Welcome to a special insights Channel Podcast on Total Picture Radio, this is Peter Clayton reporting. I met Sharalyn Hartwell at ERE this spring in San Diego. She was representing our good friends on the Brazen Careerist team, a social networking site for Gen Y. Sharalyn is a national columnist for Examiner.com and focuses on Gen Y specifically. She writes a lot of research-based articles--interpreting the Gen Y research and explaining what it is really saying. Even as a Millennial, Sharalyn Hartwell still has over ten years of professional media experience in multiple platforms. She graduated magna cum laude from Utah State University in Communications, with a dual emphasis in Print and Broadcast Journalism while working as a features reporter for a local newspaper and then producer and anchor of the local daily, live television program. After five years as a media-related strategic national sales executive, she is now the national Generation Y columnist for the Examiner.com, providing a strong Millennial voice interpreting research and explaining the Gen Y perspective.

Welcome to a Inside Recruiting Channel podcast on TotalPicture Radio. This is Peter Clayton reporting from New York City. Joining us today is the founder and CEO of SelectMinds, Anne Berkowitch. Questions Peter Clayton asks Anne Berkowitch Give us your elevator pitch. How does SelectMinds help companies ?build employee networks?? 2010. Good year for your company? Does Q4 look promising? On the SelectMinds web site, you have the logos of many of your clients -- companies like IBM, Hewett, Intuit, Lockheed Martin, JPMorgan Chase, Swiss RE -- What are your clients tell you? Are they going to be hiring in the 4th quarter? I do a podcast every year with our good friend Gerry Crispin of CareerXroads regarding his Annual Source of Hire Survey. Here?s a quote from their 2010 report. ?The most efficient way to hire someone or find a job? Referrals, referrals, referrals. Referrals make up 26.7% of all external hires. Corporate plans for 2010 indicate a strong interest in leveraging referrals.? In fact, one of my favorite quotes from Gerry is: ?Never, ever, apply for any job, anywhere, without a referral,? which I think is great advice. I imagine SelectMinds tracks this kind of data. What does your research show? (Give us some stats) I?ve heard there?s been a resurgence in hiring of boomerang employees. Have you been tracking this? Tell us about TalentVine. What is it, and how does it work? One of the big complaints (and issues) I hear from HR Directors and recruiters is that none of their systems talk to each other. Are you able to integrate your software with ATS, CRM and HRIS legacy systems? We all know that social networking sites like Linkedin and Facebook have become very fertile resources for recruiters. How does SelectMinds leverage social networks? You have a white paper on the SelectMinds? web site titled ?Referral Programs 2.0: How Social Networking Maximizes Referrals. How are some of your currently using social networks in their recruiting efforts? Your white paper quotes extensively from Jeanne Meister?s book The 2020 Workplace -- How Innovative Companies Attract, Develop and Keep Tomorrow?s Employees. Can you share with us some of her predictions? So here is one of my favorite rants: There are many companies blocking Facebook, blocking Twitter, blocking Linkedin from crossing the corporate firewall. And yet, these same companies have Twitter accounts, have set up Facebook fan pages. What?s your opinion? What haven?t we discussed that you?d like our listeners to know about SelectMinds?

Talent Intelligence: Strategies for Recruiting the Best, Retaining the Best, and Winning Welcome to a special Inside Recruiting Channel podcast on TotalPicture Radio, with Peter Clayton Reporting. We're delighted to have back on the show Alice Snell, vice president of Taleo Research. The specialty research practice analyzes the best practices and economics of talent management. Taleo Research focuses on critical issues and key trends in talent management that impact organizational performance. Alice has the distinction of a triple crown in HRExaminer?s Top 25 list of Online Influencers -- the most recent being the Top 25 Online Influencers in Leadership. Alice is also on the Top 25 Most Influencial Online Recruiters, and the Top 25 Online Influencers in Talent Management. Taleo Research is the strategic research division of Taleo, which provides on demand talent management solutions for organizations of all sizes, worldwide. In the interest of full disclosure, Taleo is a sponsor of TotalPicture Radio.

Welcome to a special Leadership Channel podcast on TotalPicture Radio brought to you by Taleo. This is Peter Clayton reporting. I met Dave Ulrich at the HCI National Summit in Tucson this spring, where he delivered an engaging (and completely revised overnight, I might add), keynote presentation. He told the audience the new talent metaphor was "The Marshall Plan." In their new book, The Why of Work, How Great Leaders Build Abundant Organizations That Win (Amazon affiliate link), they challenge management with the following question: "Before you ask, ?What do my employees put into their work??? ask yourself, ?What do they get out of it?? The Ulrich's concepts in The Why of Work are organized within a framework of seven questions: 1. What am I known for? 2. Where am I going? 3. Whom do I travel with? 4. How do I build a positive work environment? 5. What challenges interest me? 6. How do I respond to disposability and change? 7. What delights me?

Welcome to a special Career Transition podcast on TotalPicture Radio, with Peter Clayton reporting. ExecuNet's Executive Job Market Intelligence Report 2010 is based on simultaneous surveys of ExecuNet?s executive members and the search firms and corporate recruiters who regularly use ExecuNet?s services. In addition, the company invited participation from the executive, search firm and corporate human resource communities of strategic partner organizations: Forbes; Financial Executives International (FEI); the Marketing Executives Networking Group (MENG); and Dillistone Systems, publishers of search-consult. The surveys, which ExecuNet has conducted online annually for the past 18 years, seek to determine trends and best practices in executive-level career development and candidate search, hiring and retention. For the purpose of this research, executive-level denotes those professionals at the Director/Vice President/C-level and above with total annual compensation (salary + bonus) of $150,000 or greater. Stay Tuned... Our exclusive podcast with Mark and Lauryn will air Thursday Questions Peter Clayton Asks Mark and Lauryn: Before we get into the Executive Job Market Intelligence Report, I like to spend a few minutes on your August Executive Level Hiring Forecast. This is a monthly report you provide to your members. What?s the trend? Good news or bad news? Mark, you?re quoted in the the report as saying ?the real story is in the amount of quiet hiring going on? -- what do you mean by ?quiet hiring?? Okay, let?s get into what?s know around here as the EJMIR -- Give us some background on the Executive Job Market Intelligence 2010 report. As I said in the intro, you?ve been doing this for 18 years.Given the heightened interest in whats happening in the job market -- or NOT happening -- there are a lot of pundits and news outlets doing these kind of surveys. What makes ExecuNet?s unique? Give us some demographics. Who responded to this years' survey? Quoting from your Report: "Even with positive signs returning to the economy, the changes we?ve seen over the past 18 months have been dramatic. Not just a downbeat note in a rhythmic cycle followed by a growing crescendo of activity, this recession and recovery is proving to be fundamentally different from past cycles." How so? So who's hiring? What are the growth industries? What are the functional specialties that are in demand? What about geography? What changes have occurred over the past several years? When you talk with executives, what are they telling us is "mission critical" right now? What's getting their attention? Where are recruiters finding candidates? Are there any six figure jobs on corporate career sites or job boards? Speaking about recruiters, is the executive search business recovering?Will a recruiter even talk to an out-of-work executive? Let's talk about compensation. Obviously, it's a buyers market out there. How has that impacted comp packages. Last year we talked about the length of time it took before a job offer was made -- which seemed to be forever -- before a company was willing to pull the trigger and make an offer. Has that changed? Let's give our listeners some actionable information. If you're in the 150k + level, what are the 3 most important things you need to do if you're in career transition?What are the tool executives need to market themselves today?We all know that being found online today is more important than ever. What are your recommendations? You know, I recently did an interview with the CEO of Modern Survey. Employee engagement -- isn't -- especially in financial services -- disengagement has gone from 11% in 2008-09 to 29% this year in financial services. The cost has to be in the billions of dollars... What have your surveys found in areas of engagement and retention? On the topic of retention, there?s a article in the July/August issue of the Harvard Business Review titled ?Managing Yourself: Job-Hopping to the Top and Other Career Fallacies? by Monika Hamori. She references some of your data in her article -- Executives stay with an organization for only 3.3 years -- her research shows that job hopping is NOT the way to the top -- and not the way to increased compensation. What?s your take? Of course, you're focusing exclusively on the executive $150K + market, right? Mark, I know one thing you like to communicate to ExecuNet members is that ?your career is not defined by the headlines.? And if you?re in transition, you only ?need one job.? It?s important to say positive and upbeat. What is your council? Is the Executive Job Market Intelligence 2010 report available online? What advice would you like to leave our listeners with, especially those in career transition?

Welcome to an Inside Recruiting Channel Podcast on TotalPicture Radio with Peter Clayton reporting. Joining us today is Matt Kaiser, Vice President and Talent Strategist, NAS Recruitment Communications. Matt has delivered a series of speeches at some of this year?s top conferences -- including the SHRM National Conference in San Diego, and more recently the HR Star Conference, on how recruiters are leveraging Twitter, Facebook, Linkedin and other social networks to help promote their jobs, burnish their brands, and connect with passive candidates. Here's the lead-in to Matt's presentations: The power has shifted to the people - one person can now influence thousands in minutes. Although sometimes considered by skeptics as just another popular trend, social media is an authentic revolution and it is definitely here to stay. More importantly, leading organizations are using this space to effectively recruit top talent. Questions Peter Clayton asks Mat Kaiser I?m going to quote from your session description at SHRM: ?The power has shifted to the people - one person can now influence thousands in minutes. Although sometimes considered by skeptics as just another popular trend, social media is an authentic revolution and it is definitely here to stay.? Can you give us some factoids to help support the claim that social media is a revolution in how recruiting is done? Can you give us some examples on how social media is being used by some of your clients? How do they manage these communications internally? What are some best practices? I?ve noticed more companies are employing online community managers to coordinate their social media activities. Are companies becoming more interested in having employees blog, and contribute to the social channels they?ve established? What is the most important of the social networks from a recruiting perspective? How do you maintain brand consistency (and consistent messaging) across all these different platforms with different people involved in creating content? There seems to be a number of large companies -- particularly in highly regulated industries like financial services and the medial and health care industries that block their employees from using sites like Facebook and Twitter (this is a topic I discussed this spring with Matt Adam). Are you seeing a trend to reverse these policies? (Why or why not)? How are companies using social media to attract passive candidates? What are some of the tools companies are using to help manage their social media programs, and track what?s being said online? Do location based services like Four Square factor in the HR or recruiting space? What are you recommendations for a company that is just starting to implement a social media strategy? Along with the explosion of social media is mobile platforms -- android, iPhone, Blackberry, iPads -- these are becoming ubiquitous especially with the Gen y cohort. At the end of 2009, there were over 285 million mobile subscribers in the US. How is NAS using mobile platforms with your clients to help recruiters engage candidates? There seems to be a big push to get company career web sites reconfigured for mobile delivery. What are some of the challenges?

Welcome to a Career Transition Podcast on TotalPicture Radio. This is Peter Clayton reporting. I met William Tincup at HCI's 2010 National Summit in Tucson. He set-up shop in the exhibitor's hall, positioned in a strategic location where he could scan the activity taking place on the show floor. I gave him my business card, he gave me his book: Black cover, picture of a brown paper lunch bag. Flames are shooting from the top of the lunch bag. Below, the Star Tincup Logo, and title, "Try Not To F@@k This Up (but if you do, call us)." I was sold; and curious at the same time. "William, who are your clients?" I asked. He smiled, paused, and said, "look around the room." We're at HCI's marque event. The room is filled with the vendors you'd expect to see at an HR conference. I wondered if they had read William's book. This week, William left the company he founded ten years ago, Starr Tincup. The title of the email I received was "On to the Next One." Today, we'll talk with William about "the next one," and, "falling out of love with something you helped create."

Welcome to a special Leadership Channel podcast on TotalPicture Radio. Joining us today is Dr. Todd Dewett: professor, author, leadership expert, trainer, consultant, professional speaker, caffeine addict and Harley Davidson nut. Todd partnered with John Sumser at HRExaminer to create the recent Top 25 Online Influencers in Leadership -- if you?ve been following the podcasts here on TotalPicture Radio, you?ve probably heard the interview we recorded with John last week, and with Derek Skalatsky from Traackr, the company that generated the report based on the keywords Dr. Dewett suggested they use to develop this list. -- (You?ll find the complete list of keywords used in the top 25 list on Todd?s feature page here on TPR. Click Read More.) "Leadership is about supporting and building employee morale and productivity. Ultimately, these explain organizational success. Each year we see hundreds of new leadership-related books and thousands of leadership-related articles. But how much of what is new is really new? After reading most of it, I have concluded that there are a small number of things going on that explain the essence of leadership. In fact, all of the thousands of leadership ideas, tricks and tactics that have been discussed really boil down to three simple rules. To maintain and build high performance organizations you must focus on three core ideas: reduce ambiguity, be fair and stay positive."

There are 168 hours in a week?Laura Vanderkam's book is a new approach to getting the most out of them Welcome to a Success Strategies Channel podcast on TotalPicture Radio, with Peter Clayton reporting. It?s an unquestioned truth of modern life: we are all starved for time. With the rise of two-income families, extreme jobs, and the ability to log on to the world 24/7, life is so frenzied we can barely breathe. But what if we actually have plenty of time? What if we could sleep eight hours a night, exercise five days a week, and learn how to play the piano without sacrificing work, family time, or any other activity that is important to us? According to Laura Vanderkam, we can. If we re-examine our weekly allotment of 168 hours, we?ll find that, with a little reorganization and prioritizing, we can dedicate more time to the things we want to do without having to make sacrifices. Vanderkam also explains, in depth, how to control investment of time so that "there should be almost nothing during your work hours - whatever you choose those to be - that is not advancing you toward your goals for the career and life you want"; how to determine what the "next level" of personal and professional development looks like and how to "seize control" of the schedule while completing a transition to that level; and what a "breakthrough" is and how to achieve it to expedite the transition process. In 68 Hours: You Have More Time Than You Think, Laura draws on her own experience and the stories of other successful people who have fulfilled their goals by allocating their time according to these principles. It is a fun, inspiring, and practical guide that will help men and women of any age, lifestyle, or career get the most out of the time and their lives. Sponsored by jobsinpods.com

Over the past twelve months, employee engagement has dropped significantly across the U.S. workforce. In March 2010, Modern Survey released the results of a comprehensive study depicting a precipitous decline in the degree to which U.S. workers are psychologically invested in their work. Now, nearly six months later, a new study focused specifically on the financial services industry shows the same trend of declining engagement, only magnified to a startling degree. Joining Peter Clayton for an Inside Recruiting Channel Podcast on TotalPicture Radio is the president of Modern Survey, Don MacPherson. Our Exclusive podcast interview with Don MacPherson is brought to you by by JobsinPods.com "The only podcast where real employers, real recruiters, and progressive staffing and executive search firms talk about their jobs, and how to get them."

What I know About Getting A Job: Career Advice from the Top Bloggers in Human Resources "The best thing that you can do for your career is to get a strong set of mentors." Penelope Trunk Welcome to a special Success Strategies channel podcast on TotalPicture Radio -- with Peter Clayton reporting. I?m thrilled to have back on the show today Penelope Trunk, the author of Brazen Careerist and founder of the Brazen Careerist web site, a career management tool for next-generation professionals. Brazen Careerist has over 40,000 active members. "Brazen Careerist exists to give everyone an opportunity to build and nurture a network of trusted peers. Other professional sites allow you to display a network, but not necessarily build one. Microblogging resources like Twitter can tell you who you should network with, but it?s tough to build a real relationship on 140 character missives. And social networks like Facebook are great for having a conversation, but it?s a conversation that employers don?t want to hear. " Questions Peter Clayton Asks Penelope Trunk It?s probably been two years since we?ve had a chance to catch up. So bring us up-to-date on Brazen Careerist. Is Brazen Careerist targeted specifically to the Gen Y community? What makes this different from Facebook or Linkedin, or other social networking sites? How many bloggers are currently writing for Brazen Careerist, and what?s the profile of your bloggers? Quoting from your blog: ?I built my career on giving counter-intuitive advice about careers based on my own non-traditional path.? Can you give us an example of what you mean? How does Brazen Careerist Make Money? Tell us about the top 50 Gen Y companies on Brazen Careerist What?s the buzz on your site? What are a couple of the ?hot buttons? people are writing about? This week, Brazen Careerist published a new eBook titled "What I know About Getting A Job" -- It?s free, by the way. You can download it on the Brazen Careerist website, on TotalPicture Radio -- and probably 100 other places by now. Tell us how this whole thing came about... What did you learn from the process of creating the eBook?

When I interviewed David Meerman Scott about his book World Wide Rave (Amazon affiliate link), he told me the story of Cindy Gordon, vice president of New Media and Marketing Partnerships at Universal Orlando Resort. Cindy was in charge of creating a global marketing campaign to promote the new Wizarding World of Harry Potter theme park. She could have spent millions. Instead, she told just seven people. And those seven people told tens of thousands. Gordon estimates that 350 million people around the world heard about the new "Wizarding World", all by her telling seven people. Welcome to a Online Savvy Channel of TotalPicture Radio with Peter Clayton reporting. Last week, John Sumser from HRExaminer published his latest Top 25 List of Online Influencers. (Listen to our podcast with John). A key element in HRExaminer's Top 25 Lists is Traackr's Online Authority List ? a list of individuals steering online conversations about a specific market or topic. Traackr scans the social web to identify the most influential and most relevant people online. Joining us today is Derek Skaletsky, Chief Business Developer at Traackr. In a recent post on Traackr's blog, titled "Is marketing entering a Post-Demographic Era?", Derek poses the following question: "Let?s pretend that you are a marketing exec at a packaged goods company which is on the verge of launching a new, unique laundry detergent. Now let?s pretend that I have put together two distinct groups of people to which you could market ? but you can only choose one. The first group is made up of women, aged 25-45 with an average of 1.7 children and average HH incomes above $75k. The other group is made up of people who are all passionate about laundry and other household chores. Which group would you pick?"

