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

Welcome to a Inside Recruiting Channel podcast on TotalPicture Radio. This is Peter Clayton reporting from New York City. Joining us today is the founder and CEO of SelectMinds, Anne Berkowitch. Questions Peter Clayton asks Anne Berkowitch Give us your elevator pitch. How does SelectMinds help companies “build employee networks?” 2010. Good year for your company? Does Q4 look promising? On the SelectMinds web site, you have the logos of many of your clients -- companies like IBM, Hewett, Intuit, Lockheed Martin, JPMorgan Chase, Swiss RE -- What are your clients tell you? Are they going to be hiring in the 4th quarter? I do a podcast every year with our good friend Gerry Crispin of CareerXroads regarding his Annual Source of Hire Survey. Here’s a quote from their 2010 report. “The most efficient way to hire someone or find a job? Referrals, referrals, referrals. Referrals make up 26.7% of all external hires. Corporate plans for 2010 indicate a strong interest in leveraging referrals.” In fact, one of my favorite quotes from Gerry is: “Never, ever, apply for any job, anywhere, without a referral,” which I think is great advice. I imagine SelectMinds tracks this kind of data. What does your research show? (Give us some stats) I’ve heard there’s been a resurgence in hiring of boomerang employees. Have you been tracking this? Tell us about TalentVine. What is it, and how does it work? One of the big complaints (and issues) I hear from HR Directors and recruiters is that none of their systems talk to each other. Are you able to integrate your software with ATS, CRM and HRIS legacy systems? We all know that social networking sites like Linkedin and Facebook have become very fertile resources for recruiters. How does SelectMinds leverage social networks? You have a white paper on the SelectMinds’ web site titled “Referral Programs 2.0: How Social Networking Maximizes Referrals. How are some of your currently using social networks in their recruiting efforts? Your white paper quotes extensively from Jeanne Meister’s book The 2020 Workplace -- How Innovative Companies Attract, Develop and Keep Tomorrow’s Employees. Can you share with us some of her predictions? So here is one of my favorite rants: There are many companies blocking Facebook, blocking Twitter, blocking Linkedin from crossing the corporate firewall. And yet, these same companies have Twitter accounts, have set up Facebook fan pages. What’s your opinion? What haven’t we discussed that you’d like our listeners to know about SelectMinds?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Catalyst Award annually honors innovative approaches with proven results taken by organizations to address the recruitment, development, and advancement of all managerial women, including women of color. Catalyst’s rigorous, year-long examination of initiatives and their measurable results culminates in intensive on-site reviews at finalist organizations. By celebrating successful initiatives, Catalyst provides organizations with replicable models to help them create initiatives that are good for women and good for business. Welcome to a Leadership Channel podcast on TotalPicture Radio, with Peter Clayton reporting om New York. Joining me at the Catalyst headquarters on Wall Street is Julie Nugent, Senior Director of Research; Chair Catalyst Award Evaluation Committee, and TotalPicture Radio Senior Producer, Valerie LaSusa, who attended the awards ceremony at the Waldorf Astoria Hotel. Questions we asked Julie Nugent Julie, I like to start by having you give us some insight and background on the Catalyst Award. So how does the application and selection process for the Catalyst Award evolve? A really interesting mix of companies were honored this year: Campbell Soup, Deloitte, Telstra based in Australia, and the Royal Bank of Canada. Can you give us, perhaps, one sentence on each of these organizations which made them stand out? Val, one of the things you mentioned to me regarding the award winners was the CEOs commitment, long-term integrated, embedded effort instilled in management practices as opposed to “program.” Lets talk about the award winners in more detail, starting with Campbell Soup. Val, you thought Douglas Conant, president and CEO had a very compelling story. Julie, what were some of the attributes of Campbell Soup that made them stand out and be recognized as an award winner? Next, Deloitte. A company we know very well. Deloitte is the founding sponsor of this show and we’ve have the opportunity to interview many leaders within Deloitte, including CEO Barry Salzberg. Julie, your perspective on Deloitte? The Royal Bank of Canada. RBC is Canada’s largest bank. Gordon Dixon, the CEO talked about transparency and the fact that Canada is one of the most diverse countries in the world. Julie, what did you learn during your visits to RBC? Telstra was described as the “AT&T of Australia” they operate in the UK and Asia as well. David Thodey, the CEO, was brought in from the US and found Crocodile Dundee, am I correct? What is different this year, compared to past Catalyst Awards events? And yet, there still remains a gap in pay and assignments between men and women from the first job out of college? What didn’t I ask that you would like to share with the audience?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Inside Recruiting: Chelle Wingeleth, Global Director of Recruitment Services for Research In Motion Welcome to a special Inside Recruiting Channel Podcast on TotalPicture Radio from SourceCon and ERE Spring 2010 in San Diego California. Joining us today is Chelle Wingeleth, the Global Director of Recruitment Services for Research In Motion, the designer and manufacturer of the award-winning BlackBerry smartphone. Prior to joining RIM, Chelle was the First Vice President of Enterprise Wide Recruiting at Washington Mutual in Seattle. This special report from SourceCon and ERE Spring is sponsored by Iris Libby Recruitment Consultants Stay Tuned... Our exclusive interview with Chelle will air Today! Questions Peter Clayton Asks Chelle Wingeleth: What have been some of your take-aways from SourceCon and ERE? Tell us about your role at Research in Motion. Jeremy Eskenazi’s general session here at ERE here was titled Beyond the Downturn A Panel of Survivors Surviving the Year and Planning for the Decade. Your previous organization, where you spent 8 years didn’t survive -- which must give you a very personal and profound understanding the impact this recession has had on so many lives. How has that experience changed, or shaped your approach toward the recruiting profession? You joined RIM in 2009, and have moved from Seattle to Ontario, CA - quite a relocation - what cultural differences are there between the US and Canada? What attracted you to RIM? We know it can be extremely difficult to get work visas here in the US when you’re trying to hire a foreign national. What is the process in Canada? Is it easier to bring someone into Canada than into the US? RIM is obviously in an incredibly competitive competitive space -- I don’t know of any products more competitive than smart phones. Is recruiting talent as competitive as the products in your space? Tell us a little bit about your recruiting process -- how do you source the kind of talent you need to attract? Do you use research? What’s different in your role at RIM than in your previous jobs? One of the themes of the conference here in San Diego is “cautious optimism” do you share an optimistic outlook for 2010?

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

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

Prior to October of 2008, a company might have six people performing a certain function and because of budget cuts, staff was reduced to three. So now you have three people performing the job of six, and then more cuts because corporations want to show profits and survive the downturn, so they lay off two people. So now you have one person doing the job of six. So here we are, we call up that candidate who’s doing the job of six, their income hasn’t gone up because of price cuts, and we offer them the job of one for an increase in compensation, you bet they throw their hat in the ring." — Iris Libby Welcome to an Inside Recruiting channel podcast on TotalPicture Radio. This is Peter Clayton reporting. Joining us today in New York City is Iris Libby, Managing Principal of Iris Libby Recruitment Consultants. Her company offers strategic, customized talent acquisition services across multiple industries and sectors including consumer, financial, technology, life sciences and health care, HR and Legal. ILRC, part of the ASHER Talent Alliance, is a new sponsor of TotalPicture Radio. As Managing Principal of Iris Libby Recruitment Consultants, Iris brings a unique mix of direct consumer sales, strategic corporate marketing, and in-house recruiting expertise. Iris has first-hand knowledge of the skills it takes to be successful in identifying and assessing talent from her experience at Amazon.com, ProCast Inc., Global Business Research, Ltd. and The Corcoran Group. Questions Peter Clayton asks Iris Libby: In a previous lifetime you were based in Seattle and worked with a company called ProCast that was ultimately acquired by Amazon.com - tell us a little bit about your background. In the intro I stated you offered strategic and customized talent acquisition services. Can you give us an overview of the services your firm provides. You refer to ILRC as an “agency alternative” can you explain what you mean by that? How is your business compared to this time last year? Are you starting to see an uptick in assignments from your clients? The last couple of years have been brutal for the recruiting industry. How has ILRC weathered the recession storm? What do you see as the challenges the facing the recruiting industry as as whole in 2010 and going into 2011? Are there any industries or verticals you’re working with that seem to be rebounding faster than others? How about geographies? A lot of the press reports regarding the recession keep referring to a “jobless recovery.” In the search assignments you’ve conducted since the first of the year, are these primarily replacement jobs -- you filling an established position -- in contrast to filling positions do to expansion? I think it would be really interesting to the job seekers listening to this podcast to understand how you go about conducting a retained search assignment -- from developing the criteria and objectives with your clients, to candidate research and name generation - to candidate development -- can you walk us through the process? When you’re brought in to do a full blown retained search, what’s the general salary floor? ($300k?) One thing I heard from executive recruiters in 2009 is that it took companies FOREVER to pull the trigger -- send out an offer letter. Has this situation improved? In general, are the hiring managers and HR executives you’re talking with feeling more confident? Let talk about SourceCon and ERE --- what do you think will be the topics or issues that will dominate the conversations in San Diego? What advice would you give executives in transition trying to connect with recruiters such as yourself? What is the Asher Talent Alliance? Iris Libby Recruitment Consultants is a member. What didn’t I ask that you which I had?

It is my thought and our philosophy and has been since we started this business almost nine years ago now, you can’t ignore any candidate, whether it’s active, whether it’s passive and we found this at Motorola. We were able to identify some very high level candidates and fill positions at the senior levels, from resumes we found online. We’re talking big roles and people who are high producers for the organization. Just because someone has a resume posted online doesn’t mean they’re a bad candidate." — John Fortino Welcome to an Inside Recruiting Channel podcast on TotalPicture Radio. with Peter Clayton reporting. Joining us today is the co-founder and senior managing partner of Velocity Resource Group -- John Fortino. Velocity is an industry leading resume sourcing, screening and qualification service, with sourcing operations in Naperville Illinois and Bangkok, Thailand. Velocity is one of TotalPicture Radio’s sponsors at SourceCon 2010.

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

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

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

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

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

Welcome to a Success Strategies channel podcast on TotalPicture Radio, this is Peter Clayton reporting. I first met Brett Farmiloe shortly after his Pursue the Passion adventure began. Brett, a graduate of University of Arizona, followed in his father’s footsteps, getting a degree in accounting. He assumed to would pursue a career in accounting and become a CPA. A small problem arose - Brett really didn’t like accounting. He hated his job, and decided to do something about it. But what? Like so many young people today, he had no idea what he really wanted to do. What he was truly passionate about. Pursue the Passion started as a way to find out the “what?” that so many people never truly experience. Questions Peter Clayton asks Brett Farmiole Things have changed. The last time we spoke, your RV blew up about 50 miles from your house. Your story about Pimp My Ride is very useful - because it’s one of those “You never know” stories 16k miles, 38 states. You interviewed people who loved what they did for a living -- what were some common traits? You write about taking ownership of your decisions. Can you share some of these thoughts with our listeners? Can you share some of the more memorable interviews with us? You have an entire chapter titled Risk. What have you learned about risk taking through the Pursue the Passion Project? You’ve been out promoting your book. What questions do you get? What have you learned? What are the people who enjoy their work doing that the people who dislike their job aren’t doing?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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?

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.

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.

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.

"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?

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?

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?

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...

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?

"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?

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.

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.

“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.

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..

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."

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

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?

"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.

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.

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.

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.

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.

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

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?

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.

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.

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.

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?

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

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?

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.

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?

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?

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?

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.

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.

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.

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?

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...

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.

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?

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.  

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.

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.  

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?

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."

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.

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.

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.

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.

"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.

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

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.

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!

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.

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.

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

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?

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

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

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

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

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

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

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

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

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/

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

"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

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?

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.

"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?

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?

"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?

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?

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?

"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?

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?

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"?

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?

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.

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.

"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.

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

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.

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

Shally Steckerl - Interest Generation: Being Always On Through Social Networks and Recruiting An exclusive interview with the CyberSleuth at ERE Expo 2009 Welcome to an Online Savvy podcast on Total Picture Radio with Peter Clayton reporting. Shally Steckerl is a talent acquisition consultant, strategist, and speaker originally from Colombia, South America, now residing in Atlanta, Georgia. Mr. Steckerl is the Founder and Chief CyberSleuth of JobMachine, Inc. (jobmachine.net), the premier provider of sourcing consulting services and workforce development. Early in his career Mr. Steckerl realized that as a contingency recruiter he could beat the competition by finding people who were not available in mainstream sources. Since then he has been instrumental in building numerous world class sourcing and research organizations. Because of his passion for the Internet as a recruitment tool and his continually innovative methods, Mr. Steckerl has developed a reputation as one of the most respected authorities in passive candidate research and talent pipeline development worldwide. A pioneer in recruitment Internet research, accomplished author and celebrated speaker, he is a regular contributor to many industry publications. Mr. Steckerl is frequently requested to present at leading domestic and international recruiting conferences and conduct private workshops. Mr. Steckerl now spends his time consulting with organization interested in building passive candidate pipeline generation and recruitment teams, and developing their advanced sourcing skills. Peter Clayton sat down with Shally at the conclusion of ERE Expo Spring 2009 in San Diego.

