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?

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Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. David Lee is the founder of Human Nature At Work. He is an internationally recognized authority on organizational and managerial practices that optimize employee performance. David has written extensively about the emotional side of onboarding. He preaches the importance new leaders feeling welcomed, comfortable, secure, proud, excited, inspired, and confident. David contributed to chapter 10 of Onboarding, titled Make Positive Impressions. Questions for David Lee That is a nice string of adjectives I used in your introduction. Isn?t getting a new job in this economy reward enough? Your guest expert segment in Onboarding is titled ?David Lee on the Emotional Side.? To paraphrase Tina Turner ?What does emotion got to do with it?? when it comes to executive onboarding? You presented some of your thoughts, based on what you?ve heard from a couple of good companies including Ritz Carlton and Southwest Airlines - can you share some of those, and perhaps expand a little bit? One piece of advice you give is ?ask your new employees for feedback on what you can do to create a more emotionally engaging onboarding experience. Perhaps you?ll get an honest appraisal from a very senior level executive - but can you really expect that from a mid-level manager?

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As Senior Director, Worldwide Employee Learning and Development at Sun Microsystems, George Selix lead a cross-disciplinary world-wide learning and talent development team responsible for Onboarding and new hire program development. While at Sun, he was in charge of building an interactive learning environment that taps into learning, books, videos, blogs, and third-party resources. Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. George Selix is Consultant and Principal Human Research Development Researcher at Mile High Research, LLC. He is Nationally recognized for solving complex human performance problems for companies with a large footprint and diverse workforce. George contributed to Chaper 9 of Onboarding; Make Your New Employee Ready, Eager, and Able.

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Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Communications expert Jean Brown, partner with New York City based MacKenzie Brown, LLC works with senior executives, managers, and partners of many Fortune 500 companies and law firms. Jean contributed to chapter 8 of Onboarding, titled "Manage the Announcement to Set Your New Employee up for Success." Questions for Jean Brown: How important is it to carefully plan and manage the announcement when a new executive arrives at a company? Although this announcement process may be done when someone initially joins an organization, it seems it is not done as effectively (if at all) with internal promotions. Is this a mistake? In Onboarding, you outline four keys to an effective message. I?d like you to expand on each of these: Concrete Targeted to your audience Pithy, memorable Short: 10 words or fewer. Give us some examples.

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What High-Performing Companies Are Doing Now to Retain Talent Later "There's a change in the wind. Most employers believe the poor economy has been key to employee retention over the last year or so. But now they're gearing up for a time when only solid retention initiatives will make the difference between keeping and losing key talent." Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with 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 Carol Morrison, senior analyst at i4cp. i4cp found that over half (58%) of those responding to their recent Employee Turnover and Engagement Pulse Survey said their organizations are "taking action today to prevent an increase in turnover when the economy turns around." In larger firms, the percentage was even higher, and in companies designated as high performers (according to self-reported revenue growth, market share, profitability and customer satisfaction), the number rose to over three fifths. Why this sense that it's time not just to think ahead but to take action? After all, this same study showed that nearly three quarters of respondents said that turnover had stayed the same or even decreased over the past 13 months. It seems organizations are starting to worry that pre-recession predictions of talent shortages and waves of retirement may indeed follow on the heels of an economic recovery. read the entire TrendWatcher in the TrendWatcher Channel of Total Picture Radio.

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"There's always a talent war for A players, most of whom are happily and successfully employed. One of the real challenges and primary added values of executive search consultants is our ability to encourage totally uninterested, passive candidates to consider new opportunities. Every placement I've made over the past several years started with a conversation with someone who assured me they were very happy with their current position and not at all interested in the job I was presenting." - Bill Epifanio Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series ? Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. This is the fifth Guest Expert podcast in the series. Bill Epifanio contributed to Chapter 6 of Onboarding: titled Create a Powerful Slate of Potential Candidates Questions: Bill Epifanio The bold type in your chapter contribution reads: Bill Epifanio on Closing the Sale. Which brings up an interesting point that's been overlooked in the mainstream media - there is still a war for talent for A players. Am I right? Tell us what's happening in the areas you specialize in: Clean Technology, Renewable Energy, and Financial Technology. Of these three, where do you see the most growth? These are all relatively new industries -- where do you find executive level leadership for your search assignments? Back to Closing the Sale -- once I've made an offer to a candidate, how long should I expect before getting an answer? In my interview with George Bradt, he recommends giving a candidate time to due diligence -- allowing for time to meet with peers and direct reports, talk with those who've held the position, and former employees. What do you think of this tactic? George told me a lot of executive recruiters think he's nuts! Referring to another interview in this series, Sheila Greco told me one impact of the recession -- it's very difficult to get passive candidates to leave their jobs if they feel fairly secure with their current employer. Has that been your experience as well? Are there any other roadblocks you're currently experiencing? (Relocation, selling homes, etc) Do you recommend making an offer in person, over the phone, or by Fed Ex? One of the pieces of advice you share in Onboarding - Blame the market if you need a quick decision. Isn't there some urgency to every new hire today? If you were going to write you segment in Onboarding today, would you add anything? What didn't I ask you think is important to share with the audience?

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Making the wrong hire in this economy can be unbelievably expensive ? as well as emotionally devastating for everyone involved, including the person making the hire, the individual placed in the wrong job, and the co-workers involved." ? Bill Noll "Bill Noll has developed an excellent way to screen candidates. His behavioral profiling process utilizes a structured interview format of open-ended questions and can accurately predict an individual's future performance in a specific position by identifying 29 work behavioral traits/tendencies in the areas of management, sales, and support services." Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series ? Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. This is the 4th Guest Expert podcast in the series. Bill Noll contributed to Chapter 5 of Onboarding: titled Evaluate Candidates Against the Recruiting Brief While Pre-Selling and Pre-Boarding. Questions: Bill Noll Your segment in Onboarding focuses on behavioral interviews -- your company has pioneered a number of behavioral interview techniques - can you share some of your methodology with us, and why you've found your system to be effective is screening candidates? How does your screening process work? In Onboarding, you write about The Selection Cone - what is it and how does it work? George Bradt has told me there are only three questions in any interview: 1- Can you do the job;--- 2- will you love the job; and 3- can I stand working with you? Do you agree? How do George's three questions relate to the 130 structured questions in the Noll process? Do you use phone screens or video interviews in the selection process? The recession has negatively impacted most executive search firms I've talked with. How has your firm held up in this economy? Are you starting to see more activity? More searches? What are you projecting for 2010? What didn't I ask that's important to share with our audience regarding behavioral interviewing?

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If you are going to use a recruiter, pick the right type and the right individual or firm and be prepared to manage your recruiting partner. David Lord is one of the world's experts on recruiters." Onboarding, p. 62 Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series ? Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. David Lord has been independently tracking the performance of executive search consultants for more than 20 years, first as a journalist and since 1995 as a consultant to large corporations on the selection and engagement of search firms. This is the third Guest Expert podcast in the series. David contributed to Chapter 4 of Onboarding: titled Create a Powerful Slate of Potential Candidates. Questions for David Lord What is the state of the executive search industry in the midst of this recession? (ESIX How has technology and social networks like Linkedin changed the role of the executive recruiter? Your contribution to Onboarding covers Eight Prescriptions for Employers using Outside Search Firms starting with ?Focus on the Real Business Case for managing a search activity. Could you expand on that? Second on your list is avoid being driven by reducing search fees. That must be really difficult in this environment. I think there?s a mentality that exists today which says your a hero if you cut costs - regardless of the long-term consequences of these actions. Third: Get senior management buy in. Seems obvious. What are the disconnects? The old saw ?what gets measured gets done? companies get so caught up in assessments, evaluations, scorecards, metrics: how do you go about effectively tracking the outcomes of search engagements? What do you measure that really matters in this arena? You recommend using engagement letters with fixed fees. Why a fixed fee approach? You also recommend separating the oversight of retained search from contingency recruiting. Why? What didn?t I ask that you would like to share with the audience?

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Is Job Shadowing Ignored in Your Organization? Maybe it's the name. "Job shadowing" has a slightly ominous, film noir ring to it, as if Sam Spade is lurking in the corners of the workplace, digging for secrets and casting a cynical eye on pernicious personalities. How else to explain why such a useful tactic is employed by less than a third of organizations? Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio, with 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, VP of Research at i4cp. In essence, job shadowing occurs when an employee or prospective hire watches an experienced worker as she or he performs a specific job. A recent study i4cp conducted on behalf of a major global organization found that just 31% of respondents said their firms use job shadowing. But there are several reasons why its use may be an up-and-coming trend...

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We are seeing companies that are being strategic, proactive, and methodical as it relates to hiring. The days of handing over 3 to 5 candidates for a specific rec and saying 'here you go' are over." Sheila Greco Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time, they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we'll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series ? Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Sheila Greco is President and Chief Executive Officer of Sheila Greco Associates, LLC. Prior to launching her firm in 1989, Sheila spent several years with Goodrich & Sherwood, an executive search company in New York City and Greenwich, Connecticut. She began her career as a research associate and quickly climbed through the ranks and ultimately became a Director of Executive Search specializing in consumer packaged goods marketing and sales. As an entrepreneur, she has gained extensive experience in human resources to include, research, recruiting, and competitive intelligence. As a strategic results oriented leader, Sheila has a proven track record of building long-term and solid relationships with clients and candidates. This is the second Guest Expert podcast in the series. Sheila contributed to Chapter 4 of Onboarding: titled Create a Powerful Slate of Potential Candidates First, With so many highly qualified executives looking for work, I think there?s a common misperception in the C suite: It?s easy to fill any job opening. Not true, am I correct? What are some initiatives the staffing industry has taken to -- one -- adjust pricing and keep costs down and two -- broaden its value? How has the recession impacted the recruiting industry? What are some of the high-tech tools the staffing industry has employed to enhance their services? One trend you and I discussed back in March -- mid-sized companies are taking advantage of high unemployment to attract high-value talent to their organizations. Is this still happening? Tell us about your business and clients -- what are you seeing? What trends or opportunities are you mining? One hot tip I?d like you to discuss from Onboarding: Utilize parallel processing, don?t recruit sequentially. Why?

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"Most people who lead businesses are not in tune with human beings. They're in tune with with business side, with the financial world; they're in tune with the broad strategic approach they need to take. But the real successful leaders have learned to pay attention to both." Bill Berman Welcome to a special Inside Recruiting Channel edition of Total Picture Radio, with Peter Clayton reporting. When George Bradt and Mary Vonnegut set out to write Onboarding: How to Get Your New Employees Up to Speed in Half the Time (affiliate link to Amazon.com), they invited a select group of experts to share their knowledge in the onboarding process. In this special series here on Total Picture Radio, we?ll be interviewing, in depth, the individuals chosen by the authors to contribute their experience, expertise, and perspective. The Experts Series -- Onboarding 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. Based in Stamford, Ct. PrimeGenesis is led by senior operating executives and organizational development specialists with deep and varied business experience. Bill Berman, PhD is a senior consultant to management with extensive experience in leadership development and talent management as well as line management for professional services and consulting organizations. Bill is co-author of 3 books and over 50 articles on a variety of psychology and business topics. He works with PrimeGenesis and contributed to Chapter Four of Onboarding, titled Create a Powerful Slate of Potential Candidates. This is the first Guest Expert podcast in the series. Questions for Bill Berman: You focus in on the importance of cultural fit in hiring. I think everyone would agree with this, however a lot of companies struggle to accurately define their culture. It seems many organizations define their culture as what they aspire to, instead of the reality of what exists today. You write about defining expectations. This seems simple enough, yet again its one of those things that tend to get glossed over. One C level job I?ve found expectations versus reality particularly acute is in the CMO role... walking in to a new job with the promise that they?ll really be able to change direction and implement their ideas only to be shot down. Cultural clashes are something we see in mergers. Do you think so many of these go south because of significant cultural disconnects? What effect has the economy -- the recession - had on corporate cultures? Is it possible for large global organizations to have multiple cultures and personalities? And, if so, how do you assess cultural fit? What didn?t I ask?

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When to do deeper work... the Goldilocks of the brain... we're talking about the most complicated thing in the non-universe: the brain... one of the things that activates strong emotions in a big way is uncertainty... Meet Emily and Paul, the parents of two young children. Emily is a newly promoted executive in a large corporation, while Paul has his own business as a consultant. Their lives, like all of ours, are filled with a bewildering blizzard of emails, phone calls, yet more emails, meetings, projects, proposals, and plans. For them, just staying ahead of the storm has become a seemingly insurmountable task. Welcome to a Leadership Channel Podcast on TotalPicture Radio with Peter Clayton reporting. David Rock is the founder and CEO of Results Coaching Systems, which has operations in 15 countries across the globe. David works with Fortune 500 clients specializing in embedding internal coaching capacity within organizations to develop leaders, retain talent, improve performance, and change culture. David Rock is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 10,000 professionals in more than fifteen countries. He is the author of 'Personal Best', 'Quiet Leadership' 'Coaching with the Brain in Mind' , and 'Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long' published in October, 2009 by HarperBusiness.

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The Leadership Competencies That Matter Most in Today's Trying Economic Times 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 Holly Tompson senior analyst at i4cp. The context for leadership is dramatically different from what it was even five years ago. Customers are harder to get and to keep, profit margins tend to be slimmer, and lots of employees live in a state of anxiety, stressed by overwork and worries about their jobs... What's a leader's role in these trying times, and what competencies do leaders need to succeed? i4cp recently conducted a major new study in partnership with the American Management Association (AMA) to find out.

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?Applying neuroscience to leadership matters. Intelligence is our greatest strategic asset, yet we live and work profoundly out of sync with our own biology. The fundamental role of great leadership is to create places of work where the highest level of collective intelligence can emerge and flourish. If any one of your employees is not showing up to work with full brain/ body engagement, you are squandering your only true competitive advantage." Janet Crawford Welcome to a Leadership Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today is Janet Crawford, a leadership consultant I met at the NeuroLeadership Summit in New York. Janet?s professional background began with a decade of experience as an environmental scientist and leader in technical environments. Based in San Francisco, Janet has consulted and coached in the Hi-tech, Bio-tech ? Pharmaceutical, Financial Services, Education, and Non-profit sectors. She works on a variety of uses of neuroscience in organizations, including applications in the areas of innovation, diversity, decision-making, strategy and organizational resilience. An example of that work is a recent speaking engagement at the opening session for the Kauffman Fellows on the Entrepreneurial Brain. The Kauffman Fellows Program is a prestigious two year development program for up and coming venture capitalists. Janet Crawford, M.A., Principal of The Brain-Friendly Leader, has over a decade of expertise as a coach and consultant. She supports executives in building brain-friendly organizations by developing their leadership presence, collaboration skills, trust-building behaviors and visionary thinking to produce significant results. As a pioneer in the emerging field of neuroleadership, Janet uses neuroscience principles in her work with clients to: Create mindsets that make strategic thinking the organizational norm. Design gatherings that bring forth the best possible thinking of the organization. Build time and task management practices which clear distractions and focus clients on the work that matters. Deepen emotional literacy and underscore the role of emotion in influence and decision-making. Champion the health practices which support optimal brain function, decrease stress and increase happiness. Enhance leadership presence by leveraging the non-verbal language of the brain.

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Welcome to a Career Transition podcast on Total Picture Radio with Peter Clayton Reporting. I?m delighted to have back on the show Mary Elizabeth Bradford, author, speaker, Internationally Certified Advanced Resume Writer and Internationally Certified Master Career Director with Career Directors International. You?ll find our interview titled Recession Busting Job Search Strategies in the Success Strategies Channel. Do you need a job search coach? That?s the focus of our discussion today. I wanted to approach this topic with Mary Elizabeth for two reasons. One - there are a lot of people who've lost their jobs who've never been in this position before and don?t know where to start. Two - I want to help people understand how to go about selecting and evaluating a coach. Give the recession, and record high unemployment rates, you'll find there are many unscrupulous people preying on the fears, desperation, and isolation many job seekers experience: Facing weeks, if not months of unemployment. A word of caution. No job search coach or employment counselor can guarantee they will find you a job matching your qualifications. Those who promote "job guarantee" schemes usually require a very hefty up-front fee. So how do you select a career coach? How much should you pay? What can you expect? What qualifications should you look for? So Mary Elizabeth, lets talk a little about coaching in general ? this seems to be a big buzzword. There seems to be coaches for everyone these days ? what?s the allure with coaching? Mary Elizabeth's Seven-Point Checklist: 1. If a job seeker is applying for jobs using internet job boards with little or no results 2. If a jobseeker wants to change industries but doesn?t know where to start 3. if a jobseeker is unsure about how to identify their best target market 4. if a jobseeker finds themselves frustrated when it comes to tapping into the hidden job market 5. if a jobseeker is confused about why they aren?t getting results in their job search (resume? Methods etc?) 6. If social networking is a big mystery? 7. if a jobseeker doesn?t know how to handle potential challenges such as a spotty job history, quantifiable achievements, age etc..