"The voices that are getting heard are the voices that rise to the top of the search engines." John Sumser Welcome to a Leadership Channel Podcast of TotalPicture Radio with Peter Clayton reporting. Back to speak with us today is friend of the show and the Mover & Shaker at HRExaminer, John Sumser. The fourth in the series of Top 25 Influencers was just released -- Namely the Top 25 Online Influencers in Leadership. Prior lists covered the Top 25 Online influencers in HR in general, Recruiting and Talent Management. HRExaminer used Traackr to discover which people are the most influential on the subject of leadership. Dr. Todd Dewett, a professor at Wright State University agreed to partner with with Mr. Sumser on this project. Dr. Dewett specializes in leadership and organizational effectiveness. HRExaminer asked him to help tailor the algorithm they used to crawl the web to figure out who matters on the topic of leadership. Stay tuned... Our exclusive podcast with John Sumser will air Friday. Questions Peter Clayton asked John Sumser: As I mentioned in the open, this is the 4th "Online Influencers" you developed. Why did you choose leadership? As with you past Top 25 lists, you partnered with Traackr to build your list. Can you explain the process? How do you go about determining which keywords to include in the Traackr search? How did you define "leadership" for this study? Okay, in mining this data you look at the three "R's": Reach: Resonance and Relevance can you explain what these mean and how the metrics are weighted? Dr. Todd Dewett, a professor at Wright State University agreed to partner with you on this project -- what did he bring to your team? A couple of interesting data points: 100% of the influencers on this list maintain a blog, and have a Twitter account is that correct? How about Linkedin, Facebook, YouTube and other social networking sites? A lot of people you'd expect to find on this list are not here: I'll throw out a few names: Patrick Lencioni, Marshall Goldsmith, David Rock, John Maxwell, Daniel Goleman -- these are all well known, best-selling authors, keynote speaker. Why didn't they make your list? Okay, so who's number 1 on your list? I think the best known person on your list came in at #3 - Tom Peters. Who are some of the other of your top 25 you'd like to mention? What surprised you when you started to collect and analyze all of this data? What would you recommend to those trying to build a leadership brand and credentials? What's next? Who sponsored the study? Here are the key words HRExaminer used to generate the Top 25 Online Influencers in Leadership list: ?leadership development?,?employee engagement?,motivating employees,?leadership style?,?employee development?,?high performance teams?,servant leader,measuring leadership,?talent management?,?leadership consultant?,?leadership guru?,?management guru?,leadership integrity,leadership trust,leadership strengths,leadership authenticity,?motivational speaker?,?leadership speaker?,?leadership coaching?,?executive coaching?,?leadership communication?,?management style?,?management training?,?personal branding? leader,?executive leadership?

Welcome to a Success Strategies Channel podcast on TotalPicture Radio sponsored by RecruitingPods.com. Joining host Peter Clayton is John Jantsch, marketing and digital technology coach, award winning social media publisher, author of Duct Tape Marketing and, his latest book, titled The Referral Engine Teaching Your Business to Market Itself. (Amazon affiliate links) We all know referrals are the most important and effective marketing tool there is -- whether you're promoting yourself (in a job search), or promoting your company or small business. What this book does is help you organize a process for generating referrals: the right referrals. Particularly helpful to me is the chapter on Convergence Strategies and using social media to accelerate and amplify your referral network. According to Jantsch, most business owners believe that whether customers refer them is entirely out of their hands. But science shows that people can?t help recommending products and services to their friends?it?s an instinct wired deep in the brain. And smart businesses can tap into that hardwired desire. In the introduction, Jantsch writes, "This book is about referrals, but it offers much more than just another set of tips and tricks for generating new leads. The Referral Engine offers a systematic approach to generating word of mouth as a comprehensive marketing strategy. in a larger sense, it proposes a new and better way of doing business." John delivers on the promise. If your a recruiter, consultant, coach, professional service organization, or in current job search, you need this book!

Companies That Have a Policy of Blocking Facebook at Work Are Saying "I Don't Trust You" The New Rules of Marketing and PR shows you how to leverage the potential that Web-based communication offers your career and business. With tools like Facebook, YouTube, Twitter, and Linkedin, you can speak directly to recruiters, customers and companies, establishing a personal link with the people who can help accelerate your career objectives. Dear corporate America. Do You know that the DOD (Yes, that's the Department of Defense) has a social media policy? Welcome to a Success Strategies Channel Podcast on TotalPicture Radio, this is Peter Clayton reporting. David Meerman Scott is a marketing strategist, and the author of numerous books on marketing. Based in Boston, he is a speaker at conferences and corporate events and runs seminars about marketing around the world. His latest book is the 2nd edition of his completely revised and updated edition of the BusinessWeek bestseller on effective, modern marketing and PR best practices, The New Rules of Marketing and PR: How to Use Social Media, Blogs, News Releases, Online Video, and Viral Marketing to Reach Buyers Directly

Welcome to a Leadership Channel Podcast on TotalPicture Radio, this is Peter Clayton Reporting. Joining us today is Tony Hsieh, CEO of Zappos. Tony's new book, Delivering Happiness A Path to Profits, Passion, and Purpose, explains how an emphasis on corporate culture can lead to unprecedented success... and how ignoring an organization's culture can create an environment of mistrust and anxiety. In 1998, Tony sold LinkExchange, the company he co-founded, to Microsoft for $265 million. He then joined Zappos as an adviser and investor, and eventually became CEO. Written in a conversational, straightforward tone, Tony's new book explains how an emphasis on corporate culture can lead to unprecedented success... and how ignoring an organization's culture can create an environment of mistrust and anxiety. Here's a few of the ideas Tony has put in place a Zappos: Pay new employees $2000 to quit. Make customer service the entire company, not just a department. Focus on company culture as the #1 priority. Apply research from the science of happiness to running a business. Help employees grow both personally and professionally. Seek to change the world. Oh, and make money too. Sound crazy? It's all standard operating procedure at Zappos.com, the online retailer that's doing over $1 billion in gross merchandise sales every year. In 2009, Zappos was listed as one of Fortune magazine's top 25 companies to work for, and was acquired by Amazon later that year in a deal valued at over $1.2 billion on the day of closing. In his first book, Tony shares the different business lessons he learned in life, from a lemonade stand and pizza business through LinkExchange, Zappos, and more. Ultimately, he shows how using happiness as a framework can produce profits, passion, and purpose both in business and in life. Today?s podcast is sponsored by RecruitingPods.com. If you?re a third-party recruiter or staffing agency, visit recruitingpods.com to learn how we can make you the star of your own podcast. And while you?re there, check out our latest episodes of Travel Nursing Insider and the Onward Search Career Cast. This is Peter Clayton Reporting, Thanks for tuning in to TPR the voice of career and leadership development.

Onward Search is the number one provider of internet marketing talent in the nation. The company, based in Wilton, CT, with offices throughout the country, offers a full range of recruiting, staffing, and talent management solutions to include temporary staffing, strategic consulting, and executive search. Jenn Walsh and Mike Ondocin from the Onward Search NYC office spoke with host Peter Clayton about the hiring trends they are seeing in and around the city. The Onward Search Career Cast is produced by RecruitingPods.com.

Welcome to a special Leadership Channel podcast on TotalPicture Radio, this is Peter Clayton reporting. Joining us today is Barbara Adachi, National Managing Principal for Deloitte LLP?s award-winning Women?s Initiative (WIN) program. Barbara is the new national Chief Talent Officer for Human Capital Consulting at Deloitte. Deloitte LLP has been named a recipient of the 2010 Catalyst Award, an honor recognizing innovative, effective and measurable initiatives to advance women in the workplace. Catalyst, a global nonprofit organization dedicated to building inclusive workplaces and expanding opportunities for women and business, cited the achievements of Deloitte?s Women?s Initiative (WIN), noting it has ?created significant change in the company?s culture and provided an engine for innovation, becoming a model for other organizations in the process.? This is the second Catalyst Award presented in honor of a Deloitte initiative. In 1995, Catalyst recognized Deloitte?s Task Force for the Retention and Advancement of Women. Recently, we interviewed Julie Nugent, Senior Director of Research; Chair Catalyst Award Evaluation, about this year's award winners, and the selection process. ?In a year marked by a global recession, being recognized by Catalyst is a tremendous accomplishment. It speaks to our deep commitment to our women and men and the belief that they play a critical role in our growth. This recognition also validates that we are successfully adapting to a shifting workforce that will soon comprise more than 50 percent women.? Barbara Adachi

How New Ways of Living and Working Drive Post Crash Prosperity: A Conversation with Richard Florida Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. Richard Florida is author of the international best-seller The Rise of the Creative Class and Who's Your City? His new book, The Great Reset, explains how new ways of living and working will drive post-crash prosperity. Florida is Director of the Martin Prosperity Institute and Professor of Business and Creativity at the Rotman School of Management, University of Toronto. Florida?s ideas on the ?creative class,? commercial innovation, and regional development have been featured in major ad campaigns from BMW and Apple, and are being used globally to change the way regions and nations do business and transform their economies. I first met Richard at the HCI Summit in Chicago several years ago, where he was a keynote speaker. In The Great Reset, Richard provides an engaging and sweeping examination of these previous economic epochs, or "resets." He distills the deep forces that have altered physical and social landscapes and eventually reshaped economies and societies. Looking toward the future, Florida identifies the patterns that will drive the next Great Reset and transform virtually every aspect of our lives?from how and where we live, to how we work, to how we invest in individuals and infrastructure, to how we shape our cities and regions. Florida shows how these forces, when combined, will spur a fresh era of growth and prosperity, define a new geography of progress, and create surprising opportunities for all of us. Among these forces will be: new patterns of consumption, and new attitudes toward ownership that are less centered on houses and cars the transformation of millions of service jobs into middle class careers that engage workers as a source of innovation new forms of infrastructure that speed the movement of people, goods, and ideas a radically altered and much denser economic landscape organized around "megaregions" that will drive the development of new industries, new jobs, and a whole new way of life

Welcome to an online savvy channel podcast on TotalPicture Radio, this is Peter Clayton reporting. Joining us today is Mark Babbitt, the CEO of eJobbz, and the just launched YouTern - which is not a reference to Boston drivers, but a web site that connects college students and graduates with entrepreneurial-driven companies through internships. A Silicon Valley entrepreneur, Mark founded YouTern after a distinguished track record with two online recruiting start-ups and a decade of experience as founder and CEO of a Silicon Valley marketing firm. At YouTern, Mark dedicates much of his time to product development and strategy, investor inquiries, presales and strategic relationships with industry experts, career centers, students and employers. His vision for the company includes the national rollout of YouTern.

The Jack Welch Management Institute: Designed for a Global Business Environment "Classes will be small, students and faculty will get input from Jack, and the curriculum will be current and relevant to today's news. I think the Jack Welch MBA will be unlike any other business degree in the marketplace." Steve Kerr Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. Our guest today is Steve Kerr, executive director of the Jack Welch Management Institute. Classes started in January of 2010, and are offered online and the Chancellor University campus in Cleveland, Ohio. Kerr works with the legendary Jack Welch and the faculty on all aspects of the academic program. He is one of the first corporate educators to hold the Chief Learning Officer title, which he assumed during his tenure at GE. He spent more than seven years as GE?s CLO and vice president of leadership development, where he reported directly to Jack Welch and was responsible for GE's renowned leadership education center at Crotonville (after Noel Tichy). He went on to fill a similar role at Goldman Sachs. He previously served on the faculties of Ohio State University, the University of Michigan, and the University of Southern California where he also served as dean of the faculty of the USC business school Questions Peter Clayton asked Steve Kerr * Let?s start with the basics: Give us some background on The Jack Welch Management Institute * How many students are currently enrolled? * And tell us a little bit about your role? * What courses are currently being offered? * How does the Jack Welch MBA differ from other MBA programs? * What is the profile of a Jack Welch MBA student? * What is Jack Welch?s involvement in the program? * What do you see is the future of Jack Welch MBA?

Welcome to a Web 2.0 -- Online Savvy channel podcast on TotalPicture Radio, this is Peter Clayton reporting. According to Jigsaw, it is "the world's largest database of up-to-date, downloadable, and complete contact and company information. With a directory of more than 21 million business contacts and over 25,000 contacts added and edited daily by a dedicated user base of over one million, the quality, content, and scope of Jigsaw's world-class contact directory is unrivaled. Every Jigsaw business contact is complete with a phone number (over 70% of which are direct dial), position, company, mailing address, and business email address. Jigsaw also offers free tools for researching companies as well as a user generated company research wiki pages." Jigsaw was recently acquired by salesforce.com, and joining us today is the CEO and cofounder of Jigsaw, Jim Fowler. Questions Peter Clayton asks Jim Fowler * Obviously, a lot has transpired since we last spoke at OnRec a couple of years ago -- can you give us a quick update on Jigsaw? (stats, company wiki, etc). * So would it be accurate to say you're the Wikipedia of business cards -- using crowdsourcing for your content? * Who primarily uses Jigsaw -- is it sales professionals? * Are recruiters and job seekers using Jigsaw? * You wrote a blog post recently about DaaS - Data as a Service and how it will transform the data model the same way as SaaS has transformed the software model -- can you explain what you mean? * Okay in your blog post on DaaS you happened to mention Salesforce.com -- so let's talk about the acquisition... why did Salesforce want to buy Jigsaw? * Will Jigsaw remain a stand alone product? * Are you, and the management of Jigsaw staying with the company? * How will Jigsaw customers benefit from the Salesforce.com acquisition? * How will Salesforce.com customers benefit from the acquisition? * I reached out to my Linkedin community though Linkedin Answers -- asking what I should ask you in this interview? * Jeremy Eskenazi: How does the Salesforce Talent Acquisition team (their internal team), plan to leverage this acquisition and use Jigsaw tools. * -Does Salesforce intend to create a more "templated" recruitment-specific CRM that would/could be integrated with Jigsaw? Until now, if a recruitment organization wanted to use Salesforce, they would either have to customize it themselves, or hire a consultant to help create it for them. Is Salesforce going to create a bit easier templated tool? * Jim Panos: From my perspective, I would like to see if Jim has any insights into salesforce.com's strategy in Social Media, and some interesting applications or scenarios that now exist where Salesforce.com is being used in conjunction with social media to generate BtoB leads or refine trade promotion and marketing tactics. * Combining a few questions? * I would ask Jim to explain their privacy policy. How will it change now that salesforce acquired them. * How does he see other players in the space like Linkedin, Zoominfo, Hoovers? * What about disruptive technology like Broadlook? How do they fit into the mix, what problems do each of you solve, how can Broadlook and Jigsaw be used together? * Traditional ATS vendors are starting to face competition from add-ons to Salesforce.com and Microsoft CRM. How does Jigsaw fit into that picture? * Kate Mayfield wrote: I'd like to know whether Jigsaw envisage having partnerships or supplying competitors to Salesforce in future? E.g Microsoft Dynamics CRM and similar. * What didn't I ask that's important to know about the acquisition?

Welcome to an Inside Recruiting channel podcast with Peter Clayton. My guest today, Sean Rehder, is someone I've wanted to have on TotalPicture Radio for years. Many friends, (most recently Dave Mendoza), have recommended I interview Sean. Have a listen to our podcast and you'll know why! A quote from Sean, "Finding and keeping track of talented individuals is a critical part of how recruitment success in the years to come will be measured. By applying principles of strategic and tactical sourcing to a company's hiring process, clients will receive significant benefits in their overall talent management process. By focusing on high value initiatives and developing multiple talent pipelines, a CRM model will identify and build the most capable workforce that will provide the most direct impact on client success." According to Wikipedia, "Customer relationship management is a broadly recognized, widely-implemented strategy for managing and nurturing a company?s interactions with clients and sales prospects. It involves using technology to organize, automate, and synchronize business processes?principally sales activities, but also those for marketing, customer service, and technical support. The overall goals are to find, attract, and win new clients, nurture and retain those the company already has, entice former clients back into the fold, and reduce the costs of marketing and client service. Once simply a label for a category of software tools, today, it generally denotes a company-wide business strategy embracing all client-facing departments and even beyond. When an implementation is effective, people, processes, and technology work in synergy to increase profitability, and reduce operational costs." Two very important functions this description neglects: Recruiting and HR. Today Sean will help us understand how forward thinking companies are using CRM systems for competitive advantage, specifically in recruiting and HR functions. Stay tuned... Sean's exclusive interview will air Monday! Questions Peter Clayton asks Sean Rehder Sean, here's part of your pitch: "Sean works with clients with a belief he has 80% of the solution to their problem. The final 20% is about fine tuning that solution to the specifics of their company." Can you define the problem you have 80% of the solution for? You're an expert Salesforce.com developer. Give us an idea of a typical engagement with a recruiting client. One trend that has definitely taken hold is cloud computing -- you look as Salesforce apps today and you see nothing about software. Sean Rehder Biography Sean Rehder got his start in recruiting as a 3rd party recruiter that recruited engineers for contract positions in the midwest. He soon left for Silicon Valley where he took a job as a centralized sourcer for again, a third party technology recruiting firm. Sean soon found himself managing contingent workforce programs for employers that engaged 1099 independent contractors before he found himself working with corporate recruiting teams building CRM applications to find, engage, and pipeline the most wanted talent in their particular industry. So far, Sean has helped companies take a "talent centric" approach to recruiting that includes Electronic Arts, Deloitte, CBS, MGM Mirage, Genentech, Dolby, and SNC Lavalin. You can follow Sean on his new blog at www.CRMinRecruiting.com.

