Good Morning Friends!

If you attended my session on recruiting passive candidate, you likely heard that I was tweaking my powerpoint until the last minute. That means what is on the ERExpo CD bears little resemblance to what I used at 4:30pm yesterday . . .

So . . .feel free to email me at krista.bradford (at) thegoodsearch.net for the file. That way we can also connect on LinkedIn stay in touch moving forward . . .

In fact, if you have a moment, drop me a line anyway and let me know what part of the presentation was the most helpful to you. And should you give any of my suggestions a try, I’d also enjoy hearing how they work for you in the real world. If you get stuck, feel free to check in with me to brainstorm on work-arounds.

I look forward to staying in touch!

Krista

Highlights from Arte Nathan’s fantastic keynote presentation:

On recruiters’ sometimes reluctance to do direct sourcing: “We’re there to steal people’s employees.”

On the frequent talk of “driving people” to your web site. “How about if you attract people to your site, how about if you attract people to your company?”

On assessing people: “We trained hiring managers to play poker — it’s a game of people - reading people - it’s about the bluff. A lot of interviewing is about the bluff.”

On what he told Steve Wynn when Wynn doubted if cooks and others would use the Internet to apply for jobs: “I’m willing to bet my career on it.”

On PeopleSoft: “Having PeopleSoft is like plugging your laptop in the tree.”

On recruiters: “Those are the real champions. They’re the heroes in our organizations.”

On drug tests: “I’m sure not sure why employers have to do drug tests.”

On what he said to someone who asked him what his “alternate dispute resolution” policy was: “I said, don’t have disputes. Train your managers to resolve the dispute.”

On convincing CEOs of the cost of turnover. “You have to know the financials, you have to know the economics. Track the cost of losing, track the cost of failure. You better be all about numbers. They don’t give a damn about time to hire.”

On what he learned from the slow hiring process in China. “We learned to have patience — Something we don’t have here in America.”

Hi - John here.  I’ll be presenting at ERE again this year, with a focus on practical techniques for effectively managing hiring manager relationships (Wednesday, 11am-Noon).
Do you use SLAs today?  If yes, are they written up?  Do you think SLAs have to be written up and signed to be effective?

Let me know your thoughts.

Looking forward to seeing you in sunny San Diego!

John Vlastelica
Riviera Advisors
john@rivieraadvisors.com

Welcome everybody - I hope to see many of you at the Ask The Bloggers panel on Thursday afternoon.  I’ll be in town Wednesday afternoon, and around Thursday night as well, so drop me a line and let’s say hello.

In addition to moderating panels, I’m a corporate blog consultant running my own interactive marketing firm with my wife, Franki.  if you have questions about blogging, social media, or social networks, I’m your guy.

Good stuff:

We added a couple of new sessions to the agenda since you got the conference brochure. At the end of the day Wednesday, Krista Bradford (who you may have met at the ERE Expo last fall Florida) is talking about finding passive candidates — a popular topic of inquiry and discussion among ERE members.

Also, the Compass Group (one of the world’s largest companies many have never heard of ) will be talking about its technology deployment. It increased its talent pool (one of those buzzwords everyone talks about but not everyone uses) by 32,000 within a year of deploying the technology.

Let me know (todd@ere.net) if you need more info on these sessions.

We’ve set up an entire category — Discuss the presentations — devoted to hopefully lively discussions of the ideas brought up in conference sessions.

Feel free to jump in and get the conversation going — before, during, and after the conference.