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Welcome to Part 2 of our special Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. George Bradt is founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates? Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his Primegenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and their latest book, for hiring managers, is titled; Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role."

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Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is George Bradt, founder and managing director of PrimeGenesis a firm focused on senior executive onboarding. Prior to founding PrimeGenesis, George served as chief executive of J.D. Power and Associates? Power Information Network spin off and in general management, marketing and sales at Coca-Cola in Europe and Asia, Procter & Gamble and Lever Brothers. George is the co-author, with his PrimeGenesis partner, Mary Vonnegut of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - and his recently published book is titled, Onboarding: How to Get Your New Employees Up to Speed in Half the Time. Onboarding "is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role." Getting new employees up to speed is one of the toughest jobs hiring managers face. Failure can lead to unfilled needs, unhappy recruits, and, ultimately, the failure to meet vital business goals. In Onboarding, top executive transition consultants George Bradt and Mary Vonnegut help you recruit great employees, orient them to your business culture and goals, and enable them to start contributing immediately. Even better, the Total Onboarding Program lets you get your new employees on track in half the normal time. The Total Onboarding Program can dramatically improve the performance, fit, and readiness of every person who takes on a new role in your organization. As a result, onboarding helps build, sustain, and perpetuate high-performing teams and leads to sustained, organization-wide competitive advantage. With deliberate practice and the right tools, you'll succeed at every step of the onboarding process: Preparing for your new employee's success before you even start to recruit Finding a powerful slate of potential candidates Creating a personal onboarding plan with your new employee Making your new employee ready, eager, and able to do real work on day one Speeding the development of importantworking relationships Providing the right resources, support, and follow-through for new employees

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Have you ever asked yourself, "Is this it?" Maybe you're trapped in a dead-end job that you're afraid to leave. Or maybe you already have a good job-one that gives you room to grow and exercise your talents-but you don't really feel like you're doing your best work. Your life is plain vanilla, yet you know in your heart that you can be a triple scoop banana split. You just don't know how to make that leap. Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today: Rick Smith, the bestselling author of The Leap: How 3 Simple Changes Can Propel Your Career from Good to Great, He is the co-author of the Wall Street Journal and Business Week bestseller The 5 Patterns of Extraordinary Careers, which remains one of the top-selling professional career books of all time. A serial entrepreneur, Rick is the creator of the Primary Color Assessment, and the founding CEO of World 50, cited as one of the world?s most influential senior executive networking companies. Questions for Rick Smith: I must admit when I first saw the title of your book I thought "yeah right, another feel good book with miracle cures." But to my surprise and delight there?s meat on this bone! Give us the back-story Rick, how did The Leap come about? In reading your story about Spencer Stuart, I thought about Paul Kahn (AT&T Universal Card Service) - first no-fee card -- inventive, out-of-the-box -- UCS was a home run, like your book The 5 Patterns of Extraordinary Careers was a home run I love your story about w50 (no this is not a lubricant) - and the CMO of Kodak, can you share that with us? The importance of Force Multipliers How do you respond to people who say you were ?just real lucky.? One story that really aligns the Leap concept is Brad Margus - can you share some of his story with us? One more story that many people are living today -- your experience from going through batteries of test like Myers-Briggs with an outplacement firm... you write? I had discovered almost nothing useful about the most important question in my life at that point: where do I take my career?? There?s a free online assessment Rick provides called the Primary Color Analyzer - how was this developed? According to Rick Smith's Primary Color Analyzer, I'm a Pink Cadillac - Management Maven (I feel like Mary Kay, Rick) 86% curiosity 20% execution 87% leadership - so now what? How do I use this information?

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"Our research shows that about one-quarter of the workers who survive a layoff are depressed enough to be clinically treated." David Noer David Noer is an author, consultant, speaker and executive coach. His career has spanned corporate management, global consulting, and higher education. He has been named a Senior Fellow at the Center for Creative Leadership and Professor Emeritus at Elon University. His professional practice involves executive coaching, speaking, building high performance teams, and helping individuals and organizations recover from the trauma of downsizing. Organizations of all types are experiencing an unprecedented, global pandemic of downsizing. Healing the Wounds: Overcoming the Trauma of Layoffs and Revitalizing Downsized Organizations (Amazon.com link) addresses the most crucial and complex leadership task since the industrial revolution: how to put the pieces back together and restore productivity in the midst of uncertain contracts between employee and employer. From an employee perspective, this book provides a remedy for the toxic symptoms?anger, fear, anxiety, and depression?of layoff survivor sickness and offers a prescription for a deeper, more autonomous and fulfilling employment relationship. Combining dramatic front-line case studies and original research that deals with both downsized organizations and layoff survivors, David Noer?an expert who coined the term layoff survivor sickness and has been frequently quoted in major media such as the Wall Street Journal and Fortune?offers organizational leaders, managers, human resource professionals, consultants, layoff survivors, and layoff victims an original model, clear guidelines, and much-needed perspective on personal and organizational revitalization. This new and significantly revised edition includes a focus on leadership and coaching that literally rewrites the rulebook on how to lead during times of crisis, a cutting-edge approach for employees to reorient themselves within their jobs and organizations, plus vivid examples Noer has amassed over the past 15 years reflecting increased globalization, changing demographic realities, and of course, uncertainties in the marketplace. Healing the Wounds is a must-read for all involved in helping organizations rebound from downsizing and who wish to personally increase their job satisfaction, autonomy, and relevance.

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The Art of Strategy Creation - A Conversation with Rich Horwath A recent Wall Street Journal study revealed that the number one most sought after executive skill by organizations is strategic thinking, but few leaders have that skill set. In his new book, Deep Dive: The Proven Method for Building Strategy, Focusing Your Resources, and Taking Smart Action, Rich Horwath dissects the three most important elements of strategic thinking, breaks them down into simple and attainable skills, and shows readers how to apply them every day. Deep Dive provides managers with a clear path to mastery of three disciplines: Acumen - generate critical insights through a step-by-step evaluation of the business and its environment; Allocation - focus limited resources of time, talent, and money; and, Action - implement a system to guarantee effective execution and communication of strategy throughout the organization. This book is based on research with senior executives from more than 150 companies and Horwath's own experience as a professional strategist. Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton Reporting. Rich Horwath is the founder and president of the Strategic Thinking Institute, an organization dedicated to helping managers develop their strategic thinking skills to achieve competitive advantage. He is a former Chief Strategy Officer and serves as a professor of strategy at the Lake Forest Graduate School of Management.

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Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Communicating in Today's Workplace - Do People Listen When You Talk? Do Others Understand You? Do You Get What You Want? Joining us today is Sonya Hamlin, president of Sonya Hamlin Communications, a nationally recognized expert in many phases of communication. Sonya Hamlin'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. Whether making a presentation to a large audience or dealing one?on?one with a client or colleague, or communicating by email, Hamlin's book teaches us that one of the keys to making people listen is to think about and respond to what motivates them ? namely, self?interest. She then provides tools to assess others' self?interest and use it to get them to listen to your message. Hamlin also explains how to capitalize on the latest visual aids we have at our disposal today. We learn to determine what information needs or lends itself to visual presentation, and how to make visuals active, so that they serve as an extension of the speaker.

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Whole "Lot of Googling Goin' On: Jobs2Web Founder Doug Berg Sales Jobs, Medical Jobs, Nursing Jobs, Accounting Jobs, Construction Jobs, Retail Jobs, Hospital Jobs, Engineering Jobs, Finance Jobs, IT Jobs -- add them all up: 300 Million Job Related Searches on Google - Per Month! Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. I spoke to Doug last year after reading an article he wrote for ERE titled "100 Million Job-Related Searches on Google -- in June" - You can find that interview in the Inside Recruiting channel of Total Picture Radio. Questions for Doug: How has your business changed in the past year? Give us a brief update on what Jobs2Web does? Your business model depends on two things: jobs and candidates. We all know there are an overabundance of great candidates out there -- but are there any jobs? Can you give us an idea of who's hiring? (Industry/geography/level) Even though a number of economists have stated the recession is over -- many of these folks refer to this as a "jobless recovery." Do you agree? Do you see any pick up of job reqs? One thing that has certainly changed in the last year is the importance of Linkedin, Facebook and Twitter - for recruiters and job seekers. How does Job2Web, your clients, and recruiters in general - using social networks for sourcing candidates? Are the traditional job boards still relevant? Is this still a passive candidate game? Given the economy, are recruiters willing to look at someone that's been laid off? One topic we discussed last year was the use of ATS by companies. Have applicant tracking systems become more candidate friendly in the past year? One of the services you provide is called a Recruiting Dashboard - which allows your clients to track the source of visitors to their career site. How does this work? If you were conducting a job search today what steps would you take? Doug Berg is Founder and Chief Innovation Officer of Minneapolis-based Jobs2Web Inc. and is an expert in online recruiting strategies. Doug has worked with hundreds of companies to leverage the internet for recruiting on the web, and is a pioneer in the interactive recruiting industry. Prior to Jobs2Web, Doug founded techies.com which was a leading technology career site which had nearly 1 million IT professional members nationally, and won PC Weeks number 1 career website in 1999. Doug was also founder and CEO of Quantum Consulting & Placement a Minneapolis based IT consulting and placement services company. Doug is frequently quoted in the press on workforce and career related trends including major publications such as the Wall Street Journal, Fast Company, Business 2.0 and is a featured speaker/presenter at HR and technology conferences, and holds an honorary Doctorate Degree from Capella University.

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I would bet anyone that has worked in the corporate world would agree that organizations are hugely inefficient and that much of what managers do is self-defeating. At the same time, there is a solid body of data on which organizational designs and management practices improve performance. The reason we don't replace what doesn't work with what does is exactly what the latest research in neuroscience teaches us." - Charles S. Jacobs Welcome to a Leadership Channel Podcast on Total Picture Radio. This is Peter Clayton reporting. Charles S. Jacobs is the founder of the Amherst Consulting Group, founder and managing partner of 180 Partners, and the author of Management Rewired: Why Feedback Doesn't Work and Other Surprising Lessons from the Latest Brain Science. For over two decades, he has helped the leadership of the most renowned corporations improve the performance of their businesses. He numbers among his clients fifty of the Fortune 100, and has worked in Europe, Asia, and the U.S. His unique approach enables managers to use the new understanding of how the brain works to comprehensively rethink their businesses, creating more robust competitive strategies and the performance-oriented organizations needed to implement them. His work provides the key to overcome the number one obstacle to meaningful improvement in business performance?the rapid and effective management of change.

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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. Stay tuned... Our exclusive podcast with Mark will air soon! Overall, six of 10 respondents to the April 2009 survey said that managers tend to have "tough but fulfilling" jobs, while almost nobody thinks managers have easy jobs. One respondent clarified, "It can be tough and fulfilling or just tough." But management isn't an Olympic event where you get a lot of points for degree of difficulty. Too much is riding on managers, and they have to earn the respect they get. Slightly fewer than half of respondents think that the overall management in their organizations is above average, and that number drops to two-fifths when you're asking only non-managers. Some participants were downright harsh. About 15% said their companies' overall management is either "barely deserving the name ?management'" or just plain "hopeless," a proportion that rises to 19% among non-manager respondents. But not all managers are created equal. "Some are very good; some are very bad," stated one participant. Another elaborated, "For most of them, dodging bullets and carrying an extinguisher around is a must. For the successful ones, they anticipate things, plan ahead, work towards goals, and balance multiple tasks at once with ease." To find out which kind of managers people prefer, i4cp asked participants to choose between easy-going and tough. More than a third (34%) opted for "easy-going" over "tough" (9%), but the majority didn't like either of those two options. Nearly 57% selected "other" and elaborated on their own idea of a preferred manager. Most people recognize management as a complex process. They want a mix of managerial qualities, with fairness, consistency, balance and flexibility being among the most widely cited characteristics. In another question, participants were asked to write in one positive word to describe managers. The top answer was "leadership," followed by "supporting" and "mentor." "Motivating," "inspirational" and "responsible" were other top words. Asked to provide a negative word, the main choice was "micro-manage," followed by "controlling," "selfish," and "arrogant." See the Trendwatcher Channel on Total Picture Radio for the complete report

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Chris Brogan helps large and mid-sized businesses understand how to use social media tools like blogging, social networks, community platforms, and more to build business value for marketers, sales organizations, and how these tool foster internal collaboration for a competitive advantage. Chris runs the New Marketing Summit events with CrossTech Media. He is also the cofounder of the PodCamp new media conference series. I first met Chris at PodCamp Boston last year. He is the co-author, with Julien Smith of the New York Times' best seller - Trust Agents Using the Web to Build Influence, Improve Reputation and Earn Trust, published by Wiley. Trust Agent is #1 in a number of Amazon.com categories. I encourage our listeners to check out the reviews of Trust Agent on Amazon.com. Questions: Tell us about your Inbound Marketing Summit. Gillette Stadium? Who is this conference designed for? Shifting gears to your blog... Can you share some of your advice for using Linkedin? (Most profiles seem to be written by robots from the school of resume writing). What additional advice would you give someone looking of a job today? A friend of yours at Linkedin gave away 50 copies of your book - which I thought was fantastic because the idea embraced the concept of Trust Agents. Can you give us the back-story? How do you define a Trust Agent? This is a frequent rant of mine. Why do you think large companies still think they can somehow "control the message"? A great line from your book. "Nobody minds buying, but everybody hates being sold to." I'd add to that - especially on Twitter. I want to circle back... from the perspective of career management, what are the most important tools, websites, strategies everyone needs to be mindful of?

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Welcome to part 2 of a Big Picture Channel podcast on Total Picture Radio, featuring Dr. Irving Dardik, Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies and Alison Godfrey, CEO and Co-Founder of LifeWaves International and Energetics Technologies. This is Peter Clayton reporting. If you have not done so, I encourage you to have a listen to part one first, and also listen to our podcast with Stan Smith, a participant in the LifeWaves Cycles Exercise Program, a victim of Parkinson?s disease for the past eleven years. In Making Waves: Irving Dardik and his SuperWave Principal, Roger Lewin writes, ?Ever since life first appeared on Earth, some 3 billion years ago, the sun has risen and set a trillion times a constant daily rythm to which the vast majority of organisms are exposed. It is little wonder, then, that virtually every aspect of an individual organism?s behavior and physiology is imprinted in some fashion by daily, or circadian rhythms.

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Making Waves - Dr. Irving Dardik's Remarkable Concept for Maintaining Health. In Making Waves: Irving Dardik and his SuperWave Principal, author Roger Lewin writes; "Dardik's Big Idea has many dimensions. The health dimension is the one that's easiest to experience; it just seems right, intuitively... the health crisis that looms over Western civilization, in the surge of lifestyle diseases and modern medicine's sclerotic approach to them, requires a revolutionary new approach, and the SuperWave Principle may just be what is required..Our bodies, it seems, are suffused with an innate rhythm, pulsating unendingly in every cell. Rhythms, or waves, are what make nature alive. Rhythms are the nature of nature." Welcome to Part One of a special two part Big Picture Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Dr. Irving Dardik's radical notions about how all matter moves in interconnected waves has drawn deep skepticism from physicists, and his early attempts to put his theory into practice in the field of health care got him banned from practicing medicine in the 1990s. But now, after a decade's worth of rigorous research that seems to support Dardik's SuperWave theory, scientists at such esteemed institutions as MIT, Harvard, and Stanford Research International are signing on with Dardik's team to probe the possibilities. Irving Dardik is Chief Visionary Officer and Co-Founder of LifeWaves International, and Energetics Technologies. He is joined in our podcast by the firm's CEO and Co-Founder, Alison Godfrey. Dardik's unique approach to physical exercise, based on his LifeWaves Principle, has achieved some remarkable successes in reversing symptoms of chronic disease. This interview was initiated by one such success. I encourage you to have a listen to our podcast with Stan Smith, titled "Stan, Walking," who has, in my opinion, achieved remarkable results in reversing the debilitating effects of Parkinson's disease after four years on the LifeWaves Cycles Exercise Program. The LiveWaves Cycles Exercise program is a radically natural approach to health. By shaping your health with the rhythms of nature, Lifewaves empowers you to re-pattern your HeartWave with the goal of variability and vitality. The timing of the Cycles Exercise is carefully designed in accordance with the rhythms of nature. Participants perform Cycles Exercise sessions three to four times a week for three weeks out of the month with one week of recovery. Each session consists of four to seven pairings of a short burst of exercise followed by an immediate and full recovery.You will exercise for approximately one minute or less, and then sit until you are completely recovered. You can use any form of exercise that's right for you. The program is simple and can be tailored to anyone at any age or physical ability.