Use Your Head to Get Your Foot in the Door: Job Search Secrets No One Else Will Tell You Harvey Mackay, Fortune magazine's "Mr. Make-Things-Happen," has written five New York Times bestsellers, including one of the most popular business books of all time, Swim with the Sharks Without Being Eaten Alive. Now he returns with a new book on how to get, and keep, a job you truly love whether you're twenty-one, fifty-one, or seventy-one. Use Your Head to Get Your Foot in the Door: Job Search Secrets No One Else Will Tell You (Amazon affiliate link) Mackay writes, "According to the Bureau of Labor Statistics, the average person will have 10 to 14 jobs by age 38. Other studies say most people will have 3 to 5 careers in their lifetimes. I think the the logical conclusion then is that people need to prepare for a perpetual job search, because almost no one is immune to these changing economic times. So you'd better think of your career as a perpetual job search. That demands a passion for lifetime learning and the skills for relentless and effective networking." Central to Harvey's business, and to his books, is the ability to stay competitive in the often cut-throat world of business, to 'swim with the sharks', without sacrificing one's personal integrity or doing it at the expense of other people. He does this by focusing on building strong relationships with both customers and employees. Mackay believes most people make the mistake of only turning to their network when they need it; for example, when they're looking for a new job. Harvey says that networking is a lifelong practice that provides you with new knowledge and experiences, job security, expanded financial reach, and the strength of the group. The secret to maintaining a great network is, above all, knowing the value of the personal touch. From Harvey's Blog: In my experience, young people usually fall into three different categories when looking for their first job. The first sort imagines a perfect job will land in their laps. The paycheck, the coworkers and the challenges couldn?t be better. A short and bitter collision with reality bursts that bubble, and these exasperated souls give up and just avoid looking for work as long as they can. The second type is more practical. They willingly punch any time clock, rationalizing that the job of the moment is just a stopgap until they put their mind to finding something better. Most people, unfortunately, fall into that category. They just forget where to put their mind. Instead, they spend their entire working lives more or less falling into one job after another, only half-heartedly trying to create a meaningful career. The third group is a rare breed: They constantly ask themselves what they really want to do. They learn precisely the skills they have to perfect, and they find ways to meet and understudy people who are now what these beginners want to be. They forever fine-tune their plans for where they want to be in five years. They don?t waste opportunity. Always on the prowl, they learn from their present job and contacts. They leverage what they have into something they really want to do.

Recently, Linkedin announced a major upgrade for job seekers: the Job Seeker Premium Account. Welcome to a Web 2.0 channel podcast on TotalPicture Radio with Peter Clayton reporting. Joining me is Parker Barrile, Director of Product Management at LinkedIn

The Catalyst Award annually honors innovative approaches with proven results taken by organizations to address the recruitment, development, and advancement of all managerial women, including women of color. Catalyst?s rigorous, year-long examination of initiatives and their measurable results culminates in intensive on-site reviews at finalist organizations. By celebrating successful initiatives, Catalyst provides organizations with replicable models to help them create initiatives that are good for women and good for business. Welcome to a Leadership Channel podcast on TotalPicture Radio, with Peter Clayton reporting om New York. Joining me at the Catalyst headquarters on Wall Street is Julie Nugent, Senior Director of Research; Chair Catalyst Award Evaluation Committee, and TotalPicture Radio Senior Producer, Valerie LaSusa, who attended the awards ceremony at the Waldorf Astoria Hotel. Questions we asked Julie Nugent Julie, I like to start by having you give us some insight and background on the Catalyst Award. So how does the application and selection process for the Catalyst Award evolve? A really interesting mix of companies were honored this year: Campbell Soup, Deloitte, Telstra based in Australia, and the Royal Bank of Canada. Can you give us, perhaps, one sentence on each of these organizations which made them stand out? Val, one of the things you mentioned to me regarding the award winners was the CEOs commitment, long-term integrated, embedded effort instilled in management practices as opposed to ?program.? Lets talk about the award winners in more detail, starting with Campbell Soup. Val, you thought Douglas Conant, president and CEO had a very compelling story. Julie, what were some of the attributes of Campbell Soup that made them stand out and be recognized as an award winner? Next, Deloitte. A company we know very well. Deloitte is the founding sponsor of this show and we?ve have the opportunity to interview many leaders within Deloitte, including CEO Barry Salzberg. Julie, your perspective on Deloitte? The Royal Bank of Canada. RBC is Canada?s largest bank. Gordon Dixon, the CEO talked about transparency and the fact that Canada is one of the most diverse countries in the world. Julie, what did you learn during your visits to RBC? Telstra was described as the ?AT&T of Australia? they operate in the UK and Asia as well. David Thodey, the CEO, was brought in from the US and found Crocodile Dundee, am I correct? What is different this year, compared to past Catalyst Awards events? And yet, there still remains a gap in pay and assignments between men and women from the first job out of college? What didn?t I ask that you would like to share with the audience?

17 Rules Successful Companies Use to Attract and Keep Top Talent "Cultivate Leadership, Not Management, and Know the Difference." David Russo I want to share with you some recent stats from our friends at ExecuNet regarding employee retention: Percentage of Employed Business Leaders Who Would Accept or Strongly Consider a Better Career Opportunity in the Next 30 Days -- CEO 88%, CXO - VP Level - 87%, Director/Manager level 89% -- that pretty much everyone and that?s the leadership of these companies! Welcome to a Leadership Channel podcast on TotalPicture Radio with Peter Clayton Reporting. David Russo served for 19 years as vice president of human resources for SAS Institute, which won numerous quality-of-work and quality-of-life awards during his tenure. He is currently principal and CEO of Eno River Associates, Inc., a consulting practice which helps executives build high performing organizations by developing win-win relationships with the workforce. Russo has consulted with many global companies, including American Express, Johnson & Johnson, Minitab Inc., American Eagle Outfitters, and the CIA. His new book, published by the FT Press, is titled: 17 Rules Successful Companies Use to Attract and Keep Top Talent: Why Engaged Employees Are Your Greatest Sustainable Advantage (Amazon Affiliate Link) is about developing outstanding employees and getting them to stay. It?s about building a workforce that?s truly engaged, committed, aligned with strategy, and capable of incredible performance. Simply put, it?s about optimizing the #1 factor associated with outsmarting, outhustling, and outexecuting your competition: your people.

How to Make Rainmaking Part of a Company Culture "In the old days, professional service firms could survive without much marketing effort. Put together a team of good people, deliver strong service to clients, and you might get by just fine on repeat business and client referrals. For many, those days are gone. While repeat business and referrals are still necessary to grow, they're no longer enough to succeed. You need smart, effective marketing and a culture of business development success to bring in a steady stream of clients to grow your business." Mike Schultz Are you working as an independent consultant? Are you currently in career transition, trying to decide what your next move should be? Do you work in the professional services industry? Are you sitting in a cubicle farm trying to figure out how you can get out? Are you in marketing or sales? (Okay, that was a trick question. Your answer to that one is "yes"). My advice to you -- once you?ve listened to our podcast with the Mike Schultz, visit RainToday.com and check out some of their articles on marketing strategy, lead generation, CRM, branding, and thought leadership. Welcome to a Success Strategies Channel podcast on TotalPicture Radio, with Peter Clayton reporting. Mike Schultz, Publisher of RainToday.com, is world-renowned as a consultant and expert in services marketing and rainmaking. Mike is also President of the Wellesley Hills Group, a management consulting and marketing firm to professional services firms. His practice focuses on strategy for professional service and technology businesses in the areas of branding, marketing, lead generation, and sales performance. Mike is co-author of Professional Services Marketing: How the Best Firms Build Premier Brands, Thriving Lead Generation Engines, and Cultures of Business Development Success (Amazon affiliate link). Although this is a membership site, RainToday.com offers a tremendous amount of their content for free? a couple of recent interviews here on TotalPicture Radio we?re sourced from Raintoday.com -- specifically, podcasts with Mike McLaughlin, and Charlie Green. Questions Peter Clayton asked Mike Schultz * Let?s begin with RainToday. Give us a little of the back story. * What is your background? * What kind of clients and projects does the Wellesley Hills Group engage in? * Mike, How do you manage your time and responsibilities? Is seems to me being publisher of RainToday is a full time commitment. * Quoting from your book ?firms need to create conversations with customers before they can make a sale.? With social networking sites like Twitter, the way we create these conversations has fundamentally changed, has it not? * One statistic I?ve seen many times -- a CMO has the shortest time of employment -- I think it?s around 15 months of any executive level job. Why do you think there?s such a high failure rate in this position? * Based on your research at RainToday, have professional services firms been able to maintain they?re fee levels -- even in face of the recession? * Is strategy at professional service firms different from strategy at other types of companies? * There was a lot of buzz, especially online, about Pepsi?s decision not to sponsor the Super Bowl this year. Do you think more companies will be using social media to reach potential customers, and less mass marketing like TV and radio? * In reading the chapter 7 Levers of Lead Generation and Market Planning, this same strategy could be the blueprint for a job search. * A lot of executives tossed out on their behinds in the recent recession are thinking about consulting. What do they need to consider? Mike Schultz is a graduate of Brandeis University in Waltham, MA with a B.A. in American Studies, and holds an M.B.A. from the F.W. Olin Graduate School of Business at Babson College (where he often returns to deliver specialized classes to graduate students). Mike also enjoys fly fishing and golf, and actively studies and teaches the traditional martial arts of Seirenkai Karate and Jujitsu, holding the ranks of third degree black belt and Sensei. Over 80 publications and news outlets such as Business Week, Inc. Magazine, BNN, Boston Business Journal, and others have featured Mike's original articles and white papers, and frequently quote him as an expert. Mike is a lead author in many RainToday.com research reports.

In the Last Six Months, There Were 24.5 Million New Hires in the US. Surprised? "Seven Steps to Success: A proven roadmap that leads you directly from Step 1 to Step 7 to the job you want, at the salary you deserve -- in about 6-12 weeks." Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton Reporting. Back by popular demand is @roguerecruiter (on Twitter), good friend and frequent contributor to TotalPicture Radio, David Perry, executive recruiter and the author of Guerrilla Marketing for Job Hunters 2.0, and Kevin Donlin, @kevindonlin, co-director at Guerrilla Job Search International, co-author of five books, and career columnist for the Minneapolis Star Tribune. David and Kevin have started a new home study course for executive level job seekers, and we'll be discussing their new program on TotalPicture Radio, as well as some great advice for those listening, in "career transition"... (a way of saying "unemployed" that doesn't sound quite so depressing). Seven Steps to Success? Too good to be true? You're probably skeptical, but think about this: How long have you been unemployed? How many quality job interviews have you been on in the last month? If you keep doing the same things over and over, you'll probably keep getting the same results. That's why Kevin and David want you to try their new Guerrilla Job Search Home Study Course, based on their 35 years of proven results. Completely and totally risk-free! Their program comes with a 90 day unconditional money-back guarantee. If you're looking for an executive position in this job market, you'll want to listen to our podcast with David and Kevin.

Welcome to a special Inside Recruiting channel podcast on TotalPicture Radio with continuing coverage from ERE Expo 2010 Spring in San Diego, California. Our interviews from ERE Expo are sponsored by Riviera Advisors, a leading Human Resources consulting firm focused on helping companies improve their internal recruiting and staffing capabilities. Riviera Advisors is not a search firm. Unlike other consultancies, the company?s principals work directly with each client for each assignment. This approach enables Riviera Advisors to provide highly customized recommendations and solutions, not cookie-cutter options. To Learn more, visit Riviera Advisors on the web at riviera advisors.com Joining TotalPicture Radio producer/host Peter Clayton today is Paul Hamilton, Director of Talent Strategy for Canada?s leading telecommunications company, Rogers Communications. In 2007, Paul led the sourcing transformation charge at Rogers by implementing a recruiting 2.0 platform that improved hit rate, reduced operating costs and enhanced overall sourcing and screening effectiveness. In his quest to discover the ?silver bullet solution?, he has developed a new proactive sourcing model called ?Sourced-In? that focuses on delivering measurable value back to the business. Stay tuned... Our exclusive interview with Paul Hamilton will air Tuesday, April 13th! Questions Peter Clayton asked Paul Hamilton For those not familiar with Rogers Communications, give us a brief overview of your company and history. How many employees does Rogers have? In my open I mentioned you had launched a recruiting 2.0 platform back in 2007 -- you were clearly ahead of the curve. How did you convince management to invest in a new recruiting platform? What is "Sourced-In" and how does it help with your recruiting efforts? Am I correct in stating that Rogers hires about 10,000 people a year? That's a lot of new employees! Let's talk some more about sourcing. Do you use job boards? Third party recruiters? Social media like Linkedin or Twitter? Does Rogers have a Facebook Fan page? What's different in Canada in recruiting? Do you have the same challenges and issues recruiters in the US face? Is the economy in Canada a mirror image of that in the US? One of the themes at ERE this year was "cautious optimism." Is that consistant with your attitude? What were some of your take-aways from ERE?

Welcome to an Online Savvy channel podcast on TotalPicture Radio with Peter Clayton reporting. Joining me today is Chris Russell, founder and president of the regional job board network AllCountyJobs.com, Founder & Chief Jobcaster at Jobs in Pods: the web's first ever audio job board where employers can podcast their jobs. His podcast blog is Secret of the Job Hunt, he is the founder of JobRadio.fm - the first ever career advice internet radio station - (which TotalPicture Radio participates in), and Chris and I partner on RecruitingPods.com, which is JobinPods for recruiters and staffing agencies -- and I?m not done -- Chris recently started a new venture called GreenJobSpider.com. According to Russell, "With more than 50 green job boards currently scattered across the web, job seekers are having a hard time finding and applying to this fast growing job market. Green Job Spider will enable them to search for these jobs using one interface. The site will also help green candidates learn about the types of green jobs and where they are through its blog and other resources."

"As a midsize company who competes against much larger companies like Medtronic and Johnson & Johnson, we generally find our size to be an advantage. While we don't have the household name or brand recognition of a J&J, our size enables us to move quickly on candidates, and our entrepreneurial spirit and rich employee culture shine through in the interview process." Mike Adamo Welcome to a special Inside Recruiting channel podcast on TotalPicture Radio. Peter Clayton reporting with our continuing coverage from SourceCon/ERE Spring 2010 in San Diego, California. Joining us today is Mike Adamo is Senior Manager, Global Talent Acquisition for Edwards Lifesciences, a global leader in the science of heart valves and hemodynamic monitoring. Headquartered in Irvine, California, Edwards Lifesciences has more than 6,300 employees worldwide, selling medical technologies in nearly 100 countries. The company leverages its research, design, development and marketing expertise to produce products that address specific cardiovascular opportunities including heart valve disease, vascular disease and critical care technologies. With more than 10 years of experience in medical device recruiting, Adamo leads a team that supports strategic global staffing and executive recruitment. TotalPicture Radio?s Podcast Interviews from SourceCon 2010 are sponsored by Iris Libby Recruitment Consultants -- a client-driven, agency alternative delivering highly qualified candidates in a competitive human capital market. ILRC can maximize recruitment efforts by reducing time to fill. By Cutting costs per hire, and by ensuring you get the right hire at the right time. Every time. For more information, please visit Iris Libby Recruitment Consultants on the web at irislibby.com

Podcast coverage from ERE Expo 2010 Spring "It's a Completely Different Vibe from Last Year. Cautious, but Optimistic." Matthew Adam "Speaking about social networks like Twitter and Facebook, a company's brand is out there in ways it never was before. That's an uneasy feeling for many organizations, used to controlling their message in a one-way communications style... but there's no denying that providing a two-way, authentic relationship with candidates or with customers provides a much better, and much preferred experience in today's environment." Welcome to an Inside Recruiting podcast on TotalPicture Radio. This is Peter Clayton with our special coverage from ERE Expo Spring 2010 in San Diego, California. I'm delighted to have back on TotalPicture Radio Matthew Adam, Executive Vice President & Chief Talent Strategist for NAS Recruitment Communications, an agency of the McCann Worldgroup and a leading provider of innovative human resource communications solutions. An expert on recruitment communications, Matt works with large accounts to provide insight and analysis on industry trends. With over 15 years of experience at NAS, Adam was named NAS Executive of the Year in both 2006 and 2007. In 2009, he was promoted to Executive Vice President & Chief Talent Strategist and is responsible for sales operations and direct oversight of the Baltimore, Cincinnati, Nashville and Raleigh offices.

7 Things You Need to Do Right Now: Aligning The Fast Future to Your Current Strategy Jim Carroll's Keynote - HCI Summit 2010 "An Organization's Size Means Nothing." "Progress is great but it's gone on way too long." Ogden Nash According to Jim Carroll, while volatility rocks global markets, there continue to be fundamental truths: your industry, products, competition, skills requirements, organizational capabilities, and ability to respond to rapid change will define your future success. Innovative organizations succeed by mastering the pace of the new high velocity economy. Jim Carroll is a leading international futurist, trends and innovation expert,. He is a strategic thinker and "thought "leader," with deep insight into trends, the future, creativity, innovation, with a global client base that includes Nestle, Motorola, American Society for Quality, Caterpillar, SAP, Verizon, the BBC, Microsoft, Blue Cross Blue Shield, Property and Casualty Insurance Association of America and the Swiss Innovation Forum and many more. He has researched key innovation success factors for dozens of industries, associations, professions, companies, individuals and provides industry specific keynotes and strategic planning sessions for life sciences, health care, insurance, automotive, manufacturing, agriculture, technology, education, government, consumer products, retail, banking and countless other industries.

Reference Check 2.0: How Digital Social Networking is Transforming the Selection Process "Checkster stands for giving individuals and organizations tools that will help them recognize and grow their talent. Checkster aims to improve the world's productivity and harmony by increasing job fit and work achievement, as well as personal career satisfaction and fulfillment." Yves Lermusi Welcome to an Inside Recruiting Channel podcast on TotalPicture Radio. This is Peter Clayton reporting. What can we learn from the two biggest Internet pure play successes to better manage our organizations? According to Yves Lermusi, the founder of Checkster, "Search and digital social networks are at the center of the Internet. There is much we learn from them to better run our organizations and only hire top performers." In his book, Reference Check 2.0: How Digital Social Networking is Transforming the Selection Process (Amazon.com link), Yves shows what you can learn from these two core applications in order to transform your selection process and reach a higher level of hiring and internal promotion success. Founded in 2006, Checkster is used by recruiters to automate reference checking and build talent pipelines, by HR and organizational development professionals to broaden 360 feedback, by job seekers to promote their accomplishments, and by top performers to leverage and promote their talent profiles. Questions Peter Clayton asks Yves Lermusi What do you mean by Reference Check 2.0? In your book you describe the Reference check 2.0 relying on two huge internet successes: search and digital social networks -- can tell us more about that? Well many people can attest on the quality of a website, but is there any proof that people can accurately assess performance? What about experience, after all we debated that quite a bit about that 2 years ago? Indeed experience is easy to access but what about Reference Check 2.0, is it easy to do? How do recruiters use your Reference Check 2.0? What about job seekers, I think Checkster is offering something to them as well, is it related to the Reference Check 2.0?

