Category Archives: Recruiting

CareerBuilder Empower 15 Live Stream Wednesday Sept. 10th!

Posted on by
Reply

Next week Wednesday, September 10th, CareerBuilder has asked me to Host their Live Stream of Empower 15!

That’s right, someone made the brilliant decision to put me on LIVE. Lights, camera, action!  To bring to you all the cool stuff happening at Empower!

The Live Stream will start at 8am CST and go all day until 5pm CST (that’s 9am for you East Coasters – and way too early for those on the left coast!).  My friend Laurie Ruettimann will be joining me to kick it off in the morning, then I’ll be bringing you many other great HR and Talent Pros/Celebs throughout the day. Click on the link above for Wednesday’s lineup of great presenters!

Click below to get to Live Stream feed:

Empower 15 Live Stream

What is Empower?

DISCOVER. ELEVATE. INSPIRE.

The act of connecting employers and job seekers to make meaningful matches has changed dramatically over the past 20 years. And new economic, digital, and social trends have introduced an entirely new set of challenges. We’re giving you a front row seat to share the journey as we look back and, more importantly, ahead to the next 20. Join CareerBuilder and 1000+ other leaders for the talent acquisition event of the year where we’ll identify opportunities to continue to move the industry forward and work together to make recruitment easier and more effective.

Empower is Talent Acquisition’s version of all those cool HR conferences your HR peers get to go to, but they aren’t really designed for true Talent Acquisition leaders!

The Top 10 Words You Should Never Use in Your LinkedIn Profile

Posted on by
3

I love Fast Company magazine from about five years ago.  Their writers pushed the envelope and challenged me in almost every article to rethink business and leadership. I couldn’t wait for the next copy to come out.

Recently, they’ve fallen off a ton on the quality side.  I blame their need to deliver daily content versus month content. When you have thirty days to put out limited content, you can make it really good. When you do daily content, some will be good, some will be complete crap.

Case in point, Fast Company recently posted an article titled “The 10 Words You Should Never Use In Your LinkedIn Profile” written by Stephanie Vozza.  It’s not really Fast Companies best work. It’s boring. It’s vanilla. They could have done so much better with this!

Here are the ten words Fast Company says you shouldn’t use on your LinkedIn profile:

LinkedIn Top Ten Global Buzzwords for 2014

  1. Motivated
  2. Passionate
  3. Creative
  4. Driven
  5. Extensive experience
  6. Responsible
  7. Strategic
  8. Track record
  9. Organizational
  10. Expert

These are all based on Vozza’s assumption that you shouldn’t use the same words as everyone else if you want your profile to standout. Not bad advice, but it’s not classic Fast Company advice.  It’s not edgy, or snarky, or fun.  It didn’t challenge me to think differently!

The “real” list of 10 Words You Should Never Use in Your LinkedIn Profile:

  1. Parole
  2. Moist
  3. Gingivitis
  4. Erection
  5. Maverick
  6. Disgruntled
  7. Horney
  8. Manscaping
  9. Purge
  10. Juicy

Honorable Mentions:  Any gross medical type terms – pus, mucous, ooze, cyst.  Ginormous. Retarded.  Nugget.

See!  My list is much better!  That is the list that Fast Company would have put out five years ago!

If you use Fast Company’s list, sure no one will notice your profile, but you can still get a job, and people will want to connect with you.  If you use words on my list, there’s not a chance you’ll get a job or connections.  Well, you might get connections, but probably not the ones you really want!

So, how do you make your LinkedIn profile stand out?

  • Have a pretty/handsome picture of yourself.
  • Don’t write your profile like you’re a used car salesman.
  • Tell people about yourself in real terms.
  • Let your personality come through, but make it the best side of your personality.

Here’s the deal. There is no secret sauce in building your profile because LinkedIn has become so diverse in its user base.  You need to write your profile for the type of person and company you want to connect with.  If you want to work for a big traditional, conservative company, you might want to tone down the profile to fit.  If you want to work for some cool, hip, new startup, you better not sound like your want to work for IBM.

Organizations tend to hire what they see in the mirror.  You need to look like they look. Not physically, but in your words and actions.