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Welcome to a special Big Picture Channel podcast on Total Picture Radio with Peter Clayton reporting. Our guest today is a frequent contributor to this show; Stan Smith, National Director of Cross Generational Initiatives at Deloitte. However, our topic today is a departure from what we normally discuss here on Total Picture Radio, inspired by a video Stan posted to his Facebook Page, titled 'Stan Walking," With the following caption "See the results of nearly 4 years of a type of interval training...I am now walking without a cane and heel to toe...this is remarkable as I have had Parkinson's Disease for about 11 years...while not a cure this training regimen appears to be really improving the quality of my life. ... some have asked if there is a "before" clip...unfortunately there isn't but suffice it to say that at the point I started this program (August '05) my becoming wheelchair-bound was imminent...thanks again for all your good wishes." Many people commented on Stan?s Facebook video, looking for more information, and with words of praise and encouragement. It inspired me to call Stan and ask him if he would agree to talk about the personal challenges he?s faced for the past eleven years in dealing with Parkinson?s Disease. I too had witnessed a dramatic transformation in Stan's physical and cognitive capabilities. I first met Stan in 2004, he walked with the shuffle and dip characteristic of Parkinson's. He used a cane, always. Often, he would pause, searching for the words to express his ideas. A common definition of Parkinson's disease (also known as PD) is a chronic and progressive degenerative disease of the brain that impairs motor control, speech, and other functions. The disease is named after English physician James Parkinson, who gave a detailed description of it in an 1817 work titled, "An Essay on the Shaking Palsy". Given that PD is "a chronic and progressive degenerative disease," how was Stan's quality of life improving so dramatically? The "training regimen" Stan refers to in his Facebook video is called LifeWaves Cycles Exercise Program. I met with the visionary who developed concept of LifeWaves, (also called SuperWaves), Dr. Irving Dardik, and the CEO of his organization, Alison Godfrey. A two-part interview with Dr. Dardik and Alison will air soon.

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Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. TPR 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. Today's podcast is titled Digital Shadows: The Rise of New Workforce Productivity Issues. QUESTIONS: How do you define digital shadow? You?re not just referring to someone?s Linkedin profile, am I right? How much digital information is out there? I want to return to this idea of employers? ability to track the efficiency and effectiveness of their workforce. Can you site some examples of how this works? Where does privacy fit into this idea of a digital shadow? You write about Augmented reality in this TrendWatcher, can you explain what this means? Can you give us some examples? How are recruiters using these technologies? What impact do these technologies have for corporations in the short term? What are some of i4cp?s recommendations for dealing with this? What surprised you in researching this article?

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Summer Rayne Oakes is a Udall environmental scholar, National Wildlife Federation fellow and United Nations U.S. Partnership Youth Emissary. Based in New York City, she travels the world modelling eco fashions, writing on sustainable style and speaking on sustainable design and environmental activism. Summer graduated from Cornell University ?an entomologist and environmental scientist by training. In 2000 in the midst of her studies, Oakes embarked on a journey of cause-related modeling and innovative sustainable design/development projects to push sustainability issues through fashion and media, a position which earned her the name of ?The Eco-Model ? . In addition to this, Summer Rayne is now a spokesperson, resident expert, and youngest Board of Advisors for Planet Green , Discovery Network?s new eco-lifestyle network that launched June 4, 2008 to 50 million households. She is the author of Style, Naturally: The Savvy Shopping Guide to Sustainable Fashion and Beauty

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When you feel the pang of hunger in your stomach, that's reality. When you are shot at on your way to school, that's reality. When you have been a pallberer at your friend's funeral, that's reality." Erin Gruell (from the preface in Teaching Hope). Erin Gruwell has earned an award-winning reputation for her steadfast commitment to the future of education. Her impact as a change agent runs deep. In January 2007, Paramount Pictures released Freedom Writers, starring two-time Oscar winner Hilary Swank as Erin. The film is based on The Freedom Writers Diary, the New York Times bestseller that chronicled Erin?s extraordinary journey with 150 high school students who had been written off by the education system. I first met Erin at a Women in Leadership Summit in Boston, and had an opportunity to interview Erin at her foundation's headquartes in Long Beach, California, in 2006, while the feature film was being shot. That interview remains one of the most popular on Total Picture Radio, having been downloaded thousands of times. Questions for Erin Gruwell: You?ve been out on a book tour, promoting Teaching Hope, and the 10th Anniversary Edition of Freedom Writers. What have you learned? What have people shared with you? What have you been asked most often? When I visited your Foundation in 2006, a number of your staff members were former students of yours. Is that still true? Do you continue to stay in touch with the students from room 203? It?s hard to believe its been 10 years since the Freedom Writers Diary was first published. A 10th Anniversary Edition was just published? (Any new content?) As I mentioned in the open, all of your students at Wilson High not only graduated from high school, but went on to college. By any standard, that?s remarkable. Is there any one thing you can point to as the catalyst for this success? How did the Teaching Hope come about? How were the 150 teachers profiled in Teaching Hope selected? Considering your success, the film the fact that the Freedom Writers has sold over 1 million copies, you would think these teachers would have a relatively easy time of it. However, as you point out in your preface to Teaching Hope, they did not. One of the assumptions I had picking up Teaching Hope for the first time proved wrong. I assumed there would be 150 new ?Erins? young idealists right out of college ready to change the world. That?s not who most of these teacher are. Teaching Hope is organized in sections: Anticipation, Challenges, Engagement, Disillusionment, Rejuvenation, and Empowerment. Did you anticipate this structure, or did it present itself? There are so many incredible stories in these pages, could you share one or two with the audience? What haven?t I asked that you think is important to know?

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Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. In their new book The Three Laws Of Performance: Rewriting The Future Of Your Organization And Your Life (Amazon.com link), Dave Logan and co-author Steve Zaffron show companies and individuals how to revive people's passion for accomplishment creating a pathway to unprecedented organizational and personal success. Zaffron, who is CEO of the Vanto Group, has directed corporate initiatives with more than three hundred organizations in twenty countries. Logan, who is on the faculty at the Marshall School of Business at the University of Southern California, works with businesses, government, and non-profits, implementing cultural change and strategy. Logan is the author of Tribal Leadership. The Three Laws Of Performance is no ordinary change-management book. When the Three Laws are applied, performance transforms to a level far beyond what most people think is possible. Based on in-depth research supported by Zaffron?s and Logan?s direct experience, the book is filled with dramatic case studies that illustrate the power and immediate benefits of applying the Three Laws. All of these transformations were based on applying the ideas that are at the heart of this book. In a clear, step-by-step progression, Zaffron and Logan take the reader through each of the Three Laws and show how to apply the Leadership Corollaries that initiate transformation. The Laws and their related Corollaries are: Law 1: How People Perform Correlates To How Situations Occur To Them ? The First Law rejects the concept that people do what they do because of a common understanding of the facts, and instead takes the view that people do what they do because their actions are correlated to how situations occur to them. When people understand that situations occur differently to each of us, then other people?s responses and actions suddenly makes sense. Leadership Corollary: Leaders Have A Say And Give Others A Say, In How Situations Occur ? Leaders cannot control or determine how situations occur for others, but they do have a say. The authors suggest that leaders ask themselves: ?How can I interact with others so that situations occur more empowering to them? What processes, dialogues, or meeting can I arrange so that people can feel like coauthors of a new future, not merely recipients of others decisions?? Law 2: How A Situation Occurs Arises In Language ? How situations occur is inseparable from language. Untying the knots of language begins with seeing that no matter what is said, other communication is carried along with it. The unsaid ? but communicated ? includes assumptions, expectations, disappointments, resentments, regrets, interpretations, and more. Leadership Corollary: Leaders Master The Conversational Environment ? In most organizations, the network of conversations is noisy and conflicted, filled with chatter that makes new futures impossible to occur. The effective leader must change the conversational environment, insuring that everyone has a chance to clear out their issues, eliminate old grievances, and leave space for a new future. Law 3: Future-Based Language Transforms How Situations Occur To People ? This Law rests on an important distinction: there are two different ways to use language. The first use is descriptive ? using language to depict or represent things as they are or have been. The second is future-based. It has the power to craft vision, and to illuminate the blinders that prevent people from seeing possibilities. Leadership Corollary: Leaders Listen For The Future Of Their Organization ? Leaders do not rewrite the future by themselves. They listen for a future that inspires them and then they create a space that allows others to help them coauthor a new future.

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Karen has coached C-Level executives in different industries and positions since 1992. Armon's long experience in executive-readiness has given her the inside track into what leaders must do to find the top position they want in this challenging job market. Karen's latest book has a great title: Market Your Potential, Not Your Past. She is a featured speaker and author for many top-level executive information sources such as ExecuNet, Harvard Business Review, Oracle?s Profit Magazine, the Wall Street Journal and many Internet sites throughout the world. Karen has achieved a MBA and a BS in Marketing, ans is a faculty member at Keller Graduate School of Management teaching leadership topics. Her MarketOne Executive system utilizes an approach that includes the most up-to-date strategies available for executives who want to move into top roles now or in the future. QUESTIONS: * Karen, another great title comes from your Tips & Trends Newsletter: ?Five Essential Moves That Are Happening Right Now in the Executive Job Market!? One thing I?ve discovered, Karen, -- this recession has gone much higher up the food chain, hitting executives who?ve never been laid off... Would you agree? * This group, (senior execs), in particular, is really lost. What are you hearing from executives you work with at MarketOne? * Let?s talk about some of the strategies you write about in your Tips and Trends article: be prepared for a long search -- one issue many executives are dealing with: former friends and colleagues are not returning their phone calls or emails: How can you keep in touch with your network without coming across as a pest -- or worse -- seeming desperate? * Reading between the lines of your newsletter -- there seems to be a trend in mid-market companies to bargain hunt -- trying to recruit top execs at a deep discount? (What is your advice in these situations? * What should executives expect that are lucky enough to get a face-to-face interview? (How do they need to prepare?) * How has the job search changed from a couple of years ago? What new tools/technology must executives employ? * Continuing on this topic, what marketing materials should executives invest in? * #5 on your list of Essential Moves: ?Mobile technology may be the engine that leads us out of the recession, but watch for new regulation that may stifle rapid growth.? * What are the best resources for leads? * Where are your client?s finding opportunities? (Industries, geographies) * Are you seeing any daylight? (Coming out of the recession) * A couple of my take-aways: Open mind, flexibility, project-based short term assignments to keep some cash flow -- am I right? * Are baby boomers getting job offers? * What haven?t we discussed you think is important for those in a career transition need to know?

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Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Stephen H. Rhinesmith is a senior partner of the Oliver Wyman Executive Learning Center. He is former special ambassador to the Soviet Union and was president of Holland America Line. Stephen is co-author, with David Dotlich and Peter Cairo of Leading in Times of Crisis Navigating Through Complexity, Diversity and Uncertainty to Save Your Business. Leading In Times of Crisis highlights nine specific leadership challenges that are presented in the context of a world grown more complex, diverse, and uncertain. It reflects on a proven method ? whole leadership ? to show what proportion of head, heart and guts must be applied to tackle each issue. The authors reveal strategies on how leaders can: ? Rethink and rebuild their business model amidst chaos. ? Redefine risk and uncertainty in troubled times. ? Become stakeholder savvy amongst increasingly divergent interests. ? Build a climate of innovation amidst calls for caution. Questions: One of the things I admire about your book -- this is all real-world stuff. You and your co-authors are part of Oliver Wyman Leadership Development. So I?d like to start by asking you to give us a brief overview of your firm and the work you do - and perhaps an example of the kinds of projects you?re currently working on. What is your background? Reading from the inside flap of your book: ?Leaders today are grappling with complex choices, diverse customers and employees, and unprecedented uncertainty in the economic environment. Business models are becoming obsolete, cost and performance pressures are growing, regulatory requirements are changing, and trust in institutions is declining. Tackling these and other growing demands requires every leader to radically rethink what constitutes effective leadership.? So what is effective leadership and how has it changed in the last 10 years? This is an incredibly dense (and by that I mean information rich) book. It would be impossible to cover all of the concepts in your book -- so I?ve picked one: Developing Yourself as a Whole Leader. What do you mean by a ?Leadership Agenda?? I don?t want to turn this into a political conversation -- but when President Obama referred to the controversy over the Boston police officer and the Harvard professor and his reaction as a ?teachable moment? I was impressed. To me, that?s a leader taking responsibility for his actions and wanting to learn from the experience. What was your reaction? Back to your Whole Leader Chapter: You write - ?To navigate the perfect storm leaders must commit to daily learning.? A difficult task in the middle of crisis? Understanding and Managing your Personal Energy: Why is this so important? What did you learn in writing Leading in the Times of Crisis?

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Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. Today were going to delve into the rather mysterious world of RPO - recruitment process outsourcing -- with recruiting industry expert Mary Claire Ryan, principal with Riviera Advisors. Mary Claire has significant experience in the disciplines of recruitment, organizational and strategic planning, employee relations, change management, training, regulatory issues, safety, and staffing management. Mary Claire regularly consults with Riviera Advisors' clients on RPO initiatives. Prior to consulting and joining Riviera Advisors in 2005, Mary Claire led Abbott Laboratories? Talent Acquisition Organization and was instrumental in engineering a new recruitment and sourcing organizational model. As Director, Global Executive Search and Diversity Staffing, she was responsible for all sources of hire for the company, as well as executive search activities. Questions: Give us some background on RPO -- from what I?ve read this concept really gained traction back in the 1970?s in Silicon Valley where the competition for high-tech employees was really intense, and companies were desperate to find a way to recruit talent that did not involve high priced executive search firms. So here we are in the midst of a terrible recession, with a glut of talent available -- why is RPO attractive to companies in this economy? What are the primary components of an RPO program? What are the primary drivers? Is this all about cost? What are the factors that determine if a company really needs an RPO solution? For those companies that actually believe talent is their most important asset, does it make sense to outsource recruiting? When you go into a company, what do you find are the biggest roadblocks to implementing an RPO program? I know that Riviera Advisors is ?vendor neutral? -- but for those unfamiliar with this space there are lot of big companies involved in RPO -- The Right Thing, Source Right, FutureStep, Adecco, AON, Kenexa, Manpower -- how do you help your clients make the right choice of an RPO partner? What?s the criteria they need to evaluate? What?s the biggest disconnect you find when you start working on an RPO project with a client? What?s the number one thing you recommend companies consider when they?re evaluating RPO? What didn?t I ask that?s important to share?

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Welcome to a special Big Picture Channel Podcast on Total Picture Radio with Peter Clayton reporting. We?re delighted to have back on the show Dr. Noel M. Tichy, Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. Noel consults widely in both the business and private sectors. Most recently, he?s accepted the role as Director of the Jack Welch Management Institute at Chancellor University. The Jack Welch Management Institute is designed to introduce a progressive approach to business education. Its curriculum will offer students traditional coursework, with instruction on topics from strategy to marketing to finance, but will be melded with Jack Welch?s canon of teachings on every aspect of business practice. Further, Jack?s core principles of candor, differentiation, and voice and dignity for all ? as well as his extensive commentary on authentic leadership and people-driven management ? will be integral to the curriculum. The Jack Welch Management Institute is unique in other ways as well. Classes will be small; faculty will receive input from Jack, and the curriculum will be refreshed weekly with online video updates from Jack about breaking business news and topics. ?We?re trying to do something really different and exciting with this school,? Jack explained recently. ?We want to reach a lot of people, more than you can just reach in one class or at one school, with a management philosophy and set of practices we really believe in. We know they work. We think this school, with its fresh approach, reach, accessibility, and flexibility, has the potential to change lives and organizations for the better.? Dr. Noel M. Tichy is a Professor of Management & Organizations at the Ross School of Business at the University of Michigan. Additionally, he is the director of the Global Business Partnership, a 36-company consortium of Japanese, European and North American companies who partnered to develop senior executives and conduct action research on globalization in China, India, Russia and Brazil. He is now partnered with the Boys & Girls Clubs of America to build a world class capability for leadership development. Professor Tichy also conducts the LEADERSHIP JUDGMENT PROGRAM executive workshop at the University of Michigan. Most recently, he led the launch of the Global Corporate Citizenship Initiative in partnership with General Electric, Procter & Gamble and 3M, designed to create a national model for partnership opportunities between business and society emphasizing free enterprise and democratic principles. In the mid 1980s, Dr. Tichy was head of GE?s Leadership Center, the fabled Crotonville, where he led the transformation to action learning at GE. Between 1985 ? 1987, Dr. Tichy was Manager of Management Education for General Electric where he directed its worldwide development efforts at Crotonville. Prior to joining the Michigan faculty, he served for nine years on the Columbia University Business School faculty. Noel Tichy consults widely in both the private and public sectors. He is a senior partner in Action Learning Associates. His clients have included: Best Buy, GE, PepsiCo, Coca Cola, GM, Nokia, Nomura Securities, 3M, Daimler-Benz and Royal Dutch Shell.