Newsflash: You Can Make Money and Do Good At The Same Time! Really! It's Called TOMS, but his name is Blake, His Title is Chief Shoe Giver, and His Impact is Undeniable. Just ask a kid wearing a pair of shoes for the very first time. When someone buys a pair of TOMS Shoes, a pair is given to a child in need. Over 400,000 pairs of shoes have been given to children under the One for One movement since TOMS launched in 2006. Can the purchasing power of individuals be used to foster the greater good? Can an entrepreneur succeed financially and make the world a better place? The amazing success of TOMS Shoes proves that the answer to both of these questions is a resounding "Yes!" Embodying the entrepreneurial spirit of a new generation, Mycoskie has created five businesses since college. In the Bill Gates Time magazine article, "How to Fix Capitalism," TOMS is cited, and Mycoskie caught the attention of AT&T, who has featured him in a major national ad campaign for the last several months. Mycoskie is an avid reader and traveler. When not flying around the world participating in "shoe drops," he lives on a sailboat in Los Angeles. TOMS Shoes was founded on a simple premise: With every pair you purchase, TOMS will give a pair of new shoes to a child in need. One for One. Using the purchasing power of individuals to benefit the greater good is what TOMS is all about. The TOMS One for One business model transforms customers into benefactors, which allows the company to grow a truly sustainable business rather than depending on fundraising for support. Over 400,000 pairs of shoes have been given to children under the One for One movement since TOMS launched in 2006. The canvas shoes have been given to children in the United States (Louisiana, Kentucky, Mississippi and Florida), Argentina, Ethiopia and South Africa. In collaboration with the Clinton Global Initiative, TOMS gave a one time donation of shoes to Haiti. TOMS Shoes are sold at more than 500 stores nationwide and internationally, including Nordstrom and Whole Foods, which features styles made from recycled materials. Blake Mycoskie is hoping to expand the One for One model into other areas like housing, water and schoolbooks. Mycoskie would like to create partnerships with companies so his customers can buy what they need while the same things are given to those who need it across the globe.

Combining experience gained globally as a corporate executive and consultant in Europe, Asia, and North America, with Arthur Anderson, RBS and HSBC Investment Bank among others, Anne Gilmore Bridges Strategic Human Capital Management with marketing and branding expertise. Welcome to an Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining me today to discuss employer branding, its impact, and importance is Anne Gilmore, Vice President of Strategic Branding at GK Brand, a global strategic branding consultancy specializing in brand strategy and brand architecture, visual brand identity systems, product and company naming, and interactive design. According to Gilmore, "Employees need to feel that they are tied in to something that?s bigger than themselves. It?s just part of our human nature that empowers us to feel that we?re working for something that?s maybe larger than ourselves. So to have an employer brand that connects people on an emotional level, that tells their story that resonates within people, is incredibly important. It?s important on many levels and particularly as a return on investment.

Welcome to a Leadership Channel podcast on TotalPicture Radio from the Human Capital Institute Summit in Tucson, Arizona. Joining us is Geoff Colvin, Senior Editor at Large, FORTUNE. Geoff is a leading thinker, writer, broadcaster, and speaker on today's most significant trends in business. According to Colvin, the most important fact for businesspeople in this recession is that it?s the greatest opportunity they?ve seen in years. Tough times are when the competitive order changes most dramatically ? so companies that seize this moment have a chance to improve their competitive position for years to come. In this talk and in his insightful new book, The Upside of the Downturn, Geoff Colvin draws on his years of experience and unique access to explain how the best companies and leaders are finding the upside in today?s environment. Because he's constantly talking with the most successful people in business, he has an insider's view of what they're doing and what works. Quoting from Christine Abbatiello's blog post from the Summit, "Colvin discusses some strategies for change. First, the best business leaders confront reality and are able to change their business plans according to what is happening in the world. That is, they are able to realize that even the best ideas may not work in every business and economic enviornment. Getting rid of pre-conceived notions is critical." "Second, this is a great economic enviornment to evaluate and upgrade your people. You can clearly see who are A, B and C players. (or, as Warren Buffet says, you can't see who's swimming naked until the tide goes out!) So what do employees today want and how can you use this to engage and upgrade them? People want to trust an organization, they want opportunities for development, and they want a sense of purpose." "Colvin next says that this is a great time for leaders to build themselves personally. All of us are pushed in this economy to do more than we ever believed we could. We can all learn to be decisive in tumultuous times, and come together fearlessly behind these decisions." Colvin sets an optimistic tone, showing that how you manage today can create advantages that grow more powerful with time. In today's challenging business environment, everyone needs insight, understanding, specific advice - and a reminder that opportunity is everywhere. That's what Colvin delivers. As a longtime editor and columnist for Fortune Magazine, he has become one of America's sharpest and most respected commentators on leadership and management, globalization, shareholder value creation, the environmental imperative, and related issues. Geoff is heard daily across America on the CBS Radio Network, where he reaches 7 million listeners a week and has made more than 10,000 broadcasts. As anchor of Wall Street Week with Fortune on PBS for three years, he spoke each week to the largest audience reached by any business television program in America. Geoff is an honors graduate of Harvard with a degree in economics, and he holds an MBA from New York University's Stern School of Business.

Welcome to an Inside Recruiting Channel Podcast on TotalPicture Radio with Peter Clayton reporting. News headlines tell it all. It has been survival of the fittest with only the most resilient companies and talent leaders weathering the storm. Only a select few survivors, however, have used the time in the downturn to plan for the upturn. In his role as VP of Global Staffing & Diversity, Paul Martin is responsible for overall management of the professional staffing function as well as diversity development enterprise wide. Prior to joining Sony Pictures Entertainment, Paul was the Vice President, Worldwide Recruitment for Warner Bros. In this exclusive podcast from ERE Expo 2010 Spring in San Diego, Paul shares the many challenges he faced this past year and the many lessons learned. Paul shares stories from the trenches and provides real-world strategies and tactics on keeping a talent acquisition team motivated and engaged. In the General Session panel session at ERE, (moderated by talent acquisition guru Jeremy Eskenazi of Riviera Advisors), Paul discussed the current state of talent acquisition at Sony Pictures Entertainment, and shared survival tactics and key insights with two peers: Ginny Eagle, former Director of Talent Acquisition at T-Mobile USA; and Corporate VP of Talent & Employee Engagement at Harrah's Entertainment, Brad Warga.

Broadlook - The Journey, Disruption. The Sphere of Influence: iDonato Donato Diorio Welcome to a Success Strategies Channel podcast from SourceCon and ERE Expo 2010 Spring in San Diego. Donato Diorio is a pioneer in the field of Internet research. As software architect and the owner of a top billing placement firm, Donato envisioned applications that could automate many of the most time-consuming research functions performed by his recruiters. With the assistance of a team of developers, Donato created a series of innovative tools that immediately impacted revenue for his firm. It didn?t take long to realize the potential of these applications beyond the scope of internal use, and in 2001, Broadlook Technologies was born. Today, Broadlook serves 1000?s of clients worldwide including Fortune 100 companies; with applications to aid in staffing, sales, and overall business intelligence initiatives. Donato?s in depth knowledge and charismatic personality, combined with his high level of enthusiasm, make him a highly sought-after speaker, thought leader, and educator on best practices in sales and recruitment. Focusing on managing technology and human interaction, Donato?s presentations have been well received by numerous organizations worldwide. In 2008, Donato was awarded the Recruiting Technology Blog of the year for his blog: www.iDonato.com. He is the author of the 7 Laws of Internet Research, a contributing author of David Perry's Guerrilla Marketing for Job Hunters 2.0, and enjoys presenting on numerous subjects such a The Art of the Elevator Pitch, Get a YES on the First Call and The Sales Force of the Future. As a futurist, avid reader and a vocal advocate for developing alternative energy, Donato believes that technology, done right, can solve the problems that face businesses and the world. Broadlook Technologies is the leader in the development of innovative software applications and services that empower B2B business professionals to "Leverage the Internet" for the market, sales, candidates and competitive intelligence necessary to grow revenues and improve productivity. Broadlook Technologies is the leader in providing REAL-TIME Internet research solutions. From Sales, Marketing, Recruiting, HR, Venture Capital, Publishing, and Association professionals worldwide have chosen Broadlook applications for

Beyond The Downturn: Brad Warga, Survivor Surviving the Year & Planning for the Decade News headlines tell it all. It has been survival of the fittest with only the most resilient companies and talent leaders weathering the storm. Only a select few survivors, however, have used the time in the downturn to plan for the upturn. Welcome to a special Inside Recruiting Podcast on TotalPicture Radio with Peter Clayton reporting. As corporate vice president of Talent and Employee Engagement at Harrah?s Entertainment, Brad Warga is focused on talent acquisition which includes executive recruitment, corporate and property hiring as well as all campus programs. In addition, he leads the company?s employee engagement efforts to ensure the Harrah?s culture is one that makes employees better personally and professionally through their association with Harrah?s. Harrah?s currently has more than 50 properties around the world with more than 70,000 employees. Brad joined Harrah?s in 2003 and played an executive role within the corporate talent management department in Las Vegas. He oversaw executive hiring at all levels for Harrah?s Entertainment nationwide. In addition, he managed MBA and college recruiting. He is the founder of the ?MBA World Series of Poker,? which is now one of the largest MBA recruitment events in the country, attracting over 1,000 top 10 MBA?s each year. Prior to Harrah?s, he spent time with Price Waterhouse Consulting and Sapient Corporation, a Boston-based internet consulting firm.

Inside Recruiting: Chelle Wingeleth, Global Director of Recruitment Services for Research In Motion Welcome to a special Inside Recruiting Channel Podcast on TotalPicture Radio from SourceCon and ERE Spring 2010 in San Diego California. Joining us today is Chelle Wingeleth, the Global Director of Recruitment Services for Research In Motion, the designer and manufacturer of the award-winning BlackBerry smartphone. Prior to joining RIM, Chelle was the First Vice President of Enterprise Wide Recruiting at Washington Mutual in Seattle. This special report from SourceCon and ERE Spring is sponsored by Iris Libby Recruitment Consultants Stay Tuned... Our exclusive interview with Chelle will air Today! Questions Peter Clayton Asks Chelle Wingeleth: What have been some of your take-aways from SourceCon and ERE? Tell us about your role at Research in Motion. Jeremy Eskenazi?s general session here at ERE here was titled Beyond the Downturn A Panel of Survivors Surviving the Year and Planning for the Decade. Your previous organization, where you spent 8 years didn?t survive -- which must give you a very personal and profound understanding the impact this recession has had on so many lives. How has that experience changed, or shaped your approach toward the recruiting profession? You joined RIM in 2009, and have moved from Seattle to Ontario, CA - quite a relocation - what cultural differences are there between the US and Canada? What attracted you to RIM? We know it can be extremely difficult to get work visas here in the US when you?re trying to hire a foreign national. What is the process in Canada? Is it easier to bring someone into Canada than into the US? RIM is obviously in an incredibly competitive competitive space -- I don?t know of any products more competitive than smart phones. Is recruiting talent as competitive as the products in your space? Tell us a little bit about your recruiting process -- how do you source the kind of talent you need to attract? Do you use research? What?s different in your role at RIM than in your previous jobs? One of the themes of the conference here in San Diego is ?cautious optimism? do you share an optimistic outlook for 2010?

News headlines tell it all. It has been survival of the fittest with only the most resilient companies and talent leaders weathering the storm. Only a select few survivors, however, have used the time in the downturn to plan for the upturn. Welcome to a special Inside Recruiting Podcast on TotalPicture Radio with Peter Clayton reporting. Ginny Eagle, former Director, Talent Acquisition T-Mobile USA is a recruiting leader with 20 years of experience leading corporate recruiting teams. She has designed, implemented and managed large and small recruiting functions for AT&T Wireless, Terabeam, Philips Electronics, Safeco Insurance and T-Mobile. In this exclusive podcast from ERE Expo 2010 Spring in San Diego, Ginny shares challenges she faced this past year and the many lessons learned. You discover how she got T-Mobile's talent acquisition house in order for the upturn and beyond. Ginny shares stories from the trenches and provides real-world strategies and tactics on keeping a talent acquisition team motivated and engaged, and as a recruiting professional, what steps you should be taking to get your house in order for the new decade. In the General Session panel session at ERE, moderated by talent acquisition guru Jeremy Eskenazi of Riviera Advisors, Ginny discussed the current state of talent acquisition and shared survival tactics and key insights with two peers: Paul Martin, vice president of global staffing & diversity at Sony Pictures Entertainment; and Corporate VP of Talent & Employee Engagement at Harrah's Entertainment Brad Warga.

Jeremy Eskenazi is managing principal of Riviera Advisors, a leading Human Resources consulting firm focused on helping companies improve their internal recruiting processes. He has more than 20 years experience leading the global staffing function for companies such as Universal Studios, Idealab, and Amazon.com. Jeremy is a leading speaker to organizations on the value of the staffing function, including Chairing the ERE Expos in 2006-2007. Jeremy is an active member of the International Association of Corporate and Professional Recruitment; is a professional member of the prestigious National Speakers Association and the Institute of Management Consultants; and has served on the national staffing management special expertise panel of the Society for Human Resource Management. Eskenazi also leads the popular STARoundtable (Strategic Talent Acquisition Roundtable) leadership academies and roundtables. This is Peter Clayton reporting with a special Inside Recruiting Channel podcast from ERE Expo 2010 Spring in San Diego, CA. We're happy to have Jeremy back with us on TotalPicture Radio, and delighted to have Riviera Advisors sponsor our reporting from ERE Expo Spring. Jeremy is a leading speaker to organizations on the value of the staffing function, including Chairing the ERE Expos in 2006-2007. Jeremy is an active member of the Inernational Association of Corporate and Professional Recruitment; is a professional member of the prestigious National Speakers Association and the Institute of Management Consultants; and has served on the national staffing management special expertise panel of the Society for Human Resource Management. Jeremy also leads the popular STARoundtable (Strategic Talent Acquisition Roundtable) leadership academies and roundtables.

Prior to October of 2008, a company might have six people performing a certain function and because of budget cuts, staff was reduced to three. So now you have three people performing the job of six, and then more cuts because corporations want to show profits and survive the downturn, so they lay off two people. So now you have one person doing the job of six. So here we are, we call up that candidate who?s doing the job of six, their income hasn?t gone up because of price cuts, and we offer them the job of one for an increase in compensation, you bet they throw their hat in the ring." ? Iris Libby Welcome to an Inside Recruiting channel podcast on TotalPicture Radio. This is Peter Clayton reporting. Joining us today in New York City is Iris Libby, Managing Principal of Iris Libby Recruitment Consultants. Her company offers strategic, customized talent acquisition services across multiple industries and sectors including consumer, financial, technology, life sciences and health care, HR and Legal. ILRC, part of the ASHER Talent Alliance, is a new sponsor of TotalPicture Radio. As Managing Principal of Iris Libby Recruitment Consultants, Iris brings a unique mix of direct consumer sales, strategic corporate marketing, and in-house recruiting expertise. Iris has first-hand knowledge of the skills it takes to be successful in identifying and assessing talent from her experience at Amazon.com, ProCast Inc., Global Business Research, Ltd. and The Corcoran Group. Questions Peter Clayton asks Iris Libby: In a previous lifetime you were based in Seattle and worked with a company called ProCast that was ultimately acquired by Amazon.com - tell us a little bit about your background. In the intro I stated you offered strategic and customized talent acquisition services. Can you give us an overview of the services your firm provides. You refer to ILRC as an ?agency alternative? can you explain what you mean by that? How is your business compared to this time last year? Are you starting to see an uptick in assignments from your clients? The last couple of years have been brutal for the recruiting industry. How has ILRC weathered the recession storm? What do you see as the challenges the facing the recruiting industry as as whole in 2010 and going into 2011? Are there any industries or verticals you?re working with that seem to be rebounding faster than others? How about geographies? A lot of the press reports regarding the recession keep referring to a ?jobless recovery.? In the search assignments you?ve conducted since the first of the year, are these primarily replacement jobs -- you filling an established position -- in contrast to filling positions do to expansion? I think it would be really interesting to the job seekers listening to this podcast to understand how you go about conducting a retained search assignment -- from developing the criteria and objectives with your clients, to candidate research and name generation - to candidate development -- can you walk us through the process? When you?re brought in to do a full blown retained search, what?s the general salary floor? ($300k?) One thing I heard from executive recruiters in 2009 is that it took companies FOREVER to pull the trigger -- send out an offer letter. Has this situation improved? In general, are the hiring managers and HR executives you?re talking with feeling more confident? Let talk about SourceCon and ERE --- what do you think will be the topics or issues that will dominate the conversations in San Diego? What advice would you give executives in transition trying to connect with recruiters such as yourself? What is the Asher Talent Alliance? Iris Libby Recruitment Consultants is a member. What didn?t I ask that you which I had?

It is my thought and our philosophy and has been since we started this business almost nine years ago now, you can?t ignore any candidate, whether it?s active, whether it?s passive and we found this at Motorola. We were able to identify some very high level candidates and fill positions at the senior levels, from resumes we found online. We?re talking big roles and people who are high producers for the organization. Just because someone has a resume posted online doesn?t mean they?re a bad candidate." ? John Fortino Welcome to an Inside Recruiting Channel podcast on TotalPicture Radio. with Peter Clayton reporting. Joining us today is the co-founder and senior managing partner of Velocity Resource Group -- John Fortino. Velocity is an industry leading resume sourcing, screening and qualification service, with sourcing operations in Naperville Illinois and Bangkok, Thailand. Velocity is one of TotalPicture Radio?s sponsors at SourceCon 2010.