Every So Often, One's Faith in Humankind in Rekindled. Charee Klimek, Chief Marking Officer, Guardian Angel of JobAngels lightens up the crowd at ERE Expo "JobAngels mission is to help bring people together in a community setting where each person commits to a single goal: to help just one person find gainful employment. That person can be a friend, a family member, a colleague or a complete stranger. All it takes is one person helping one other person find a job. We are nimble, innovative, determined and impassioned to drive this movement and develop a fully operational non-profit entity that enables a new generation of talent networking that is both meaningful and results-oriented." The good folks at ERE gave Charee Klimek the main stage at ERE Expo 2009 in San Diego this week to tell the remarkable story of JobAngels - how one compassionate "Tweet" on Twitter gave birth to a national movement to help put people back to work. Simple, sincere, and profound. Peter Clayton, producer/host of Total Picture Radio was able to catch-up with Charee after her presentation to share her story in this Big Picture podcast.

“Getting laid off is rarely something you can control. But what you can control is how you leave a company — and, most importantly, the size and terms of your severance package.” Kirk Nemer Kirk Nemer, J.D., SPHR Severance Plans Face Squeeze Amid Scramble to Preserve Cash is the title of a recent Wall Street Journal article by Sarah Needleman: "Some 20% of companies polled in December by Hewitt Associates Inc., said they plan to change severance policies and 31% are considering such a move," she writes. "Hewitt's survey found that 43% of firms planning severance-policy changes expect to reduce cash payments, while 21% intend to trim other benefits. Similarly, a survey conducted earlier this year by Hay Group Inc., shows that 61% of employers planning or considering changes aim to do so by downgrading their offerings to laid-off workers." Welcome to a Big Picture Channel podcast on Total Picture Radio with Peter Clayton reporting. Kirk Nemer is CEO of Career Protection — an employment attorney who specializes in employment and severance agreements, and has been negotiating them for the past 21 years. As we all know, highly skilled and professional employees across the U.S. are being laid off in droves. It seems everyday another major company announces another several thousand staff cuts. In January, nearly 240,000 workers received pink slips, according to the U.S. Bureau of Labor Statistics' mass layoff data, which tracks instances in which companies lay off 50 or more employees--a nearly 60% increase from a year-ago. The number of jobless Americans rose to 12.5 million in February, pushing the unemployment rate to 8.1%, up from 7.6% in January, the Labor Department said -- the highest in 26 years. Talking Points How does an employee begin to negotiate a severance package in this environment? So if you are laid off, how can you make sure you get the best severance package? One thing we discussed the last time you were on the show... your company will try to get you to sign a severance agreement immediately. What's your advice? The Severance Agreement states that employees should seek advice and consult an attorney—should they?? You have an interesting article on your website called The 8 Biggest Severance Package Mistakes. I'd like you to respond to a couple of these... "I'm an at-will employee so I cannot get severance pay". "My company is bankrupt or is being acquired, so no severance pay". Unemployment Benefits: How does Severance Pay affect unemployment compensation? Can you explain to our listeners the WARN Act? If someone listening to our show want's to discuss their situation with your firm, how much does an initial consultation cost?

Welcome to a Success Strategies podcast on Total Picture Radio with Peter Clayton reporting. Joining us from New York is Gretchen Rubin, the author of the forthcoming book, The Happiness Project, an account of the year she spent test-driving the wisdom of the ages, the current scientific studies, and the lessons from pop culture about how to be happy. On Slate, Huffington Post, RealSimple.com, and on her blog, The Happiness Project, she writes about her daily adventures as she tries to be happier. Rubin received her undergraduate and law degrees from Yale and was editor-in-chief of the Yale Law Journal. She clerked on the U.S. Supreme Court for Justice Sandra Day O'Connor and served as a chief adviser to Federal Communications Commissions Chairman Reed Hundt. For many years she taught a seminar at Yale Law School and Yale School of Management. She lives in New York City. Talking Points: First, you have a law degree from Yale; why aren't you sitting in some big firm in NYC? What is the Happiness Project and why did you decide to focus on this research? What have you learned about happiness? What have you found most useful? What has not worked for you? There's a lot of people out there having trouble being happy, because they just lost their job. What advice would you give them? There are a lot of grim faces on the streets of NYC these days.. On your blog you've listed your Twelve Commandments: which offer a lot of insight into who you are, and how you want to live your life. How did you discover these, and how have these helped you? One of the Twelve I'd like you to expand on is Act the way I want to feel. What are some of your tips for Do it Now - helping people avoid procrastination. (Something I'm an expert in) You blog every day. How are you so disciplined to be able to do that, and keep it interesting? What is your Resolutions Chart and how has it helped you? You have some great ideas for getting out of a funk - what you call an "happiness emergency" can you share some of those with us? For those in the audience who would like to start their own Happiness Project, what are the first steps? Gretchen Rubin Biography: Gretchen Craft Rubin is the author of Forty Ways to Look at JFK and the bestselling Forty Ways to Look at Winston Churchill. Each biography plays with the biography form to capture the crucial aspects of the subject's oversized character and life. Her first book, Power Money Fame Sex: A User’s Guide, assumed the shape of a self-help satire to expose and analyze the techniques exploited by strivers for those worldly ambitions. Rubin received her undergraduate and law degrees from Yale and was editor-in-chief of the Yale Law Journal. She clerked on the U.S. Supreme Court for Justice Sandra Day O'Connor and served as a chief adviser to Federal Communications Commissions Chairman Reed Hundt. For many years she taught a seminar at Yale Law School and Yale School of Management. She lives in New York City.

Welcome to a Career Transitions podcast on Total Picture Radio with Peter Clayton reporting. Pink Slip parties are springing up like, well, Spring -- across the country. You can track much of this activity on SlipSquad. Several nights ago, I visited one such party organized by my friend and business associate, Chris Russell. The FairfieldCountyJobs.com second Pink Slip Party, held in Norwalk, Connecticut, maxed-out the fire marshall occupancy at the Black Bear with over 300 attendees. Fourteen companies recruited at the event; looking for sales, IT professionals, office managers, admin assistants, financial advisers, marketing reps, accounting, investment counselors, and other management level positions. Hey! Real jobs with real companies. The event was sponsored by OperationsInc's 'Job Search Essentials' workshop for job seekers and JobRadio.fm the career advice internet radio station. I spoke with David Lewis, President/Founder of OperationsInc at the event.

"For higher education in the USA, adversity is going to be the stimulus to careful review of mission. I have always thought that a university budget is one of the most philosophical of documents -- for it tends to cut through polemics and oratory to give a glimpse, albeit blurred, of a college's or university's genuine priorities. Today it means colleges and universities are going to have to step away from the temptation of the past five or six years in which they have enjoyed an abundance of student applications, deceptively and transient high returns in endowments, and reasonable funding from state governments and/or foundations. More and more thoughtful private fund raising will be one obvious response -- as will careful review of what is essential and what is marginal in its various offerings and activities. Allow me to preface my comments by declaring my perspective. Some professors see campus administration as expendable and unimportant. I don't share that view." - Dr. John Thelin, Professor of Education, University of Kentucky, from an interview with Andrew Hibel, Chief Operating Officer and Co-Founder of HigherEdJobs.com. Talking Points In reading your biography, it seems HigherEdJobs was born out of necessity. How is the recession impacting the job market in higher education? Is anyone out there in your world hiring? Is this an equal opportunity recession? Meaning both state run and private colleges and universities are feeling the same pain. Many of us are struggling to send our kids to college -- and it seems scholarships and tuition assistance has evaporated. Has there been a decrease in enrollment at colleges and universities? Do you know of any initiatives underway to financially assist students? Alumni associations have always played an important role in fund raising. Do you know how the recession has affected donations? In higher education, can any parallels be drawn between what’s going on today and the recessions of the 70’s or 80’s? There have been many press reports surrounding the very controversial decision made by Brandeis University to sell its very extensive and valuable art collection and close its art museum. Do you know of any other institutions taking such draconian measures? How has this announcement being viewed by college and university administrators? What are the projections for the balance of this year and into 2010 regarding higher ed employment? Any bright spots?

For many businesses, the economic downturn has meant fewer customers, smaller revenues and in many cases, layoffs and closures. Numerous organizations have decided to scale back operations, hoping to lie low until the crisis is over. What I call the hunker down, fade into oblivion strategy. Welcome to a Leadership Channel podcast on Total Picture Radio with Peter Clayton Reporting. In Collapse of Distinction: Stand out and Move up While Your Competition Fails best-selling author and business thinker Scott McKain reveals how companies and individuals can stand out in the marketplace because of – not in spite of – a less-than-robust economy. "If you cannot find it within yourself to become emotional, committed, engaged, and yes, fervent about differentiation, then you had better be prepared to take your place among that vast throng of the mediocre who are judged by their customers solely on the basis of price. It is the singularly worst place to be in all of business. If you aren't willing to create distinction for yourself in your profession--and for your organization in the marketplace--then prepare to take your seat in the back, with the substantial swarm of the similar, where tedium reigns supreme." Scott McKain Talking Points What was your inspiration for writing this book, and who is it for? What, in your opinion, what are the primary contributing factors that lead to the collapse of distinction that you write about? So how is a bad economy good for business, Scott? (I imagine GM, Ford, Chrysler, SFA, Citi, Barney Frank and a multitude of others would disagree with your assessment.) You take on Jim Collins best selling book “Good to Great” asserting that a number of the companies he profiles in the book are not so great after all. Why? Let’s say I called you and said, “Scott, I want you to give a speech next month to the National Association Newspaper Publishers.” We’re talking about an industry in free fall Scott. What would you tell them? I want to spend some time talking about the four cornerstones of distinction you identify: clarity, creativity, communication, and finally, customer experience. Let’s start with clarity. Who are You. (Creating your high concept) Let’s talk about creativity. (What comes to my mind is Apple) I seen a few examples over the past year of large companies forming “innovation teams” - although well intentioned, these efforts are so wrong. I’m sure you’ve run into these with some of your clients. You know, Scott, I’ve been talking to very accomplished, highly educated executives who, for the first time in their lives are unemployed and looking for a job. What advice can you give them? Communication: back to my hunkering down introduction. Saying nothing in this economy is poisonous. Sales Cure Everything? Something I’ve been talking quite a bit is the benefit of “Story” - What’s your perspective? What is the difference between customer service and customer experience? I’m sure there are some listeners saying to themselves “my company is on the wrong side of this interview.” What can someone do, who is not in a leadership role, to implement the actions and ideas we’ve been talking about?

Welcome to a Career Transition Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Kathy Simmons is the guiding force behind NETSHARE and its ongoing evolution as a Web-based community for executives who are seeking jobs as well as opportunities to network with their peers and build a personal "brand" online. Simmons has made it her mission to help NETSHARE members harness the Internet to advance their careers. "The greatest line I heard recently was when someone said, 'no matter what your job was before, you’re in sales now.' And you have to think of it that way, you have to think of it in terms of I’m a product, what’s my unique value proposition? " "So now you’ve identified what your product is. Then you look at who needs my product? That’s your market from which you develop your list of target companies. I always used to say people hired for two reasons: you can make me money or you can save me money, and now it’s can you stop the bleeding?" Sunday, 22 March 2009 Report from the Trenches: A Conversation with Kathy Simmons, President & CEO of NETSHARE "I always used to say people hired for two reasons: you can make me money or you can save me money, and now it’s can you stop the bleeding?" Kathy Simmons Kathy Simmons Welcome to a Career Transition Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Kathy Simmons is the guiding force behind NETSHARE and its ongoing evolution as a Web-based community for executives who are seeking jobs as well as opportunities to network with their peers and build a personal "brand" online. Simmons has made it her mission to help NETSHARE members harness the Internet to advance their careers. "The greatest line I heard recently was when someone said, 'no matter what your job was before, you’re in sales now.' And you have to think of it that way, you have to think of it in terms of I’m a product, what’s my unique value proposition? " "So now you’ve identified what your product is. Then you look at who needs my product? That’s your market from which you develop your list of target companies. I always used to say people hired for two reasons: you can make me money or you can save me money, and now it’s can you stop the bleeding?" At totally different kind of interview: Stay Tuned... Kathy's exclusive interview will air Monday! Free Trade/Industry Magazine Subscriptions, Book Summaries and White Papers NETSHARE is a membership-based organization "dedicated to providing executives and professionals across all disciplines and industries, with quality $100K plus job listings, networking opportunities, and a community of peers for the exchange of strategic information related to job search, professional development and best practices." Talking Points What's changed in the last six months in the Netshare world, Kathy? Do you have any "quality 100k job listings?" You were telling me about the fact that Netshare is getting so many first time job seekers - people who have always been recruited and now don't have a clue what to do next? What advice are you giving them? What's happening with NETSHARE monthy open forums? You hold these across the country? Any geographic trends you can share with us? You wrote on your blog recently that it may be better to look for work than look for a career -- a Portable Career? Another blog article I'd like to discuss - The Sweet Smell of Success - a memeber had four job offers recended because of the economy - the fifth one stuck. What were some of the take-aways from that individuals experience? 1. Network and network some more. Get at least eight LinkedIn recommendations spanning at least two people you worked for, two people you worked with, and two people who worked for you. 2. Don’t be too selective about the companies you target. Your best option may be in a different industry or location so keep your options open. 3. Create a value proposition and pitch it to both former employers and new companies that can create a role for you. You have to demonstrate economic value. 4. Invest time in your resume. Change what you were supposed to accomplish into results driven prose. C-level executives care about how you will raise revenue or cut costs. 5. Be realistic about the recruiting cycle. Keep in mind the time of year, the fiscal cycle of companies, and understand how your value proposition meshes with the hiring process. Timing is everything! 6. If the position doesn’t mention relocation but you live outside the area, reconsider applying. You don’t want to waste your time or a recruiter’s or hiring manager, even if you are willing to pay for your own relocation. So keep the faith. This job-seeker applied for more than 300 positions in six months. Two years ago, the same search took three weeks with a handful of opportunities. In the current climate, the rules are different and you need a strong resume to make you stand out. Invest where it counts and you can be your own success story.