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Seventy percent of all businesses in the United States are sole proprietors. They started out doing it doing it doing it ? and they continue doing it doing it doing it ? just one guy... one woman. It's not even a business; it's a practice. And they are the sum and the substance of that practice. So, most people who start, start because they need a job, they gotta have a job, they create their own job, and it becomes the worst job in the world and they're working for a lunatic." - Michael Gerber Welcome to an Entrepreneur Channel podcast on Total Picture Radio with Peter Clayton reporting. Michael Gerber is one of the best known entrepreneurs; the founder and CEO of E-Myth Worldwide, and best selling author of The E-Myth Revisited, E-Myth Mastery, and now, The E-Myth Enterprise: How to Turn A Great Idea Into a Thriving Business. If you think of this trilogy as films, The E-Myth Enterprise is the prequel. Gerber turns his attention to business invention in this slim, straightforward book that distills the essential knowledge needed to create a completely original company. He identifies four essential facets of building a new company?visual, emotional, functional and financial?and the five essential skills: concentration, discrimination, organization, innovation and communication. As in the previous books in the series, Michael shares success stories and insightful advice on how to conquer obstacles. He ends the book with a noble challenge to any company?to be a business with a conscience, to be responsible for the condition of the world it finds itself in and the condition of the people with whom it interacts, among others. Each chapter ends with takeaway points summarizing key ideas; the points are available as podcasts on a companion Web site. We interviewed Michael in 2006 -- focusing on E-Myth Revisited. You'll find that podcast here. The latest book in the Gerber franchise, The E-Myth Enterprise explores the requirements that any new business must meet: the satisfaction of its four primary influencers ? its employees, customers, supplies, and investors ? through four fundamental categories ? visual, emotional, functional, and financial. In combination, these strategies are essential as an entrepreneur designs a business. The E-Myth Enterprise shows entrepreneurs and future entrepreneurs how to put a great idea to work and fits neatly into Michael E. Gerber?s radical and concise training program that all entrepreneurs can use to fulfill their dream.

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Welcome to an Entrepreneurs Channel Podcast on Total Picture Radio with Peter Clayton reporting. Joining us today from Seattle, Washington is the co-founder of Biznik.com, Dan McComb. From their Web site: Biznik is an award-winning community of entrepreneurs and small businesses dedicated to helping each other succeed. If you're having any of these problems, and want to do something about it, Biznik is for you: ? You love running your business, but hate feeling isolated. ? You need more clients and customers. ? You need to raise your visibility and credibility. ? You do most things well in your business, but not everything. ? You don't have enough opportunities to meet colleagues and potential partners. ? Your business isn't growing fast enough. ? You have a hard time keeping up with trends that affect your business. ? You aren't sure how to use social media to promote your business. ? You're thinking about starting a business, but aren't sure where to start. Questions Peter Clayton asked Dan McComb: What is Biznik? What was the motivation for launching Biznik? What is your background? Where do you see Biznik fitting into the online social networking sphere and how is it different from existing services such as Linkedin? What are some of the unique features of Biznik? What is the demographic? How many people are using Biznik? Tell us about the documentary film you?re making, called SHINE? You?ve devised a rather unique way to finance the film? Dan's Biznik Profile In my former life, I was a photojournalist whose work appeared in newspapers and magazines like Time and Newsweek. After realizing that journalism was going to change me before I changed the world, I left the profession in 1998 and taught myself how to build websites for a living. I found self-employment hugely rewarding but surprisingly isolating. I was surprised to be turned away when I tried to join a local business networking group because "we only have room for one person from your profession, and your spot has been filled." In 2005, Lara Eve Feltin and I cofounded Biznik (http://biznik.com), with a simple premise: business networking shouldn't suck. Today Biznik is an award-winning community that connects more than 21,000 forward-thinking business people in 120 countries. And we always have room for one more, no matter what profession you represent (as long as it's legal!). Members connect using Biznik's social network and strengthen relationships at more than 100 member-hosted events every month. In October 2008, Lara and I were honored to be included in Seattle's top 25 most innovative entrepreneurs list by Seattle Business Monthly, and included in Seattle Magazine's 2008 Power Players list of most influential people. I am approaching my goal of completely forgetting what it was like to be a corporate drone. And I'm on a mission to connect great minds with interesting work. What Dan does best I'm best at team building and collaboration. I love working on interesting, cool projects with fun, talented people, and don't mind constraints - I enjoy finding ways to do a lot with a little. What does Dan need? Your small business to be successful. That's what I want right now more than anything else, because it'll be good for the economy, good for me, and good for you.

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Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton reporting. Kerry Patterson is co-founder of VitalSmarts, an innovator in corporate training and organizational performance, and co-author of three immediate New York Times bestsellers: Influencer: The Power to Change Anything, Crucial Conversations: Tools for Talking When Stakes are High and Crucial Confrontations: Tools for Resolving Broken Promises, Violated Expectations, and Bad Behavior. His award-winning training programs of the same titles have been used successfully by more than 300 of the Fortune 500 companies. Additionally, products resulting from his work have taught more than 2 million people worldwide, and have been translated into more than 20 languages. Kerry began his research into the challenges of developing and maintaining healthy organizations during his doctoral work at Stanford University. He taught at Brigham Young University?s Marriott School of Management and then co-founded Interact Performance Systems, where he worked for ten years as vice president of research and development. Kerry is a recipient of the Mentor of the Year Award and the William G. Dyer Distinguished Alumni Award from the BYU Marriott School of Management. Questions Peter Clayton asked Kerry Patterson I want to focus our conversation on Influencer, The Power to Change Anything - but first, what is the number one issue your clients have today? What is the urgent need your organization is finding out there? Influencer, The Power to Change Anything is a book -- published by McGraw Hill last year, and a training course offered by VitalSmarts. So if I read the book, will I learn everything you teach in your course? This is a question on your Crucial Skills Blog, I would like you to respond because it is so prevalent: Here?s the question... "I?ve been with the same company for twenty-five plus years. It is a good company. We have had three ?workforce reductions? in the past six years. I feel another one coming. I am fifty and therefore vested. However, at fifty-five, my early retirement pay would go up. Even though I have always received the highest reviews, I still feel that I could be next. How do I approach management about this?" Let?s talk about Influencer: How do you define influence? What research was used in developing the concepts for Influencer? What is a vital behavior and why are they significant? You contend there are two mental maps -- Can I do what?s required? and ?Will it be worth it? Can you expand on this? A good deal of your book focuses on what you call the six sources of influence. Can you give us a brief overview? What makes the Influencer model different from other change strategies? How can an executive use the techniques in the book to create change?

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The title of this feature page came from a recent article on ERE.net written by Matthew Charney. "As a (once and future) corporate recruiter 'actively looking for his next opportunity,' (translation: unemployed and hitting refresh on Indeed.com), I?ve had the opportunity, for the first time in my career, to experience life across the desk, as one of the unwashed masses yearning to breathe free." I thought it was one of those "says it all" statements. A lot of people are hitting the refresh key on Indeed.com these days... comScore, Inc. released a June 2009 overview of the career services & development category based on data from comScore Media Metrix and comScore Marketer. The study revealed that more than 65 million Americans visited the category in June, representing a 10-percent increase versus year ago, ranking it as one of the top-growing site categories. Seven of the top ten sites in the category achieved double-digit gains during that period. One of them, Indeed.com fourth on comScore's list -- growing 59 percent to 8 million visitors. Joining us today is co-founder and CEO of Indeed, Paul Forster. I decided to solicit on Linkedin Answers questions to ask Paul in this interview and I?m glad I did...

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Welcome to a Big Picture Channel Podcast on Total Picture Radio, with Peter Clayton reporting. The Summer of Social Good is the first large scale online charitable campaign to raise funds through the power of Social Media and the Internet. The goal is to use the power of ?Social Influence? via Twitter, Facebook, MySpace, blogs and other online media to raise an unprecedented amount for benefiting The Humane Society, Livestrong, Oxfam America and WWF. This admirable initiative is the brain child of Adam Hirsch, Chief Operations Officer of Mashable, the world's largest blog focused exclusively on Web 2.0 and Social Media news. After the success of Tweetsgiving, Twestival and various other campaigns that leveraged the power of social media, Mashable thought it was time to do something on a large scale to not only give back to the community but to engage the community as well. Adam began progress on the Summer of Social Good in January of this year and has been working hard to create a campaign that is both engaging and rewarding for all parties involved. This week was the first of a series of Hyatt4Good events at the Grand Hyatt Hotel in New York City. Hyatt has donated the use of meeting rooms in four major cities throughout the US for the Summer of Social Good TweetUp events; where we met our guest today - Adam Hirsch. Founded in July 2005, Mashable is the world's largest blog focused exclusively on Web 2.0 and Social Media news. With more than 5 million monthly page views, Mashable is the most prolific blog reviewing new Web sites and services, publishing breaking news on what's new on the web and offering social media resources and guides. Mashable's audience includes early adopters, social media enthusiasts, entrepreneurs, influencers, brands and corporations, marketing, PR and advertising agencies, Web 2.0 aficionados and technology journalists. Mashable is also popular with bloggers, Twitter and Facebook users ? an increasingly influential demographic.

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Welcome to a special Leadership Development Channel podcast on Total Picture Radio, with our continuing coverage of the SHRM 2009 Annual Conference in New Orleans. Joining Peter Clayton is the chief operating officer of the Society of Human Resource Management China Miner Gorman. An in-depth profile of China appeared in The Washington Post in November, 2007, shortly after she accepted the position of COO at SHRM. "Taking on the role of chief operating officer builds on all my experiences, and the timing of it is particularly meaningful to me. I'm bringing this set of experience and skills to the top of our profession at the beginning of one of the most important election cycles for the world of human resources. The issues that will be impacted by the outcome of next year's elections are critical to the future success of businesses and critical to the success of human-resources leaders in helping to create their organizations' strategies around attracting, developing and retaining talent as the baby boomers leave the full-time workforce." "The government and business community will also begin to tackle the difficult issues of maintaining a competitive workforce, health-care reform and legal immigration. These aren't just human resources issues, they are business survival issues. Being able to lead the Society for Human Resource Management, which is providing strategic agenda-setting thought leadership for the human resource profession, is a very exciting next step for my career." Questions: SHRM Annual Conference - your take-aways from New Orleans? What were the highlights for you? What has been the member feedback from the Conference? How many people attended this year?s conference? You moderated a session called HR Bloggers: Who are these people and why should I care? So who are Kris, Lance, Jessica and Laurie? What did you learn in this session? How important has blogging - and social networks become in HR? The Bloggers session, and several others, were live streamed to members. Is this something you plan to do more of next year? Speaking about social networks, these questions are from Franny Oxford via Twitter: What are your top three goals for the year? What are you most proud of so far? How is the job different than you thought it would be? In that same vain you?re relatively new in your role as Chief Operating Officer at SHRM, and SHRM has a new CEO, Lon O?Neill -- Cathy Martin wants to know where where you see SHRM in the next few years and what is (the leadership?s) plan for delivering value to the membership? You recently testified at a congressional hearing regarding your opposition to the ?Healthy Families Act.? WHAT? YOU'RE AGAINST HEALTY FAMILIES??!! :) Can you give us some background on the bill and why SHRM opposes it? What was it like testifying in front of the House Education and Labor subcommittee? What haven?t we discussed that you would like to share with our audience?

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Face-to-face communication: it's fast becoming a lost art in our time of email, texting and voicemail. But ultimately, when it comes to engaging an audience, making a compelling sales presentation, business is still ultimately driven by personal communication. Welcome to a Success Strategies Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Stacey Hanke is an educator, keynote speaker co-author of the book; Yes You Can! Everything You Need From A To Z To Influence Others To Take Action. Her company is 1st Impression Consulting and you can find her at www.staceyHanke.com I met Stacey um, at the like, um SHRM conference, you know, where she gave a presentation called Speak to Be Heard - Influencing Others to Take Action.. So um, Stacey, basically, actually, um, uh, I like have this problem with you know? Because I?m a habitual you know abuser! Stacey helps individuals eliminate the static that plagues communicative delivery - to persuade, sell, influence or simply effectively communicate face-to-face with a clear message. Throughout her career, she has trained over 15,000 people to conquer public speaking fears, rid themselves of bad body language habits and choose words wisely.  She has delivered over 500 presentations for business leaders in the financial industry to the healthcare industry to government and everyone in between. Her client list is vast from Coca-Cola, Kohl?s, United States Army and Navy, Leo Burnett and the FDA. She has inspired thousands as a featured guest on numerous radio interviews nationwide.  She is most proud of her interview on Martha Stewart Radio and WGN Chicago. Her area of expertise lies in offering practical skills and techniques that build confidence and credibility into leadership, client relationships and our personal lives. She does this by helping individuals change their communication behavior to maximize performance, improve results and build relationships to win business.  

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He is a frequent keynote speaker, writes an award- winning employment law blog that has attracted more than 300,000 visitors, publishes an employment law alert newsletter with more than 2,500 subscribers and hosts a quarterly webinar that draws audiences of more than 2,000.  He has been interviewed as a legal expert by Newsweek, Business Week,60 Minutes, The National Law Journal, HR Magazine, HR.com, Law.com and now... Total Picture Radio! Mark holds a bachelor?s degree in journalism from the University of Wisconsin and graduated with honors from the University of Wisconsin Law School, where he served as editor of the Wisconsin Law Review.  He has also completed executive programs at Harvard University, the University of Chicago and the University of Wisconsin. Mark is the incoming Chair of the American Staffing Association (ASA) and is a member of the Association of Corporate Counsel, General Counsel Roundtable, Society of Human Resource Managers and the American, California and Wisconsin Bar Associations.

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Excerpt from Yahoo! Hot Jobs Press Release issued at the SHRM Conference: In a significant shift for the recruitment industry, Yahoo! Inc. today announced Yahoo! HotJobs Pay Per Candidate, the first performance-based online recruitment product that allows recruiters the option to pay for candidates instead of just paying per listing. This will help recruiters tie their dollars directly to results, allocating their budgets to only the most relevant candidates while speeding up the recruitment cycle. The product will be formally introduced to the recruitment community at the Society for Human Resource Management Annual Conference (SHRM) being held in New Orleans, June 28-July1.   ?Recruiters are being asked to find top talent using fewer resources than ever, and Yahoo!?s Pay Per Candidate model gives them the tools to increase the accountability of their listings,? said Chris Merritt, vice president and general manager, Yahoo! HotJobs.  ?With recruiters facing resume overload in today?s job market, the Pay Per Candidate solution will allow them to spend their time and budget on only the best candidates.?   Yahoo! HotJobs? Pay Per Candidate product offers recruiters greater control over their budgets and their listings, including the ability to cap the number of pre-screened candidates they receive per job posting when candidates apply on the HotJobs website.  Recruiters purchase credits for each job posted, but their account is only charged when a candidate applies for the job listing or clicks through to the recruiter?s hiring site. In the interest of providing maximum flexibility, recruiters can easily shift unused credits to other open positions should a job be filled or priorities change.   The new product also offers a filtering option, in which recruiters can use a customized questionnaire to automatically filter out candidates based on their responses.  Alternatively, recruiters can choose to have jobseekers click through a link directly to the recruiter?s Web site.  

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Bruce directs the development and delivery of Disney training and professional development programs across the globe. His team provides innovative business solutions to a diverse clientele of Fortune 500 companies and international organizations.  Bruce has 28 years of leadership experience ? the last two decades with Disney ? and he is a recognized expert on Disney business practices, including leadership, people management, service excellence, brand loyalty, and creativity.  This podcast is sponsored by Taleo, where Talent Drives Performance Questions we asked Bruce Jones Bruce, Disney lead an executive education program at SHRM?s Annual Conference titled ?Sustaining a Competitive Advantage though a Culture of Excellence.? Can you give us a brief overview -- and the major concepts your team presented? How can business leaders foster a ?Culture of Excellence? considering the turbulent business environment we?re experiencing? Many organizations are focused on nothing but survival. Dream, believe, dare, and do are the four principles that guide Disney's business philosophy. Sounds great. Difficult to execute, am I right? Tough economic times usually mean things like training budgets get cut to the bone. What metrics do you have to convince a CFO that employee training programs are worth investing in? I?ve always thought Disney?s use of ?cast member? for employees and ?stage? for work environment was brilliant. However these metaphors don?t translate well for most businesses. Have you come up with other metaphors that would be appropriate for say a tech company or financial services organization? How is the proliferation of new technology -- especially online -- impacting training and organizational development? What technologies does the Institute use to deliver you content and training programs? How has technology improved the delivery of your services? Customer satisfaction?