When Joseph Jaffe and I realized we were neighbors, we decided to conduct our interview in person. About 90% of my podcasts are phone based; it's always enjoyable to have a chance to meet in person. Especially someone as interesting and accomplished as Jaffe. Joseph's new book, Flip The Funnel: How to Use Existing Customers to Gain New Ones (Amazon.com affiliate link), became the topic of conversation when I met with my business partner, Valerie LaSusa, for lunch last week. She has been doing a great deal of research on traditional marketing funnels: eyeballs>> (awareness > consideration > preference > action> loyalty>) >> buyers, and what happens when you turn the funnel upside down. When I pulled Jaffe's book out of my backpack, it was one of those "you must be kidding" moments. Our two hour lunch could have easily gone on for eight hours, discussing the concepts Jaffe writes about in his new book. The author is the former president and "Chief Interruptor" of Crayon, a conversational marketing company, specializing in community, dialogue and partnership. Crayon recently merged with Austin Tx based Powered. Val purchased a copy of Flip the Funnel and helped me prep the interview with Joseph. Stay tuned... Joseph's interview podcast will air Wednesday! Joseph Jaffe Background One of the most sought-after consultants, speakers and thought leaders on new marketing, Joseph Jaffe is Chief Interruptor of Powered, a conversational marketing company, specializing in community, dialogue and partnership. Prior to merging with powered, Jaffe was president of crayon, where he worked with companies including P&G, The Coca-Cola Company, Dunkin? Brands, TiVo, Motorola and Fox Interactive Media. Before that, Joseph was Director of Interactive Media at TBWA/Chiat/Day and OMD USA, where he worked on Kmart, ABSOLUT Vodka, Embassy Suites and Samsonite. Jaffe?s popular blog and audio podcast, "Jaffe Juice?, provides daily and weekly commentary respectively on all things new marketing. You can join the conversation at . His first book, ?Life After The 30-Second Spot: Energize Your Brand With A Bold Mix Of Alternatives To Traditional Advertising? (Wiley/Adweek) was released in June 2005 and focuses on how advertising is evolving in a world ruled by an empowered consumer and no longer governed solely by the 30-second spot. His second book titled, ?Join the conversation: How to engage marketing-weary consumers with the power of community, dialogue and partnership? was published by Wiley in October 2007. Joseph is a Senior Fellow at the Center for the Digital Future at the USC Annenberg School, as well as the Society for New Communications Research. Hailing from South Africa, he lives with his wife, daughter and two sons in Westport, CT.This morning I happened across the above graphic in an older Center Networks post and it triggered a quick thought on a familiar theme.

Welcome to a special Career Transition channel podcast on TotalPicture Radio with Peter Clayton reporting. I want to start off with Talent Agents: The A list actors we saw at the Academy Awards all have one thing in common: Highly skilled agents to help manage their careers and negotiate their compensation packages. How about Us? The A List in business? Two leaders in the executive recruiting and talent management field -- David Perry and Kevin Donlin have started a new program, The Guerrilla Job Search Executive Agent Service -- targeted exclusively to A List executives searching for the next career opportunity and challenge. David Perry is an executive recruiter and the author of Guerrilla Marketing for Job Hunters 2.0, and Kevin Donlin is Co-Director at Guerrilla Job Search International, co-author of five books, and career columnist for the Minneapolis Star Tribune.

Welcome to a Success Strategies Channel podcast on TotalPicture Radio with Peter Clayton reporting. According to Dan Pink, everything we think we know about what motivates us is wrong. In his new book, Drive: The Surprising Truth About What Motivates Us he pits the latest scientific discoveries about the mind against the outmoded wisdom that claims people can only be motivated by the hope of gain and the fear of loss. Pink cites a dizzying number of studies revealing that carrot and stick can actually significantly reduce the ability of workers to produce creative solutions to problems. What motivates us once our basic survival needs are met is the ability to grow and develop, to realize our fullest potential. Case studies of Google's 20 percent time (in which employees work on projects of their choosing one full day each week) and Best Buy's Results Only Work Environment (in which employees can work whenever and however they choose?as long as they meet specific goals) demonstrate growing endorsement for this approach. A series of appendixes include further reading and tips on applying this method to businesses, fitness and child-rearing. Drawing on research in psychology, economics and sociology, Pink's analysis?and new model?of motivation offers tremendous insight into our deepest nature.

"Overqualified is the easiest answer to give a job seeker when an employer passes on hiring an over 45 year old candidate. It is rarely the real reason; it is the politically correct reason and the safest way to get the candidate to go away. Employers who pass on baby boomers don?t want to ?handle? the questions and emotions that result from refusal; they want to move on to the next candidate. Same goes for recruiters." Rita Ashley Welcome to a Career Transition Channel podcast on TotalPicture Radio with Peter Clayton reporting. According to career and job search coach Rita Ashley, highly qualified executives in the mid-forties to late fifties are "are angry and frustrated but have to leave that at the door. There is much an older worker can do to hurdle the wall of ageism including long term career branding, maintaining their network and staying current with new technologies and tools ? social networking for example." One executive recruiter Rita works with stated, "When a resume or LinkedIn profile begins, '25 years experience' I assume the person will rely on old expertise rather than up-to-the-minute and contemporary solutions. If they lead with number of years and not recent accomplishments, I run away."

Be Prepared. Be Aware. Be In Charge: A Road Map to Success in 2010 "When you are passionate about what you do, the success just follows." Jim Malski Welcome to a Entrepreneurs channel podcast on TotalPicture Radio, this is Peter Clayton reporting from Westport, CT. After spending the first four years of his career at PriceWaterhouse, Jim Malski spent the next 25 years buying, selling, growing and building businesses. In 2001, he founded actionCOACH in Westport CT. I was invited to attend a presentation Jim gave on the importance of having a business coach. Jim spent a good deal of time in his presentation discussing the art of selling. If you follow the interviews here on TotalPicture Radio, you know my mantra is: no matter what business you think you?re in - you in sales. After the presentation I asked Jim to share some of his considerable knowledge in the sales process, and growing a successful small business with us.

Welcome to a Success Strategies channel podcast on TotalPicture Radio, this is Peter Clayton reporting. I first met Brett Farmiloe shortly after his Pursue the Passion adventure began. Brett, a graduate of University of Arizona, followed in his father?s footsteps, getting a degree in accounting. He assumed to would pursue a career in accounting and become a CPA. A small problem arose - Brett really didn?t like accounting. He hated his job, and decided to do something about it. But what? Like so many young people today, he had no idea what he really wanted to do. What he was truly passionate about. Pursue the Passion started as a way to find out the ?what?? that so many people never truly experience. Questions Peter Clayton asks Brett Farmiole Things have changed. The last time we spoke, your RV blew up about 50 miles from your house. Your story about Pimp My Ride is very useful - because it?s one of those ?You never know? stories 16k miles, 38 states. You interviewed people who loved what they did for a living -- what were some common traits? You write about taking ownership of your decisions. Can you share some of these thoughts with our listeners? Can you share some of the more memorable interviews with us? You have an entire chapter titled Risk. What have you learned about risk taking through the Pursue the Passion Project? You?ve been out promoting your book. What questions do you get? What have you learned? What are the people who enjoy their work doing that the people who dislike their job aren?t doing?

You're a member of Generation X - the 30-to-44 age cohort. And you've drawn the short stick when it comes to work. The economy has been stacked against you from the beginning. Worse, you're sandwiched between Boomers (with their constant back-patting blather and refusal to retire) and Gen Y's (with their relentless confidence and demands for attention). You're stuck in the middle - of your life and between two huge generations that dote on each other. But you can move forward in your career. In "What's Next, Gen X? Keeping Up, Moving Ahead, and Getting the Career You Want " Tamara Erickson shows how. Tammy explains the forces affecting attitudes and behaviors in each generation - Boomer, X, and Y - so you can start relating more productively with bosses, peers, and employees. Erickson then assesses Gen X's progress in life so far and analyzes the implications of organizational and technological changes for your professional future. She lays out a powerful framework for shaping a satisfying, meaningful career. Welcome to a Success Strategies Channel podcast on TotalPicture Radio, with Peter Clayton reporting. Tamara Erickson is both a respected, McKinsey Award-winning author and popular and engaging storyteller. Her compelling views of the future are based on extensive research on changing demographics and employee values and, most recently, on how successful organizations work. Well-grounded and academically rigorous, fundamentally optimistic, Tammy?s work discerns and describes interesting trends in our future and provides actionable counsel to help both organizations and individuals prepare today. Her latest book, What?s Next, Gen X? Focuses on the generation ?stuck in the middle? those, between 30 to 44 years old who?ve drawn ?the short end of the stick? according to Tammy.

Welcome to a Big Picture Channel Podcast on Total Picture Radio. This is Peter Clayton reporting. On March 10th and 11th, I'll be attending the 2010 Media Summit in New York City; "The international conference on media, advertising, television, broadband, social media, mobile, cable & satellite, publishing and radio, magazines, news media, motion pictures and marketing." Many executives and leaders from these verticals, and Fortune 500 companies will be attending and speaking at this two day event; headlined by Janet Robertson, President and CEO of the New York Times, Arthur O. Sultzberger, Jr., Chairman, The New York Times. I'm really looking forward to participating in what will be an intense couple of days navigating the profound, disruptive, and permanent changes every organization and individual participating in the Media Summit is experiencing. I hope to be able to share the insights and experiences of many of the participants with you. In researching the agenda for the Media Summit, I noticed Mark J. Penn will participate in a panel session on advertising in the new media landscape. I had interviewed Mark in 2007 when his book Microtrends: The Small Forces Behind Tomorrow's Big Changes, was on the New York Times and WSJ best seller lists. When you think about the influence and visibility small, special interest groups such as The Tea Party Movement have created, what Mark wrote about in 2007 resonates today.

Five Recruiting Scenarios - John Sumser's Lead-Up to ERE Expo 2010 Spring "If there's ever been a time that resists planning, it's this time. And one of the things we call all do to make the economy move, is help each other figure out what's going to happen next." John Sumser Welcome to a Inside Recruiting Channel podcast on TotalPicture Radio with Peter Clayton reporting. Joining us today is Special Contributor to TotalPicture Radio, John Sumser. John is the Founder and Editor of the recently launched HRExaminer. A well known industry analyst, Sumser is also the CEO of Two Color Hat, a media and HR Marketing Consultancy which provides product analysis, market segmentation, positioning, strategy and branding guidance for the Recruiting Industry and Human Resources Field. (In a past life, John sold doughnuts door-to-door. I sold vacuum cleaners. Maybe that's why we get along so well). In HRExaminer, John is writing an excellent series as a lead-up to his presentation and conversation at ERE Expo 2010 Spring in San Diego titled, The Five Scenarios for the Future of Recruiting. At ERE Expo, John's presentation - Recruiting Disruption - will just cover enough of the basics to get a conversation started. Consider the following: The recruiting profession is 30% to 50% smaller than it was 18 months ago. Many more HR Generalists are filling the recruiting role. Technology is changing rapidly. A new generation is coming to work. Sourcing is simultaneously separating from the selection process and transforming itself. Meanwhile, good enough sourcing is on everyone?s desktop. It just keeps getting better. Social Recruiting is grabbing a foothold. Salary transparency makes candidates smarter about the deal. Workplace reviews create brand management problems. The effective unemployment rate of 18% creates a candidate deluge. Budgets are trimmed to the bone. The publishing industry, which once provided the infrastructure for employment advertising is dead. Other industries are in peril creating a sea of displaced, disrupted workers. Old ideas of privacy are under assault. Economic forecasts are impossible to believe (your company?s or the government?s) Employment branding is gaining traction in health-care markets.

CareerXroads 9th Annual Source of Hire Study: Meltdown in 2009 and What It Means for a 2010 Recovery Welcome to an Inside Recruiting channel podcast on TotalPicture Radio, with Peter Clayton reporting. For most HR and recruiting professionals following the podcasts here on TPR, Gerry Crispin needs no introduction. For those who don't know Gerry, and his partner Mark Mehler, they are the founders & principals of CareerXroads, and thought leaders in the human resources and recruiting industries. For the past nine years CXR has published a free, public report on the "Source of Hire" -- a detailed description (free of vendor spin), about how one group of corporations fills their open positions, in the US/North America. You'll find a free PDF of the SOH report here. If you're in a career transition and want to see a real-world assessment of where and how (especially large) corporations recruited candidates for their open positions last year, here it is. If there's one word you should take-away from this report, as a job seeker, it's "referrals." In the introduction, the authors write; "If the reader assumes that the data sliced and diced in this whitepaper is truly representative of where firms find their hires in the US, then you will have missed our point entirely. Indeed, this whitepaper, which we have published now for nearly a decade, is constructed as a lab report to examine the problems and the promise of how well corporations measure one part of the staffing process. " "Our intent is to hold up a mirror so firms can look at themselves and their increasingly critical and vulnerable supply chain. Vendors can help, but only if staffing leaders are disciplined enough to do their part and get vendors to focus on needed changes as a priority."

Let's face it. People don't like change. Yet change is the one constant we're all dealing with. How much "change" did you and your organization experience in 2009? In an era of globalization and Internet commoditization, salespeople (that's you, my friend), are in danger of becoming irrelevant. In Selling Change: 101+ Secrets for Growing Sales by Leading Change, Brett Clay suggests that in "this Darwinian environment, the traditional approach of selling solutions to problems no longer creates profitable differentiation. To survive, we must become agents of change and help our companies, our customers achieve their goals rather than simply solve their problems." Welcome to a Success Strategies Channel Podcast on TotalPicture Radio, with Peter Clayton reporting. With twenty years of experience, most recently with Microsoft, Brett Clay has developed a complete toolset for change-centric salespeople, including 101 secrets for growing sales and delivering high value to customers. Brett argues that in 2010 and for the foreseeable future, careers, companies, and even entire industries will continue to undergo dramatic changes. In this environment, workers can no longer expect to do the same job for the same pay, year after year. To get ahead workers must be able to change, and perhaps more importantly, help their employers change and adapt to quickly evolving conditions.

Executive Recruiters, "The Tide Has Changed." ExecuNet's Mark Anderson Share's the Latest Survey Results According to the latest ExecuNet Recruiter Confidence Index, a growing number of companies are adding new executive jobs, and fewer are eliminating them, leading executive recruiters to confirm economic recovery is beginning to take hold. Joining us for a special Inside Recruiting Channel podcast on TotalPicture Radio is Mark Anderson, President and Chief Economist of ExecuNet. Founded in 1988, ExecuNet brings C-level executives together online and in face-to-face meetings to discuss business challenges, solutions and opportunities, and share job leads. A recognized authority in executive recruiting and human capital, ExecuNet also provides members access to confidential six-figure jobs listings, proprietary research, and pragmatic advice. Questions Peter Clayton Askes Mark Anderson: Can you share with us some of data points from your Recruiter Confidence Index survey? When was the survey conducted? How many executive recruiters participated? Are these representing retained or contingency firms - or a combination of both? When you analyze this data, Mark, do you see signs that this is a trend that has some staying power? Did you see any evidence that executive recruiters themselves are hiring and adding staff? Not to get too far off track, but last week a significant acquisition was made in the online job board industry. Of course, I?m referring to Monster?s purchase of HotJobs from Yahoo! -- what to you make of this, and do you think we?re going to see more consolidation in job boards? Generally speaking, when you say ?executive recruiter? you can add, ?looking for passive candidates only. Those out of work need not apply.? Considering what?s happened to the employment market over the past two years, will executive recruiters consider good executives in transition? Following up on this, what should executives being doing to raise their profile with recruiters? Since you brought up your membership, can you explain what an Associate Member?s benefits are, and how these contrast to the services full members receive? Here?s what I?ve been hearing from recruiters -- and this is actually good news for those listening who are in transition. 1. People with jobs are cemented to their seats if they feel they have some job security. They don?t want to put themselves in a situation where they?re last in, first out. (comment?) 2. Even if they would consider changing jobs, relocation is out of the question because of the RE market. Especially those who bought homes in the last 3-5 years - those folks are going nowhere. (comment) 3. At the senior executive level, along with homes -- are private schools. A significant barrier to relo. (comment) One stat from your survey I?d like you to expand on: 56 percent indicated they expect employers to leverage the current economic climate by ?trading up? with new hires for existing management roles. And therein lies the opportunities for your members, am I correct? One of the unique aspects of ExecuNet is your monthly networking meetings -- held all over the country. Can you share with us any intelligence you?ve heard from your meeting organizers? Any trends you can extrapolate? Are you seeing an increase in job postings on your private job board? What didn?t I ask that you would like to share?

The New World of Professional Services. The "New Normal" is Anything But "Normal." The ?rules? of the professional services industry are quickly becoming relics of a bygone era. Client buying patterns are shifting radically and new models for delivering services are upending the status quo." Michael McLaughlin Welcome to 2010. You need to sell to survive. You need to know how to sell yourself, and your professional capabilities, to advance and succeed in today's ultra-competitive employment market. What differentiates you? This is Peter Clayton reporting. Welcome to part 2 of our in-depth Success Strategies Channel podcast on TotalPicture Radio with the author of Winning the Professional Services Sale, Michael McLaughlin, founder of MindShare Consulting LLC, "For many businesses, traditional competitive advantages, such as brand and scale, have largely evaporated." As a result, "four trends now define the market," according to McLaughlin: Clients have zero tolerance for seller-centric behavior. They won?t put up with generic sales pitches; instead, today?s clients will tell you how they want to buy. The ?Black Box? approach to delivering services is DOA. More than ever, clients want to co-design the services they buy. You can?t just tell them you?ll deliver the value. Clients want to be part of the process every step of the way. ?Show me? is the new norm. It?s no longer enough to tell clients what you can do. You have to prove it before they buy. Clients have raised the bar on the value they demand. Your buyer?s expectations of value extend well beyond the proposed benefits of your service.

Get in Their Shoes - Dan Pink, Guy Kawasaki, Geoff Colvin, Chris Anderson, Caterina Fake, Fernando Aquirre... How would you like a 1+1 half-hour conversation with a best selling business author, angel investor, innovator, visionary, global leader, CEO? In this special Success Strategies Channel podcast on TotalPicture Radio, Patrick Tedjamulia will tell you how you can accomplish this. Patrick Tedjamulia co-founded Patrick Tedjamulia co-founded the International Mentoring Network Organization (IMNO), a non-profit organization, together with Chris Deaver and Jetmir Hysi about seven years ago. IMNO is the founder of the Open Source Mentoring Movement. The aim of the non-profit organization is to make career mentoring available to everyone. IMNO empowers individuals to have 1 on 1 mentoring sessions with leaders around the world. In addition to IMNO, Patrick has nine years of marketing experience in internet, high-tech, and CPG. He has worked for Novell, Altiris, Procter & Gamble, and currently works in Brand Management for General Mills. "The Get in Their Shoes Campaign is a call to action by successful business leaders, athletes, entertainers, and politicians to rally youth and aspiring leaders to lift themselves out of their limiting circumstances by proactively interviewing successful professionals within their own communities."