Pssst. Over here. We hear you're looking for a good deal these days. The word is that you want to rev up your organizational performance without spending a lot of extra cash. Turns out, we might have just the thing for you: informal learning, aka social learning. Sure, you might already know a thing or two about social learning, but the research on this subject is just heating up, and most companies haven't leveraged it nearly as well as they might, according to Tapping the Potential of Informal Learning, a major study commissioned by the American Society for Training & Development (ASTD) and conducted by i4cp. This kind of learning tends to take place without a conventional instructor, with employees in charge of everything from the timing of the learning to how deep they want to go into a given subject. Examples include online social networking, accessing "fingertip" knowledge through the Internet, and peer-to-peer coaching. "Informal and social learning are increasingly important tools to provide continuous knowledge to the workplace, leveraging the wisdom of colleagues and developing rapid, useful content in tight economic times," notes Elliott Masie, chair of the Learning CONSORTIUM and an i4cp board member. Jay Cross, another expert in the field and author of Informal Learning: Rediscovering the Natural Pathways That Inspire Innovation and Performance, also views informal learning as a cost-effective strategy. "All learning is part formal and part informal," he told i4cp. "It's not either/or. The economy is forcing corporations to do less with more, and some of the smart ones are shifting the balance in favor of more informal."

Welcome to an Online Savvy Channel podcast on Total Picture Radio. This is Peter Clayton reporting. Joining us today is Veronica “Niki” Fielding founder of Digital Brand Expressions. DBE is an interactive marketing consulting and services firm focused on providing search and social marketing services to Fortune 1000 and middle market companies for which search engine solutions are mission-critical component in their marketing mix. DBE recently launched a new service called Jump Start Social Media, to help busy professionals establish themselves on the two most important social media sites: Linkedin and Facebook. Talking Points There are two offerings, a sort of “missing manual” and a service to set-up a Linkedin or Facebook profile? How would you differentiate the two? Would you write a different type of profile for Linkedin than you would for Facebook? If someone opts-in for the full service treatment, who will write the profile? What information will I need to provide? Is a resume good enough? From a business/career standpoint, which is the more important network? How do you protect your privacy? Who can see your profile and information on LinkedIn and Facebook? How should job seekers use Facebook differently than others? What are some of the things you probably shouldn’t post in your profile? Should you “poke” potential employers on Facebook if you want to attract their attention? Every recruiter I’ve talked to tells me they will google a candidate and check out their profiles on Linkedin, Facebook and Myspace. Has that been your experience as well? What if you're not looking for a job but you're interested in offers? Can't your boss see that on LinkedIn? Is there an advantage to using both LinkedIn or Facebook if you’re in a job search?

Has Amazon ever told you, "People like you bought these other books."? It's a great feature and it's all built off of the shopping habits of real people. What if you could do the same thing with everyone's resume and find out what everyone else was out there doing? You could know what people with your major do for a living, or what jobs people do next after they have yours. What skills do you need in public relations? Investment banking? Which jobs demand the skills you already have? It's all out there! The data is on everyone else's resumes, and Path101 has found over 3 million of them on the web. The basic concept of Path 101 is that users provide data about themselves so that we can compare them to others and show them possible career paths. While our database is sure to be full of valuable insights into careers, it's not the database itself, but the application of the database that drives value. Because we have relevant information to show candidates, they're willing to share more with us about who they are and what they want. Our business goal is to know more about potential candidates than any other candidate search site. Not only can we provide a better service to users that way, but that makes candidate searching for recruiting purposes that much more targeted--better for both sides. Candidate search is a significant component of all the major job boards and it's a bulk of LinkedIn's revenues, which is estimated to be $100 million next year. Are we competitive with them? I don't think so. LinkedIn is built on trust, networks, permissions. We're coming at things from a slightly different approach. I actually think that the kind of inherent trust built into the LinkedIn network could help power other sites, just as I hope LinkedIn will open up to allow sites like ours that maintain a really deep information relationship with our candidates to help power their offering. Both of our respective businesses are tremendous improvements over current methods of resume searching and downloading--even though those businesses are driving significant revenues for the mass-market job boards. Companies don't want a firehose of untargeted resumes--they want the right candidates. Companies like us and LinkedIn using net-native approaches to improving candidate search have a tremendous market opportunity. Such value creation in this industry stems from two basic questions: "How much is a good hire worth to you if you are an employer?" "How much is the right job worth to you if you are in the working world?" That's why employment related services have consistently been one of the best revenue generating online businesses out there and why there's still so much value out there to be gained from matching the right people to the right positions. The market is begging for disruptive approaches to the Jobs 1.0 model of calling big job boards and newspapers on the phone to post a job for $450. I would easily, however, pay a company $450 for 50 candidates that all score very highly on their interest/ability to be self directed, whose friends say they'd be the most easy to work with, and, in our case, whose resume pops up uncommonly appearing words like SVD (Singular Value Decomposition) and not SVD (Society of the Divine Word)--which our textual algorithms would be able to differentiate between because of the other statistics related terms that also appear on other quantitatively inclined programmer resumes. Anyway... thanks for reading down this far and allowing some clarification on our business vision.

Welcome to a online savvy channel podcast on Total Picture Radio. This is Peter Clayton reporting. According to our guest today, Brent Arslaner, VP of Marketing for Unisfair, "Virtual event technology replicates all aspects of a physical event, such as presentations (keynotes, panel sessions, product demonstrations, etc.) that can include live Q&A, exhibition booths staffed live with booth reps and collateral, and networking opportunities." Virtual events also greatly extend the reach of the marketing efforts. It is much easier to get thousands to log on to a computer for a couple of interesting conference sessions than it is to get a few hundred people to show up in Philadelphia in early August for a physical event. But what really gets marketing people excited about virtual events is the marketing data. In the physical world, you are lucky if you grab a business card and scribble some notes on it or use a badge scanner to capture the name, title and company of a booth visitor. Unisfair, a provider of virtual events, including virtual job fairs, received $10m in venture cap funding last year. Talking Points In a couple of weeks I'm going to an event in San Diego. I like San Diego, I like seeing friends and colleagues I only get to see a couple of times a year. Here are three things a virtural event can't give me: face-to-face human interaction, shrimp, and palm trees. I do understand there's a value to having virtural events. They're good for the envronment. I can sit here in sweat pants. I don't have to shave. Speaking about your virtural job fairs, explain to us how it works from a client perspective. Okay, I'm a job applicant. How does your product benefit me? According to your article in Chief Marketer, "Virtual events offer true marketing intelligence, as there is web-based reporting that tells you everything an attendee did." Walk us through a virtural job fair. As an employer how can I conduct a behavioral assessment of a candidate in a virtural environment? I can't assess someone's body language or communication skills. As an applicant invited to participate in a virtural job fair, what advice can you give me to better prepare for the experience? Tell us the job fair you did with KPMG. What were the results from the KPMG event? From a cost standpoint, I would assume this is much less expensive than having a live event. As you know the KPMGs of the word have traditionally relied on campus recruiting for hiring college grads. Do you think Unisfair can augment - or replace the campus recruiting efforts? How receptive are HR managers to this technology? What kind of growth are you projecting for the virtural events industry as a whole? Who are your main competitors? Outside of job fairs, how is your product used? Can you give us an example? What else would you like listeners to know about Unisfair?

As an interviewing expert, Judy also writes for ExecuNet.com, a national networking association for senior executives. For many years, Judy has hosted monthly senior executive networking meetings in New York City, in conjunction with ExecuNet, where executives learn how to present their best value statements and expand their contacts and networks to keep their careers vital and advancing. In the summer of 2006, I had the opportunity to participate in one of the monthy networking meetings, and interview Judy on negotiating skills. I wanted to follow-up with her -- and discuss what strategies are working with her clients and ExecuNet group. Talking Points: We all know the financial market in New York has imploded, taking with it many other jobs and businesses. What kind of guidance are you able to provide to your clients in this job market? One of the things ExecuNet is very good at is sharing success stories - I think it's called Learnings from Landings - have you heard any good stories regarding a successful job search lately? When we spoke last week, you shared a story with me from one of the ExecuNet members, which I think was very powerful... I think this illustrates the power of not just storytelling, but of creating an individual whose unique and memorable. You were talking about the professional way to say "once upon a time" can you deconstruct this for us? Another term you used -- stories are sticky - that is certanly true of the Madoff story. And the way he constructed the story got away from "guilt by association." What are some brainstorming techniques people can use to develop engaging stories? And, of course, what we're talking about are factual stories. Non-fiction. How do you weave storytelling into a job interview?

Why do you need to write a book? You don’t. Your business does! If you’re a small business owner, speaker, coach, or consultant and you don’t have a published book to your name, then you’re missing an outrageously huge piece of your business. When you don’t publish a book, when you don’t take full advantage of the knowledge and experience that it has taken you years to accumulate, you are leaving a serious amount of money on the table. You’re also missing the chance to make your business stand out in the marketplace against your many competitors." - Sophfronia Scott Welcome to a Success Strategies Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Joining us today: Sophfronia Scott, Executive Editor of the Done For You Writing & Publishing Company and bestselling author of Doing Business By the Book How to Craft a Crowd-Pleasing Book and Attract More Clients and Speaking Engagements Than You Ever Thought Possible and the novel "All I Need to Get By". Sophronia honed her craft working with some of the best (and toughest) editors in the world during her career at “Time” and “People” magazines. alking Points The first chapter of your new book, "Doing Business By the Book" is titled “Why do you need to write a book?” Good question -- can you expand on this? There were somewhere around 200,000 books published in the US last year -- how can an unknown, unpublished, non-fiction author compete with this, let alone get a publishing company to agree to publish a new book? So even if by some miracle I’m able to get my book published, what if it gets panned? All that work for bad publicity? So let’s talk strategy -- what are the key things a business person needs to consider before they even begin writing a book? Why would I want to self-publish, instead of having a mainstream publisher like HarperCollins or Wiley publish my book? What is the the process of writing a book proposal? How does one find an agent, and how much do they charge? Chapter title: Your Book is the Ultimate Lead Generation Tool. How so? One piece of excellent advice I’d like you to talk about - do some market research before you even write your book by calling stores you think would be good targets for your subject. One of the authors you write about extensively is Timothy Ferriss, whose book The 4 Hour Work Week has been on the best seller lists for months - can you share some of his story with us? Let’s skip ahead to the chapter titled What Comes Next: When Your Book Becomes Your Business - give us some bullet points. I want to shift to your latest blog post on thebooksistah.com/blog - I must say, you drink your own Kool-Aid! So What did you Learn from your Amazon.com Bestseller Campaign?