The Top 20 Branded HR and Talent Pros: Meet Stacy Williamson from ESPN

Posted on by
Reply

Let’s face it – Fearful of the spotlight and conservative to a fault, HR pros generally aren’t the best examples to look towards when it comes to professional branding. Kris Dunn (Kinetix RPO, The HR Capitalist) and Tim Sackett (HRU Technical Resources, TimSackett.com) think that needs to change.  That’s why they created this series – The Top 20 Branded HR Pros(sponsored by the team at Glassdoor).

KD and Tim searched the globe for HR Pros who used the tools at their disposal (writing, speaking, social and more) to brand themselves in the HR space, but limited the results to actual practitioners in the areas of HR, Recruiting and Talent Management.  No consultants, no vendors. They found out well-branded HR pros who are actual practitioners are hard to find.  

Tim and KD are running the Top 20 they found here on the HR Capitalist and at TimSackett.com.  No rankings, just inclusion in the list and some notes on why.  There are at least 20 well-branded HR Pros in the world.  These are their stories. 

________________________________________

I’m super excited to introduce you to Stacy Williamson!  When Kris and I originally broke down the Top 20 list I personally asked to profile Stacy because I was intrigued about her working for ESPN and how cool that must be.  What I found was Stacy standups on her own, with or without ESPN, which is a testament to how well she has branded herself, and, ultimately, that is what this recognition is all about!

Stacy is a Senior Technical Recruiter with ESPN where she has spent 15 years with the network in various roles within Talent Acquisition. A Virginia Tech Alum with an MBA, she clearly has the functional chops within the industry.  Here is Stacy’s Player Card:

Glassdoor Top 20 - Stacy Williamson

 

Stacy is Twitter Famous!  Going by the handle @RecruiterStacy, she has over 27,000 followers and over 20,000 tweets! Stacy is a twitter machine. What does she tweet about? It’s a mix of ESPN Careers, Star Wars, sports, candidate advice and overall industry content for the masses.  Her Instagram is similar in content, with a lean towards a little more family love!

Which brings me to another huge positive, and really another testament to her great decision making, Stacy married a Sparty!  One of the cool things Kris and I get to do on this project is stalk peoples social profiles to learn more about them and how they’ve branded themselves, which is where I got to discover Stacy’s and I connection to Michigan State!  The universe was looking out for me on this one for sure!

Stacy is what Jason Seiden coined as “Profersonal“.  She lives one life. She is a mom of twin boys, a top notch recruiter in the trenches and a fan of Star Wars.  She does personal branding like it’s meant to be.  Here is who I am. Take me, or leave me!  She does all of this in a way that makes her employer proud to have her, her family proud to claim her, all the while being the person she wants to be!

 

On the professional front Stacy has a great LinkedIn presence.  In fact, her LinkedIn profile could be used as a model for other HR and Talent Pros trying to do a better job at branding themselves.  Stacy has great links, within the profile, back to ESPN generated content of which she is a part of, that presents her in a way that highlights and brand and herself.  Take note HR and Talent Pros, you need some high quality video on your profile!

As a brand ambassador, Stacy exemplifies what organizations would hope all of their employees would strive for.  That is always a fine line when it comes to branding yourself and leveraging your organization’s brand together.  Again, Stacy does this as good as anyone we looked at in the Top 20. This isn’t easy when you work for a strong brand, like ESPN.  Many people in this position tend to ride the coat tails of the brand too much, and lose their own identity and Stacy has a great balance.

Stacy’s speaking and writing opportunities are mostly tied to brand related events and various panels, at this point, but I wouldn’t be surprised to see her getting some more opportunities on this front!  Like me, I think a lot of people would love to hear her stories and behind the scenes action of working at ESPN in Talent Acquisition.  Also, she has built in content on how to build your personal brand and employment brand with a huge organizational brand, which a lot of people would love to learn.

 

I had to ask Stacy who was the most famous athlete she has met do to her position at ESPN.  She’s met a ton, but she her fondest memory is meeting Robin Roberts.  Here it is in Stacy’s words:

“I’ve met many famous athletes and coaches; with each encounter serving as a reminder of how cool it to work at ESPN. However, my fondest memory is when I had the honor of meeting Robin Roberts during her time as a SportsCenter anchor. The poise and authenticity she has shown throughout her career remains an inspiration. Her courage to remain positive through her battle with breast cancer and myelodysplastic syndrome, while being a light to others in similar situations, makes her truly remarkable.” 