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According to Margaret Morford in a special Two Part Leadership Channel podcast on Total Picture Radio, "Today?s workplace is in serious crisis. Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage ? Having the Heart of a Lion Workplace Application: is the title of Margaret Morford?s session at SHRM where she presented concepts that exceptional managers must possess: ?Management Courage.? Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006. Six principles of management courage : 1. Be painfully honest. 2. Never treat identically. 3. Don't use individuals or policies as crutches. 4. Ask for and give real feedback. 5. Take the blame 6. Leave soul-sucking situations. Courageous mangers ask the following questions in a manner that clearly communicates they are looking to learn, not to locate a scapegoat: What seems to be wrong with the project or situation? Should we continue this course of action? How can we anticipate these problems in the future? What should we do differently in the future to make sure this does not happen again? Questions We Asked: From your presentation "treat people equitably, not identically - I think managers really struggle with this - can you expand on this concept? A lot of executives are in hiding or making excuses. Neither one of these approaches works very well. Let?s say I?m trying to get people to buy-in to your Management Courage ideas, and as a result, I?m starting to get some very negative feedback on my performance. The natural tendency is to become defensive, isn?t it? What did you hear at the SHRM conference that -- inspired you? depressed you? challenged you? One thing I?ve heard from many executives... people are nailed to their chairs. They?re terrified to go anywhere. What are some strategies for dealing with the constant stress at work? You use the term ?soul-sucking? situations. Advising people to leave jobs when the culture isn?t right. In this economy, How? For those currently in transition, do you have any advice when interviewing? Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her clients have included Lockheed Martin, Chevron, Time Warner, Sara Lee Foods, Home and Garden Television, Nationwide Insurance, NAPA Auto Parts, New York Presbyterian Hospital (Cornell & Columbia Medical Centers), U.S. Marine Corps, Deloitte, Blue Cross Blue Shield, Vanderbilt University, and many more. Previous to owning her own company, Margaret was Sr. Vice President, Human Resources Consulting for a national consulting firm out of Winston-Salem, North Carolina. She has a BS degree from the University of Alabama and a JD degree from the Vanderbilt University School of Law. She has worked as an attorney, specializing in employment law as well as been Vice President of Human Resources for three large companies. She is often quoted as a business expert in newspapers and magazines across the country including Wall Street Journal, New York Times, Chicago Tribune, USA Today and Entrepreneur and appears regularly on local ABC, CBS and Fox television affiliates. She is the author of the videos Running with the Big Dogs - How to Make HR a Strategic Player and The Confident Supervisor as well as the business book, Management Courage - Having the Heart of a Lion."

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Thanks to management strategies that dangerously lag behind the times, workplaces are demoralized, under-performing, and failing to attract and retain the outstanding employees necessary for success." Margaret N. Morford is President for The HR Edge, Inc., an international management consulting and training company. Her presentation at the SHRM Annual Conference titled: Management Courage ? Having the Heart of a Lion Workplace Application: is the title of Margaret Morford?s session at SHRM where she presented concepts that exceptional managers must possess: ?Management Courage.? Many of the principles Margaret discussed in New Orleans are from her book Management Courage: Having the Heart of a Lion published in 2006.

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In late 2006, David founded the NeuroLeadership Institute and Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. In today's podcast, David gives us a preview of the 2009 Summit in Los Angeles, feautre Warren Bennis, Werner Erhard, and Daniel Siegel. David is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 6,000 professionals in more than fifteen countries. He is the author of 'Personal Best', (Simon & Schuster, 2001), 'Quiet Leadership' (Harper Collins, 2006) and 'Coaching with the Brain in Mind' (Wiley & Sons, 2009), and currently completing his latest book titled 'Your Brain at Work', which is due for release in October 2009.

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Keith was the featured speaker at this year's SHRM Conference Orientation. A perfect slot for Ferrazzi's message. One audience exercise we all particapated in: Asking our neighbor "what are you most passionate about?" And then having them expound on their real passion. I can tell you this leads to a much more engaging conversation than, "hi where do you work?" or my least-favorite SHRM conversation non-starter: "Sure is hot!" (Yup, that's New Orleans in July). My neighbor's passion was photography, a subject I happen to know a great deal about, leading to a very substantive conversation. So many of us are caught in a constant tug-of-war between work and wellness. Keith Ferrazzi?s Who?s Got Your Back offers a strategy to execute on your most ambitious plans without costing your happiness, well-being, or sanity--in fact his program promises to enhance them by building deeper, more supportive relationships. Ferrazzi offers a nine-step approach to building what he calls ?lifeline relationships,? an inner circle of deep, trusting peer support partners who serve as advisors, cheerleaders, and accountability watchdogs. These are more than colleagues, more than friends--they are true, caring comrades in arms who respect you enough to tell you like it is. The gem of this program is that Keith pays attention to the mechanisms that have been proven to make change stick--a striking difference between most self-help programs and Ferrazzi?s signature ?let others help.? What?s more, with Who?s Got Your Back you?ll create relationships that are meaningful well beyond your shared success--a rare and welcome gift in the world of professional development. (From a review by Mehmet C. Oz, MD, on Amazon.com) Keith Ferrazzi Biography: Keith Ferrazzi transformed professional networking with his bestselling book Never Eat Alone, which shared the secret of his impressive climb to the top: powerful marketing acumen, deep generosity, and a remarkable ability to connect with others. Never Eat Alone has been recognized by Forbes as one of "the best business books" every year since 2005. Both Forbes and Inc. have called him "one of the world's most connected individuals." As founder and CEO of the business consulting firm Ferrazzi Greenlight, Ferrazzi counsels the world's top enterprises on how to dramatically accelerate the development of business relationships to drive sales, spark innovation, and create team cohesion. As a thought leader and advocate for corporate citizenship, he has rallied executives around initiatives to improve healthcare and education nationwide. His annual Big Task Weekend event brings together key executives from companies such as Kaiser Permanente, Safeway, and Mars to draft innovative partnerships to improve American health and wellness. Ferrazzi is a frequent contributor to CNN and CNBC. He has authored numerous articles for leading business and consumer publications, including Forbes, Inc., Fast Company, The Wall Street Journal, the Harvard Business Review, and Reader's Digest. He has been named a "Global Leader of Tomorrow" by the World Economic Forum and one of the most creative Americans in Richard Wurman's Who's Really Who. Ferrazzi's extraordinary rise to prominence has even inspired a Stanford Business School case study.

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Welcome to an Inside Recruiting industry channel podcast on TPR reporting from the SHRM 2009 Annual Conference ? joining us is Ryan Estis, head of Ryan Estis & Associates. Ryan?s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He?s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. Ryan's Mega Session at SHRM was titled: "Employment Branding: Branding Your Organization To Attract and Retain A-Level Talent Workplace Application." Here's the description from the SHRM conference brochure: "This session will provide you with a synthesized understanding of employment branding. Employers are forced to become creative when it comes to attracting/retaining A-level talent. Central to effective recruitment marketing strategies is the employment brand. This program will address the steps necessary to develop an employment brand and emphasize creative and strategic approaches to attract and retain the talent needed to accomplish key business objectives. You will be engaged, challenged and presented with ideas that can affect your organization immediately." Questions: How do you define Employment branding 2.0? One example you use is Apple No company thinks in as many directions and on as many levels Apple. Mental workouts are a standard part of every workday ? and yet, this is one of the most secretive companies on the planet ? and one of the most restrictive in terms of employees use of social networks. (Of course there?s the famous quote from Steve Jobs to John Scully ?do you want to make soda water for the rest of your life or change the world?) An employment brand should serve as a promise about the career experience within your organization. (onboarding ? so many companies lack a integrated onboarding process ? really costs a lot of $$) The top 10 most in-demand jobs for 2010 did not exist in 2004 Do you really think there?s going to be as you said in your presentation ?a talent Crisis?? You?ve developed a framework for Employer brand excellence ? can you briefly describe some of the key attribute ? Employment Value Proposition Organizations that effectively develop and deliver their unique EVP have twice as many highly committed new hires as the average organization I want to talk about social networks and how they?ve emerged as so important in this whole employer brand equation. We?ve talked about Apple ? can you give us some other examples of companies that are doing this at a very high level? (sodexo) Why do so many companies still think they can ?control the message?? (I love your example of jobvent.com) In your presentation, you touched on employee engagement ? they aren?t Bullet point: 59% of the US Workforce is classified as High Risk or Trapped Do the baby boomers in the C Suite get this stuff? Do they care? Biography: Source - RyanEsits.com A recognized Professional Speaker/Trainer, Sales Evangelist, Talent Management Consultant, and Agent of Change, Ryan has developed a series of powerful keynote, seminar and workshop events that deliver specific, actionable content to drive sustained performance and process improvement. As the former Senior Vice President of Sales for the $50 million People Marketing division of McCann-Erickson World Group Advertising, Ryan?s unique, value based sales and marketing methodology served as the catalyst to move an entire organization from a transactional to consultative/solutions based client acquisition platform, leading to more enterprise account wins and strategic client partnerships. His 30 Steps and Peak Performance Selling Principles serve as the foundation for high energy, high engagement, and actionable outcomes in customized sales training/coaching and process improvement consulting. Ryan?s interactive style and in market examples create a powerful atmosphere for learning and the impetus for change to beat the competition to the close time and time again. His message and Sales/Marketing acumen have been concurrently embraced on the Human Resources speaker platform where he leverages best practices to help organizations win by Branding for Talent and delivers Sales Skills Training customized for Corporate Recruiting Teams. Ryan?s 17 years of business experience include Talent Management Consulting with specific expertise in Employee Acquisition, Engagement and Employment Brand Architecture/Strategy. He?s consulted with leading employers across diverse industry segments to help organizations discover and define their unique employment value proposition and deploy strategic initiatives to achieve a competitive business advantage through Human Capital. His work has been featured in Electronic Recruiting Exchange, Workforce Management Magazine, HR Professional Magazine, SHRM, Business News Network, Crain?s Business, Staffing Management Magazine, and the books Your Employer Brand, Employer of Choice and University Means Business. Ryan serves as a Senior Associate with the Employer Brand Institute and is a professional member of the National Speakers? Association. He now resides in Minneapolis, Minnesota.

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"This is all about relationship management and the only way you can hire somebody, and the only way you can recruit people is if you have the ability to call someone up on the telephone and touch them in person, via the telephone line... Every year I come to these conferences and there's some buzzword. This year it's Twitter. I love Twitter, but you know what? Twitter is not going to help us find and recruit somebody that is in a job right now, sitting in an office somewhere that's a financial analyst." Jeremy Eskenazi Welcome to an Inside Recruiting Channel podcast on Total Picture Radio, with Peter Clayton reporting from the SHRM 2009 Annual Conference in New Orleans. Jeremy Eskenazi is managing principal of Riviera Advisors, a highly specialized consulting firm that is focused on helping clients improve, enhance, and optimize their internal staffing functions. Jeremy and his team have had many years of experience honing their experience as real recruiting and staffing leaders, not just as observers of the staffing function. His presentation here at SHRM is titled "Consultative Staffing and Recruiting Strategies for HR Generalists - Taking it Up A Notch." Eskenazi believes HR must reinvent itself to meet the challenges that lay ahead. Jeremy spent more than 18 years as an executive leading the global staffing functions of such organizations as Universal Studios, Amazon.com, and Idealab before forming Riviera Advisors in 2000. Uniquely, Jeremy draws on many years of mistakes and learning in real-life corporate staffing situations to share with his global corporate clients and the many participants in his speaking engagements, seminars and roundtables. Key Challenges Recruiters Face Today: (Excerpts from Jeremy's Presentation Notes) Demographic shifts (Baby Boomers starting to retire, people working longer into their careers, etc.) Outsourcing and Off-shoring. Very strong pressure on organizations to reduce the ?G&A? line on their financials. Rapid changes in technologies. Credibility problems for Recruiting and HR with constituents. Lack of real development for Recruiting professionals Outsourcing Off-shoring Outsourcing and off-shoring deals are very real, and fast growing in the recruiting sector. They are real and fast growing because we have not, as a profession done well to explain our added value. Much of our work as a profession has been viewed as transactional (pulling resumes off databases, pushing resumes around, and handling lots of ?administrivia?). There are some growing perceptions that the internal recruiting function is not ?core? to a business? success, and that it can be done better, faster, and possibly cheaper using external resources. (some of this is perpetuated by RPO vendors). (*RPO= Recruitment Process Outsourcing) Outsourcing and off-shoring is actually one of the best trends that could happen to our profession?by eliminating the ?heavy lifting? (some sourcing, internet sourcing, resume processing, etc.), we can focus on the true valueadd of assessing, evaluating, and building a community of top talent for our organizations. visit Jeremy's feature page on Total Picture Radio for a complete transcript of our interview.

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Professor Kotter is the recipient of the Lifetime Achievement Award in Workplace Learning and Performance. This award was presented by ASTD in recognition of his extensive body of work and the significant impact he has had on learning and performance in organizations. Dr. Kotter and his firm, Sage|Kotter, work with organizations around the globe to guide, educate, and inspire people to become better leaders, to successfully transform organizations that enrich lives today and build a better world for future generations. He has published 16 books, 12 of which have been business best-sellers and 6 of which have won awards or honors. With millions of copies sold, his books have been translated into more than ninety languages. He is also the author of several seminal articles in the

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David is one of the thought leaders in the global coaching profession. The integrated coaching system he developed in the mid-90's has been taught to over 6,000 professionals in more than fifteen countries. He is the author of 'Personal Best', (Simon & Schuster, 2001), 'Quiet Leadership' (Harper Collins, 2006) and 'Coaching with the Brain in Mind' (Wiley & Sons, 2009), and currently completing his latest book titled 'Your Brain at Work', which is due for release in October 2009. Total Picture Radio's coverage of the SHRM 2009 Conference and Exposition in New Orleans, LA is brought to you in part by Deloitte. If you're ready for a career with a dynamic organization in an environment that fosters professional development and career advancement, you're ready for Deloitte. With 165,000 people in over 140 countries, Deloitte member firms serve more than 80 percent of the world's largest companies as well as large national enterprises, public institutions and successful fast-growing companies. In 2004, David founded the brain-based approach to coaching, which has gathered momentum as a theory base for coaching ever since. In collaboration with several leading neuroscientists, David is working to explain the neural basis of issues like self-awareness, reflection, insight and accountability. In 2006 he co-authored a feature article in strategy+business magazine with neuroscientist Dr Jeffrey Schwartz, called 'The Neuroscience of Leadership', the most downloaded article of the year at the magazine. In September 2006 CIO magazine ran a cover story featuring David and Jeff's work called 'The new science of change'. In late 2006, David founded the NeuroLeadership Institute and Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. David also co-created a complete coaching curriculum at New York University (SCPS) and is a guest lecturer at universities in 5 countries.

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Welcome to a Inside Recruiting Channel podcast of Total Picture Radio. Lou Adler is the president of The Adler Group, an international training and consulting firm helping companies find and hire top talent using Performance-based Hiring. He is the Amazon best-seller author of Hire With Your Head and the Nightingale-Conant audio program Talent Rules! Using Performance-based Hiring to Hire Top Talent. Adler is a noted recruiting industry expert, international speaker, and columnist for a number of major recruiting and HR organization sites including SHRM, ERE, NACE, RCSA, Kennedy Information/OnRec, HR.com and ZoomInfo.com. This podcast is sponsored by Taleo, where Talent Drives Performance.? Stay tuned: Our exclusive interview podcast from SHRM 2009 with Lou Adler will air Monday, July 6th! Description of Lou Adler's presentiation from the SHRM brochure: Performance-Based Hiring: A Business Process for Hiring Top Talent Workplace Application: Performance-based hiring offers companies an end-to-end hiring process for sourcing, assessing and recruiting top talent that can be used from entry-level to executive positions. Finding and hiring top people is different than finding and hiring average people. Performance based hiring provides companies a means to separate the two. It consists of a compelling job, a targeted consumer-marketing approach to sourcing, the use of a two-question performance- based interview, a formal evidence-based debriefing and assessment process, and a consultative career management approach to recruiting. Interview Outline: Introduction to Performance-based Hiring ? a System for Hiring A-level Talent ? Why you must throw away job descriptions! ? Sourcing & the Psychology of the Top Performer ? The One-Question Interview ? 10-Factor Evidence-based Assessment ? The secret of recruiting top talent Req-less talent hub model ? Nurture prospects forcareers, not ?find candidates for jobs? ? Hub: SEO?d micro site, few pages, by job class ? Spoke: Web 2.0 ? short ads pushed to relevant sites, blogs, user groups ? Compelling warm-up ? No disqualifiers ? Less reporting ? Chat, collect resumes, or drive to specific jobs Most Significant Accomplishment Question ? please explain this and its importance in the interviewing process Nurture prospects for careers, not find candidates for jobs ? DOING, not HAVING ? Early-bird Sourcing ? DO ? DO ? DO ? THINK ? Evidence-based: No 2s! ? Defend your candidate ? Differentiate on job, not $$$ ? Become a partner!