The US podcast audience is ballooning, and eMarketer projects that growth will continue at least through 2013. By then, there will be 37.6 million people who download podcasts monthly, more than double the 2008 figure of 17.4 million. As a percentage of Internet users, podcast downloaders are expected to grow from 9% in 2008 to 17% in 2013." Welcome to a Online Savvy channel podcast on Total Picture Radio with Peter Clayton reporting. Based in New York City, eMarketer conducts market research and trend analysis on Internet, e-business, online marketing, media and emerging technologies. Joining us is the author of the recently released eMarketer podcast report, Paul Verna. Paul covers digital media and entertainment, including music, digital movies, online video, video games, user-generated content and podcast advertising. Siting Paul's report, "Podcasting has evolved from an odd, funky blogging experiment into a broad medium with mainstream trappings. Today, the vast majority of the top-rated podcasts come from recognizable media entities that are using podcasts to expand their existing radio, TV, cable or satellite audiences. " Podcasting Has Evolved To A Broad Medium With Mainstream Trappings Paul Verna "The US podcast audience is ballooning, and eMarketer projects that growth will continue at least through 2013. By then, there will be 37.6 million people who download podcasts monthly, more than double the 2008 figure of 17.4 million. As a percentage of Internet users, podcast downloaders are expected to grow from 9% in 2008 to 17% in 2013." Welcome to a Online Savvy channel podcast on Total Picture Radio with Peter Clayton reporting. Based in New York City, eMarketer conducts market research and trend analysis on Internet, e-business, online marketing, media and emerging technologies. Joining us is the author of the recently released eMarketer podcast report, Paul Verna. Paul covers digital media and entertainment, including music, digital movies, online video, video games, user-generated content and podcast advertising. Siting Paul's report, "Podcasting has evolved from an odd, funky blogging experiment into a broad medium with mainstream trappings. Today, the vast majority of the top-rated podcasts come from recognizable media entities that are using podcasts to expand their existing radio, TV, cable or satellite audiences. " "The Podcasting report analyzes the factors that are fueling interest and growth of a new, large and receptive audience. Stay tuned... Interview with Paul Verna will air today! Talking Points: How long have you been tracking podcasting? We talked last year, Paul. The headline was 285% increase in size of the US podcast audience in 2007, a growth to 18.5 million. What’s the headline this year? For those not familiar with eMarketer, tell us about your company. I know Pew tracks trends in podcasting, who else is following podcasting? One trend I’ve noticed -- just about every mainstream news TV program and newspaper is now podcasting their content. Have you been tracking the growth in this area? What can you tell us about it? Has the iPhone had an impact on the growth of podcasting? How about on the corporate side, Paul. Have you been able to track the use of podcasting by corporations? Got this question for you Paul from the CEO of HRMarketer, Kevin Grossman, via Twitter: What industries do you see the most podcast growth in? The least? What types? Free? Paid? One colleges and universities, it seems more and more are podcasting class lectures. Are you following this trend? Another audience I’ve become aware of... church web sites are now posting sermons -- has your data picked up this trend? I would assume the growth of broadband users correlates to the higher rates of podcast downloads? What are some of the demographic statistics you can share with us? Age? Education? Aside from mainstream media, what kind of content is being podcasted? What surprised you this year Paul, when analyzing the data?

Panic has set into offices, cubicles, high-rises, malls, factories, and restaurants across the country. There is not an industry, company, or profession that has not been impacted by the recession. From Fortune 100 companies to startups; every employee is terrified of the phone call from HR; the “pink slip” when they return from lunch. People are literally chaining themselves to their desks in an attempt to look busy. Lisa Parker, a New York City based professional executive coach calls the workplace panic “spinny-spin.” In a 30 minute interview with Peter Clayton, the producer/host of TotalPicture Radio, (a popular Internet radio career podcast), Lisa shares her insight and advice on ways to manage your job, and your career in these turbulent times. “My advice working with clients: it is really important is for people to get refocused. Let’s figure out what has to get done, right now. Let’s get away from the spin cycle that has you running in circles.” As part of her coaching practice, Parker trains business professionals to strengthen their presentation and communication skills to lead change and drive results through a popular two day program she designed called Building Executive Presence. “The idea that presence is something you were born with is just plain wrong,” she says in the interview. “Presence is the sum of actions, and behaviors, and therefore can be learned. I teach people how to do this and we see this transformation in every seminar I conduct.” She continued, “There are three keys to understanding presence: self awareness/self management and then, interpersonal skills and communication/brand.

Welcome to a Career Transition Channel podcast on Total Picture Radio with Peter Clayton reporting. If you're a Cablevision customer, "Know Before You Go" is a phrase you've heard ad nauseam. But in today's economy and job market, know before you go is not just a requirement for a job interview, but necessary before your first day of work with a new company. If you've accepted a job offer, especially at an executive level, you will have a far greater chance of success if you commit to a personal onboarding plan before your first "official" day in your new office. George is the author of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results - the Second Edition was just published by Wiley. I interviewed George in 2007, when the first edition of the book was released. The Second Edition includes 40% new material and updates -- including new and updated downloadable forms -- plus: A new chapter on positioning yourself for a leadership role A new chapter on what to do after the first 100 days A new chapter on getting promoted from within and what to do then Stay tuned... our interview with George will Monday, March 9th! Onboarding is the process of interviewing, hiring, orienting and successfully integrating new hires into the organization's culture. The best onboarding strategies will provide a fast track to meaningful, productive work and strong employee relationships. Onboarding activities begin pre-hire through effective and accurate recruitment communications, followed by an interviewing and screening process that increases the success rate of position acceptance. The orientation of new hires starts prior to the employee's start date and usually is extended through (at least) the first 6 months of employment. Onboarding is applicable to promotional opportunities within organizations, and strategies implemented to promote and orient company veterans to new roles follow the same time-line. What you do (and how you do it) before and during your first 100 days in a new job absolutely determines your chance for success. Studies report that 40-50% of newly appointed executives last less than 18 months. With statistics like that you can’t afford to be casual. The New Leader's 100-Day Action Plan is really a workbook, with detailed, step-by-step action plans to guide you through the first 100 days in a new job. Obviously, this book is written for executives in leadership roles, but I think any professional can benefit from using the PrimeGenesis methodology - and knowing the difference between onboarding and "employee orientation." If your starting a new job and onboarding has not been part of the process, buy this book and onboard yourself!

Welcome to a Big Picture channel podcast on Total Picture Radio with Peter Clayton reporting. Joining us today is Kevin Grossman, President of HRmarketer.com. He has over twenty years of marketing communications experience working in the human resources and recruiting services industries, high-tech, and higher education. Kevin and I discuss the most interesting and important data points resulting from the HRMarketer.com survey, and how HR vendors are responding to the recession, job cuts, and the economy. The Trends in HR Marketing report covers the latest trends and best practices for marketing to the human resource (HR) and employee benefits marketplace going into 2009. The data presented in this report is based on responses from a diverse group of HR and employee benefits suppliers collected during the fourth quarter of 2008. Topics covered in this report include: • Patterns of adoption and use of various marketing and PR tactics by HR and employee benefits suppliers – including social networking, social media, blogging, podcasting and RSS – also known as “Web 2.0” activities. • Marketing and PR activities most important to HR suppliers. • The marketing and PR activities that generate the most sales leads for HR suppliers, and those presenting the greatest challenges. • How HR suppliers measure the success of their marketing and PR. • Who and what suppliers rely on to stay knowledgeable about the human resources marketplace – and how optimistic suppliers are about the overall health of the human capital marketplace. The key trends outlined in this report include: • Growth of “Web 2.0” tactics like blogging, podcasting and social networking as a means of lead generation. • Growing importance of search engine optimization (SEO). • Continued use of direct e-mail marketing and devaluation of print advertising. Finally, our team of experts provides analysis on what these findings mean for HR suppliers and recommendations for 2009.

Hey employers, here are some fun facts for you to think about: According to our guest, Gregg Lederman, employees today are more disengaged than ever before. In fact, recent surveys show 48 percent of employees do not look forward to going to work, and one in five are looking for a new job (on the job) on a weekly basis. Numbers like this prove that nearly half of an organization's employees are not an asset, rather a drain on the company's ability to have a dramatic, positive impact on its bottom line and its desired work culture. Welcome to a Leadership Channel edition of Total Picture Radio with Peter Clayton reporting. Joining us today from Rochester, NY is the founder and partner of Brand Integrity, Gregg Lederman. Talking Points Tell us about Brand Integrity - what services does your company provide? As noted in the introduction there's a real disconnect between employers and reality - one of the most telling I've recently seen is from the Salary.com - Nearly 80% of employers do not believe employees will begin a job search in next few months while nearly 60% of employees intend to intensify their job search in next 3 months. Gregg why do employers continue to ignore the facts surrounding employee engagement? What are the Fortune "100 Best Companies to Work For" doing that others are not? I've been doing this radio show since 2006 and employee engagement has been abysmal forever - this is not a byproduct of the recession, am I right? I would guess the more you make, the more engaged you are. So people making $200K are going to be far more engaged than someone making $70k Correct? So you company has developed something called Potential Point™ Employee Engagement Solution - what is it and how does it work? So how do you sell this idea to companies that have frozen spending on all consultants - a lot of CFOs would put Potential Point in the "nice to have" category. How do you get them to think about it as a "must have." I know you enlisted about 20 companies as beta testers - what were some of the results? It's been my experience -- having made corporate rah-rah films for over 25 years -- that if the CEO doesn't buy what your trying to sell to the employees - it just won't work. Do you need a enthusiastic CEO for Potential Point to be successful? What would you like the audience to know about BI that we've not discussed?

Is it a ladder or a treadmill? We get the inside story from Career Renegade: Jonathan Fields The number of individuals getting nuked out of their cubicles with little more than a cardboard box and Houdini 401k plan (which evaporated right along with their paycheck) is staggering. Every week in February, more than 600,000 people filed new claims for unemployment insurance. After years of toil and abuse many are finding their last official act as an employee is the humiliating escort out the door routine. If this describes your current situation, perhaps it's time for you, my friend, consider becoming a Career Renegade. Joining us today is the man who wrote the book -- Career Renegade How to Make a Great Living Doing What You Love -- Jonathan Fields. Welcome to a Career Transitions Channel podcast on Total Picture Radio. Our interview with Jonathan was conduced by producer/host Peter Clayton. Talking Points * How long has this idea of a Career Renegade been cogitating in your brain? * What's your background? * It's a very catchy title, but how do you define Career Renegade? * So I'm picking up on a recent blog post of yours titled Recession Proof Jobs, Santa Claus And The Easter Bunny. You wrote, "I’ve been asked a bunch of times, lately, how smart it is to walk away from the “safe option” of working for someone else to start your own business or even begin to build some kind of independent career or leveragable reputation on the side in this economy." As your title suggests: Who's safe? * Anyone that's read Michael Gerber's E-Myth Revisited knows just because you're passionate about something does not mean you'll be a successful entrepreneur. A lot more small businesses fail than succeed. So if you are considering a Renegade career path, how do you determine what career choices would be right for you? (Explore and choose one of the revolutionary career renegade paths to passion and prosperity - How?) * Let's talk about some of the strategies you map out in your book: * Tap technology to turn a seemingly moneyless passion into a goldmine - this is sounding like a infomercial - I need a reality check. * Rapidly test and adapt your idea for free, from the comfort of your couch * Cultivate the unstoppable renegade mindset and rally others to your cause - what is a "renegade mindset"? * You recently presented a Career Renegade Workshop at the 92nd St Y in New York. What was that like? Any stories you would like to share? * Other than the "safe option" question, what are you most often asked by career changers? * Jonathan, with so many people getting laid off, and the constant barrage of frightening economic news, what are some steps you suggest to those who've recently lost their jobs * Do you have any techniques to help people stay positive? * What didn't I ask that you feel is important to know about yo

This is Peter Clayton with a special Career Transition podcast on Total Picture Radio. Joining us today is a frequent contributor, Linda N. Stewart, president, CEO and founder of EPOCH - a company she formed in 2007 to bring together her financial service expertise and relationships with her understanding of the demographic changes in the marketplace and to introduce a new talent management resource to organizations. EPOCH acts as a broker of independently employed financial service executives who offer their project based consulting services to help companies accelerate the completion of critical business initiatives. By engaging variable cost resources who have completed similar projects in similar organizations globally, companies can drive business results quickly and cost effectively. Different from traditional consultants that focus primarily on strategy, these executives are all about execution. Responding to the tidal wave of layoffs that have hit executives from all industries and professions, Ms. Stewart is launching a national seminar tour titled Seizing the Opportunity of a Growing Free Agent Marketplace to assist highly accomplished individuals fast track their skills in the growing free agent marketplace. Our conversation today will focus on her seminar. Talking Points First – for those not familiar with EPOCH, tell us about your background. Who are some of the companies you’ve worked with since founding your company? What are the advantages of an executive working with you? Why not try and get consulting assignments directly with companies they target as good fits? Seizing the Opportunity of a Growing Free Agent Marketplace – let’s get to your seminar. First, whom is this intended for? What’s the demographic, Linda? Where and when will be your first seminar? Where can people go to get more information? Let’s get an overview of how the seminar is structured – You start with the pros and cons of independent consulting. What are a couple of the most important considerations? Let’s face it. This is a big change for executives who’ve spent 25-30 years working for a large corporation. In your experience, what are some of the most difficult adjustments? Your workshop goes into detail on the legal, tax and insurance considerations. What’s really important for individuals to know when the set out as free agents. One thing I thought about when reviewing your seminar – Dan Pink’s book Free Agent Nation – written in 2001 – he was a little ahead of his time but it sure has come true. (Maybe you can site some stats). Tell us about developing a business plan as a free agent. What are the biggest considerations? How does this differ from a biz plan you would develop for a new company? How does building business communities factor into this process? Who are some of your seminar leaders? What didn’t I ask that’s important for listeners to know about becoming an independent consultant.