Well said, Stacy! Congratulations as well to you on making the Top 20 Brand HR and Talent Pros!

——————————————————–

The Top 20 Branded HR Pros is brought to you by Glassdoor, who invites you to attend the Annual Glassdoor Employer Branding Summit on September 25th, where a stellar speaker lineup of industry experts and thought leaders exploring the intersection of employer branding and talent acquisition, the candidate experience and employee engagement. 

Tickets are sold out, but wait!  You can attend the livestream online featuring studio coverage with Kris Dunn and Tim Sackett by registering here (click to register).  Fun and games are sure to be a part of that coverage.

Positivity: The New Red Flag in Hiring

Posted on by
1

I’m trained as an HR pro to pick up on ‘red flags’ in interviewing, in employee behavior, potential turnover risks, etc. Sometimes those red flags are really obvious.  I tease my staff all the time, but missing time on Mondays and Fridays, unexcused time, is a red flag.  It says something about how you feel about work, that you want to extend your weekend. It’s subtle, but in my experience it doesn’t play out well.

My new red flag is Positivity.

First, I’ll admit to you that I’m a mostly positive person.  My normal gauge is set to “things will probably work out in the end”.  I try to be realistic, without thinking the sky is going to fall when something doesn’t go my way.  Life has been pretty good to me. My glass is over half full, and when it’s not, I believe I can find a way to fill it up.

What I don’t buy is the people who are so positive they seem to be telling themselves they’re positive.  I tend to believe if you’re positive, you don’t need to say you outlook is positive, people will hear it and see it in your daily interactions.  Those are the people you get drawn to. They are truly positive people who enjoy the life they’ve created for themselves.

There is another kind of positive person.  This is the person who needs to keep reminding themselves and anyone around them they’re positive. This positive scares me. This positive is a red flag for me.  This type of positive makes me believe you are actually fairly negative, but trying to turn yourself into positive.

Now, I don’t necessarily think that’s bad, someone wanting to change from negative to positive.  I applaud the effort. I also know that most people are hardwired to lean one way.  It’s your personality, and that’s really hard to change long term.

My friend, Kris Dunn, loves to ask applicants about what work experience in their life they enjoyed the most, and which one did they dislike the most. Each tell you something about the person.  A truly positive person will have a hard time finding a place they truly disliked, but they’ll speak a ton about what they really liked. A truly negative person will do the opposite. They’ll go on and on about what they dislike, but move on quickly with their answer about what they like.

Basically, you can fake positivity, and it’s common amongst candidates.  The problem is, you can’t fake it for long, and even if they can fake it, fake positivity can get down right annoying!

I think it’s important to remember that opposite of Positive Thinking isn’t Negative Thinking. It’s Possible Thinking. I want to hire people who are realistic about what is possible. Blind positivity doesn’t last and usually leads to a big fall.  I don’t need the drama in my work environment. Who would have ever thought that positivity would be a hiring red flag!

I’m Uninviting You

Posted on by
2

I’m not terminating anyone ever again.

I can’t terminate anyone, because I don’t hire anyone.  I do invite people to join me.  Join me on this journey, on this path. It’s going to be a great trip.  I invite them to be  apart of my family.  Not my ‘work’ family, but my actual family.  I spend more time with my co-workers than I do with my wife and children (in terms of waking hours).  So, when I invite someone to join us, it is not something I take lightly.

That’s why, from now on, I’m not terminating anyone.  From now on, I’m just uninviting them to continue being a part part of what we have going on.  Just like a party.  You were invited to attend, but you end up drinking too much and making a fool out of yourself, so now you’re uninvited. You can’t attend the next party.  I don’t know about you, but when I throw a party, I never (and I mean never) invite someone I can’t stand.  Sometimes couple have issues with this, where one spouse wants to invite his or her friend, but their spouse is a complete tool and it causes issues.  Not in my family, we only invite those people we want to be around, life is too short.

Here’s the deal.  When you invited someone into your family, you usually end up falling in love with them.  It’s that way in business. It’s the main reason we have such a hard time firing on bad performers.  We fall in love with those people we hire.  “Oh, Mary, she’s such a nice person!”  But, Mary, can’t tie her shoes and chew gum at the same time.  So, we give Mary chances, too many chances, and pretty soon Mary is part of the family.  It’s hard terminating part of the family.