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Gerry and his partner, Mark Mehler are human resource professionals who have spent over two decades working in just about every facet of the employment industry. Gerry's presentation at SHRM focused on the increasing importance of a company's Web site in attracting top talent. We discuss recruiting industry trends, best pratices, one of Gerry's "favorite cities" --New Orleans, the standards initiative SHRM is supporting under ANSI/ISO protocols, and technology trends facing the staffing industry. Gerry Crispin's biography: I write, research and share my adventures, opinions and data about evolving staffing models with the HR profession (and at small-group meetings of corporate staffing strategists that participate in CareerXroads' colloquia). I am passionate about how firms design and build staffing processes, the technology to enhance them and the systems to manage them. Together with my business partner, Mark Mehler, I strive to observe and influence new and evolving models that aspire to world-class, measurable standards and satisfy every stakeholder. I want to know more about the "playing fields" where candidates and employers meet and I'm more than a little curious about how they treat one another: how Job Seekers "game" their next career move while Employers tout their latest opportunities. I'm constantly on the lookout for stories about staffing challenges, benchmarks, and results as well as the people who live the stories they tell.

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Nowadays, every ?A? level candidate carefully managing their career is visiting your Web site and making assumptions about your organization based on what they find. Unfortunately, many Web sites are not designed with the candidate experience in mind and fail to engage talent." - Matthew Adam Welcome to an Inside Recruiting podcast on Total Picture Radio, sponsored by Taleo Corporation. This is Peter Clayton with our special coverage from the Society of Human Resource Management (SHRM) 2009 National Conference in New Orleans. I'm delighted to have on our show Matthew Adam, 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.

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Gen Y, Which Will Rule the Global Workforce Tomorrow, Takes Lumps Today Written by Judy London from i4cp Today's economic mess is a watershed for workers in every age bracket. But for Millennials (aka, Gen Y) - those born from about 1980 to 2000 - this crisis is more than a time of joblessness. It coincides with their coming of age, setting the blueprint not only for individual lives and careers but for a new era in the global workplace. Right now, recession-driven unemployment numbers don't look good for young job hunters around the world. Jobless rates have skyrocketed to as high as 24% for the youngest in Australia's job market, and they're up to 12% for that age group in the U.S. In Colorado alone, current unemployment rates for young people have increased by 66%. These numbers might be driven, in part, by employers who are reportedly hiring more seasoned workers to cut training and development costs for new entrants to the workforce. Gen Y's slow response in crafting strategies to overcome a poor job market might be another contributing factor (Harris, 2009; Tahmincioglu, 2009). As a result, fast-tracking career plans for most young people appear to be thrown into reverse. Instead of engaging in job hopping, many are simply trying to hang on to what they have. A 2009 survey from Experience Inc., which is an organization focused on Generation Y recruitment, found 67% of 1,650 young respondents saying that, in the interest of increasing their job security, they plan to hold onto their current job by extending their work hours (33%) and taking on more job responsibilities, including helping their fellow workers (30%). In fact, as many as 44% ranked job security above career-advancement issues, and 35% are not counting on as many career openings as in the past ("Gen Y Insights," 2009). In addition, younger workers responding to a Randstad online poll were more likely than older respondents to say they would do something to impress their bosses: take on additional work and responsibilities, work overtime and stay late or come early to show extra face time, for example (Laff, 2008). http://www.totalpicture.com/shows/trendwatcher/trendwatcher-gen-y-wake-up-call.html#ixzz0JXxlnbMx&D

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Welcome to a Online Savvy Podcast on Total Picture Radio with Peter Clayton Reporting. Earlier this month, Dice Holdings, a leading provider of specialized career websites for professional communities, announced it completed the purchase of substantially all of the assets of AllHealthcareJobs.com, a leading online career site dedicated to matching healthcare professionals with available career opportunities. I had the opportunity to interview Phil Morris, founder of AllHeathCareJobs.com at the International Association Employment Web Sites Fall Congress in Chicago last September. Both Dice.com and AllHeathCareJobs.com are a winners of Weddle's 2009 User Choice Awards. We'd like to welcome Phil Morris back to Total Picture Radio, along with Michael P. Durney, Senior Vice President, Finance and Chief Financial Officer of Dice Holdings. Questions: Mike, I'd like to start with you. This marks your fourth acquisition for Dice - can you give us a brief background on Dice Holdings? Phil, every job board owner I talk with tells me the same story: Job listings are off 30-50% -- this is the worst it's ever been. How's your business holding up? Phil - Were you actively looking for a business partner? Did Dice come to you? Phil - You're still running the day-to-day at AllHeathCareJobs? Mike - Are you looking to make additional acquisitions this year? Mike - Dice is a geek jobs site, you've obviously been very successful. What's happening today Mike, are job postings on Dice.com up? How about eFinancialCareers? What can you tell us -- given the global reach of that job board. Is there any good news to report in the financial sector? Phil - I was on AllHealthCareJobs.com today. It looks very much the same as it did when we spoke in Chicago last year. No Dice branding - nothing really about the acquisition. So what is Dice brining to your party? Mike - according to the stats I've seen, job boards represent only 1% - 2% of actual hires. Also, a number of recruiters tell me only the truly desperate are surfing job boards: the best candidates -- those passive candidates everyone wants to hire aren't there. Advertising on job boards means getting spammed with hundreds of resumes of unqualified candidates. I'm sure you've heard all this before. Care to respond to these criticisms? Phil: As a niche board operator how do you respond to these criticisms? Mike - I posted this question on Linkedin Answers recently - "Job boards allow employers to get the most-qualified candidate at the lowest salary." Mike - Speaking about Linkedin - How are social networking sites -- Linkedin, Twitter, Facebook affecting your business, and how can job boards take advantage of what these sites offer without being cannibalized by them? Mike, CFO crystal ball time: A number of states are now in double-digit unemployment -- given your projections, when will things start to turn around? Phil - What kind of growth are you expecting in the health care industry for the balance of this year? Phil - Mike - What didn't I ask that you would like to share?

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Donna Sweidan is an expert in career exploration issues, assessment, job search, on-line identity, resumes and strategic coaching. What activity are you doing everyday and how are you getting out, how are you meeting people, where are you going out and being productive? There is light at the end of the tunnel and they?ve got to think about what can I do today that?s going to help me get results, two, three, four months down the line. That?s what I?m trying to impress upon people about how can they get out and what kind of activities they can do, instead of sitting behind the computer." Donna Sweidan Welcome to a Career Transition Channel podcast on Total Picture Radio, with Peter Clayton reporting. Donna Sweidan has worked in the field of counseling, training and career development for over 14 years. She is a credentialed career coach and provides personalized career and life transition counseling. An expert on integrating technology into the job search and career management process, Donna is dedicated to empowering her clients and leveraging the power of the internet to advance and manage their careers. Based in Stamford, Connecticut, she is the founder of Career Folk. Donna Sweidan is a career coach with over 15 years experience motivating and facilitating job seekers and career changers in their quest for professional fulfillment. As a trained counselor, Donna specializes in helping clients overcome the obstacles they face in the career transition process. Founder of Careerfolk, LLC, a full service career management company, Donna uses a range of tools and creative strategies to facilitate the career exploration and development process. She is particularly passionate about getting people to talk about their job search, and is a strong believer in the power of group learning and support. She facilitates two successful job search strategy groups that have received wide media attention, including The New York Times and CNN. Donna is also a popular and inspiring speaker and presents on a range of career development topics. A Linkedin expert and advocate on integrating technology into the career management process, Donna is dedicated to empowering people to leverage the power of the internet to advance and manage their careers. The founding Director of Career Services at The New School in NYC, she has also been quoted in the International Business Times, Fortune.com and The Stamford Advocate. Donna has earned the Master Career Counselor designation, awarded by the National Career Development Association and is a Licensed Mental Health Counselor in New York State. She is also a certified Five O?Clock Club Coach. http://www.totalpicture.com/shows/career-transition/donna-sweidan-the-linkedin-podcast.html

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Mark is a career marketing coach for 6 and 7 figure executives. He worked his way up through the ranks (after graduating with a BS in Systems Engineering from the University of Illinois) from a staff engineer to VP, Director, GM, COO and CEO. He's helped small companies and large, including Transamerica, Delco Electronics and Aramco in Dhahran, Saudi Arabia . He's managed 350 employees, a $700 million budget, and helped take two companies public. Questions Peter asked Mark in this interview: In the open, I referred to JobBait as a "fantastic career management resource" - I don't make this kind of recommendation very often - so I'd like to start by asking you to give the audience an overview of the information they'll find on JobBait.com - especially the free resources you offer. Mark, you list the following benefits of using JobBait: 3x faster than networking 4x more job openings 6x better than outplacement (that doesn't surprise me) 10x potential payback Let's start with networking - the mantra of many guests on this show: the best way to get an executive level job is to network with your peers on sites like Linkedin. In fact, you refer to networking as job hunting hype? Once again, quoting directly from JobBait.com The Hidden $100k+ Job Market More than 80% of all jobs are hidden, and only 1 out of 20 executives goes after them. Less than 20% of all jobs are visible through networking, recruiters and job boards, and 19 out of 20 executives compete for these jobs. 80% of all jobs are hidden? How do you know this? As I read it, a significant part of your strategy involves the "value proposition," a direct mail campaign to a targeted list. Why is this so effective? Most people view direct mail as junk mail. How do you go about building a targeted list? How many letters to you mail, on average? How long does this process take to get results? How much does it cost? Let's pretend I've spent my entire career in one of the following: automotive, real estate, financial services. How can I position myself to be competitive in health care or education, or green jobs -- i.e. in growth industries? You recommend that all professionals should have their own website. Why? If someone is interested in working with you, or learning more about your services, what's the best way to connect with you? Based on the data you're looking at, what do you project for the balance of 2009 for executive employment opportunities? http://www.totalpicture.com/shows/in-cue/mark-hovind-jobbait-podcast.html#ixzz0IdlCT1Nc&D

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Welcome to a Big Picture channel podcast on Total Picture Radio -- Alice Snell is 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. Taleo Research is the strategic research division of Taleo, which provides on demand talent management solutions for organizations of all sizes, worldwide. Stay tuned... Our exclusive interview with Alice Snell will air Monday, June 15! Questions Peter asked Alice: I'd like you to discuss some of the research Taleo has done recently in the area of Talent Management There seems to be a lot of friction -- trying to balance cost cuts -- especially head count, while at the same time keeping employees engaged and productive. What are some strategies you've found to be effective? Is employee engagement on senior management's radar -- given the tough economy? You've blogged about talent alignment initiatives that can boost retention and productivity. Can you share some insight on how this works? Taleo is celebrating its tenth anniversary -- what are some of the most significant changes that have occurred over the past 10 years in talent management? What changes do you foresee over the next couple of years? Taleo works with a good number of Fortune 500 companies. What's the mood out there with your customer base? Are they feeling more positive today about economic recovery than they were 6 months ago? Alice Snell Biography Alice Snell is Vice President, Research at Taleo Corporation . Taleo (NASDAQ: TLEO) is the leader in on demand, web-based talent management solutions that empower organizations of all sizes, around the world to assess, acquire, develop, and align their workforce for improved business performance. Ms. Snell has been tracking and analyzing the intersection between technology and talent management for well more than a decade. She published The Job-Seeker's Guide to On-Line Resources in 1994 and has authored numerous articles and reports on talent management technology and processes including Hidden ROI of Talent Acquisition and Mobility, Talent Management in a Down Economy, Quality of Hire, Careers Site 2.0: Taking the Lead in the War for Talent, Unified Talent Management: A Global View, Onboarding, and The Value of Unified Recruiting and Performance Management. Ms. Snell also produces the award-winning Taleo Talent Management blog that covers talent management definition, practices, and the latest research in the field. Ms. Snell is frequently called upon to provide expert commentary on talent management issues and is quoted in leading media including The Wall Street Journal, CNN Money, Chief Executive, The New York Times, Chicago Tribune, CNBC.com, The Boston Globe and Investor?s Business Daily. Prior to joining Taleo in 1999, Ms. Snell was a senior analyst at Kennedy Information. Ms. Snell holds a Master of Science degree from Boston University and a Bachelor of Arts cum laude from Brandeis University. http://www.totalpicture.com/shows/in-cue/alice-snell-talent-management-in-2009.html#ixzz0ITCBZkMj&D

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Most organizations see the potential of social networking technologies, but they also face concomitant risks - risks for which they may not yet be adequately prepared, suggests new research conducted by i4cp. Yes, social networking can be a boon to an organization by encouraging knowledge sharing, fueling innovation, and boosting productivity. But unfettered social networking on the part of employees can also be calamitous, sending the wrong kind of messages to the world, creating confusion for customers, and potentially compromising the company brand. Most of today's firms use social networking technologies. The i4cp survey found that over half (58%) of respondents said their companies use these technologies, a number that climbs to 61% among the largest companies (those with 10,000 or more employees). And it's quite possible that even those that say their companies don't use these technologies have employees who are informally using social networking Web sites, collaborating via instant messaging, or otherwise engaging in some sort of technology-facilitated social networking. http://www.totalpicture.com/shows/trendwatcher/trendwatcher-social-networking.html

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This is not only a new company, but also a whole new industry; it's exciting for us, of course, but the real excitement generated by Phone Interview Pro will come from those who hone their skills using the service." - Paul Bailo Getting to first base means getting past the phone screen. However, far too many individuals in career transition don't take this initial step seriously enough ? thinking that it's not that important, that they can "wing-it." Think again. The initial phone interview, if nothing else, is intended to weed-out a large number of prospective candidates. If you don't take it as seriously as an in person, formal interview with the hiring manager, chances are you'll never get to that face-to-face with the employer. Welcome to a Success Strategies podcast on Total Picture Radio. This is Peter Clayton reporting. Several weeks ago, our friend and frequent contributor, Judy Rosemarin, founder of Sense-Able Strategies, asked me to make a presentation at her ExecuNet senior executive networking meeting in New York on using social networks. At the meeting, I met Paul Bailo, who discovered a need while conducting his own job search: namely, advice on preparing and acing the phone interview screen. Based on many hours of research, and his own experiences, Paul started Phone Interview Pro ? a service for job seekers who want to perfect their telephone job interviewing skills. Paul recognized that while resume, interview preparation, and target company research assistance are commonly offered by outplacement and career counseling organizations, the importance of the telephone interview is often overlooked. In response to this, Phone Interview Pro has created a 250+ point phone evaluation. Today, job candidates make initial contact with prospective employers via a telephone screen. The phone interview has become a crucial first-step in securing an in-person interview. While making a career transition, Paul Bailo determined that many job candidates needed a phone coaching resource. And Phone Interview Pro is the outgrowth of his experience. Paul's book, The Official Phone Interview Handbook was just released this month. http://www.totalpicture.com/shows/success-strategies/paul-bailo-phone-interivew-pro.html#ixzz0I8BfKAO4&D

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Welcome to a Success Strategies podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today is author, speaker, Internationally Certified Advanced Resume Writer and Internationally Certified Master Director, Mary Elizabeth Bradford. Mary Elizabeth is the author of two guidebooks: "Secrets of the Unadvertised Job Market?Revealed!? and ?Phone Networking Secrets Revealed.? She is the publisher of the bimonthly ezine, The Career Insider. Her guidebooks have been lauded by both clients and colleagues as ?powerful,? ?comprehensive? and ?highly effective.? Mary Elizabeth is an active member of Career Directors International and serves on their Membership and Marketing Committee. She obtained her Certification as an Advanced Resume Writer and Master Career Director through CDI, and in 2009 was one of four honorees to receive CDI?s inaugural Master Career Professional Lifetime Achievement Award. She has been published in multiple law and Business Journals and career-related websites throughout the world. Additionally, Mary Elizabeth is an alumnus of Leadership Orlando, past Board Member and Vice President of Membership for the Downtown Orlando Partnership and Junior Achievement volunteer. As a Special Events Committee Member for The House of Mercy in Nashville, she created their first Annual Benefit at Nashville?s Famous Bluebird Café. She served on the Disaster Relief Team for the Nashville Chapter of the American Red Cross. Questions for Mary Elizabeth Bradford: Recession-Busting Job Search Strategies -- that's the title of this podcast. Supplied in your email to me. With the following --"Learn what industries are hiring and two powerful strategies to quickly and easily get in front of them and make a powerful and positive first impression." Who's hiring Mary Elizabeth? Tell us about two powerful strategies to quickly and easily get in front of hiring managers. What feedback are you getting from clients you're working with now -- specifically those in career transistion? Let's talk about resumes: Chronological or functional? There's the old mantra that resumes need to be one page... however, if you've been working for 15-20 years that's difficult. What do most people leave out of their resumes that are must-haves? Let's face it. Employers have a buyers market right now. What can you do to get a better offer -- or get that raise you were promised last year? http://www.totalpicture.com/shows/success-strategies/mary-elizabeth-bradford-the-career-artisan.html#ixzz0HYcoFWOX&D