It's no secret that the recruiting industry is getting hammered in the current recession. In December, Heidrick & Struggles announced plans to cut its workforce by 15 percent. The job boards are getting hit, too. ERE reported CareerBuilder had terminated about 15 percent of its 2,100 person workforce in December. Other job boards (including JobFox), have recently reported staff reductions. Welcome to a Inside Recruiting podcast on Total Picture Radio, with Peter Clayton reporting. Founded in 1989, this is the third recession that Sheila Greco and Associates has navigated in its 20-year history. With about 30 employees, we wanted to hear what company founder, president and CEO, Sheila Greco was doing to weather the storm of client layoffs and budget cuts. She's been busy. Very busy. Talking Points: As I mentioned in the introduction, this is the third recession your firm has gone through. What's different this time? You specialize in the pharmaceutical, health care and retail industries - I would guess retail is dead. Am I right? Are pharmaceutical, and health care holding up? What kind of searches are you conducting right now? I'd like to learn more about your research and competitive intelligence services. Are client's still utilizing these services? Tell us about your SGA Executive Tracker. What is it and how does it work? I imagine you've been getting a lot of "career coaching" type calls from friends and industry acquaintances who've been laid off. What advice have you been giving them? Does your firm accept resume's from job candidates? Do you work on a contingency or retained basis? With so many qualified candidates looking for work, what is the value proposition for companies using an executive search firm such as yours?

Welcome to a Career Transition Channel podcast on Total Picture Radio. This is Peter Clayton Reporting. Wendy Gelberg has been a career coach/advisor and resume writer since 1995, working with people at all stages in their careers and in a multitude of occupations and industries, from entry level to executives. She is the author of The Successful Introvert: How to Enhance Your Job Search and Advance Your Career. Wendy is the owner of Gentle Job Search/Advantage Resumes. She is a certified career coach and resume writer whose expertise is in helping people who are uncomfortable “tooting their own horn.” Wendy coaches individuals, gives workshops and writes articles and blogs on all aspects of the job search process. Samples of her resumes and career advice appear in over 20 books. Wendy has owned her business for over 10 years. She has been an introvert her whole life. The Successful Introvert The purpose of this book is to present strategies used by successful people – including numerous celebrities – in managing their introversion or shyness while becoming successful in professional endeavors. If you’ve ever felt that your personality was getting in the way of achieving your goals, if you’ve ever felt there was a gap separating you from most other people, this book will open up new possibilities. You don’t have to undergo a personality makeover to be successful in your job search and career. Learn to understand, appreciate, and celebrate your unique strengths. This book is intended to both enlighten and empower readers with specific strategies to use in everyday personal and professional activities so that they can achieve greater success in their lives. At the same time, it is intended to enable introverts to understand, appreciate, and celebrate their unique strengths. Talking Points The first chapter of your book is titled "Are You Introverted or Are You Shy? What's the difference? The introvert's dream is the Internet and job boards. And yet, only 1%-2% of jobs are filled exclusively through job boards. In the awful job market we're facing today, how do you recommend approaching a job search? Wendy you're an expert in writing resumes. What is the biggest mistake you find in reviewing resumes? The endless debate: Chronological or Functional? What style of resume is most successful? How long should a resume be? If you've been working for 15-20 years it's hard to put all of that experience on one page? For introverts, networking can be really painful - especially if you are out of work. What advice can you share? One thing you write about in The Successful Introvert: Rejections. People have to be prepared for a lot of rejections - which can be so demoralizing. What techniques can help people stay positive - and focused? What are some of the strategies you recommend going into a job interview? What should candidates expect, and how should they prepare? Let's talk about self promotion. What are some of the best ways to promote yourself in this environment? What is particularly effective? In your experience, how long should job candidates expect it to take from the first interview to the offer letter? Anyone getting a job today is expected to hit the ground running. If you've been hired, it means you are desperately needed. How can an introvert prepare for the first few weeks in a new job? Are you an introvert?

Welcome to a Big Picture Channel podcast on Total Picture Radio, with Peter Clayton reporting. Most top financial service executives are worried about their companies’ reputations, but are failing to make changes consumers want to increase public trust in the organizations. The first study to compare attitudes of consumers and financial service employees, conducted by the global communications company Cohn & Wolfe, shows a big gap between consumer expectations and the behaviors of financial service companies. The study of more than 1,000 U.S. consumers and more than 200 financial service employees showed dramatic disagreement between the two groups about the economic forecast, the services these companies should offer to help their customers and what financial service companies should do to restore consumer trust. Talking Points Before we get into your study, tell us about Cohn & Wolfe So it's not surprising that consumers have negative opinions toward financial services companies - the perception I have is the people running these banks are disconnected from reality. Would you agree. You're in NYC a perfect example of the disconnect is Citi Field a $400m marketing disaster. Of course Citi didn't sign this contract yesterday, but it makes for great headlines. So we have an industry getting bailed out by the Feds, getting criticized by everyone, lampooned on late night TV -- an yet, they don't seem to get it. Am I right? Okay Matt, tell us about some of the disconnects your study found: Banker vs consumer You wrote in you report -- and I almost fell out of my chair -- these companies think sending out newsletters -- the old "statement stuffers" are communicating with their customers? Really? What do you recommend they do - given the dark government cloud hanging over their heads - that would help restore their reputations? What haven't we discussed that you would like to share with the audience?

You're either going to have to make your employer money or your going to have to save your employer money. If you don't work in sales or marketing you have one choice: figure out how to save your company money. And we know just the man to help you figure this out. Last summer, productivity guru Eb Schmidt showed us how to dramatically increase productivity using a system called Mission Control. Today, Eb is going to provide us with real insight on how to save significant money, regardless of your job title. Think about this: How would your boss react if you could show her how her division could save $25k — in $50k in the next thirty days? You may not get a raise, but you'll probably be considered too valuable to add to the RIFF list.

Most of this conversation is centered on an area of Sarah's expertise, Twitter. She wrote the book on it. Literally. It's called Twitter and the Micro-Messaging Revolution: Communication, Connections, and Immediacy--140 Characters at a Time. -- you'll find a link (click read more) in resources to the O'Reilly site where you can download a free excerpt of the report. Stay tuned... Our interview with Sarah will air on Monday. Talking Points: First I know you and our friend Marci Albohor are starting a new venture called 20Slides. What can you tell us about this? Sarah, why should professionals care about Twitter? How do you use Twitter? What benefits have you derived from using Twitter? Why do you maintain two accounts? Can you tell us about the growth of Twitter over the past year? Twitter etiquette: what are some guidelines? How would you advise someone in a career transition to use Twitter? Can you give us some specific examples of using Twitter for a job search? I confess. I've become a Twitter addict. But I've seen a considerable amount of traffic to Total Picture Radio from Twitter. My tweets are usually about new podcasts - or job/economy related. I also retweet quite often. What advice would you give me to integrate Twitter into my business? Can you share some Twitter success stories with us? It seems a number of people using Twitter are obsessed with the number of followers. What's you perspective on this, and what's the best way to build Twitter influence? I find Tweet Deck to be the best tool for managing my Twitter use. What tools do you recommend? What else should people know about Twitter - especially newbies

Reduce the budget now! It's a fire drill almost every company is either currenty immersed in or has already gone through. And when this fire drill happens, it's typically a time when corporate training and development get a lot of attention. After all, conventional wisdom states that when times are tough, the training budget is one of the first - and easiest - to slash. However, conventional wisdom may not be so wise in this case. Cutting the training budget might just be cutting into your organization's future success. Companies are definitely hacking into training, according to a soon-to-be-released study from the American Society for Training & Development (ASTD) and i4cp. Many survey participants reported that they're seriously slicing into the resources used to support learning, and nearly seven out of 10 said that, in these tighter economic times, their organizations are to a high or very high extent, taking a close look at their learning budgets. And why not? As President Obama rails on Wall Street for doling out bonuses of a mere $18 billion, that figure pales in comparison to what companies spend each year on training alone. According to ASTD (2008), the training industry's best-known association, U.S. organizations spent $134.39 billion on employee learning and development in 2007. This amount reflects direct learning expenditures such as the learning function's staff salaries, administrative learning costs, and non-salary delivery costs. Nearly two-thirds of the U.S. total ($83.62 billion) was spent on the internal learning function, and the remainder ($50.77 billion) was allocated to external services. Go to www.totalpicture.com to read the entire Trendwatcher article

I had the pleasure of meeting Art at the NeuroLeadership Summit in November where we discussed NeuroLeadership and disruptive change (interview here). I wanted to follow-up with Art and record an interview focused on the second edition of his marvelous book, The Age of Heretics. So, here it is! "Behind many corporate ideas or practices now wearing the mantle of 'conventional wisdom, is a heretic, someone who fought for that idea when it seemed outlandish, improbable, impossible." The Age of Heretics explores the evolution of corporate culture – through the lives of its heretics – from 1945 to the present. The book is a history of the social movement to change large mainstream corporations for the better, but it is not just that. It is also an inquiry into the precise way in which corporations have changed our world, and what it means to be a hero or heroine in a world bounded by immense institutions.

We're in the midst of a financial crisis. Why are we still talking about what these millennials want? Why do we care what anyone wants for that matter…gen X, baby boomers or whatever? Everybody just has to hunker down and work. This is a view that I've heard and it seems reasonable on one level. Yes we all have to focus on working our way out of this crisis. However, the crisis doesn't change any of the facts or realities that are not optional. We'll talk about the four things that haven't changed ….the trends that are long term that are shaping the millennials' expectations of employers and careers as well as how they prefer to work.

Talking Points: What Peter and Donna discuss Donna in your TrendWatcher titled HR: An Executive Training Ground? you profile Lisa Brummel from Microsoft and Arvind Rajan, at Linkedin. Why did you choose these two HR Execs? What are your thoughts on these appointments? You raise an interesting point: "Come head up HR ... no experience necessary." A CEO wouldn't appoint a CFO without extensive financial experinece, or a CMO without real marketing chops - what do you think these appointments and others like it, say about C-suite attitudes regarding the HR profession? Your Trendwatcher point to the fact that -- HR has traditionally been a field heavily populated by women, employing "about three times as many women as men," why is this? One of the most popular interviews on TPR is with Keith Hammonds, the deputy editor at Fast Company, regarding a front page article he wrote called "Why We Hate HR" - One of his critiisims was "HR isn't working for you. It's there to protect corporate assets. This leads to the pursuit of standardization and uniformity, which conflicts with the needs of a workforce that is heterogeneous and complex." I think this is a common complaint. Do you think HR is doing anything to change this? HR: An Executive Training Ground? Written by Donna Bear The electorate has spoken. Obama's lack of experience? Irrelevant. If the recent political race in the U.S. brought nothing else to light, it certainly raised the profile of how decision-makers must weigh the attributes of direct experience, relevancy, trust, hope and leadership in selecting a top executive. So, too, are businesses wrestling with such issues. Both Microsoft and LinkedIn considered the merits and trade-offs of selecting executives with no specific human resources experience to head up their HR organizations... Visit www.totalpicture.com for the complete article

Welcome to a Inside Recruiting edition of Total Picture Radio with Peter Clayton reporting. Joining us today is our good friend, Gerry Crispin, principal of CareerXroads. 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. Talking Points: What Peter Clayton and Gerry Crispin discuss in this podcast: What's the buzz? What's happing inside the staffing industry? Is anyone out there in corporate america hiring? What sort of projections are you getting for 2009 from staffing industry experts you're speaking with? What, in your opinion, is important for job seekers to know about that's not being discussed. Sort of on that same vain, you recenty blogged about headlines - the one's that are scaring everyone to death and get you to buy newspapers, magazines, and sit through another 5 minutes of commercials on the cable news networks -- BofA to lay off another 35,000 workers! Although companies that are going though mass layoffs Citi - for example -- Karen Stephenson a corporate anthropologist talked to me about social networks which don't appear on org charts but are the working knowledge of their organizations. I want to talk about a recent blog post of yours - where you revisited your 2008 projections. First - talk to me about the use of ss# in the context of job applications another projection social networking sites explode- which I think is true, especially twitter -- s I could spend all day on Twitter -- what are your thoughts on how to strategically use I recently interviewed our friend Tony Lee about CareerCast.com -- which seems to me to be the print publishers last stand before extenction. What are your thoughts on classifieds? another of your predictions - [Jobseeker] Information Tools to Make Companies Really Transparent Suddenly Appear -- certainly sites like glassdoor.com and vault.com are making this more of a reality - expecially for F500 companies. One of my favorite topics to discuss with you ATS - Any projections for 2009 you'd care to share with us? 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.