I would rather just not invite Mary to attend work any longer.  “Hey, Mary, we love you, but look, we aren’t going to invite you to work.  We’ll still see you at 5pm over at the bar for drinks.”  Sounds so much easier, right!?  It happens all the time.  I use to get invited to stuff, but somewhere down the road the group stopped inviting me.  I might have been a little upset over it, but it didn’t last and I’m still friends with everyone.  Termination is so permanent, it’s like death.  Being uninvited sends the same message, but there’s a part of being uninvited that says “you know what, maybe it was you, maybe it was us, but let’s just face it, together it doesn’t work.”

You’re Uninvited.

The Most Important Question You’ll Ever Ask a Hiring Manager

Posted on by
Reply

How are those hiring manager “intake” meetings going?

You know, those meetings you have with a hiring manager every single time they have an opening.  You sit down with your hiring manager, face to face, and ask them a page full of questions.  Why is this position open? What would make a candidate most successful in this role?  What color of skin would you like this candidate to have? Boobs or no boobs? Whoops! Scratch those last ones, we would never ask those…

The reality is Talent Pros really only have one question they need to ask hiring managers. That question is this:

“Do you trust that I can find the talent you need?”

Ultimately, this is all that really matters for your success.  If they trust you, they’ll give you all the information you need to be successful.  If they don’t trust you can find the talent they need, they tend to hold stuff back.

Yes, I know that doesn’t make sense, but that’s real world talent acquisition stuff! Welcome to corporate America, a lot of stuff doesn’t make sense!

Most hiring manager have no faith you’ll find them great talent.  They have this belief because so many bad Talent Pros before you failed them.  So many before you didn’t really go out and find the best talent, they just delivered whatever warm body came into the ATS.

I just come out and ask the question.  The first answer you’ll get from 99% of hiring manager is a weird, “Well, sure, I do.” If you really dig into this answer, you’ll get the true answer which 90% of the time is, “Hell no! Why would I?  Your department has really never gotten this right!”

Thank you! That’s what I really needed.  I needed to get that out in the open, so now we can really build trust, and make great things happen.  They’re mostly right. Talent Acquisition fails many of our hiring managers for a number of reasons. Right now, your hiring manager doesn’t need to hear those reasons, they need to hear why this time will be different.

Then, you have to live up to ‘different’! You have to be better.  You have to get it right. Getting it right earns trust.

Once they trust you, great things will happen. Earn that trust.

The New “Radio” Job Ads

Posted on by
2

Have you listened to an actual radio station lately?

I’m guessing you probably haven’t. You see radio, as a media consumption, is down to 12% of your total consumption, from 19% in 2009.  One big change during that same period, is that a large number are switching to from 25% in 2009 to 55% today. Also, listening off various Apps on your smartphones, in your car, have increased to 35% today. In 2009, it was under 5%!

We are changing the way we consume music and talk programs.  Radio used to be a solid medium to advertise jobs. Especially, those jobs in the service sector, skilled trades, etc.  The advantage of job advertising on the radio was that the radio station had great data on their demographic of listeners. Age, location, gender, income, etc.  This meant you could select fairly accurately who was listening to your job message.

Today, over 140 Million people are listening to Pandora and Spotify.

No longer when entering an office building do you hear the local ‘easy listening’ station, with about 20 minutes of commercials per hour.  Now, you usually hear some version of internet radio, and usually that means Pandora or Spotify.

So, what does this mean for HR and Talent pros who still want to advertise their jobs on radio?

I think there is a huge opportunity, depending on your hiring demographic, to test using Apps like Pandora and Spotify to market your job openings.

Think about the advantages you could get using internet radio for job postings:

– They have similar demographics as traditional radio, plus you can get more targeted by location. Pandora and Spotify take user information to target local advertising, for unpaid subscribers.  Let’s say you have a major competitor in Lincoln Park, IL.  You want to advertise in just that market, and those users who self-identified to be in that market.

– The advertising model is based on impressions, so you can say I have a $100 per day budget, and only want it to run for 5 days. The ads will stop once he limit is hit. If it’s not hit, let’s say your advertising in a small market, the money comes back to you.  So, this type of advertising is fairly inexpensive, as compared to traditional radio and other formats.