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We didn't expect it. After all, who has time to worry about high-potential employees these days? It takes considerable effort, patience and planning to focus on HiPos, and a lot of companies are otherwise preoccupied with the day-to-day urgency of surviving in a tough economy. But good companies have a way of going against the conventional wisdom, and several i4cp member organizations recently came to us with ideas for pulse surveys that focused primarily on the selection and development of future leaders. There are various reasons for this. First, in tough times, the need for effective leadership is greater than during the good times, when established organizations practically run themselves. If current leaders don't succeed in times of trouble, someone needs to be standing in the wings. Second, as many organizations conduct layoffs, they must identify and retain the people they most urgently need in order to run their businesses. And, in an era of tight budgets, management needs to know who to compensate at higher levels. Read more: "High Potentials Podcast | TotalPicture Radio - Career Advancement, Employment Trends, Recruiting and Leadership Development Podcast" - http://www.totalpicture.com

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Erika is founder of Proteus International, a leadership consultancy. Erika has developed a reputation for creating learning and change processes and programs uniquely tailored to her clients? challenges, goals, and culture. She and her colleagues at Proteus International offer practical methods and skills for individuals, teams, and companies to clarify and then achieve their hoped-for-future. Strategic is one of those buzzwords like innovation. I think most of us have sat in "strategy" meetings that could have been called "brainstorming" sessions or, in this economy, "hail mary" meetings. So my first question; "how do you define strategic?" Much of Erika's recent work has focused on organizational visioning and strategy, executive coaching, and management and leadership development. In these capacities she has served as consultant and advisor to the CEOs and top executives of a number of corporations, including MTV Networks, Regeneration Technologies, Inc., the French Culinary Institute, Rainbow Media Holdings, Union Square Hospitality Group, Lifetime Television, and Comcast Corporation. She has been invited to share her insights about managing people and creating successful businesses by speaking before a number of organizations, including corporations, non-profit groups and national associations. Her models, ideas and learning guides have been translated into Spanish, Portuguese, Turkish, German and French, and she has been quoted in a variety of national publications, including Glamour, Fortune and Training magazines. Read more: "Being Strategic - Erika Anderson | TotalPicture Radio - Career Advancement, Employment Trends, Recruiting and Leadership Development Podcast" - http://www.totalpicture.com

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Welcome to an Inside Recruiting edition of Total Picture Radio with Peter Clayton reporting. I had the opportunity to meet Donato Diorio, the founder and CEO of Broadlook Technologies at ERE Expo, and have held the interview we recorded at ERE until the release of Profiler X, which is being featured at Kennedy Information?s Recruiting Conference this week in Las Vegas. However, our interview covers far more than Profiler X, including Donato's blog post titled "The Art of the Elevator Pitch" Broadlook, a leader in lead generation and Internet research automation for sales, marketing and recruiting, launched Profiler X this month. An evolution in Sales and Marketing Intelligence, Profiler X brings together the best real-time Internet information and combines it with Hoover?s insight and analysis on the companies, industries and businesspeople that drive the economy, and popular social networking sites to deliver the most comprehensive real-time view of company and contact information available. Read more: "Donato Diorio Podcast | TotalPicture Radio - Career Advancement, Employment Trends, Recruiting and Leadership Development Podcast" - http://www.totalpicture.com/

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Welcome to a Cool Careers channel podcast on Total Picture Radio, this is Peter Clayton reporting. Our good friend and frequent contributor to Total Picture Radio, Jason Alba, the founder of JibberJobber, recently connected me to Pete Johnson, whose blog is called Nerd Guru. Pete is currently the Portals and Marketing Solutions IT Chief Architect at Hewlett-Packard, where he's worked since graduating from UC San Diego with a BSCS degree in 1993. Pete used Linkedin Answers to pose the headline question: What?s your best career advice, using EXACTLY 6 words? Here's how Pete framed the question: In January around the time of the inauguration, the Bush daughters wrote the Obama daughters a letter giving them advice on living in the public eye inside the White House. The most widely quoted part of that letter was pretty touching, ?Remember who your dad really is.? At about the same time, Newsweek ran a short story about a collection of 6 word memoirs put out by Smith Magazine on the topic of love. Given that Jenna and Barbara?s advice happened to be exactly 6 words long, and that I have an interest in mentoring, I thought it would make for an interesting experiment to see what people might come up with on the topic of career advice. So, what?s the best career advice you have, using EXACTLY 6 words? Pete received well over 100 responses to his question, and Scott Allen picked up the story on his About.com Entrepreneurs Blog. Stay tuned... Our exclusive interview with Pete will air Monday! Talking Points: How long have you been blogging? What is HP's policy toward employees blogging? Is it encouraged? What do you do as the Portals and Marketing Solutions IT Chief Architect? The key focus of your blog is to promote soft skills to engineers - nerds such as yourself. Tell us what inspired you to focus on soft skills, rather than computing wizadry? Using Linkedin Answers, you asked the following: What?s your best career advice, using EXACTLY 6 words? Why six words? What kind of response did you receive? You decided to create several groups from the responses? What were some of your favorite responses? What did you learn from this? Have you asked other career related questions through Linkedin Answers? For those who might be interested in a career with HP, what would you recommed? Read more: "Career Advice in 6 Words | TotalPicture Radio - Career Advancement, Employment Trends, Recruiting and Leadership Development Podcast" - http://www.totalpicture.com/shows/in-cue/career-advice-in-6-words.html#ixzz0FrqJ4XPi&A

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"How do we have the right mix of talent? How do we have a sustainable talent model? How do you right size an organization? -- The jobs we have now reqire innovation, creativity, they reqire a real strategic understanding of where the business is going and how we're going to get there... What's Different With This Recession? Manufacturing is Gone. It's Not Coming Back." Kevin Wheeler Welcome to a Inside Recruiting podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is Kevin Wheeler, founder and president of Global Learning Resources, and conference founder and lead of the Future of Talent Institute, a consortium of organizations and individuals who explore emerging issues in talent management, staffing, recruiting, employee development, retention and leadership development. Kevin is a globally known speaker, author, teacher and consultant in human capital acquisition and development, as well as in corporate education. He is the author of numerous articles on human resource development, career development, recruiting, and on establishing corporate universities. He is a frequent speaker at conferences. I had an opportunity to interview Kevin at the recent ERE Expo in San Diego. Kevin's interview is sponsored by hrmarketer.com

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A new book titled Dance with Chance - Make Luck work for you - answers these questions and many more besides. More importantly, it shows us how to gain greater control over many aspects of our lives - by knowing just when to trust to luck. Joining us is one of its three authors Robin Hogarth. Think about it. Every day human beings make decisions. Some are important: should you invest your life savings in the stock market? Others are trivial: should you take an umbrella today? But in both these cases you have no control. The stock market will go up or down, it will rain or it won?t? and there?s nothing you can do about it. The problem comes when people seek to gain control by making predictions. By consulting an investment expert or a weather forecast, they think they can control the value of their investments or avoid getting wet. But this is just an illusion. An illusion that psychologists call ?the illusion of control?. In many areas of life ? the stock market and the weather are just two examples ? accurate prediction just isn?t possible. There is always uncertainty about the future in most areas of our lives. Throw in some emotions, such as greed, fear and hope, and human beings? predictions get even less accurate. So what are we to do? Talking Points: Robin, it's not usual for Hollywood screenplays to have three authors, but it is someone unusal for a non-fiction book. How did Dance with Chance come about? Let's return to my introduction: Why did no one see the subprime crisis coming? Right from your preface: Why do investment portfolios created by blindfolded monkeys throwing darts at stock listings often outperform those chosen by professional money mangers earning six figure salaires? Why do we overestimate our ability to predict future events and underextimate the influence of chance. Talk to us about the illusion of control. I what ways is the illusion of control influencing our response to the economic downturn. Given all of the research you and your co-authors did for Dance with Chance, what is the base way for the us to invest our money? What are the potential costs of thinking you have control over things you don't? In your book, you distinguish between two kinds of uncertainty - can you describe these for us? How do you advise people cope with uncertainty? How should your conclusions be used to inform decision-making? Why can't we rely on solid data bout the past to predict the future? Can you give us some examples in current news events that illustrate the illusion of control? Final question: How can you reap benefits from uncertainty?

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Welcome to an Inside Recruiting channel podcast on Total Picture Radio with Peter Clayton reporting from ERE Expo in San Diego, California. Joining us is the founder and Chief Talent Strategist of Talent Synchronicity, Susan Burns. Susan develops talent strategy solutions through an integrated alignment with core business functions and processes. Susan weaves together technology, social media, branding, P & L experience, and alignment with business directives to create intrinsic value in strategic recruitment and talent initiatives. Through hands-on experience in organizations of various size and brand visibility, Susan has delivered successful solutions around developing integrated recruitment strategies, employment brand differentiation, workforce/talent planning, university recruitment strategies, recruitment team structure and processes, and recruitment leader development. In addition to Talent Synchronicity, Susan is executive director for The Future of Talent - a community of senior talent leaders influencing the future of talent strategies to guide their organizations to achieve sustainable and competitive practices. Through an annual retreat, practitioners come together to design guiding forecasts and strategies in the areas of talent acquisition, branding, knowledge management, employee development, and leadership.

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"If you are laid off, you usually want two things. First, you want enough compensation to keep your bills paid until you find another job. Second, you want to find a new job as quickly as possible." Maury Hanigan Welcome to a Career Transition channel podcast on Total Picture Radio with Peter Clayton reporting. Maury Hanigan leads the team of experts that make up The Layoff Coach. As a nationally recognized authority on employment, career development and hiring, Maury brings more than 20 years experience to the position, and joins us today. Maury has designed career development, retention and recruiting programs that have impacted thousands of employees. She has consulted for corporations, universities and government agencies on a wide range of employment issues. Her clients include AT&T, Cargill, Cornell University, Computer Sciences Corporation, Exxon-Mobil, General Electric, IBM, Kraft Foods, Merck, Massachusetts Institute of Technology, Merrill Lynch, Pfizer, Pitney Bowes and Xerox. Maury is often consulted by the national business media for her assessment of employment issues. She has appeared on ABC World News, CBS Evening News, CNN, MSNBC and other national news programs. She is often quoted in The Wall Street Journal, The New York Times, BusinessWeek, Time, The Economist, USA Today and other leading business publications. Talking Points: Tell us about the Layoff coach. Other than yourself, who else is involved in the business? What is your background? You have a multimedia course called Sweetening the Deal - what does it cover? Is this a DVD or an online presentation? How much does it cost? If you're part of a mass layoff from a major corporation, is there anything you can do realistically, to "sweeten the deal?" What kinds of things can you ask for to sweeten the deal? How many years do you need to have worked for a company before having some leverage to negotiate a severance package? What if your company is filing for bankruptcy? If someone listening to this has signed a termination offer and is having second thoughts, is it possible to retract it? You mentioned Career Coaching -- you offer personalized, one-on-one consulting services? How does this work? Who performs the career coaching services? This is all done by phone? What else would you like listeners to know about Layoff Coach?

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Executives find themselves in two camps today. One group saw their businesses and their roles dissolve last fall and must reposition themselves for the future. The other group is employed but afraid to look at new opportunities. It?s important to be pragmatic and prepared, you don?t want to be caught in the wrong place at the wrong time. Complacency is not a good strategy.? Mark Anderson. Executive Job Market Intelligence 2009 is based on simultaneous national surveys of ExecuNet's executive members and the search firms and corporate recruiters who regularly use ExecuNet's services. In addition, they invited participation from the executive, search firm and corporate human resource communities of several strategic partner organizations: Forbes, UK based Goldjobs.com, Financial Executives International (FEI), Marketing Executives Networking Group (MENG), and Dillistone Systems/Filefinder. ?Corporate HR leaders are encouraging their teams and their hiring managers to conduct several prospective interviews each month. They recognize that economic necessity has forced many of them to cut and freeze their leadership teams to the bone, and they want to be prepared with the best talent available to meet the upturn. This is an important time to be connecting to companies you?d like to join, because you don?t know if they have a trade up they?d like to make or a position they want to be poised to fill.?- Dave Opton Talking Points: You've conducted The Executive Job Market Intelligence Report for 17 years. Give us an overview of whom you talk to. How do you define an executive? Is this a global survey? What questions do you ask? Regarding the search firm executives you survey, are these folks working in retained or contingency firms? I've heard that search assignments at recruiting firms are way down this year. Does your survey validate that? If we were to look at your surveys from the last recession, in the early 90's, what differences would we find? One of the metrics you track is recruiter confidence. Where does it stand? One of the things I heard from corporate recruiters at ERE last month: they felt this was an excellent time to upgrade their workforce -- weed out the dead wood and low performers. Does your survey uncover any of this kind of activity? Have the mass layoffs changed the bias toward hiring unemployed executives? Can someone with excellent skills without a job compete with a passive candidate? Where do recruiters predict industry growth? Let talk about geography. Has this shifted in the last year? Where are the jobs? One number we've seen shrink in the last decade is tenure. According to your current survey, what's the life expectancy of an executive in his or her current job What kind of compensation packages are being offered? Two other trends I've heard recently. Wondering if these are reflected in your survey. 1) Employees are cemented to their chairs. (Hard to get execs to move) and 2) it's taking much longer for companies to pull the trigger - and make an offer. Is the grey ceiling alive and well? (Is anyone over 50 getting hired?) How are executives finding jobs? What surprised you, if anything in this years' survey? Is the survey available to the public?

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"By re-engineering the search process and putting the candidate at the controls, prospective employees are able to get together with pre-qualified potential employers, establish meaningful dialogues that benefit both parties, progress to reach a decision and ultimately launch themselves into a new challenge. Networking is not about transactions, it's about building relationships." Debra Feldman. 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. Talking points: We spoke about six months ago. What's changed in the last six months for job seekers? You work with senior level executives - give us a profile of whom you work with and what unique challenges they are confronting in this job market. The title of this podcast is Re-engineering the Job Search for Success in Today?s Economy -- I'm sure you get calls from desperate job seekers saying things like "I've been out of work for nine months - with not even one response to hundreds of job submissions... what are most of these people doing wrong? So let's start at the beginning. After recovering from the shock of being laid off, what's next? What resources are available a no or little cost to help with this process? Debra, as you know so may jobs being advertised are not even real jobs. How do you go about getting the attention of companies you've targeted? You've trademarked the term, Network Purposefully - what do you mean by that? What should people do who still have jobs to prepare for an unexpected termination? I've heard lots of HR managers and recruiters talking about project-based short term assignments. Do you think this is a good strategy to pursue? What would you like to share that we've not discussed?

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Welcome to a leadership channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today from San Francisco is Jason Jennings, whose lastest book Hit the Ground Running, a Manual for new Leaders, was just published by Porfolio. The book profiles and reveals the tactics and strategies of the American CEO's who've created the greatest amount of economic value since the year 2000. Companies and CEO's profiled include: JM Smucker, Harris Corporation, Mohawk Industries, Humana, Goodrich, Hanover Insurance, Allegheny Technologies, Staples and Questar. Jason and his research team spent nearly three years identifying the companies and interviewing their CEO's. Jason says that as they studied the CEO's and companies three things became obvious: All of the CEOs produced results fast. They didn?t dawdle around for an eternity before making things happen. They truly hit the ground running. Each is guided by rules that defy conventional thinking. While they were able to diagnose underperformance quickly, stop any bleeding, build a plan, get buy-in and implement needed changes fast ? their rules were different than those we?ve been told are the best practices of an aggressive, tough-minded, high achieving executive. They make everyone proud. What each CEO did and the rules they used to do it were right for investors, right for employees, right for the community, right for the short run and right for the long run. They didn?t need any spin or any "the ends justify the means" rationalizations. Talking Points How did you identify which leaders to profile? I'm assuming the companies you tracked were publicy traded? Why did you decide to take on this project? Who is the book intended for? What suprised you, when you were doing resarch for the book? Why do so many CEOs fail so miserably? I think the life expectancy of a new CEO is under 24 months in publically traded companies. One company and its leaders you profile is the J.M Smucker Company and Tim and Richard Smucker - co-CEOs I guess their the Farley brothers of corporate America, as well as the great-grandsons of the founders. Co-CEOs? I remember when Sandy Weil and John Reid were co-CEO of Citigroup. That didn't work out very well. In fact it was a disaster. How did the Smucker's pull this off? Talk to us about the communication styles and strategies of the leaders you profiled? Related to the title of your book, Hit the Ground Running - what did they do to be alble to accomplish this? Are there any traits which all of the leaders you profiled share in common? Did any of the leaders walk into snake pits? Turn-around situations? Can you share one or 2 stories that vividly illustrate their leadership styles and why they're so effective? How much does their ability to motivate their employees have to do with the companies performance? What can we learn from these executives regarding the current recession?