Welcome to a special Leadership Channel Podcast on TotalPicture Radio. I?m excited to have back on TPR one of America's preeminent executive coaches: Marshall Goldsmith. The timing of Marshall?s books is truly remarkable: His New York Times bestseller What Got You Here Won't Get You There was released in 2007. An accurate reflection on the times and the economy? I think so. His latest book, just released this month is titled Mojo: How to Get It, How to Keep It, How to Get It Back if You Lose It (link to Amazon.com) Considering how brutal the economy and job market has been over the past couple of years, I think many of us have struggled to keep our mojo intact. >>> Begin experiencing the power of trusted connections. Apply for complimentary ExecuNet Associate Membership. Questions Peter Clayton asked Marshall Goldsmith Back to my intro and the brutal economy? friends and acquaintances I speak with in the coaching profession -- people I regularly communicate with from i4cp, from ASTD -- HR Leaders -- SHRM members -- all say the same thing -- corporations are zeroing out their training and coaching budgets. What do you think this lack of investment is going to mean long term? Obviously there are still companies out there willing to continue coaching and training programs -- do you think their investment in their people - in training and executive coaching programs -- will contribute to their bottom-line -- when the economy recovers? Marshall, are there hard numbers that show hiring outside coaches such as yourself significantly impacts employee retention? Congratulations on your new book. However, I see you were not able to work ?diet? into the title! (Interview in NY for What Got you Here - NYT best seller, diet books sold 6X more copies) recommend listening to the interview still relevant with valuable information. How do you define Mojo? Your book centers on mastering what you call ?the 4 keys? - Identity, Achievement, Reputation, and Acceptance. How did you arrive at - what you call these ?vital ingredients? to having great Mojo? One of the people you profile in Mojo is an all too frequent profile: 55 year old former TV executive, waiting to get back in the game with a major network. Not going to happen. How can we convince the Chuck?s out there they need a new game plan? Here?s Marshall?s most FAQ: ?What is the one quality that differentiates truly successful people from everyone else? So how does one measure their personal Mojo? In measuring Mojo, you differentiate between professional and personal mojo. However, don?t you need both? What is the mojo paradox? You write about a corporate communications executive who, on the surface has all the trappings of success, great job, making great money, but doesn?t consider himself to be successful. We?ve all met the Richard?s of the world. I want to talk to you about one of your vital ingredients -- reputation - because with social networks and the Internet, it seems to me reputation has become far more transparent that it was even 5 years ago. (Which adds to the complexity of your brain pill question.) The Last Section of Your Book it titled The Mojo Toolkit. Can you explain, briefly how the toolkit works? Have you become a U2 Fan? In reading Mojo, I learned you?re and AA 10 million mile guy. Do you have one of those AA Clooney cards?

I'm always amazed when consultants tell me they don't like (or want) to sell. Some seem to think the whole sales thing is completely beneath them. Then there are others who say they aren't good at selling. My reaction to both views is, you're kidding, right? You may be the guru in your field, but that won't put a dime in the bank if you can't sell.? Michael McLaughlin My first question, for Mike McLaughlin, "I suck at sales, now what?" A number of executives in the 40's, 50's, and beyond, who've lost their jobs as a result of the recession, will never find a job at the level and income they achieved before the economy imploded. For many of these folks, professional , project based consulting is the best avenue for them to pursue. The only real option available to take advantage of their experience, and maintain an executive level income. One of the most difficult transitions many executives face: developing a sales mindset. Welcome to a Success Strategies Channel podcast on TotalPicture Radio with Peter Clayton reporting. Our guest today on TPR is Michael McLaughlin, founder of MindShare Consulting LLC. This is part one of a two-part podcast focused on the professional sales process: Connect, Collaborate, and Connect. Part 2 of our interview will air February 12th.

If you're like most professionals, you're not comfortable with selling. It's not easy fighting the feeling that hyping yourself is somehow inappropriate. And it's worse when you have to deal with objections, doing presentations, and getting rejections ? or waiting for the phone to ring." Charles H. Green Welcome to a Success Strategies podcast on TotalPicture Radio, with Peter Clayton reporting. When I came across Charles H. Green's article in RainToday (a fabulous sales and marketing resource), I immediately contacted Charlie and asked him share his insights with us. He is founder and CEO of Trusted Advisor Associates based in West Orange, NJ. Charlie is the author of Trust-based Selling and co-author of The Trusted Advisor. Centering on the theme of trust in business relationships, Charles works with complex organizations to improve trust in sales, internal trust between organizations, and trusted advisor relationships with external clients and customers. He is a speaker and executive educator on trust-based relationships and trust-based selling in complex businesses.

Dan Roam is the founder of Digital Roam, a management consulting company that helps business executives solve complex problems through visual thinking. Through lectures, workshops, books, and hands-on projects with many of the world's most influential organizations, Dan has helped teams learn to solve complex problems by relearning how to see. Dan is the author of the international bestseller The Back of the Napkin: Solving Problems and Selling Ideas with Pictures, Business Week and Fast Company's best innovation book of the year - A new book, Unfolding the Napkin The Hands-On Method for Solving Complex Problems with Simple Pictures, was just released, and Portfolio has just published a new expanded edition of Back of The Napkin, in color for the first time. Stay tuned... Dan's interview will air today! Questions Peter Clayton asked Dan Roam in this Success Strategies Podcast: Is Unfolding the Napkin a sequel to Back of the Napkin? Dan, were you a doodler in school? We all know how boring resumes are, I wonder what would happen if you tried to illustrate you background, accomplishments, using the techniques Dan, I do radio. How can your concepts help me communicate to my listeners and my sponsors. Unfolding the Napkin is structured as a 4 day work shop. Why did you take this approach? 4 days is a considerable commitment of time - why should I invest my time in doing this? It evolves from Look, See Imagine to show -- it that order. Why this structure? Have you really been able to get CEO?s to sit down and draw stick figures? A couple of stories I?d like you to share from your book -- giving a presentation to a large financial company last year, right when the market was tanking You pitched McKinsey using lego drawings. Could you share perhaps, one or two success stories with us of people who?ve employed strategies you teach in your books?

"The Days Are Long, But The Years Are Short." Do You Have a Happiness Project? Gretchen Rubin had an epiphany one rainy afternoon in the unlikeliest of places: a city bus. "The days are long, but the years are short," she realized. "Time is passing, and I'm not focusing enough on the things that really matter." In that moment, she decided to dedicate a year to her happiness project. Welcome to a Success Strategies podcast on TotalPicture Radio with Peter Clayton reporting. Joining us from New York City is Gretchen Rubin, the author of The Happiness Project, Or, Why I Spent a Year Trying to Sing in the Morning, Clean My Closets, Fight Right, Read Aristotle, and Generally Have More Fun, (Amazon.com link), an account of the year she spent test-driving the wisdom of the ages, the current scientific studies, and the lessons from pop culture about how to be happy. On Slate, Huffington Post, RealSimple.com, and on her blog, The Happiness Project, she writes about her daily adventures as she tries to be happier. Questions Peter Clayton asks Gretchen Rubin in the podcast: We spoke last March about the Happiness Project which at that time was pretty well along -- what has transpired since then that perhaps has added to your insights regarding happiness? For those not familiar with your book, can you give us a brief overview? Let?s talk about the garden is always greener principle. The are a lot of people who?ve taken radial steps -- like moving across the country or halfway across the word in pursuit of happiness. You looked to improve your life as it existed. Were you successful? Can you share some specifics? Gretchen received her JD from Yale and was editor-in-chief of the Yale Law Journal. She clerked on the U.S. Supreme Court for Justice Sandra Day O'Connor. Obviously, you know how to research a subject. What did you learn in all of the research you did for the Happiness project? In your research did you find any evidence that happiness is hereditary? I want to spend some time talking about your Happiness Project Toolbox, a free online resource anyone can use? you?ll find it at happinessprojecttoolbox.com -- there are 8 tools you?ve created -- including Resolutions, Lists, One Sentence Journal? how did you choose these? One that I find particularly interesting is called Personal Commandments - can you expand on this idea? (One of yours is spend out. What does that mean?) Both you and I have recently interviewed Alexandra Levit, the author on New Job, New You recently (in fact Alexandra and I were discussing recovering lawyers) -- one question you asked her that I?d like to ask you -- Is there anything you find yourself doing repeatedly that gets in the way of your happiness? You have started to embark on a national book tour - as far as I know you?ve held an event in NYC and Boston. What did you hear from the audience? Did any of the remarks surprise you? Do you think the Happiness Project will be a life long pursuit of yours? Are you happier today than you were a year ago? I heard you refer to Twitter as the ?gateway drug? what do you mean by that? Gretchen Rubin received her undergraduate and law degrees from Yale and was editor-in-chief of the Yale Law Journal. She clerked on the U.S. Supreme Court for Justice Sandra Day O'Connor and served as a chief adviser to Federal Communications Commissions Chairman Reed Hundt. For many years she taught a seminar at Yale Law School and Yale School of Management. She lives in New York City. Her popular daily blog, appears on Slate and the Huffington Post and ranks in the prestigious Technorati "Top 2K." There, she recounts her adventures and insights as she grapples with the challenges of how to be happier. She also blogs for RealSimple.com.

How to Create Meaningful Relationships with Executive Recruiters Executive level job search today is frustrating, confusing, and can, at times, be completely demoralizing. People don't return your calls. Even headhunters don't call you back. Why? You have a twenty-year track record. Excellent references. Real accomplishments. You just spent $900 to have your resume rewritten. And still, you can't get arrested. You spend hours submitting your resume to Internet job listings and never get as much as a call-back. In this Inside Recruiting Channel podcast on TotalPicture Radio, Peter Clayton will address these issues with an industry veteran, and get some clear answers. Marc Lewis is Founder & CEO of the Leadership Capital Group. Marc has placed key executives at leading companies worldwide, from Global 500 to private equity backed startups and roll-ups backed by many domestic and international private equity firms. With industry background in finance and technology, he is recognized as an expert on management and human capital trends, quoted in publications including The New York Times, Wall Street Journal, USA Today, Fortune, Business Week, CIO Magazine, Information Week, Computerworld, CNET and Bloomberg.

"Few people consider how or why to change careers. Alexandra Levit's New Job, New You explores the motivation behind successful transitions and teaches you how to follow in the footsteps of others who are living their dreams. Let it guide you to success and joy."?Guy Kawasaki Welcome to a Career Transition Channel podcast on TotalPicture Radio with Peter Clayton reporting. Alexandra Levit is a nationally recognized business and workplace author and speaker. A syndicated columnist for The Wall Street Journal and Metro US, Alexandra has authored several books, including the bestselling They Don't Teach Corporate in College --- How'd You Score That Gig? and Success for Hire. MillennialTweet: 140 Bite-Sized Ideas for Managing the Millennials, was released last September, and her book on inspirational career change, New Job, New You, was just published. The forward to New Job, New You was written by Stephen R. Covey. According to Alexandra, her goal is to "help people find meaningful jobs - quickly and simply - and to succeed beyond measure once they get there." Stay Tuned... Our exclusive podcast with Alexandra Levit will air tomorrow! Questions Peter Clayton asks Alexandra Levit in the podcast: You started your career in Public Releations. In New Job, New You, you write: "I studied communications in college and liked it. I also wanted to make a lot of money and live in a big city." In retrospect, how did your perception synch with reality? Your second act started with writing They Don't Teach Corporate in College - how were you able to find a publisher? New Job, New You is organized by the seven major motivations that lead people to seek career changes?family, independence, learning, money, passion, setback, and talent -- So let's explore some of these -- you interviewed a lot of people to share their stories - are there any that particullarly stood out? It seems there are not many people -- considering the economy -- willing to risk a career change if they currently employed -- what's your advice? A great number of people today, Alexandra, are under-employed -- working in low paying jobs just to keep food on the table. How can you escape? A lot of people are going back to school to get advanced degrees -- what are some strategies you've found for being able to do this financially?

Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton Reporting. Ronald M. Katz is the president of Penguin Human Resource Consulting. He has extensive experience in the areas of Human Resources, Training and Management Development. This podcast is sponsored by Taleo, where Talent Drives Performance.? Talking Points: Part Two podcast interview with Ron Katz Benefits of Workforce Analytics: Calculate turnover Dispel myths or thoughts the company may have believe to be true or accurate Hiring the best people by understanding where the current top performers come from and what common characteristics they share Building talent pools and bench strength by assessing an organizations' talent relative to competencies, career aspirations, and succession readiness Retaining and engaging top performers and high-potential employees by ensuring goal alignment, differentiated compensation plans and providing meaningful development and career opportunities About Penguin Human Resource Consulting Penguin Human Resource Consulting was formed by Ron Katz to train and motivate Human Resource staffers to find better ways to solve the problems they face, from recruiting to managing performance to establishing the credibility of the HR function within an organization. We have over 20 years experience in helping people reach their fullest potential.

"Efficiency is doing things right. Effectiveness is doing the right things...that is sometimes called the definition between management and leadership...to be effective you have to make sure you know where the business is going." Ron Katz Welcome to a special two-part Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. This series is sponsored by Taleo where Talent Drives Performance.? Ronald M. Katz is the president of Penguin Human Resource Consulting. He has extensive experience in the areas of Human Resources, Training and Management Development. Ron is an adjunct instructor at the Cornell University School of Industrial and Labor Relations. For Cornell he teaches Selection and Staffing, Effective Interviewing, and Performance Appraisal and Management. In addition, Ron spent eleven years at the Chase Manhattan Bank, most recently as Vice President in Employee Relations Training. In this role he created and delivered training on Employment Law, Sexual Harassment Awareness, Performance Management, and Effective and Legal Interviewing. Talking Points: Podcast with Ronald L. Katz Ron, when your white paper from 1999 titled ?Recruiting Strategies for Today?s Staffing Trends? was published, the unemployment rate was 4.3% -- how has the recruiting function changed over the past 10 years, as we enter 2010 and a new decade? How have the organizations your company consults with changed over the past several years, regarding employee performance and workforce analytics? Here are a few recurring themes you hear from HR professionals and recruiters I?d like you to address: Disconnect from IT: Denied needed data from officials in other departments Drown in useless data Data is housed in different systems and the systems may or may not talk to one another (i.e. a recruiting system or a talent management system) Let?s shift our focus from data management and IT challenges to C-Suite and Leadership issues frustrating HR departments and recruiters: Budget cuts. Impossible to meet C-level expectations with no $ It seems the story for the past couple of years has gone from less resources to constrained resources to NO resources. So, now HR is dealing with less resources, less people and no money! Not getting business buy-in Succession planning? Really? With no money?

Welcome to a Management Web 2.0 podcast on Total Picture Radio with Peter Clayton reporting. Joining us is the "PeopleShark," Carmen Hudson. Carmen is CEO of Tweetajob, an innovative social recruiting platform. Prior to founding Tweetajob, Carmen was Senior Manager, Talent Acquisition at Yahoo!. She led an award-winning team focused on the strategic application of sourcing programs, including event recruiting, employee referrals, employer branding and sourcing skill development. Her passion includes exploring social media strategies, including targeted network development, open social networking strategies, microblogging, and Web 2.0 applications. Prior to joining Yahoo!, she was manager, Global Strategic Sourcing, for Starbucks Coffee Corporation, where she developed sourcing strategies, recommended resources and tactics to support U.S. retail management hiring. The title of this podcast came from Carmen's presentation at the Social Recruting Summit in New York City last November.

Welcome to a Inside Recruiting podcast on TotalPicture Radio with Peter Clayton reporting. Joining me is the CEO of Pinstripe, Sue Marks. I first learned about Pinstripe at the Social Recruiting Summit last November in New York City. Based in Brookfield, WI, Pinstripe designs and delivers high-performance talent acquisition and Recruitment Process Outsourcing (RPO) solutions for clients in financial services, healthcare, manufacturing, technology, telecommunications, and other industries. Pinstripe can be found on the web at pinstripetalent.com. Writing about Sue Marks in his "100 Top Influencers" series on RecruitingBlogs.com, here's what John Sumser had to say: "Marks is influential in ways that elude other players. As one of the highest ranking (if not the highest) women in the business, she has a unique level of access to a range of players. Never a shrinking violet (remember, she?s a recruiter at heart), Marks is often the point person for sales and marketing in the company. She?s fearless."

Welcome to rewind 09 - Today we?re "rewinding" one of the most popular interviews from last year -- our podcast with George Bradt founder and managing director of PrimeGenesis. Bradt the author of numerous books on Onboarding. This interview is particularly relevant for executives who?ve recently accepted a new position, are currently in a job search, as well as hiring managers, recruiters and HR professionals. Our focus: The Second Edition of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results -. Our conversation with George Bradt first aired in March of 2009, and his feature page in the Career Transition Channel of TPR includes a full transcript of this podcast. And now, The Secret to New Job Success.

