Get a Life!
- Author: Amitai Givertz
- Posted: August 24, 2007
- Category: Recruitment Communications, That's Life, Business Matters
- Tags: Recruiting 2.0
- Comments: 0
I’ve learned a lot from Dave Lefkow over the years. But when it comes to recruiting in a virtual world like Second Life, I just don’t get it. It must be a Boomer thing.
Easy Living
- Author: Amitai Givertz
- Posted: August 9, 2007
- Category: That's Life
- Tags: RCI
- Comments: 0
Well, we’ve been on a bit of an hiatus over the last few weeks, making time for summer activities and pausing for reflection. That does not mean we have been lolling around doing nothing, far from it! So stay tuned for updates on some exciting things breaking on the horizon and for resumption of our regular blogging schedule.
10 Top HR-related Stressors, 5 Survival Strategies
- Author: Amitai Givertz
- Posted: August 7, 2007
- Category: That's Life
- Tags: No Tags
- Comments: 0
Recruiting by Numbers: Tuesday, August 7th, 2007
- Availability and accountability
- Objectivity
- Multiple roles
- Disgruntled personnel
- Transitional glue
- Crisis management
- Privacy requirements
- Ever-changing technology and policy
- Training demands
- Office space time
Survival strategies:
- Balance interdependence and autonomy
- Reach out to specialists and consultants
- Balance administrative work and human relating.
- Separation.
- Maximize team meetings.
Mark Gorkin, Workforce Management
10 ways to get a grip on your e-mail
- Author: Amitai Givertz
- Posted: July 23, 2007
- Category: That's Life
- Tags: Recruiting by Numbers
- Comments: 0
Recruiting by Numbers: Monday, July 23rd, 2007
- Send less.
- Quit boomeranging.
- Stop - then send.
- Be polite, up to a point.
- Schedule live conversations.
- Strengthen your subject lines.
- Structure matters.
- Save purposefully.
- File smart.
- Coach - or suffer.
Anne Fisher, CNN Money
Help Wanted, Dead or Alive
- Author: Amitai Givertz
- Posted: May 28, 2007
- Category: That's Life
- Tags: Applicant Tracking, Talent Management
- Comments: 0
As I was going through the military blogs this morning to research a somber post for this Memorial Day I came across an incredible report on MSNBC, Army urged dead soldiers to return to duty.
Reading about the Army’s sorry leadership and staffing blunder lead me to a reflection very different from the one I imagined I would be sharing now.
Thinking about the upset that the families of the 275 officers who were killed or wounded in action, and who subsequently got letters calling them back to active duty must have felt — the insult on injury — has left me subdued for sure.
But seeing the MSNBC report also reminded me about something I had read on Dave Lefkow’s blog last week, I see dead people… on ZoomInfo. Reading that post again, and realizing the mortality of your talent pools should not preclude good talent management from leveraging opportunities regardless, gave the Army’s shocking mismanagement in this instance some context.
I guess Memorial Day is a day for remembrances and reflections of all sorts, no?
Baby Boomers and the 21st-Century Talent Shortage
- Author: Amitai Givertz
- Posted: May 17, 2007
- Category: That's Life, Miscellaneous, Employee Retention
- Tags: Employee Retention, Recruiting, Workforce Planning
- Comments: 3
In an article that appeared recently in Talent Management magazine Stephanie Klein asks what these people have in common:
Amazon.com CEO Jeff Bezos, British Prime Minister Tony Blair, President Bill Clinton, Katie Couric, Johnny Depp, Tom Hanks, Apple CEO Steve Jobs, Michael Jordan, Madonna, Brad Pitt, Secretary of State Condoleezza Rice, Steven Spielberg, Jon Stewart, Donald Trump, Denzel Washington and Oprah Winfrey.
The answer? Well, this “diverse group of entrepreneurs, politicians and entertainers” are all high performers and for another, they’re all baby boomers. As the basis for a piece that suggests employers couldn’t do better than to recruit and retain knowledgeable, experienced, motivated boomers.
I cannot fault the logic of her argument. Can you? After all, a lot of people aged between 42 and 60 have a work ethic American business is banking on. Boomers too.
Broken Promises
- Author: Amitai Givertz
- Posted: May 11, 2007
- Category: That's Life, Blogging
- Tags: No Tags
- Comments: 3
Well, it is rather late and I really should be tucking the children into bed and making cocoa for my long-suffering missus. But I have the notion that I can dash off a quick post, by way of an update on my Recruiting.com-in-transition thingie. I did promise I would be home before whatever-o’clock and I still have a minute or two, don’t I?