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The reality is there are great candidates that are active and there are great candidates that are passive. And there are horrible candidates that are passive, we call them dead-wood candidates, they just kind of drift inside of a company...and we have horrible candidates that are active... so we have good and bad in both categories... what you want to find are the good quality candidates. The good quality candidates are typically improving their skills in some way shape or form." "A huge section of our network involves work related sites. So a perfect example is that when a java engineer is researching how to do some sort of Oracle implementation... when that ad comes up across our network it actually scrapes that page, it looks at the content, it looks at that person's profile... we look at their browsing history and we say this person has visited 20 technical sites that were highly relevant for this job... and they're currently researching what we consider a high-level article on this topic, this is a great candidate: display that ad to them." Ryan Caldwell Welcome to an Inside Recruiting podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today is Ryan Caldwell, CEO of Entice Labs, based in Provo, Utah. I met several members of the Entice Labs team at ERE Expo last month, and if you?ve listened to our podcast with John Sumser and Jonathan Goodman, you?ve heard the Entice Labs name, because Sumser thinks this company is a game changer in the recruiting industry. That, of course, got my attention, and got me to set-up this interview. Talking Points: Give us your backstory. I checked your profile at Linkedin and saw you attended the Air Force Academy, flew around in F-16?s and studied Mandarin Chinese? How did Entice Labs get started? You?re backed by Omniture? How did you get hooked up with them? Your primary offering at Excite Labs is called TalentSeekr - what does it do? Who are your competitors? What results can you tell us about? You have two other recruiting products - one is called CareerAds - what?s that about? ReferMe - for Job Candidates and Friends? So it?s no surprise to anyone that we?re in a pretty nasty recession. It seems a lot more people are getting laid off or fired than are getting hired. How?s your business? As you know from hanging around the recruiting industry, the operative word is ?passive candidate,? have you seen any shift in the stigma toward unemployed workers? Are you hiring?

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"I made a lot of enemies a couple of months ago when I went to a corporate sourcing conference and said, "Wow, this job's going to go away. The social networks have made the ability to communicate with people, that you wouldn't normally communicate, or have any network or association with available to you... Identifying or finding people is not the issue, right? It's predicting whether or not they're going to be successful in the role that you have available for them, and the future roles. And that's changed recruiting." Michael McNeal Welcome to an Inside Recruiting channel podcast on Total Picture Radio with Peter Clayton reporting from ERE Expo in San Diego, California. Joining us is Michael McNeal, the Vice President of Right Talent for Intuit, Inc., the maker of industry-leading business and financial management products which include TurboTax, Quicken, and QuickBooks. Talking Points: Michael, I'ld like to start by having you give us an overview of what has changed in the recruiting and staffing industry since the last ERE Expo here in San Diego in 2008? How has the recession impacted Intuit? Are you recruiting? Are you looking to hire people at Intuit? You moderated a session today that I really liked alot because people were being extremely transparent about what was going on within the recruiting industry within their own companies... The level of communication within organizations seems to be much greater. How has the social networks, the Twitters, Facebook, Linkedin changed the recruiting function within Intuit? There are companies that still think they can "control the message" to some extent, and when you look at sites like Glassdoor.com and Vault.com, and all the things that are going on with Facebook and Linkedin and the amount of transparency that exists, there really are no secrets any more. Are people becoming more comfortable with e-Filing? With posting all of their personal information online? What has surprised you, or impressed you at this conference? It seems that recruiters really do have a mind-shift from viewing what they do from a transactional "time to fill" role to becoming far more strategic. The way companies think about talent is changing. Look at Twitter, or the iPhone. What do you see a year from now, as far as the recruiting industry?

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You?ve just lost your job. (Or you?re expecting to.) You know you?re not alone: Millions of great people are losing their jobs these days. But this is you we?re talking about. Losing your job can turn your life upside down. It can mess with your mind, your heart, your health, your family life...not to mention your financial security. Losing your job is just plain painful. Rebound: A Proven Plan for Starting Over After Job Loss will help you get through the trauma-?and come out stronger, smarter, better. Top workplace expert Martha Finney brings together all the answers you need to empower yourself and regain mastery over your own life. Drawing on powerful insights and personal stories from an enormous network of experts, she answers questions like: How do I protect my finances? How do I get past the anger, alienation, and isolation? Why haven?t I heard from my coworkers? What are my rights? Can I get a better severance package? Can I sue? Should I? How do I stay on my career path and keep my options open? How can I objectively evaluate a new job offer?

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With managers it's not about being tough or nice - it's about whether they can fix organizational problems and keep things running well. As long as companies are finding solid evidence confirming the performance-engagement link, they shouldn't be afraid to measure or make it a high priority, especially in tough times. This applies not just to HR but to all managers." Mark Vickers Welcome to our continuing TrendWatcher podcast series here on Total Picture Radio - this is Peter Clayton reporting. TPR 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. Today's podcast is titled Are You Too Nice for Your Job?-- covering the debate concerning employee engagement. Talking Points: What has the research you?ve done at i4cp say about employee retention? Mark a couple of interviews I?ve conduced recently fit nicely into the discussion of eI interviewed John Sumser at ERE in San Diego last month, and he had an interesting take: basically, that employee retention programs were not worth much, because after five years in the same job, people really need to move on. Your thoughts? Employee engagement, it?s importance and the general assumption that HR is ?too nice? . In your TrendWatcher, you quote Rutgers University's Richard Beatty Another interesting ERE chat - with Neal Bruce, SVP at First Advantage of they?re employer services division. We were discussing the binge and purge hiring mentality, which gets to the core of your Are You Too Nice for Your Job? TrendWatcher. Part of Neal?s view is very sophisticated analytics now exist, within the suite of services First Advantage and other organizations provide, to allow companies to do a much better job of talent management. What has your research shown? You write: Another new i4cp survey looks at HR metrics and analytics, and it reveals that there's a lot going on. Give us some examples. To quote Drucker: ?What gets measured gets managed.? Part of Neal?s view is very sophisticated analytics now exist, within the suite of services First Advantage and other organizations provide, to allow companies to do a much better job of talent management. What has your research shown? How has the economy factored into employee engagement? One interesting point you make: I think part of the problem is that some people conflate "engaging employees" with "always being nice" to them. One of the companies you site in your TrendWatcher is 3M. What has been their experience with employee engagement? Have you been able to track employee engagement to earnings? How about productivity? (It seems obvious that engaged employees would be more productive, but do you have any numbers? What has surprised you, if anything in researching "Are You Too Nice for Your Job"?

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Welcome to an Inside Recruiting channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us from Newport Beach CA is the president and founder of GreenJobInterview.com Greg Rokos. I had an opportunity to meet Greg, and see a demo of GreenJobInterview.com at ERE Expo in San Diego. According to Rokos, "Companies typically spend an average of $650 to $2,000 for an initial interview with a job candidate when travel outside the local area is involved. Now, they can set up a live, real-time GreenJobInterview and see candidates face-to-face with NO travel and without having to leave their desks." You can conduct a 60-minute virtual interview using GreenJobInterview.com for less than $100. GreenJobInterview.com is a new browser-based, point-and-click video interviewing technology. It is an on-demand service that requires no long-term contracts or minimum usage. It operates with only a webcam that is provided by GreenJobInterview.com to both the client company and the job candidate. According to your web site, Greg, "GreenJobInterview.com was created as part of what we see as a better way ? using new technologies like video, the Internet, and most significantly, a new concept in point-and-click virtual interviewing to reduce the cost and time to hire." Talking Points: Greg, give us some background on your technology and service. How does it work? I would assume many job candidates wouldn?t have a web cam. Now what? If you want to do video conferencing, why not use something like Skype or iChat? Many companies use phone screens before bringing a job candidate in for an interview, why is important to add a video component? Is it possible to add custom branding to your gui? Whose using GreenJobInterview.com? What kind of feedback have you received? Have you been able to estimate the cost savings using GreenJobInterview.com? How about carbon footprint? I?ve talked with a number of HR professionals about video resumes -- and they immediately bring up EEOC concerns - because they can see a job applicant could expose them to discrimination law suits -- how have you addressed these issues? Of course, Greg, your service relies on the fact that companies are hiring. So what kind of reception are you getting as you market GreenJobInterview.com? As I mentioned in the open, you demoed GreenJobInterview.com at ERE Expo - and you had quite a draw, since Kevin Costner was brought into the ballroom at the San Diego Convention Center through your application. How did you get Costner involved? What are some pointers you give your clients for using your technology? How about a job candidate? What advice can you share for someone about to participate in a GreenJobInterview.com interview?

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Welcome to an Inside Recruiting channel podcast on Total Picture Radio. This is Peter Clayton reporting. Joining us here in San Diego at ERE Expo is Neal Bruce, SVP of Product Management at First Advantage ? a leading risk mitigation and business solutions provider, with tens of thousands of clients globally. First Advantage offers a dynamic array of innovative, information-driven solutions, infused with insight and enhanced by leading-edge technologies. On his Linkedin page, Neal describes himself as "Visionary type guy that likes to take on impossible projects. I especially like large scale change management/cultural adaptation projects." Neal?s favorite phrase, "Thoughts are a prerequisite for Thought Leadership." Neal Bruce joined the First Advantage?s Employer Services division as the Senior Vice President of Product in April of 2008. In this role, Neal is focusing on Product Strategy and Innovation. Backstory... In June 2003, First Advantage was formed by the merger of the Screening segment of The First American Corporation and U.S. Search.com. First Advantage has evolved and grown to be one of the nation's leading single source providers of risk mitigation and business process solutions for thousands of clients. Since June of 2003, First Advantage has acquired dozens of best-in-class companies to complement their core business lines and broaden their products and services. These companies have been brought together under one brand name: First Advantage. Neal's Backstory... Prior to First Advantage, Neal spent nearly five years with Monster, the flagship brand of Monster Worldwide, Inc. At Monster, Neal?s roles included Product Director, VP of Alliances, and VP of Monster?s Global Innovation Group. Neal joined Monster after spending 11 years in recruiting roles moving from recruiter, to recruiting manager, to director of global staffing. Neal has served on the Board of Directors of HRsmart. He has also served as a member of Human Capital Institute?s talent acquisition board and ASU?s Center for Services Leadership Board of Advisors. As a leader in the HR industry, Neal is a regular public speaker on the topic of human capital and has been quoted in several periodicals, including Forbes magazine, the Arizona Republic newspaper, and the Wall Street Journal?s CareerJournal.com.

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Welcome to a Big Picture edition of Total Picture Radio, this is Peter Clayton reporting from ERE Expo in San Diego, California. John Sumser is a legend and leader in the recruiting industry - he?s currently CEO of Two Color Hat, Director at Salary.com and Executive Editor at Recruiting.com - his bolg -- always interesting and provocative is johnsumser.com, and I?m delighted to have him back on Total Picture Radio. Also joining us for this converation is Jonathan Goodman, VP of business and membership development at Fisher Vista LLC, which owns HRMarketer.com and the recently launched SeniorCareMarketer.com.

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"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 Welcome to a Success Strategies Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. David Meerman Scott is a online thought leadership and viral marketing strategist and the author of four books on marketing. Based in Boston, he is a speaker at conferences and corporate events and runs seminars about marketing around the world. 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. 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.

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There's no question if you look out the next 12 to 18 months, we will hire thousands of people to Microsoft around the world." Welcome to a Inside Recruiting Channel podcast on Total Picture Radio with Peter Clayton reporting. As corporate vice president for Microsoft's Human Resources Talent & Organization Capability group, Scott Pitasky is responsible for global staffing, talent management, development, organization capability and aspects of the company?s learning agenda. This broad role includes all efforts to establish Microsoft's employment brand, acquire talent anywhere in the world, and once acquired manage and develop people to achieve their fullest potential. This work spans the employee and manager population up to and including work with the senior leadership team and Board of Directors. Pitasky came to Microsoft in August 2001, and has served as director, senior director and general manager of MSN, the Server & Tools group and Global Staffing, respectively. In our exclusive Total Picture Radio interview, Scott discusses Microsoft's plan to turn on a global career site this summer. "No matter where you are in the world, you will be able to find jobs at Microsoft." Scott Pitasky

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Welcome to an Online Savvy Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Dan Schawbel is the the author of ?Me 2.0: Build a Powerful Brand to Achieve Career Success.? Dan is the founder of the award winning Personal Branding Blog, publisher of Personal Branding Magazine, head judge for the Personal Brand Awards and director of Personal Branding TV. In his day job, Dan is a Social Media Specialist at EMC Corporation. In true Gen Y fashion, Dan does not have a landline phone, so we?re conducting this interview on his cell phone. My first question: Dan, as you know there are lots and lots of books out there on personal branding 3,819 - according to Amazon.com -what makes yours unique? In a world of changing business practices and uncertain futures, Me 2.0 offers practical and proven advice about personal branding from an authority on the matter. In the first book about personal branding written for the millennial generation by a millennial, Dan Schawbel bridges the gap between the current business climate and the progressive best practices of the future. Covering a variety of topics all crafted to improve one?s success in the job market, Schawbel proves that just being in the game is not enough, and that one?s success lies in being ahead of the game. Some highlights from the book include: A proven 4-step process for building a powerful brand (discover, create, communicate, maintain). Tips on using social media tools for personal empowerment, confidence building, and professional networking in order to attract jobs directly to you, without applying! Tested advice on how to create an online and offline presence for career protection and self-promotion. Over 40 expert quotes from leaders including Don Tapscott, Guy Kawasaki More than 70 research reports, three personal case studies and examples to give you a broader perspective on the topic. Bottom line: This is the handbook for surviving and thriving in the digital age. Presently, Dan is a Social Media Specialist at EMC Corporation, which is one of the leading technology companies in the world. Dan is a featured contributor to Mashable.com, a top 10 blog in the world and LifeHack.org, and has written for BrandWeek Magazine and Advertising Age. In total, his personal branding advice reaches over 300,000 people weekly! He?s also interviewed over 100 successful business people and celebrities, such as Marcus Buckingham, Gary Vaynerchuk, Gina Bianchini, Don Tapscott, Guy Kawasaki, and Tucker Max. He?s been featured in The New York Times, The Wall Street Journal, BusinessWeek, Entrepreneur, Fast Company, ABC News, MSNBC and the Boston Globe. Dan has 8 years of marketing experience, employed at companies such as EMC, Reebok, Lycos, LoJack, and TechTarget. He is on the board of advisers for a geo-social network company called ((Echo)) MyPlace. Also, Dan is keynote speaker at colleges and universities and helps individuals and companies with branding. He was even invited to be one of the inaugural marketing speakers at Google. Dan graduated Magna Cum Laude from Bentley University in 2006.

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According to the Small Business Administration, since the mid-1990s, small businesses have created 60 to 80 percent of the net new jobs. However, intelligence and information well organized and easily found on the Web has been sorely lacking. Welcome to an Online Savvy Channel podcast on Total Picture Radio with Peter Clayton reporting. If you?ve ever wondered what your career options are with a Ph.D in American history, today?s guest is the man to ask. Joining us from Waltham, Mass is Chip Terry, vice president and general manager of ZoomInfo's Enterprise Solutions. Chip joined ZoomInfo last year and is responsible for the strategic direction and overall management of Enterprise Solutions, including the company's flagship Recruiting and Sales Products. Chip, welcome to Total Picture Radio. Chip: Peter, thank you for having me, I really appreciate it. Peter: This month, ZoomInfo, a comprehensive source of business information on people and companies announced enhancements to SMB and mid-market company data that provides additional breadth of coverage and depth of insight, including descriptions, revenues, number of employees, locations and other information on public, private and non-commercial entities alike. So your first assignment, Chip, is to put what I just extracted from one of your press releases into plain English, what am I talking about here? Chip: What you're talking about is the most robust and most fluid part of our economy today. We all hear today about those companies that are getting bailouts from the federal government, that are going under or whatnot, but the reality is the really exciting things in the job market are happening well below the level of Merrill Lynch; they're happening down at those 500 person companies that are doing really innovative things today, that are going to be the next huge Fortune 1000 company, who are going to be bought out by a much bigger company, and those are the places where they're hiring today. Those are the places that recruiters are spending a lot of time focused on and it is honestly, the hardest place in the world to find information about all these companies, even in your own town, much less if you're looking at a much broader geographic area. Peter: Why is that, Chip? I mean for years it's been easy to go on to ZoomInfo or Hoovers or LinkedIn and find the Fortune 1000 companies. Why has it been so difficult to get information about some of these smaller companies, the under Fortune 1000 companies? (Full transcript can be found at www.totalpicture.com

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