Peter: One thing we had talked about last week was the fact that you were telling me that you were getting so many first time job seekers at Netshare who had always been recruited and never had to go out and look for a job ? and we're certainly seeing that here on the East Coast as well ? very highly accomplished, very professional executives who don't have a clue to how to get a job, right? Kathy: Exactly. It's been an interesting phenomenon because in the past, while we used to see that in pockets, the most common would be someone who had been a VP of manufacturing in a particular industry and all that manufacturing had been outsourced, and they were people who had been in their job for 20-some years and now suddenly they had no idea how to find a job. Now we're seeing a younger demographic, as well as people, who have always been recruited, they've always been hunted, they've never been the hunter. It's sort of a brave new world and a scary one. I think it's especially scary and somewhat disorienting when you're a senior executive because you're used to having everybody return your calls and feel like all of a sudden that stopped, and you're used to having people seek you out and you have no idea how to go about creating, even the persona that you once had as a sought after executive. What we try and teach and help people do with Netshare is it's kind of like what we talked about last time, about dead moose on the doorstep idea. The idea is what we want to do is teach people how to build enough presence so they can either find that interim job that will tide them over and help them to bring some income in until things turn around, or they decide that that may be their career, or they find a regular job because that job was created for them. The way you do that ? I mean it's the same principles it's always been in which, in my opinion is really this sort of multi-pronged approach that includes yes, you respond to job listings. Again, there are still job listings, there are still good job listings and you should respond to those, but you should not rely on hearing about openings. You should work on (1) ? the greatest line I heard recently was when someone said, "no matter what your job was before, you're in sales now." And you have to think of it that way, you have to think of it in terms of I'm a product, what's my unique value proposition? What is it that I do? It's not I'm a CFO; it's I'm a person who can take mergers or acquisitions and integrate them properly and make sure ? but it's that skill that runs through all the jobs you've ever had. And in many cases, it's the passion that you've had throughout your career. That becomes your brand or your unique value proposition, whatever you want to call it. A complete transcript of this podcast is on totalpicture.com

Welcome to our career transition channel podcast on Total Picture Radio. This is Peter Clayton reporting. Kathy Simmons is the guiding force behind Netshare and its ongoing evolution as a web-based community for executives who are seeking jobs, as well as opportunities to network with their peers and build a personal brand online. Simmons has made it her mission to help Netshare members harness the Internet to advance their careers. Netshare is a member-based organization dedicated to providing executives and professionals across all disciplines and industries, with quality $100K plus job listings, networking opportunities, and a community of peers for the exchange of strategic information related to job search, professional development and best practices. Kathy, welcome back to Total Picture Radio. Kathy: Thank you, Peter, it's good to be here again. Peter: So my first question is do you have any quality $100K plus job listings? Do those exist? Kathy: We do, and they're not with AIG, however. Peter: That's good! I'm glad to hear that! Kathy: We do have quality jobs. We are getting quite a few jobs. And it's interesting to see that there are certain areas ? this is such a schizophrenic kind of market right now in the sense that there are areas where you're seeing quite a bit of pick up; for example, we're also running face to face networking meetings. When I go to the meetings in Dallas, there is a lot more activity in Texas. What's interesting, I think, is the big upsurge in very good consulting and interim level positions. And I think that's a trend that we're going to be seeing for awhile, certainly until the economy recovers some. (You'll find the complete transcript on totalpicture.com

All of a sudden you realize you?re just shoveling money out the window with no real return on investment that you cal tell because you?re sending people to retail, you?re sending them to the website? with all the viral networking ? and that?s where you?re totally right, that I started HeadBlade before any of that kind of existed but now getting back to it, I realize that most of the return on investment we have is word of mouth, we have an affiliate system and our web stuff. I had a friend, Christine Destefano, who?s great at networks, social media. Last month, she kind of helped me out with ramping back up on the Facebook, Myspace stuff. Eventually I realized wow, this is so impactful! I need to hire somebody ? not a PR firm, not an outside company; I need to hire somebody that is an extension of me. I put up an ad on Craigslist for a network social marketing person and this is two weeks ago, and we got the usual allotment of a hundred applicants. Some people were lawyers, some people were actors, also they?re all brilliant network, social media people. There was one guy out of Indiana who had blogged about HeadBlade before, who?s a HeadBlader for five years, who actually tweeted me four months ago when I set up the Tweet thing and I was like oh and somebody else bothering me? He actually created a website called ?Hire me HeadBlade? within a day of us putting out the ad. And then within three days, he had other people blogging about what he was doing and I thought about it as I was going through some of the resumes and I was like I?m advertising for a job that everybody that?s applied for it has the tools to show me what they can do, yet this guy, Eric Romer, is doing it. He?s already on all these mediums, he?s talking about HeadBlade and we flew him in and we hired him last week. Peter: It?s a perfect story. I mean it really is and here?s somebody who loves your brand and the way he went about getting this job ? it?s exactly the way you wanted? Why do you want to sit and look at a resume? You don?t want to look at a resume. That doesn?t mean anything to you, right? Todd: Oh yeah, and plus, my time ? why is it my job to look for that needle in the haystack when you have a little Horton hears a Who out there. He?s out there blowing his horn, trumpeting, and I see it, and it?s like I can?t deny how brilliant it was that he did. And if he can do this...

Welcome to Rewind 09 - for the next couple of weeks here on TotalPicture Radio, we?re replaying some of the most memorable podcasts from 2009 - Today: David Meerman Scott, the author of four books on marketing. The focus of this podcast, recorded in April 2009, is on David?s best selling book titled World Wide Rave: Creating Triggers that Get Millions of People to Spread Your Ideas and Share Your Stories - Want an example? How about the dentist who wrote an e-book called "Healthy Mouth, Healthy Sex." As a result of her ?world wide rave? she got tons of new patients. I had an opportunity to interview David last year at PodCamp3 Boston ? a podcast titled You and Me: Interrupted? I don't think so. The interview is in the Success Strategies channel and I encourage you to check it out. David?s latest book is titled World Wide Rave: Creating Triggers that Get Millions of People to Spread Your Ideas and Share Your Stories and since David launched the new book at South-by-Southwest, he?s taken the book on a world-wide tour to prove the concept. "A World Wide Rave is when people around the world are talking about you, your company, and your products. Whether you?re located in San Francisco, Dubai, or Reykjavík, it?s when global communities eagerly link to your stuff on the Web. It?s when online buzz drives buyers to your virtual doorstep. And it?s when tons of fans visit your Web site and your blog because they genuinely want to be there." David M. Scott Talking Points First - how do you define a World Wide Rave? Can you share with us some of the principles you?ve used straight from your book to promote your book? You had a WWR tweetup at NASDAQ? How did that happen? I was telling someone in my age group - a boomer about this I was in San Diego recently and interviewed the CMO of JobAngels Cheree Klimek. I thought about your book when I was speaking with her, because JobAngels was created by one Twitter tweet posted by Mark Stelzner, an HR consultant in DC. On you worldwiderave.com You?ve chronicled some Rave success stories - give us a sample. The Six Rules of the Rave you outline in your book - I?d like you to ellaborate on a couple of them First Nobody cares about your products (but you) Loose Control (we touched on this topic the last time we spoke) ladies and gentleman in corporate PR you do not control the message. I?m sorry. It?s over. Create Triggers - certainly the tweet that launched JobAngels is a trigger - can you give us some other examples. The very last piece of advice in your book is ?Quit Your Job? a rather audacious statement in this economy. However I share the pain you write about because I hear it everyday.

"JobAngels mission is to help bring people together in a community setting where each person commits to a single goal: to help just one person find gainful employment. That person can be a friend, a family member, a colleague or a complete stranger. All it takes is one person helping one other person find a job. We are nimble, innovative, determined and impassioned to drive this movement and develop a fully operational non-profit entity that enables a new generation of talent networking that is both meaningful and results-oriented." The good folks at ERE gave Charee Klimek the main stage at ERE Expo in San Diegoto tell the remarkable story of JobAngels - how one compassionate "Tweet" on Twitter gave birth to a national movement to help put people back to work. Simple, sincere, and profound. I was able to catch-up with Charee after her presentation to share her story in this Leadership podcast on Total Picture Radio.

"We don't just send the (press) releases. We spend time studying and measuring the results. We talk with our customers about their experiences using these services. We follow industry throught leaders in the merging fields of public relations, marketing, social media, search engine marketing (SEM) and search engine optimization." - Kevin Grossman, president, HRMarketer Kevin Grossman Welcome to a Success Strategies channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is Kevin Grossman, president of HRmarketer.com. Kevin has over twenty years of marketing communications experience working in the human resources and recruiting services industries, high-tech, and higher education. In this podcast, Kevin and I discuss the most interesting and important data points resulting from the new HRMarketer.com Article titled "Making Sense of Your Press Release Distribution Options. Questions for Kevin Grossman: HRMarketer has distributed thousands of press releases so I'm hoping you can help make sense out of what has become a very confusing and crowded space of competing products - from premium services such as Business Wire to free press release distribution services -- how do you go about selecting the best service? HRMarketer has stopped using the free press release services, why? A service I've used often to promote my guests on TotalPicture Radio, and an organization you're affiliated with is PRWeb. But even here, using PRWeb directly, I can spend anywhere from $80 to over $1000 -- how do you determine which level is most appropriate? Help me understand the difference between the major services: PR Newswire, Business Wire, PRWeb, and Marketwire -- how do you determine which will be most cost effective for the audience you're attempting to reach? As you write in your article, "it all starts with content." If you've ever scanned the press release services, you realize the amount of crap pushed out on a daily bases. What advice can you share with us? Have you found certain days are better than others for distributing your release? (Is Tuesday better than Friday) I'd like to have you review some of the best practices you write about. A lot of people think once the release has been published, the work is done. How do you go about search engine optimizing a release? What additional advice can you share regarding press release distribution?

"Fertility rates are dropping and the number of older people is rising. And that's going to change the world." "This recession has been more than just an economic downturn. Almost every institution you can think of is going through some kind of structural change at the moment. Change that is going to change some of the basic rules for success in each industry... We're not going to go back to normal after the recession is over." The 2 part interview series on TotalPicture Radio is based on Dr. Codrington's article, titled "After Shock: the five trends disrupting business in the next 5 years." Graeme is an expert on ?seeing the world through other peoples? eyes?. As a recognized international expert on generations and the future of work, Graeme has ten years of experience in demonstrating how you can connect better with your staff and customers. He has worked with diverse companies around the world, lectures at four top universities, including the London Business School and has a doctorate in business administration.

The T.I.D.E.S. of Change, Part 2: What Do You Need to Know to Be an Winner in the New Normal? "This recession has been more than just an economic downturn. Almost every institution you can think of is going through some kind of structural change at the moment. Change that is going to change some of the basic rules for success in each industry... We're not going to go back to normal after the recession is over." Dr. Graeme Codrington Welcome to part two of our special Leadership Channel Podcast on TotalPicture Radio featureing Dr. Graeme Codrington, one of the founding partners of TomorrowToday, based in London, England. This is Peter Clayton Reporting. Our guest is the author of the article, titled "After Shock: the five trends disrupting business in the next 5 years." and an expert on ?seeing the world through other peoples? eyes?. As a recognized international expert on generations and the future of work, Graeme has ten years of experience in demonstrating how you can connect better with your staff and customers. He has worked with diverse companies around the world, lectures at four top universities, including the London Business School and has a doctorate in business administration. He is also an entrepreneur, having successfully been involved in building an IT start-up and selling it before the crash, and now is one of the founding partners of a global consulting firm, TomorrowToday. Questions for Dr. Graeme Codrington: The second key driver you highlight is institutional change. What do you mean? (I mentioned to someone that Linkedin Questions provided a platform for a free focus group - which brought up a discussion Chris Anderson's book Free). One industry you focus on is banking ? "both retail and investment ? is also a great example of an industry that is about to experience massive regulatory change." The third of the five TIDES of change is demographics - specifically the aging population. Is this a global phenomenon? The 4th wave on your list is Environment and Sustainability. The UN sponsored conference on climate change in Copenhagen is wrapping up as we're recording this, and it has about as much consensus as the health care bill does here in the states. You touch on the fact that the gen y population wants to work for ethical corporations. The final TIDES of change is shifting social values. How so? What practical steps can we take to not just respond to these changes, but embrace and benefit from them? Dr Graeme Codrington is an expert on the new world of work and multigenerational workplaces. As a writer, speaker and strategy consultant, he has helped thousands of leaders improve their organizations by understanding the new world of work and effectively influencing their key staff and customers. His unique style blends cutting-edge research, thought leading insights with humour and multimedia-driven presentations and workshops. Speaking internationally to over 100,000 people every year, he has shared the platform with the likes of Edward de Bono, Jonas Ridderstrale, Sir Ken Robinson and Neil Armstrong, and was recently voted ?Speaker of the Year? by the Academy for Chief Executives. His client list includes some of the world?s top companies, and CEOs invite him back time after time to share his latest insights. Graeme is a visiting professor at four top business schools, including the London Business School. He has a Doctorate in Business Administration and three best-selling books published by Penguin. Graeme is the co-founder of TomorrowToday, a global consulting firm with a successful track record of helping companies connect with their most valuable customers and talented staff, in a manner that drives down costs and increases sales. Graeme?s breadth of knowledge and expertise makes him highly relevant in today?s rapidly evolving business world. He has formal qualifications in business administration, accounting, theology and sociology, and a wide range of business experience, from articles at KPMG to an IT startup, and professional musician to strategy consultant. His experience and depth of knowledge combine together with his conversational and humorous presentation style. He ensures that participants from all levels of the organisation leave his sessions inspired and equipped to immediately apply what they have learnt for lasting impact in their companies.

Guerrilla Marketing for Job Hunters 2.0: 1,001 Unconventional Tips, Tricks and Tactics for Landing Your Dream Job "In the new economy, jobs are temporary. That means you need to be permanently looking for your next opportunity." David Perry David Perry is managing director of Perry-Martel International, one of North America?s top executive , recruiting, and placement firms. He is the author of numerous career book, the latest being Guerrilla Marketing for Job Hunters 2.0: 1,001 Unconventional Tips, Tricks and Tactics for Landing Your Dream Job (link to Amazon.com). As a recruiter, he recently made his 1000th executive placement. He?s been quoted in The Wall Street Journal, the Boston Globe, and on TV as an employment analyst for NBC, ABC and CBC News in Canada.

Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton Reporting Joining us today is our good friend and frequent contributor to TotalPicture Radio, David Perry. David is managing director of Perry-Martel International, one of North America?s top executive , recruiting, and placement firms. He is the author of numerous career book, the latest being Guerrilla Marketing for Job Hunters 2.0: 1,001 Unconventional Tips, Tricks and Tactics for Landing Your Dream Job (link to Amazon.com). As a recruiter, he recently made his 1000th executive placement. He?s been quoted in The Wall Street Journal, the Boston Globe, and on TV as an employment analyst for NBC, ABC and CBC News in Canada. Questions for David Perry What's changed, David, in how a professional -- executive or manger conducts a job search today -- versus even 2 or 3 years ago? You're based in Ottawa, CA - does the unemployment rate in Canada mirror what's happening here in the US? You and your business partner, Kevin Donlin have launched a Put America Back To Work initiative -- can you tell us about this initiative? You've been traveling around the country promoting your book and the Put America Back To Work initiative -- what have you being hearing from job seekers? What would be the top of your FAQ list? One city you travelled to is Detroit. They have what -- a 22% unemployment rate? Three Rs of successful job hunting. With the explosion in unemployment has come an explosion in career books. What makes yours unique? How is your book organized? Why a second edition?

Good Intentions Gone Wrong? Communications Coach Jean Brown Assesses the Launch of ZoomInfo's FreshContacts Promotion Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. We're happy to have back on the program Jean T. Brown, communications expert and partner with New York City based MacKenzie Brown, LLC. Jean works with senior executives, managers, and partners of many Fortune 500 companies and law firms. She recently participated in the "Onboarding Experts Series" here on TotalPicture Radio, and I asked her to share her advice regarding the recent "dust-up" regarding Zoominfo and their FreshContacts initiative. Last week, I published a Linkedin Question to my network regarding ZoomInfo's launch of a new initiative to help, (according to their press release), "job seekers looking to identify, research and connect with innovative companies and their hiring managers." I've found Linkedin Questions to be an excellent resource for engaging my community, and have consistently been impressed by the responses I've received. Those of you familiar with our interview with Sam Zales, the president of Zoominfo, know the responses we received through Linkedin regarding FreshContacts were immediate and overwhelmingly negative. Here is the Linkedin Question: I'm recording a podcast interview with Sam Zales the president of ZoomInfo tomorrow - they recently opened their database (for a limited time), to anyone willing to share their Outlook contact list - this is accomplished through a plug-in you download. Here's a link to the press release: What should I ask Sam? Would you be willing to swap your Outlook contacts for 2 free month's access to ZoomInfo's database? Do you have privacy concerns related to this offer? Thanks for your suggestions. Questions for Jean Brown I know you've had an opportunity to listen to the interview with Sam Zales, the president of Zoominfo, as well as read the comments from Linkedin members to my posting. It seems to me this is a situation of good intentions that have gone terribly wrong. If you were advising Zoominfo, what would you be recommending they do? Hindsight is always brilliant. However, they clearly must not have anticipated this level of negative reaction to this effort. Now, they've done a beta program for the past couple of months that was very positive, from what I've been told. If you had been working with them since the inception of the program how would you have approached launching Fresh-Contacts? I'm going to ask you to do a mini "mastering the media" session with me: Overall, how do you feel Sam did in our interview. If you were giving him a grade, what would it be? Do you think he should have responded to any of my questions differently? What recommendations would you have for future interviews? One of the respondents to my Linkedin Question was a VP at Zoominfo, Chip Terry. I thought it was a good move for him to join the conversation. Did he set the right tone? What are some general takeaways from this we can all learn from?

Welcome to a the first of a two-part Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. Several days ago, Mike Ramer, (Ramer Search Consultants) sent me this DM over Twitter: Hi Peter, Have you seen this article? One of most thought-provoking & insightful I've read this year." The link led me to TomorrowToday's blog and "After Shock: the five trends disrupting business in the next 5 years." Our guest is the author of the article, and an expert on "seeing the world through other peoples' eyes". As a recognized international expert on generations and the future of work, Dr. Graeme Codrington has ten years of experience in demonstrating how you can connect better with your staff and customers. He has worked with diverse companies around the world, lectures at four top universities, including the London Business School and has a doctorate in business administration. He is also an entrepreneur, having successfully been involved in building an IT start-up and selling it before the crash, and now is one of the founding partners of a global consulting firm, TomorrowToday. As the world slowly emerges out of recession over the next few years, it will become increasingly clear that this was more than just an economic downturn. Disruptive forces are significantly reshaping the world of work. Some of these changes have been brewing for a decade or more ? and now this recession has exacerbated their influence and speeded up their effects. Companies that have survived the downturn need to shift their focus to surviving the upturn. We are not ever going to ?get back to normal? ? a new normal is emerging for everyone, everywhere." Dr. Graeme Codrington.