9:48pm: Recruiting.com
Parts three, four, five, six, seven and eight and nine and ten of my hypothesis on the future of Recruiting.com will not be published after all. Although it has subsided now, I’m afraid two or three weeks ago when I started the communal histrionics surrounding the outgoing Jason Davis and incoming John Sumser combined with my running out of emotional pocket-change left me uninspired, counting pennies.
I will say, having spoken at length to the now-gone and now-here bloggers-laureate I am convinced that my theories about Jason Goldberg’s strategic positioning of Recruiting.com as some kind of money-making proposition to rival David Manaster’s ERE (formerly Electronic Recruiters’ Exchange) may have exaggerated:
a) Jason Goldberg’s commercial interest in the so-called “Recruiting Community Portal” and in providing value-added content (read: profitable) to the market;
b) His tolerance for an unwise crowd of yahoos – or a vocal minority depending on the generosity of your point of view — enfranchising one minute and disenfranchised the next; and
c) Any interest in making good on his “endowment” to what must seem to him now to be a bunch of ungrateful link-gluttons, myself included.
I also think in comparing the two I might have unwittingly understated David Manaster’s ability to quietly get on with his affairs without drawing the ire of a whole genre. Certainly there is more to contrast Jason Goldberg and David Manaster. I wonder how the two men really view each other as movers-and-shakers, authentic and transparent. Much in the same way as a mirror reflects the reverse image to the observer I suspect a close scrutiny in the looking glass would leave David Manaster the only one of the pair able to distinguish the realities of online publishing and community from delusions of grandeur.
So there you have it, broken promise, number one. Or, is it two?
Where’s the Mustard?
- Author: Amitai Givertz
- Posted: April 3, 2007
- Category: That's Life, Blogging
- Tags: Whatever
- Comments: 2
Posted on the inscrutable The ItzBig Blog I thought Kinder, gentler generals needed in the war for talent sounded like it might resonate with some of the sentimental comments on GE’s Bill Conaty: Secrets of an HR Superstar. Preceded with an Editor’s note that said…
This post was originally published on March 19th. Since this post attracted such great traffic and reader response, we thought it worthwhile to publish this one again.
…I thought, this must be worth checking out. On reading the post I was impressed by two things:
First, it is worth the time it takes to read although it hardly talks to the GE Bill Conaty comments other than a shared fuzziness perhaps. Not the point though, it’s worth reading.
Second, if the post’s first publication attracted such “great traffic and reader response” the first time round what happened to all of the comments? At the time of this writing I didn’t see any.
Travel & Succession Planning: Trippin’ In Washington
- Author: Amitai Givertz
- Posted: March 14, 2007
- Category: That's Life, Business Matters
- Tags: RCI, Succession Planning, Talent Management Consulting, Workforce Planning
- Comments: 1
I am pulling together some material for a presentation next week. That in of itself is unremarkable especially when you consider the meeting is in Washington, DC and the topic for discussion is succession planning. That kind of thing is big in some Washington circles, you know.
No, what is remarkable is that instead of rummaging through CEO Mike Moore’s desk looking for the stuff he has asked me to print out for him — twice — both of us will now have a place where we can easily find the stuff we know we had somewhere but somehow lost in the shuffle. That place, ladies and gentlemen, will be right here on our site.
For me I can now “tag” documents and find them with a quick search. For Mike, he’ll know that if his hard copy is missing it had nothing to do with my searching high and low, a replacement copy simple enough to print.
Best of all, Mike and I get to share with you the stuff that other people have shared with us:
If you are in DC or around the Beltway, I’ll be in town from Tuesday, March 20 to Friday, March 23. If you think we should meet we can talk about your succession planning or anything else that relates to your recruitment and retention interests. Please email me and let me know what you have in mind.
Wet Paint
- Author: Amitai Givertz
- Posted: March 13, 2007
- Category: That's Life, Blogging
- Tags: No Tags
- Comments: 1
Today, we are launching RCI Recruitment Solutions’ new website with an invitation to you — whoever you are — to get involved and find some use for it. There is an explanation of what we hope to achieve here in an earlier post if you care to take a look.
From the get-go we said that our new website was going to be a work in progress. I guess that means different things to different people in the same way as kicking-off with a site that doesn’t meet the “accepted” standards of completion — every “i” dotted or every “t” crossed — might be considered backward, not progressive at all.
On the other hand, some might say it is progressive to have a site where authenticity and transparency are as important to the communication of who we are and what we are doing just as it is bad form to apply those things for making lame excuses. Still, in openly discussing our misgivings about our shortcomings — not letting that stand in the way of getting started — you could say we are making progress by most any standard after all.
Besides, if everything was perfect would you want to come back and see how things unfold? If you bookmark our site and visit often, or subscribe to our feed if you’d rather, we can promise you one thing: It won’t be like watching paint dry.
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