– The audience is going to skew millennial and younger.  For those looking to hire in that demo, it’s not a guarantee, but the numbers don’t lie.

Truth be told I haven’t done this, but I would love to hear from someone who has tried this medium for job advertising.  What I know is that there is a huge audience, and almost no employers are advertising in this space.  That means one of two things: 1. It’s ripe for some great, cheap hiring; 2. It’s a total bust.  I don’t think it’s a total bust.  I think it’s just something people haven’t thought of, yet.

Let me know if you try it, and what your results are!

Working for Free – Contingent Search Model Changing

Posted on by
2

A funny thing happens when the economy is good. Corporate Talent Acquisition pros believe that agency contingent recruiters should work their job openings like its the most important priority the recruiter has ever had.  There are a couple reasons for this:

1. This opening is the most important priority for the Corporate TA pro, so it should be yours.

2. When the economy was bad, you treated the Corporate TA pro like they were your number one priority.

Then the economy gets good, and the agency folks have choices and now as a Corporate TA pro you find out who your real agency recruiting friends are!  Those who will actually come through for you, when you call on them and tell them you have something urgent.

My Corporate TA friends are the ones who pay me.

Don’t take that wrong.  You see this is the game we all play.  You want me to work your opening, but you ‘really’ don’t want to pay me if you don’t have to.  I get it. You get it. It’s the world of contingency recruitment.  I spend most of my time just trying to truly determine who will pay me for the work I do.  Because most of the work I do is for free.

So, now that the economy is good, way too many Corporate TA pro have unreasonable expectations of their agency counterparts. If I’m working for free, mostly, I’m going to be more picky about who I work for free for.  If you have me work five openings, and you then fill all five on your own, I’m probably not working your ‘urgent’ number six. If you have me work three, and I fill one, I’m helping you out. It’s simple economics.

Something new is being added to the game. This happens when times are good for agency recruiters.  There are two types of recruiting on the agency side:

1. Contingent – see above. Basically, I work for free until I find you someone you want to hire, then you pay me.

2. Retained – You pay me my big fee up front, and I work until I find you the person you want to hire.

Traditionally, retained is really only used for executive search, but when talent is hard to come by, you’ll also see it used in the professional ranks.

Recently, I’ve been seeing a new hybrid model of search show up, called Retained Contingent.  Retained contingent is a mix of both models. It’s still a contingent search, but you’re paying me about 10-20% of the fee up front for me to prioritize your search to the top of the workload.

Let’s say you’re searching for an Engineering Manager for $100K, and signed a 25% fee agreement. The total fee upon placement is $25K. In the Retained Contingent model you would pay me $5K to start the search up front, then $20K upon placement guarantee. If I don’t find the person, after a contracted amount of time, the $5K is for my work, no other fee is owed.

This is a win-win for both the Corporate TA pro and the agency, but only if the Corporate TA pro is sure they want to pay for the search.  If that’s the case, I want the benefit of retained focus and prioritization, without the risk of paying the full fee up front and having the firm not come through with a successful hire.

I don’t want to take you cash and then fail. You’ll make sure everyone knows I failed.  But, I also have limited resources and want to focus those resources on the best clients. We both have skin in the game.  That creates a partnership. That creates success.

Just wait. You’ll see a lot more of this over the next five to ten years.  Corporate TA pros are getting smarter, and so are the agency pros.  In the end, both sides want value for their work.

3 Ways to Turn Down a Job Offer

Posted on by
2

The NBA free agent signings took place at midnight EST last night.  The signing period lasts 9 days, where players can negotiate, but not sign, deals until last night at midnight.  One big free agent signing this year is DeAndre Jordan, who was with the LA Clippers last season, and had a verbal, handshake, agreement to join the Dallas Mavericks.

That was until DeAndre decided to change his mind and re-sign with the Clippers, but not tell the Mavericks he was going to do this!  Basically, doing what we see in HR all the time, accepting our offer, only to see the candidate turn around and accept the counteroffer.  The problem with DeAndre was that he never let Dallas know he was going to do this, so they weren’t able to go after another player to replace him!