Meet the "Employee of the Month" Todd Greene, Founder and President of Headblade "I rented this booth on Venice Beach... I had 500 Headblades, my ex-wife was there, we had a couple of friends, the girls in bikini's on their roller blades, so I thought 'okay, I'm going to sell my 500 Headblades here, this is where I'm going to do my worldwide introduction of Headblade'... At the end of the day, I looked at my ex-wife and said 'I don't know why I'm doing this... we sold 8 Headblades,' and she said, 'you have to look at the bright side of the story, you sold 5, more than everyone else combined.' And I looked at her and said, 'what am I going to do with that? I'm employee of the month?" Todd Greene. Welcome to an Entrepreneurs channel podcast on TotalPicture Radio with Peter Clayton reporting. Todd Greene is the inventor and founder of HeadBlade, based in Los Angeles, CA. Before starting his head care company, Todd worked for a variety of blue-chip companies, including the elite idea breeding ground of Disney Imagineering. His work history has included positions in fundraising new business development, web content production, product design and conceptualization. The HeadBlade razor is now in the permanent collection of the Museum of Modern Art in New York City; and now, the razor is available just about anywhere shaving products are sold. Your background includes a stint at Disney Imagineering - why did you decide to leave corporate life and start your own business? The "bald look" was not as popular 10 years ago as it is today. (Think about Andre Aggasi) How were you able to get funding? What was the biggest challenge you faced when starting your company? How long did it take you to get to positive cash flow? If you were to start Headblade today, what would you do differently, if anything? Which brings us to this? Todd, there's been a lot of conversation regarding the need for small business loans to help get our economy - and jobs - back on track.. If you were going to start your company today - what do you think would be easier - and what would be harder? Your razor looks like a roller skate with a razor attached. The HeadBlade in the permanent collection of the Museum of Modern Art in New York City - how did you come about the design? Let's talk about marketing -- anyone who's ever been involved in packaged goods knows the battle for shelf space in retail. How have you been able to get your product in stores? Do you use social networking sites -- Facebook, Twitter - to help build your brand and market your product? How has your web site evolved, and how important is it today in your marketing? Do you advertise in mainstream media? \What advice would you give someone dreaming about launching a new product and starting their own business?

Welcome to a Success Strategies channel podcast on TotalPicture Radio. This is Peter Clayton Reporting. Timothy Ferriss, nominated as one of Fast Company?s ?Most Innovative Business People of 2007,? is an angel investor and author of the #1 New York Times, Wall Street Journal, and BusinessWeek bestseller, The 4-Hour Workweek, Escape 9-5, Live Anywhere, and Join the New Rich (Amazon.com link), has been sold into 35 languages. An expanded and updated edition of Tim's book was just published -- and not exactly on the date he thought it was going to be published. More on that later... Questions for Tim: Tim, you've had a interesting week involving the implementation of Plan B - Give us an update. How did you come up with the title "Four Hour Workweek?" How did you promote "Four Hour Workweek?" when it was first published? What did you find were the most effective promotional tools? It seems to me the book publishing has become very similar to launching a feature film. You have only a few major players - and if your book doesn't catch on in the first week or two - it disappears from the shelfs of B&N, Boarders, and Walmart. You created a label for your book -- lifestyle design. Can you explain that to us? Timothy Ferriss, nominated as one of Fast Company?s ?Most Innovative Business People of 2007,? is an angel investor and author of the #1 New York Times, Wall Street Journal, and BusinessWeek bestseller, The 4-Hour Workweek, which has been sold into 35 languages. He has been featured by more than 100 media outlets, including The New York Times, The Economist, TIME, Forbes, Fortune, CNN, and CBS. He speaks six languages, runs a multinational firm from wireless locations worldwide, and has been a popular guest lecturer at Princeton University since 2003, where he presents entrepreneurship as a tool for ideal lifestyle design and world change.

Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. Total Picture Radio has formed a strategic alliance with The Institute for Corporate Productivity i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Mark's latest TrendWatcher is titled Plato, Competencies and the Ideal Employee, reporting on a Talent Management Competencies Survey i4cp conducted. Maybe you have a vague recollection of Plato from your college days. You know, the Greek philosopher who believed in the existence of some ideal world that's separate from our physical world? He is, of course, the source of the term "Platonic ideal." Whether we know it or not, most modern managers have a Platonist streak in them, a streak that often shows up in the way we think about talent these days. The term "talent" is in itself a useful abstraction, shorthand for employees who have the kinds of skills, potential, attitudes and values that companies need to succeed. It suggests that a lot of organizations have an ideal employee in mind when it comes to their labor needs. In fact, in a recent i4cp study that was requested by one of our member companies, four of five respondents indicated that their organizations have a sophisticated notion of the characteristics of that ideal employee. That is, their companies have identified a set of competencies that people throughout the organization need in order to be effective. Our Talent Management Competencies Survey also found that, among the large majority that have such a set of competencies, 70% said that those competencies apply to all positions, not just leaders or high potentials.

Welcome to a special Career Transition channel podcast on Total Picture Radio with Peter Clayton reporting. We're delighted to have back with us today a frequent contributor and nationally-recognized expert who designs and personally implements swift, strategic, and customized senior level executive job search campaigns Debra Feldman. Debra is the JobWhiz - executive talent agent. Traditionally, the holiday season is the most active networking time of year with lots of social gatherings, printed greetings and gift exchanges. The explosion of social media has dramatically impacted how we network year-round. Take the opportunity now to expand your connections using the variety of social networking platforms which enable you to keep up with your existing contacts and establish new relationships on a continuous basis. Questions for Debra: Debra, most people shut down their job search over the holidays, however you suggest this is the best time of the year to network, how so? How does the "hidden job market" work? Offline, what are the best places to network? Online, what sites produce the best results for job seekers in your opinion? You believe the holidays present a great excuse to reconnect with people you've not seen or spoken to in a long time. How do you recommend they do this? Email? Card? Linkedin? Facebook? Quoting from your blog post on Holiday networking "Networking anytime should be relationship-driven for mutual benefit, not transaction-oriented." How can you encourage people to refer you without seeming pushy? What other advice can you share to help keep your spirits up during the holidays if you're out of work?

"Talent Synchronicity is the momentum established when business and talent strategies intersect. When clarity of vision and collective action work together to advance efforts toward sustainable results." Susan Burns Is social recruiting just another sourcing tool?a way to promote job postings and find potential candidates? Or is it a pathway to building a sustainable talent community and another tipping point in the evolution in recruiting? The tools we have access to today deliver benefits that you won?t find through other sourcing vehicles. Harnessing the true power of social networking is about active talent communities. Talent communities provide a forum that enhances the relationship between candidates and your brand by inviting talent to engage in conversation rather than transactional activities and messaging. Questions for Susan Burns: A lot of people in corporate America look at all the buzz surrounding social networking -- especially Twitter -- and roll their eyes with comments like: This is all hype - how is Twitter going to make me money? What's your take? The terms Social media and social networking are used interchangeably. How do you differentiate the two? Especially in recruiting? In your presentation at the Social Recruiting summit, you talked about building "talent communities" - can you share with us some direct benefits you've seen in developing these communities? When talking about collaboration and innovation, one example you gave at the summit is a site called innocentive.com can you share some of its story with us? A bullet-point from one of your slides stated: "Complexity is the new reality - deal with it." How has recruiting changed in the last 5 years? From the recruiters perspective? From the Job seekers perspective? At you session you had the audience divide into 2 groups: one from a job seekers perspective, and one from an organizations perspective. What did you discover from this exercise? While we're on the topic, what did you learn at the Social Recruiting Summit? If you were in a job search today, how would you approach the process in what is obviously a very challenging environment? What haven't we discussed that you would like to share with the audience?

It all started innocently enough. I received a press release from ZoomInfo with a request I record an interview to promote their new FreshContacts offer: WALTHAM, MA--(Marketwire - December 8, 2009) - Helping put America back to work, ZoomInfo, the world's most comprehensive source of business information on people and companies, today announced a new resource for job hunters. Available immediately, FreshContacts provides free access to job seekers looking to identify, research and connect with innovative companies and their hiring managers. Providing actionable intelligence on prospective employers, FreshContacts can drastically shorten the time it takes for many job seekers to find employment? Read the complete press release. So here's the deal. To get access to ZoomInfo's database, you must allow ZoomInfo access to your Outlook contacts, via a application you download from ZoomInfo's web site. Now, here's their pitch: "You may be wondering why ZoomInfo has agreed to give away a 2 month subscription for FREE. Well, it's a simple win-win situation: you get the value of the ZoomInfo database of 45 million professionals at 5 million companies, and in exchange, you allow your contact records to improve the size and quality of the database, which in turn helps everyone else who is using it! " I found one of their bullit points to be particularly disturbing: "Contributions to the database are totally anonymous - they are not traceable back to you." Okay. I've found Linkedin Questions to be a goldmine. This is a free focus group, all you marketing people! So I published the following question: What do you think of ZoomInfo's FreshContacts initiative? (Interviewing their CEO) **Correction: Zales is president of ZoomInfo) I'm recording a podcast interview with Sam Zales the president of ZoomInfo tomorrow - they recently opened their database (for a limited time), to anyone willing to share their Outlook contact list - this is accomplished through a plug-in you download. Here's a link to the press release: What should I ask Sam? Would you be willing to swap your Outlook contacts for 2 free month's access to ZoomInfo's database? Do you have privacy concerns related to this offer? Thanks for your suggestions. Questions for Sam Zales (thanks to all the Linkedin contributors, see a list of responses below) Sam, let's start by addressing the primary concern most people have: harvesting my personal contacts from my Outlook database. David van Toor put it this way: "The people who gave me their business cards did so (I believe) on the implicit contract that I would use the information on it for my purposes only, and not for the sale (however executed) to other companies." Your response? Can you describe for us exactly how this application, "FreshContacts Swapper" works? Is this plug-in authorized by Microsoft? Why have you decided to extend this offer? What's in it for you? What's in it for those who participate? How will access to ZoomInfo help job seekers? According to your press release, you've had a beta program -- what has the feedback been with your beta testers? Another reaction from the Linkedin responses -- the reason you are doing this is ZoomInfo's information is inaccurate and outdated -- to the point of being useless. How do you respond to this? Why use ZoomInfo when a simple Google search will often times provide me with more accurate data? What haven't we discussed that's important for listeners to know?

Welcome to a Success Strategies Channel podcast on TotalPicture Radio with Peter Clayton reporting. Joining us is Sonya Hamlin, president of Sonya Hamlin Communications, a nationally recognized expert in many phases of communication. Sonya's major focus is on business communication --both verbal and visual. She conducts seminars worldwide and consults privately with CEOs and senior executives in many corporations - she is the author of several books on communication skills, including How to Talk So People Listen Connecting in Today's Workplace. Sonya was on TotalPicture Radio back in October, and I asked to to come back because her areas of expertise really take on a life of their own when there is so much stress and uncertainty in the workplace.

Welcome to an Inside Recruiting channel podcast on TotalPicture Radio with Peter Clayton reporting, and welcome back for our third installment of my conversation with John Sumser, the founder of Two Color Hat -- John's company provides product analysis, market segmentation, positioning, strategy and branding guidance for the Recruiting Industry and Human Resources Field. In our final installment, John describes three new productivity tools he's been using.. Evernote, Prezi, and SugarSync. "These are all examples of what cloud computing looks like when it gets to you."

The Things You Need to Know to Be a Great HR Leader "In today's environment one of the most important skills you can have to be a great HR leader is contract negotiation." John Sumser Welcome to an inside recruiting channel podcast on TotalPicture Radio with Peter Clayton reporting, and welcome back for our second installment of my conversation with John Sumser, the founder of Two Color Hat -- John's company provides product analysis, market segmentation, positioning, strategy and branding guidance for the Recruiting Industry and Human Resources Field. Today, we'll discuss the takeaways from the Social Recruiting Summit in New York, John's observations of what it means to be an HR leader today, and the launch of his new venture called HRExaminer.

At the Social Recruiting Summit in New York, John Sumser discussed the early adoption chasm which exists in social media -- specifically as it relates to recruiting and HR. Here's the blurb from the Social Recruiting Summit web site. "There seems to be a gross disconnect between the people who are using social media and the people who are actually executing the profession. Is this normal? What should we expect next? Will today?s celebrities be tomorrow?s has beens? Does the echo chamber blind us to the truth? Do prior internet revolutions offer any insight? John is the founder of Two Color Hat -- which provides product analysis, market segmentation, positioning, strategy and branding guidance for the Recruiting Industry and Human Resources Field. In a past life, John sold doughnuts door-to-door. I sold vacuum cleaners. Maybe that's why we get along so well. John has been writing an excellent series for RecritingBlogs.com called the 100 Top Influencers, and is launching a new venture called HRExaminer. Questions for John Sumser (Part 1) John, how would you define social recruiting? You showed a graph called the "technology adoption curve" in your presentation in New York with a large chasm in it. Can you share your perspective? You keep hearing at these conferences that Linkedin is disinter-mediating the traditional job boards -- the Monster's of the world. What's your opinion? How is social recruiting currently impacting the recruiting industry? If you making a living as a recruiter, how would you approach social media and how much time would you invest in it? If you were looking for a job and wanted to connect with recruiters in your field, what would your approach be?

Welcome to an Online Savvy Channel podcast on TotalPicture Radio with Peter Clayton Reporting. Joining me today is Jeff Berger, Co-Founder and CEO of KODA, based in San Francisco, CA. I met Jeff at the recent Social Recruiting Summit in New York -- KODA provides an interesting platform for connecting universities, young professionals, and companies. According to their web site, KODA launched its beta site on May 27, 2009. The initial release included a platform that allows emerging talent and smart companies to go beyond the resume or traditional job posting. More professional than Facebook but more personal than LinkedIn, KODA showcases talent profiles and employer profiles that allow both sides of the hiring equation to get to know each other. Since then, KODA has continued to evolve and launch new features, including: An Explorer page to help you find new jobs and internships, popular companies, non-profits, and even jobs that you never imagined existed Easy sharing of any page of KODA via Facebook & Twitter A simple way to download your profile in PDF format for emailing or applying to jobs Compatibility with international locations, which you can now add to your profile's "Locations of Interest" Smarter logic to suggest companies that are likely to be right for you as you explore KODA Questions for Jeff Berger Okay - the elevator pitch Jeff: What is KODA and what problem does your service solve? How does KODA help young professionals connect with companies to find jobs? How is this different from Linkedin, or Facebook? From your perspective, how has Linkedin and Facebook impacted the traditional job boards? Is KODA a direct competitor with the Monsters and CareerBuilders out there? The term Social Recruiting is the new buzz with recruiters. How do you define it? You talk to most recruiters and they'll tell you the passive candidates -- the A players they're looking to recruit are not hanging out on Twitter or Facebook looking for jobs. How are you helping universities and colleges connect their students with potential employers? Will KODA replace traditional college job fairs in your opinion? You launched KODA in the middle of the worst recession since the great depression. Unemployment, as you know, is at a 26 year high. -- What impact has the current economy had on the entry-level and early career professionals you focus on? Am I correct to describe KODA as a network? How are you attracting Universities like URI to partner with you? What do they find attractive about the KODA concept? What were your impressions /takeaways from Social Recruiting Summit in NYC? What did you learn at the Summit? Why did you choose to sponsor the event? I thought your SuperBowl promotion was very clever. Can you tell the audience the concept, and how it related to KODA? Your company is based in SF, with an office in NOLA... why New Orleans?

've been chasing Laurie Ruettimann from conference to conference for over a year. I've lost count of the number of people who've said, "you need to interview Laurie." Trying to track down people in places like the Morial Convention Center in New Orleans, LA is not only tiring, it's ridiculous. I needed a Segway with GPS or a golf cart to get around at SHRM. Finally, there was an event last week in New York City scaled for human interaction. It was held at a Comedy Club. (Comix, to be exact). It was great, in a great location, and Laurie was the ring-leader, and moderator. She also confided "You don?t even realize how much work it takes for me to stand in front of people and talk. Executive leaders like Jack Welch have coaches and corporate communication teams to make them look great. I have a mirror, a flip camera, and a prescription for Xanax."Laurie did a fantastic job and I was able to corner her just long enough to set-up a time to record this podcast. Of course, one of the real advantages of "appearing" on TotalPicture Radio is the following: As long as you can string a few words together in a semi-coherent fashion no one will know if you look so bad you would scare your own mother. Radio is always beautiful!

When Gen Y'ers were in their most formative years - 11 to 16, we were a world obsessed with terrorism. The adult conversations, the evening news, were around Columbine and 9/11. Events that were inexplicable and random. So a lot of the conceptual model that has been developed in Gen Y is one of random events. And if you think logically, how would you live your life if you had a random mental model?" ? Tammy Erickson Welcome to a special Inside Recruiting Channel edition of TotalPicture Radio, with Peter Clayton reporting. The Onboarding Experts Series is sponsored by PrimeGenesis. Founded in 2002, PrimeGenesis? mission is singular: use executive onboarding and facilitated transition acceleration to help new leaders and their teams deliver sustainable, Better Results Faster. Tamara J. Erickson is both a respected, McKinsey Award-winning author and popular and engaging storyteller. Her compelling views of the future are based on extensive research on changing demographics and employee values and, most recently, on how successful organizations work. Well-grounded and academically rigorous, fundamentally optimistic, Tammy?s work discerns and describes interesting trends in our future and provides actionable counsel to help both organizations and individuals prepare today. Tammy Contributed to chapter 11 of Onboarding titled; "Speed development of Important Working Relationships" Tammy has co-authored numerous Harvard Business Review articles, including the McKinsey-Award winning "It's Time to Retire Retirement" (March 2004) and the book Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent, published by Harvard Business School Press (2006). She has recently completed a trilogy of books written to each generation in the workforce: Retire Retirement, Plugged In, What?s Next, Gen X? Keeping Up, Moving Ahead and Getting the Career You Want, will be available in early 2010. Her blog "Across the Ages" is featured weekly on HBSP Online. Questions for Tammy Erickson We?ve done a number of interviews on cross generational differences, but none focused on the topic of Onboarding. You describe in Onboarding the differences in onboarding across 4 generational cohorts: Traditionalist, Baby Boomers, Gen X and Gen Y -- how are these defined? Boomers comprise those born between 1946 to 1960 there?s a big difference between a 60?s boomer and a boomer from 1946. In fact the late 50?s and 60?s boomer resents being categorized as a boomer, am I right? You did a HBR Ideacast a while back where you talked about Gen Xers being mad as hell that boomers weren?t retiring. Tammy, that interview was done when most boomer?s retirement accounts were still reasonably intact. Cut to 2009. How does that attitude -- that the older boomers should retire already play into -- onboarding a boomer? So tell us about Gen X, Tammy. Many of this generation are finally getting senior roles. What different about onboarding them? Gen Y (video games and risk taking) A number of your bullet points in Onboarding relate to gen Y and parental involvement in recruiting of Gen Yers - can you share some of these with us? You spend a great deal of your time traveling and giving keynote speeches. What are you hearing from your audiences? What?s top-of-mind with executives and managers today? From your perspective how has the recession impacted the onboarding process? Anything you would like to add/share?