"The Priorities Will Be Making Profits and Keeping Customers Satisfied" - Mark Vickers Happy New Year! Well, maybe, sort of. At least, we hope it'll be happy. But, a lot of people seem to have skipped right over that intoxicating, sweet period of hope-filled resolutions and sunk directly into some kind of gloomy hangover from 2008... Welcome to our weekly TrendWatcher podcast here on TotalPicture Radio - in association with The Institute for Corporate Productivity.TPR has formed a strategic alliance with i4cp, allowing us to publish on our site the compete weekly research report in their TrendWatcher initiative, as well as record a weekly interview with the lead author of the article. Joining us today from St Petersburg, FL, is Mark Vickers, vice-president of research at i4cp. Mark is responsible for managing and editing various major research projects at i4cp. He is also a futurist and the editor of the company's TrendWatcher publication, which examines the business and social trends that are likely to influence the future of work.

Welcome to a Success Strategies channel podcast on Total Picture Radio Peter Clayton reporting. We're happy to have back with us the tag team guerrilla specialists David Perry and Kevin Donlin - we're going to learn about a new home study course for their popular Guerrilla Job Search Secrets called The Guerrilla Job Search Home Study Course. David Perry is a frequent contributor to Total Picture Radio. He is managing director of executive search firm Perry-Martel International and the author of "Guerrilla Marketing for Job Hunters." (The second edition will be published this year). As a recruiter, he’s helped hire more than 978 executives and negotiated more than $167 million in salaries. He’s been quoted in The Wall Street Journal, the Boston Globe, and on TV as an employment analyst for NBC, ABC and CBC News in Canada. Kevin Donlin is a job-search expert, professional resume writer and coach who’s helped more than 10,000 people since 1996. He’s the author of "51 Ways to Find a Job Fast -- Guaranteed." Together, David and Kevin have more than 35 years of experience helping job seekers in good times and in bad.

"Are you willing to spend the rest of your working life in corporate purgatory? If now isn't the right time to make a change, will it ever be? You've already wasted enough time. Stop trying to love the job you hate. Stop trying to convince yourself that you don't deserve more. Stop making excuses and make a change." Pamela Skillings is a successful entrepreneur, a certified career coach, and the author of Escape from Corporate America: A Practical Guide to Creating the Career of Your Dreams, a career guide for entrepreneurs and other renegades. Pamela walked away from the security of a six-figure job and a twelve-year corporate career to start her own business in 2005. Her company, Skillful Communications, provides consulting and coaching on communication and career development issues for organizations and individuals. Talking Points: What Peter Clayton asked Pamela Skillings Tell us a little bit about your personal journey... If you go to Pamela's web site - escapefromcorporate.com and click on the press tab, you'll find an A list of publications and bloggers have helped to promote Pamela and her book NYT Forbes, CNN, Reuters, Newsweek, Guy Kawasaki, Bob Sutton, Scoble - you've been all over the radio and YouTube. Pamela, this was your first book. How did you accomplish this? Escape from Corporate America was published in 2008, and we're dealing with a very different situation. You could replace the word "escape" with "nuked" - especially in the financial services industry and it would probably be closer to the reality of 2009. So I'd like to approach our conversation today from that pov. Yes I hated my job my boss and my life. However My 401K is now a 101K I was so busy trying to keep my job that I did nothing to plan for losing my job. I know you interviewed a number of people in this situation and would appreciate your sharing some of their stories. What is the most common mistake you've found with people who've been blind sighted by a layoff? Tell us about you consulting business specifically about the services you offer as a career coach. Additional advice you would like to share with the recently terminated?

Typically, the job search process is a six month-long, broken, politically-biased, ill-conceived, and poorly-executed racket. For most companies, the candidate’s dignity is an afterthought. Some of what will happen to you will not be fair. It will be expensive and frustrating. The injustice of it all will sting, and raging against the machine won’t help. You will need to forgive your transgressors just to maintain your sanity." Harry Joiner Welcome to a Success Strategies Channel podcast on Total Picture Radio with Peter Clayton reporting. Harry Joiner is an Atlanta based executive recruiter and the author of the the Web site "I need a new job. Now what? 97 Job Search Tips Career Advice for Desperate Job Seekers" - Harry's web site is Ecommerce Recruiter, and he specializes in contingency-based Manager, Director, and VP-level executive searches for online marketing and ecommerce. Talking Points: What Peter Clayton asked Harry Joiner Before we get started and your inundated with a truckload of new resumes, please explain to our audience exactly how a recruiter such as yourself operates. What is the difference between a contingency based recruiter and a retained recruiter? In this economy, with so many highly qualified people out of work, why would a company hire a recruiter? Quoting from 97 job-search-tips.com, "Last year I closed 17 searches. It was a banner year. Some of those searches were for VPs and Presidents, but most were for Managers and Directors. Yet of the 17 executives I placed, more than 3500 very fine candidates reached out to me. Think about that. I placed less than half of one percent of the people with whom I communicated." So Harry, there's the math. -- And there's the reason why all of those hot-shot executives out there need to think again if they feel they can just call their favorite headhunter and get placed. Let's discuss the meat of your I need a new job. Now what?” 97 Job Search Tips - 1. Leave on your own terms - (guys like you don't troll the internet for out of work executives) BUT -- what if it's too late? what if you've been laid off? 2. Sharply define the value that you create -- emphasis on "Sharply" Looking for a new job? Start here.A technology writer for CNET wrote this headline for an article listing Indeed, JobSerf, Linkup, and realmatch as "some services that do a much better job of scouring the Web to help you find the perfect job." Really? 3. Have a “keyword – rich” and “metrics – rich” resume. - I think one of the best investments an executive can make is hiring a profession resume writer - would you agree? 4. Be easy to inhale into the recruiter’s database. What do you mean by this and is it worth my time? 5. How to be FOUND by a recruiter – or anyone, for that matter. Really? I thought having your resume on the internet was the kiss of death for guys like you, Harry. --- Tell us about your Facebook experience. - Let's talk about Linkedin, zoominfo and jigsaw 6. How to find the right recruiter. I'm all ears. You're final bit of advice?

Welcome to an online savvy channel podcast on Total Picture Radio with Peter Clayton reporting. According to their Web site, "Your resume is your foot in the door for potential career opportunities. The hiring process is actually a sales process -- you're selling the value that you provide to each potential employer that sees your resume. At Resumebucket.com, our goal is to make your resume easy to find, view and update. We provide sample resumes and sample cover letters to help you craft your resume. And it never hurts to browse other resumes in your field to see how you stack up to your competition. Joining us today is a founder of ResumeBucket.com, Josh Stomel Talking Points: What Peter Clayton asked Josh Stomel Tell us about Resume Bucket. Tell us about your background What does it cost? What file formats can you use Are resume's visible in search engines? Most people have several versions of their resumes - is it possible to store more than one version? Can users track whose looked at their resumes? Tell us about your job search function. Where do your jobs come from? A number of exec recruiters will tell you it's the kiss of death to have your resume online. What about privacy?

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. Will Higher Skill Levels Emerge from Today's Economic Gloom? By Alice Graves The numbers have become staggering. In November alone, the U.S. lost over half a million jobs, according to the Labor Department. The number of people on the unemployment benefit rolls rose to its highest level since 1982, at 4.4 million. And the times may get tougher yet. But amid this crisis there is another, quieter one that is receiving less press: a deepening skills and education crisis. A study by the American Council on Education (2008) found that the current generation of U.S. adults aged 25-29 is less educated than their parents' generation. And a report by The Education Trust released in October 2008 entitled "Counting on Graduation: An Agenda for State Leadership" states that among industrialized nations, "the U.S. is the only country in which today's younger generation is less likely than their parents to have earned a high school diploma." read the entire TrendWatcher article at www.totalpicture.com

Welcome to a Online Savvy Channel edition of Total Picture Radio this is Peter Clayton reporting. We're delighted to have back with us Tony Lee, Chief Alliance Officer of Adicio and publisher of CareerCast.com and JobsRelated.com. According to their web site, "CareerCast.com is the Internet's premier career site for finding targeted job opportunities by industry, function and location. The site's job database offers opportunities from all U.S. and Canadian newspaper, magazine, niche and TV station web sites powered by Adicio Inc., the Internet's leading developer of web-based classified advertising solutions. The job database also includes all postings to the Adicio National and Regional Networks, and provides the opportunity for job seekers to post their resumes confidentially to all Adicio client resume databases in North America.""CareerCast.com's articles and tools reflect the exceptional editorial resources of hundreds of Adicio client sites, as well as a team of dedicated contributors and researchers. The JobsRated.com section features exclusive rankings of the nation's best and worst jobs, and our video of the day and blog of the day selections represent the best in recruitment videos and bloggers from across the Internet." Talking Points: Tell us about your new venture CareerCast.com. Tell us about Adicio - outside of the recruiting industry this is not a brand that most people are familiar with What are you offering job seekers that they can't get from Monster or CareerBuilder? So what is the difference between CareerCast and the WSJ career journal? Is there a cost for a job seeker for signing up on CareerCast? Are you targeting a certain demograhic - say jobs under $100k per year? What about privacy. If I put my resume on CareerCast am I going to get spamed to death? how does jobrated.com factor into the equaision? You've got a bilined article on Job Rated called the The 10 Best Jobs in America Today - what's the methodology behind this list? would it be fair to categorize careercast as a web 2.0 application? What kind of career news do you provide? Let's talk abut the employers section of careercast.

The mission of Pathwise Management is "to introduce Top Caliber managers to powerful, but widely unknown tools for life and business gained through over 100 years of psychological thought." Several months ago I interviewed Todd's partner, Chad Hattrup, and thought it would be valuable to speak with Todd, given the unique process they use in working with executives, called the Ten Essentials of Pathwise. Talking Points * In my conversation with Chad last October we spoke at some length about the fear and anxiety which exists in the workplace. If anything, that has intensified and I would imagine is a topic of conversation with your clients. * You recently gave a workshop called "leading through the economy" can you give us some take-away's from that event? * There are a lot of great techniques for managing stress -- exercise, meditation, yoga -- however in the middle of a tense day a the office those options are not available. What techniques can people learn to help focus on work, not fear? * One of the Pathwise "essentials" I'd like you to comment on is called Resistance & Defenses - attributes which really become magnified in this economy. * Interpersonal Patterns: Transference iis another skill you teach - can you give us some context? * An in-depth discussion of dealing with Obsessive-Compulsive personalities visit www.totalpicture.com for a complete list of the Ten Essentials of Pathwise

Alexandra has authored several books, including They Don't Teach Corporate in College (second edition due in spring 2009 from Career Press), How'd You Score That Gig? (Random House/Ballantine) and Success for Hire (ASTD Press). Alexandra’s book on inspirational career change, Change Your Job, Change Your Life, is due out from Random House/Ballantine in early 2010. Questions Peter Clayton asked Alexandra Levit I don't know very many people who aren't worried about their jobs. What do you tell your friends -- how do you stay focused and productive when you're scared to death most of the time? The title of a recent post on Huffington Post "The Corporate Freshman: A New Chapter Begins" I'd like you to share with our audience some of your advice. Back to the intro. You're a former nationally syndicated columnist with Tribune Media Services and a current blogger HuffingtonPost.com and Getthejob.com. I'm interested to learn about your transition from writing for the print world to the online world. Tell us about your book, How'd You Score That Gig? published last year. Is it still relevant in this economy? The book starts out with a self assessment tool. How was that developed? Is is similar to the Myers Briggs personality test? Give us a sneak preview of your new book Change Your Job, Change Your Life What advice are you giving your friends who've been laid off? Alexandra Levit bio Alexandra is a frequent national media spokersperson and has been featured in more than 800 media outlets including the New York Times, the Wall Street Journal, USA Today, National Public Radio, ABC News, Fox News, CNBC, the Associated Press, Glamour, Cosmopolitan, and Fortune, and her articles regularly appear on the home pages of CNN, MSN, and Yahoo!. Known as one of the premiere spokespeople of her generation, Alexandra regularly speaks at conferences, universities, and corporations including Campbell's Soup, CIGNA, the Federal Reserve Bank, McDonalds, Microsoft, and Whirlpool — on issues facing modern employees. Alexandra is also a global spokesperson for Microsoft and has recently been called upon to speak to corporate C-suite audiences and Baby Boomer and Generation X managers about leveraging the talent of the Millennial generation. Alexandra has ten years of experience providing integrated marketing communications solutions for Fortune 500 companies and is also skilled at providing guidance regarding twenty-first century motherhood, human resources and general business issues, and entrepreneurship. She graduated from Northwestern University and resides in Chicago, IL with her husband Stewart and son Jonah. Alexandra's career advice is featured monthly in the Huffington Post, and has been showcased in more than 800 media outlets including ABC News, the Associated Press, USA Today, the Wall Street Journal, the New York Times, National Public Radio, Fortune, Yahoo!, and MSN. Known as one of the premiere career spokespeople of her generation, she regularly speaks at universities and corporations on workplace issues facing young employees.