Not only did he not tell Dallas, he actually tweeted out a picture from his house with a chair blocking the door, to give the implication that his Clipper teammates weren’t allowing anyone to come to his house until after midnight and contract was signed!  Way to keep it classy LA…

So, how should a candidate turn down an offer when they decide to go in another direction?  Here are three ways that are all better than was DeAndre did:

1. Pick up the phone! If you are adult enough to make the decision to accept another offer, be adult enough to pick up the freaking phone and let the other party know that is what your intent is.  You get bonus adult points if you also give them a reason or two of why the other offer was better for you to accept! Do this the moment you have made the decision to accept the other position. Timing is critical for this, as the other organization might have a backup candidate and they don’t want to miss out on this person.

2. Send an email.  Less favorable, and it’s definitely conflict avoidant, but at least you did something to let the organization know.  The plus factor on the email is you have time to craft your message, as some people are not good over the phone in real-time interactions.  Again, give the organization some sort of ‘real’ reason on why their offer wasn’t as good as the offer you accepted.  This will be appreciated, as companies need to know how to get better.  NEVER – give the “it’s me, not you” as a reason. That’s lame!

3. Text message.  I put this one in for the kids. They like texting, but the reality is, this looks unprofessional, and you’ll get know adult points for doing this.  The one way I can see texting being used to turn down an offer is if it is used in conjunction with another form of communication. A quick “just wanted to let you know I will not be accepting your offer. Sorry. I’ll call soon with an explanation”, will work, but make sure you call!

I’m not sure why anyone ever feels it’s okay to accept a job offer, then just decide to not do it, but never communicate back with the organization. This happens more than you think, but I’m always surprised by this mentality of who would think this is acceptable.

In my career I’ve probably had at least a half a dozen people accept jobs, sign an offer letter, then on start day, be a no-show. I find out later they decided to accept a counteroffer, but never communicated anything back to my organization.  This is across multiple industries, multiple companies. I would love to see an industry study of why people think this is an appropriate behavior!

The morale to the story? Don’t be a DeAndre!

T3- @Hirabl

Posted on by
Reply

This week on T3 I take a look at the specialized staffing vendor software technology called Hirabl.  Hirabl is designed to help staffing companies catch revenue they missed because a client, or potential client, hired one of of the staffing vendors candidates, but never paid the fee. What!?!

Yep, it’s actually a fairly common occurrence in the staffing and talent acquisition game.  It can happen a number of ways. I don’t want my talent acquisition brother and sisters thinking I’m called them cheats.  99.9% of are completely above board, but .1% are sneaky!

Here’s how it all might go down:

An organization is contacted by a staffing company to help on an opening. A good staffing company will insist on a signed contract.  The get the signature and begin working.  The organization decides not to move forward with any of the staffing companies candidates. Both parties go on their way.  This happens a lot in the staffing world.

Fast forward six months down the road and the organization has the same opening.  They post the opening and a candidate comes into their ATS. The same candidate the staffing company presented six months prior.  By contract, that candidate is still ‘owned’ by the staffing firm. The organization hires the candidate, but never thinks about paying the staffing company. The staffing company has moved on and doesn’t even realize you hired their original candidate.  By contract the organization still owes the fee, but it’s rarely collected, because on one comes asking!

Hirabl has technology that goes out and through social profiles and your internal data, finds these circumstances.  You then get an alert, so you can go ‘remind’ the organization you presented the company to that they indeed owe you some money.  Depending on your volume, Hirabl, on average, is finding hundreds of thousands in lost fees.

You need a couple of things to make this successful: 1. Good, signed contracts; 2. Good data for them to search on. Most staffing companies, using a decent ATS, will have the data.  The contract question might be more difficult for some. In my organization we don’t do anything without signed contracts, so we would be good on that front as well.

I wanted to write about this for a couple of reasons. First, I know a lot of staffing folks who read my blog that can use this and get back some lost revenue. Second, I wanted those corporate talent acquisition folks to know that staffing vendors are getting more sophisticated, and some things that you might have gotten away with years ago, will soon be coming to an end.

Be careful signing a staffing contract. Usually, most staffing vendors are going to ‘own’ candidates they submit to you for at least twelve months.  That means if you hire one of those folks, even if that candidate came to you on their own, you contractually are liable for that fee. That’s why you should be signing a ton of contracts.  Find a few good firms. Work with them closely, and you won’t have any surprises.

You can better believe I’ll be trying Hirabl!  We do a ton of volume, and as much as I would like to think no client hired one of our folks, I know we’ll find some where it happened. Stay tuned!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.