Citi Recruitment – It Recruitment

Citi Recruitment – It Recruitment CITI Recruitment #8211 IT Jobs and IT Recruitment | CITI Recruitment IT Jobs IT Recruitment +612 9025 9900 Home About Careers at CITI Recruitment Our Team Steve Wilson #8211 Director Our Team Mike Watson #8211 BI DW Manager Privacy Services IT Recruitment Services Client Services Migrating to Australia Working in Australia News IT News CITI Recruitment News LinkedIn News Recent Placements Jobs Submit CV Testimonials Contact CITI Recruitment #8211 IT Jobs and IT Recruitment CITI Recruitment has extensive expertise in the IT Recruitment and IT Jobs arena including Searching Headhunting Selection Fixed Cost Services and Interviewing We specialise in sourcing and building highly specialised IT teams for our clients projects Our aim is to provide you with a truly consultative IT recruitment solution Our IT Recruitment Services cover the following Industries and Technical Domains Software Development Jobs e.g Java JEE .NET C++ ASP.NET Web Development HTML CSS Enterprise Application Integration Jobs e.g TIBCO IBM WebSphere Oracle Fusion Weblogic Business Intelligence and Data Warehousing Jobs e.g Cognos TM1 Datastage Informatica Hyperion and Teradata Content Management Systems amp Portals Development Jobs e.g SharePoint RedDot OpenText SiteCore Oracle Stellent Project Managers and Business Analysts Roles ERP Positions e.g JD Edwards SAP Oracle e-Business IT Architecture Jobs SOA EDA Enterprise Service Bus ESB IDM IT Solutions Sales #8211 IBM Sales TIBCO Sales Oracle Sales IT BDM IT Sales managers Our specialised services include Access to over 85,000 IT Candidates through the latest active database technology.Experience assisting our clients processing 457 business visas for overseas skilled applicants looking to work in Australia Premium Access to LinkedIn with over 4,649,200+ contacts worldwide Job Advertising services including coverage with 15 premium job-boards International amp National IT contract IT permanent and executive search recruitment services IT Recruitment in Sydney IT Jobs in Sydney IT Recruitment in Melbourne IT Jobs in Melbourne IT Recruitment and IT Jobs in Brisbane Adelaide and Perth CONTACT US Sydney IT Recruitment Office 02 9025 9900 +61 2 9025 9900 info@citirecruitment.com Level 11 50 Clarence Street Sydney NSW 2000 Melbourne IT Recruitment Office 03 9015 9501 info@citirecruitment.com Level 27 525 Collins Street Melbourne VIC 3000 SEND US A NOTE Name Email Phone Note Join us at the AHRI National Convention 2011 CITI Recruitment will be at Stand 125 for the 2011 AHRI Convention Held between 6th 9th June 2011 at the Sydney Convention and Exhibition Centre JOIN US FOR DRINKS Join us for drinks and casino games on the opening night 6th June 5.30pm onwards Give us a call to get a free invite 02 9025 9900 steve@citirecruitment.com Our Latest JobsFunctional HRMS R12 Consultant #8211 Contract Management Consultant Management Consultant Your Future is Right Here Business Intelligence Microsoft Junior BI Software Development Manager Junior Microsoft Developer Systems Accountant CITI Recruitment Facebook CommunityAlready a member?LoginLogin using Facebook Last visitorsview more IT Recruitment on your iPhone CITI Recruitment was the first Australian IT Recruitment Agency to have an iPhone enabled website Simply point your iphone to www.citirecruitment.com to find IT Jobs in Sydney Melbourne Brisbane and Perth CITI Recruitment #8211 IT Jobs #8211 IT Recruitment Copyright copy 2011 All Rights Reserved WordPress SEO at CleverPlugins.com

Tags: access, australia, brisbane, business, clients, consultant, contact, contract, convention, development, Drinks, enterprise, facebook, including, infocitirecruitmentcom, intelligence, iphone, junior, latest, level, linkedin, management, manager, managers, melbourne, microsoft, national, office, oracle, perth, premium, Recruitment Agencies, rights, sales, software, specialised, street, sydney, systems, tibco

Goodbye Linkedin the networking site, hello Linkedin the job board….

Did I really say that? Call Linkedin a job board? Shame on me. Maybe they are a CV database as well? With some workflow and filtering capability? And a lot more on its way. But so what if they are a job board. I had this debate a while ago and was told that Linkedin was NOT a job board. Beginning to look like one to me. I remember oh so well my time with Jobs.co.uk PLC and our major investor Tim Watts then Chairman of Pertemps wanted to build the biggest CV database on the premise that he who owns the CV has the keys to the castle. Well, love him or hate him looks like he was pretty damn right. Around $8bn right.

Tags: damn, hmmm, Industry Chat, investor, jester, job, linkedin, plc, Shame, unfortunatley, watts, www