Talking points Dan, you joined Jobvite last Juiy as CEO - I think you have a uniqe perspective to share - given you experience running Yahoo HotJobs and most recently, as an entrepreneur-in-residence at Benchmark Capital. First, let's talk about Jobvite. For those not familiar with your service, give us a brief overview. Who are some of the companies using the Jobvite service? As you know many recruiters are using social media sites such as LinkedIn and Facebook to source talent. What does Jobvite add to the equation? I downloaded your Social Recruitment Survey Results white paper. 78% of the HR and recruitment professionals you surveyed use social networking to support recruiting - 80% use LinkedIn to find candidates - that's rather impressive. What differentiates Jobvite from some of the more established players in this space - like SilkRoad, and Taleo? From what I can tell, Your customers are small to mid-size businesses. Can Jobvite scale to a large fortune 500 company? Would it be fair to say the last six months have been somewhat of a roller-coaster ride for you given the economic meltdown? Do you think traditional job boards like HotJobs and Monster will go the way of newspaper classified ads? Do you think services such as yours will eventually disintermediate the traditional role of professional recruiters? What do you project for employment in 2009? Dan Finnigan - Chief Executive Officer Dan has spent his career launching and growing Internet businesses with a focus on the recruitment market. Previously, Dan served as Senior Vice President of Yahoo! and General Manager of Yahoo! HotJobs where he established Yahoo and HotJobs’ partnership with a consortium of over 700 newspapers, today representing 41 percent of total Sunday circulation in the U.S. Prior to Yahoo!, he led the creation of Knight Ridder Digital, serving as President and CEO. Dan holds an M.B.A. from The Wharton School and a B.A. in Communication Studies from the University of California, Los Angeles.

As the saying goes, a good economy is like a rising tide that lifts all boats. That rising tide helps float a lot of companies, sometimes even those encrusted and otherwise weighed down with organizational problems. In the bad times, however, the tide recedes and a lot of those problems beneath the proverbial waterline become both more visible and more treacherous. 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. How can companies avoid becoming victims of a low economic tide? One of the best ways may be to focus on their corporate cultures, suggests a major new global study commissioned by the American Management Association (AMA) and conducted by i4cp. The study, which is based on 1,967 global survey respondents, indicates that companies with positive corporate cultures - as reflected by eight specific cultural characteristics - are more likely to report greater success in the marketplace than are other organizations. The Cultivating Effective Corporate Cultures study also found strong correlations between positive corporate cultures and the degree to which respondents report that their companies are 1) operating at their potential, 2) successfully meeting their goals, and 3) stating that theirs is a good place to work. Read the complete report here: http://www.totalpicture.com/content/view/733/215/

Welcome to an Online Savvy Channel podcast on Total Picture Radio with Peter Clayton reporting. Last week, I asked my LinkedIn network for "suggestions of leaders you feel would share valuable information and insights with job seekers and recruiters." For those of us with jobs, I think everyone is concerned about keeping them; and at the very least, taking an active role in monitoring what's happening in their industry, profession, major competitors and company. (If you're not, why?) Hat-tip to our friend, Jonathan Goodman from HRMarketer, for recommending we interview the president and CEO of RiseSmart, Sanjay Sathe. RiseSmart offers services for job seekers, recruiters and corporations. Their "Job Concierge" service provides job seekers with a weekly distribution of customized job leads from "across the internet by leveraging sophisticated technology and human touch to deliver the highest volume of relevant job listings." For recruiters, the company offers "Recruiter Concierge" - a cost effective sourcing and pre-screening solution to help recruiters find the “right” candidates. We search for active and passive candidates from across an array of data sources, including our proprietary database. Their "Transition Concierge" - provides a service targeted at corporations to provide outplacement assistance to employees impacted by a job elimination or downsizing event, at a fraction of the cost of traditional offerings. According to their web site, RiseSmart offers "a subscription service that takes the search out of the job search for busy senior managers/professionals by saving them time and driving relevance in their online job search. What makes RiseSmart unique is the combination of a powerful search engine that goes across the Net and brings back job postings for our customers based on their preferences and then a job concierge who sifts through those results prior to delivery to the customer to ensure all matches are relevant." Talking Points: RiseSmart targets the $100k + job market. Give us an overview of your service. According to your LinkedIn profile, your background is in the airline industry. What skills have you been able to transfer from Sabre to RiseSmart? Is RiseSmart like eHarmony for job seekers? From what I understand, your site uses real humans to evaluate a job seeker's qualifications as well as algorithms. Is this correct? You recently were able to raise venture cap funding in a very tough market. What makes your service unique? Have recruiters embraced your service? Do they feel they're in competition with you? RiseSmart offers a outplacement component. Can you explain this service? Where do the jobs come from that are matched though your "concierge" service? Most job boards report a 20% to 30% reduction in ad activity from a year ago if not more. Do these percentages reflect the $100K plus market? What advice would you give someone just laid off?

Talking Points: Who did you write your book for? Your book starts out with the value of an Influential voice - and the following statistic: 82% of shareholder value is intangible. All you have to do is look at the stock market today... You mention the usual suspects - Steve Jobs, Bill Gates -- why do so few leaders have this ability? Let's talk about PR - you used to work for one of the largest PR agencies... Corporate PR departments drive me nuts If you're trying to build a personal brand, promote a book... I want to talk about executive who blog... A lot of social media types like to foist the PR is Dead mantra - what's your response So let's move from print to broadcast - that's not a pretty picture. Back to the beginning of this interview - perception is the highest form of reality. We set this interview up on Twitter. it's become my IM and my version of AP - it's how I stay connected with people I'm interested in.

Talking Points Jason, before we discuss your new LinkedIn book, I'd like you to tell us about your primary focus - jibberjobber. Are you seeing an increase in activity on the jibberjobber web site? Are you still offering recent combat vets free jibberjobber premium accounts? Any new enhancements to jibberjobber you would like to share with the audience? Okay, I'm on LinkedIn, Now What? Second Edition. I want to talk with you first about the changes and enhancements LinkedIn has made since you wrote the first edition. What's new, and what is the most useful in your opinion of the new tools available? In chapter 9 you discuss using LinkedIn for a job search. Can you review with us some of the ways you can use LinkedIn when engaged in a search? How would you recommend someone use LinkedIn who is engaged in an active job search? How can we use LinkedIn to research specific companies? As you know, there's a constant debate over whom you should link to. There's an argument to be made for linking only to those you know well and then on the other side of the spectrum there are the LIONS - what's your advice? Tell us about the Service Providers directory and its value. One group that uses LinkedIn extensively is recruiters -- you and I spend a lot of time at events like ERE and OnRec, so we're well aware of the value recruiters place in the LinkedIn network... One of the big enhancements to LinkedIn is in the area of Groups... What has been your experience with your JibberJobber group? How much time do you spend administrating your group? Yahoo groups have been around for a long time -- do you participate in these as well? One of the most interesting new features is Answers. Give us the rundown. What is the value in answering questions? You have a whole section in your book on using LinkedIn for personal branding. Give us some bullet points. One thing I want you to address. There are a number of practices that can get you kicked-off of linkedin. What are some of the most common? If you feel you've been banned unfairly, what can you do?

Professor Stephenson’s concept, which she calls the “quantum theory of trust,” explains not just how to recognize the collective cognitive capability of organizations, but how to cultivate and increase it. She is the most visible member (particularly in business circles) of a small but growing academic field called social network analysis. Originally derived from the complex math used to explain subatomic physics, it is being used to understand and manage the ineffable forces of human interaction within an organization’s walls — particularly those forces that can’t be captured in formal structures, such as pay scales and reporting relationships, but that implicitly govern the fate of every enterprise. Dr. Karen Stephenson, hailed in Business 2.0 as “The Organization Woman”, is a corporate anthropologist and lauded as a pioneer and "leader in the growing field of social-network business consultants." In 2007, she was one of only three females recognized from a distinguished short list of 55 in Random House’s Guide to the Management Gurus. In 2006, she was awarded the first Houghton Hepburn Fellow at Bryn Mawr College for her groundbreaking contributions to civic engagement. In 2001, her consulting firm Netform was recognized as one of the top 100 leading innovation companies by CIO. Her prominence catapulted in 2000 when she was featured in a New Yorker article by Malcolm Gladwell, regarding the social dynamics of office spaces. Even before these accolades, Stephenson had earned praises for innovatively solving a variety of complex problems which have been featured in The Economist, Forbes, The Guardian, The Financial Times, The Wall Street Journal, Fast Company and Wired. Drawing upon her prolific experience and 400 member database, Dr. Stephenson consistently delivers that “aha’ moment to her clients and audiences.

Welcome to a Big Picture edition of Total Picture Radio with Peter Clayton Reporting. Companies today face a dilemma in marketing. The tried-and-true formulas to create sales and market share behind brands are becoming irrelevant and losing traction with consumers. In The Brand Bubble, The Looming Crisis in Brand Value and How to Avoid it, John Gerzema and Ed Lebar (CEO of BrandAsset Consulting), offer credible evidence--drawn from a detailed analysis of a decade's worth of brand and financial data using Y&R's Brand Asset Valuator (BAV), the largest database of brands in the world--that business is riding on yet another bubble that is ready to burst--a brand bubble. The Brand Bubble has been voted the #3 Business Book of 2008 by Amazon.com While most managers still see metrics like trust and awareness as the backbone of how brands are built, Gerzema asserts they're dead wrong--these metrics do not add to increased asset value. In fact, by following them, they actually hasten the declining value of their brands. Using a five-stage model, The Brand Bubble reveals how today's successful brands--and tomorrow's--have an insatiable appetite for creativity and change. These brands offer consumers a palpable sense of movement and direction thanks to a powerful "energized differentiation." Gerzema reveals how brands with energized differentiation achieve better financial performance than traditional brands have. Plus, Gerzema helps readers develop energized differentiation in their own brands, creating consumer-centric and sustainable organizations.

Dr. Al H. Ringleb is the Executive Director of CIMBA and a professor at The Tippee School of Managment, University of Iowa. Dr. Ringleb holds a J.D. from the University of Kansas and a Ph.D. in Economics from Kansas State University. Professor Ringleb spent many years teaching and coordinating international programs at both Texas A&M and Clemson universities. Since 1985, Professor Ringleb has worked for the development and support of international programs including the creation of CIMBA. Dr. Ringleb has received several research grants including a grant for a transportable education program for Latin America. He has developed full-time MBA campuses in Italy and Germany, developed the Institutes for International Business Studies in Ljubljana, Slovenia and Croatia, and has served on numerous academic boards, including the Open Universities of Europe, the Institute for Pacific Asia, and the Forum of Scientists and Specialists for Soviet-American Dialogue. Dr. Ringleb received the Distinguished Teaching Award and Research Fellow for the Center for International Business Studies from Texas A&M University; Faculty Extern for Esso Eastern in Hong Kong; and the Earhart Fellow for Mont Pelrin Society Meetings in St. Vincent, Italy. He also was a charter member of the Phi Beta Delta Honor Society for International Scholars. Professor Ringleb is the author of numerous published research articles, and has co-authored two books.

We posted the following message on the Motor City Connect discussion board: I'm new to MCC and although I don't reside in the Detroit area, I think this is a fantastic resource! A brief introduction -- My name is Peter Clayton and I'm the producer/host of a career advocacy radio show (podcast) called Total Picture Radio. One of your members, and a listener, suggested I interview Terry Bean. After spending some time on MCC I thought Cleo was right! (Hat-tip to Cleo Parker for introducing us to MCC). So, I wanted to reach out to the members of this group and ask for your suggestions. What should I ask Terry? What is special about MCC? How has MCC helped you? If you've attended any of the MCC events, please share your stories. Have you made new friends through the MCC group? Have you found a new job, or attracted new business though MCC? Do you think the Federal Government should bail out the "Big 3?" People outside of the Detroit area hear so much negative information about "the rust belt" the tremendous unemployment, crime, etc. What's great about living in Detroit? Why do you stay?

Chris Wink (Blue Man) founded Blue Man Group along with long-time friends, Phil Stanton and Matt Goldman. He participated in a session at the North American NeuroLeadership Summit (with Mark Jung-Beeman, David Rock, facilitated by Jonah Lehrer), titled The Anatomy of an Aha, Exploring the Neuroscience of Insight. Be sure to check out the graphic on the next page, illustrating the creative process used by the Blue Man Group in developing characters for their shows.

First piece of advice: Stay calm. Nobody is really sure what a Democratic Congress and an Obama Administration will mean for workforce issues. Second piece of advice: Calm doesn't mean complacent. Do some contingency planning. There could be a number of important legislative and regulatory changes coming down the pike - some with the potential to radically shift workforce trends in various areas. Unionization: For many years, the percentage of U.S. workers who are union members has been in a general decline, with only the smallest of upticks in 2007. Today, just 12.1% of wage and salary employees are in unions (Smerd, 2008a). But some employers are getting nervous about the possibility that this trend will reverse itself if the Employee Free Choice Act (EFCA), which Obama favors, becomes law. The act would allow employees to choose union representation through a card-check process rather than via a National Labor Relations Board (NLRB) secret election. Employers would have to acknowledge union representation if more than half of workers sign cards in the union’s favor. This would allow workers to bypass the current NLRB process, which some argue favors employers. But opponents say that eliminating the secret ballot election process would invite union coercion and take away workers’ fundamental democratic right to a secret-ballot election, and they worry that the passage of the law could lead to a massive increase in unionization ("Card-check," 2007; Leonard, 2007). Read the complete TrendWatcher article at www.totalpicture.com

Who? trying to reinvent yourself for the new economic times? Comments on industries that are dying, dead or in distress- mortgage brokers, financial services, real estate development and sales especially hard hit. Who else? - -coming out of retirement, re-entering the workforce,- dot com millionaires who•ve seen their wealth wiped out, just bored and had enough leisure and watching incompetent people ruin everything , those who can see this a an opportune time to get in again and have a meaningful impact, •temporarily retired who are see now is the time that they have to or should return to work and help out the family, just timing: finished a family or health leave and faced with an unwelcoming job market What to do? Despite all the Internet based job search resources, personal connections still are the most potent method to source a new career challenge. It's not just what you know or who you know but who knows what you know. Incumbent on prospective candidates to attract the attention of appropriate decision makers : to be on their radar as openings in the organization surface, to be placed top of mind and viewed as a reliable solution, to be trusted and put on the inside track to leads about new jobs referred to them by their personal contacts Networking? Yes! Not whether to network but how to Network Purposefully. Figure out who has hiring authority for the job you want and arrange to meet them- it's that simple and that difficult to achieve with everyone busy and wary of stranger's requests and effective corporate gatekeepers in the form of voice mail systems, human gatekeepers and automated resume screening systems.

Ramit Sethi is the founder and author of I Will Teach You To Be Rich, a blog on personal finance and entrepreneurship. His site hosts over 175,000 readers per month and has been featured in the Wall Street Journal, New York Times, NPR, and ABC News. His book, "I Will Teach You To Be Rich," will be published in early 2009. He is also the co-founder and vice president of community marketing for PBwiki, a venture-backed online start-up that hosts millions of users per month. Ramit graduated from Stanford University in 2005 with undergraduate and graduate degrees in technology, psychology, and sociology. On October 30th, Ramit Annouced the "Save $1000 in 30 Days Challenge""You’ll notice that I haven’t written a lot about frugality on this site," he wrote. "That’s because Americans suck at frugality. We spend more than we make. We’re terrible at deferring our immediate wants and investing for the long term. We go into debt. And we blame everyone but ourselves... Remember, fundamentally, there are two ways to have more money. You can earn more money or cut costs. If you’ve been reading this site for a long time, you’ll notice that I’d much rather focus on increasing your earning potential, whether through investments or entrepreneurship. I hate talking about frugality because, for most people in America, frugality is hopeless."

And don't kid yourself — your job won't be spared because of your seniority or your hard work or your prestigious degrees. You will save your job by creating the perception of indispensability and by taking care of your boss. Period. Viscusi is a frequent contributor on the morning show circuit and NPR's "Talk of the Nation." Viscusi began his own career as a headhunter and is still involved as a consultant in executive search. His latest book is titled; Bulletproof Your Job: 4 Simple Strategies to Ride Out the Rough Times and Come Out on Top at Work. The book outlines four simple strategies for dodging the layoff bullet and 50 practical ways to implement these strategies. This no-nonsense guide offers a straightforward, action-oriented approach to protecting your job with tactics that not only help you keep the job you have, but to also to maximize your prospects for the future.

Neuroscience offers valuable insight into the way people approach new tasks or manage upheaval and helps us understand how the human brain utilizes mental resources to deal with ambiguity, resolve conflict, or find creative solutions to complex problems. Neuroscience can help organizations become more effective in how they manage change, which should increase organizational productivity and employee satisfaction. A groundbreaking article on NeuroLeadership was published in the Summer 2006 issue of strategy+business, written by David Rock and Jeffrey Schwartz, titled "The Neuroscience of Leadership." Peter Clayton, producer/host of Total Picture Radio, spoke with Art Kleiner at the NeurLeadership Summit in New York City. "Once leaders have created an environment that enables them to command an employee’s complete attention, the second step is to create a compelling vision of what will occur when their new idea has been implemented. Cognitive scientists are finding that people’s expectations and attitudes, known as mental maps, play a central role in their perception of the world around them. To facilitate change, leaders must encourage moments of insight that allow people to change their attitudes and expectations." The Neuroscience of Leadership"

Welcome to our continuing TrendWatcher series on Total Picture Radio with Peter Clayton reporting. The recent meltdown on Wall Street has brought CEO pay back to the forefront of business news, and the election of Barack Obama might help to keep it there for a while. Things had quieted down a bit in recent years since Sarbanes Oxley was enacted and the SEC implemented its new disclosure rules, but once again shareholders are up in arms about CEOs getting huge payouts while their companies disintegrate around them. 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 David Wentworth at i4cp. Read the full TrendWatcher article at www.totalpicture.com

With the recent rise in U.S. unemployment to its highest level in fourteen years, there’s never been a more important time for networking. But how can you get more results in less time? How do you find the right balance of in-person networking and all the new choices for online networking? How can you attract people into your network and keep them there? How do you become someone who people want to help? Liz Lynch ,the founder of the Center for Networking Excellence, is the author of Smart Networking (McGraw Hill). Liz helps you network smart so you don’t have to network hard. Instead of pushing yourself at people, Liz shows how you can pull them in so they’ll want to work with you. Packed with powerful strategies from Liz’s own experience and real-life stories from the field, Smart Networking describes how to integrate face-to-face techniques with a strong online presence to expand your professional circle. Liz will help you to: Overcome resistance to networking whether the problem is skill or will Find an effective networking style that’s right for you, even if you're introverted Learn the difference between effective networking, schmoozing and sucking up Identify the gaps in your network and develop a plan to fill them Tap into existing contacts and master the art of the ask Increase visibility through speaking, e-zine publishing, and blogs Expand your reach with LinkedIn, Facebook, Twitter and Meetup.com Network unconventionally at conventions and trade shows Create value for yourself by finding strategic ways to help others

In an article titled The Science of Managing Fears on Donny Deutsch's Big Idea Blog, Kevin Ochsner, our guest today on Total Picture Radio wrote; "During times of stress and difficulty – whether economic or personal – it is easy to feel afraid, uncertain and just plain overwhelmed. Making choices about your future from a place of strong emotion – whether its fear, anxiety or panic – may not result is the best solutions. To help cope with such trying times it is useful to know first what your emotional response is – what is it telling you and why – and second, what you can do to bring yourself back to an even keel." Kevin Ochsner is Assistant Professor of Psychology at Columbia University. Kevin's research interests include the psychological and neural processes involved in emotion, pain, self-regulation, self perception, and person perception. All of his work employs a social cognitive neuroscience approach that seeks to integrate the theories and methods of social psychology on the one hand, and cognitive neuroscience on the other. evin received his bachelor's degree in psychology from the University of Illinois at Urbana-Champaign and his Masters degree and Ph.D. in psychology from Harvard University. He has also received postdoctoral training in social psychology at Harvard and functional neuroimaging at Stanford University. His teaching includes seminars on social cognitive neuroscience and current topics in cognitive neuroscience (that focuses in some years on fMRI methodology and other years on functional neuroanatomy) as well as a lecture course on experimental psychological methods for studying emotion and social cognition.

Welcome to our continuing TrendWatcher series on Total Picture Radio with Peter Clayton reporting. These are troubling times for knowledge-intensive businesses. Back before the economy was based on information and knowledge, it was easier for organizations to lose significant portions of their workforce and still remain productive. Employees weren't as likely to need deep stores of knowledge to get their jobs done. Today, reductions-in-force (RIFs) are more likely to result in having uniquely knowledgeable people walk out the door, sometimes causing unanticipated problems for businesses. If such RIFs aren't carried out carefully, they can cause a critical "dumbing down" of organizations. 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 Mary Key, Leadership Pillar Director at i4cp. A new survey conducted by i4cp in conjunction with HR.com found that 71% of the respondents reported that their companies have had a RIF in the last 12 months, and 39% foresee a RIF over the next six months. In many cases, companies have probably already made the "easier" cuts. Among companies that conducted a RIF over the last 12 months, about half expect more reductions over the next half year. RIFs can result not only in lost knowledge but also in the kind of organizational dynamics in which knowledge becomes more poorly used. After RIFs, companies often have to do more with fewer intellectual resources, causing the dilution of expertise. And there are also other problems: lower levels of employee engagement among those who remain, greater chances of discouraged "top talent" voluntarily leaving, more things falling "through the cracks" because people who used to handle certain details are gone, and greater numbers of dissatisfied customers due to cutbacks in services. Losing valuable knowledge, particularly tacit knowledge, has been identified as important but not necessarily urgent for many companies. Organizations have tended to focus on the short term rather than the long term, which is where they've tended to see the issue of knowledge retention. However, the current economy has speeded up the loss of knowledge, and more companies will feel the impact of critical know-how leaving the organization. visit the TrendWatcher Channel of www.totalpicture.com for the complete Trendwatcher Article

A former CEO, John Case has applied his leadership skills and personal philosophy of "Focus…Accountability…Teamwork" to lead two different companies to the forefunt of their respective industries; La-Z-Boy, Inc., and Elecrolux Home Care Products. He now draws on those experiences in his role as an Executive in Residence, with the Tippie College of Business at the University of Iowa and as a leadership consultant and guest lecturer. At the NeuroLeadership Summit, John participated in a panel discusson on the neuroscience of leadership. One of the first things he told the audience of scientists, medical professionals, senior executives and leadership coaches was; "Every CEO will tell you that their people are their most important competitive advantage. With most companies, this is total bu**sh*t." John's company, F.A.T. Leadership, introduces a simple leadership approach that bridges the gap and creates work environments that fully align and energize the organization to increased levels of performance. The key elements outlined in F.A.T. can be used in the smallest company or the largest, strategically or operationally, in a department, a division or a corporation to create measurable results.

Welcome to our continuing TrendWatcher series on Total Picture Radio with 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, VP of research at i4cp. "Beware, knowledge workers: Your halcyon days are numbered. You're in the process of being shaped into bits and bytes, numbers and equations, and your work lives will never be the same. Your organizations' productivity, however, may well spike up even as you're digitized..."

t's 7:30 in the morning. I'm sitting in a conference room at the Millennium Hotel in New York City. It's the second day of the NeuroLeadership Summit. Someone has a ribbon attached to their name tag which reads; "My Brain Hurts." That's a good description for how I feel. The session "Guided Group Attention Exercise," is lead by Millie Grenough, an Executive Coach and Clinical Instructor in Social Work of Psychiatry, Yale University School of Medicine. I'm holding a small stone from a "take one please" bowl at the entrance. Well, "this is new," I'm thinking to myself. Millie is standing in front of the group, the projector is not working, no PowerPoint. She is totally, I mean totally unfazed by this information. Millie is a former Catholic nun who became a nightclub singer. She is the calmest person I've ever seen in New York. Like one of those TV yoga instructors. Her book is titled Oasis in the Overwhelm 60-second strategies for balance in a busy world. It's election day here in the U.S. Take a deep breath; have a listen to Millie, and learn why I still have the stone from Millie's early morning workshop. Millie Grenough is an Executive Coach and Clinical Instructor in Social Work of Psychiatry, Yale University School of Medicine. An international workshop presenter, she is President of Grenough LLC, a coaching and training organization based in New Haven, Connecticut, and is an associate of the Corporate Coaching Center. Her area of specialization is coaching individuals and groups for Peak Performance, Stress Management, Team-Building, Life/Work Balance, and Presentation Skills. Her clients include accountants, architects, athletes, attorneys, senior executives, clergy, health professionals, and planning teams from large and small businesses. As a key member of an international development team in South America, Millie provided organizational diagnosis and development of individual and group potential. In Europe, she designed curricula and practical learning strategies for multi-national business people at the University of Salamanca. At the Instituto de Estudios Norteamericanos in Barcelona, she created an innovative approach to learning languages for doctors and medical students. Her trademark Sing it! Learn English Through Song © was published as six books and six cassettes by McGraw-Hill. About the NeuroLeadership Summits The Summits are designed to bring some of the world's leading neuroscientists and leadership experts together to share what they have discovered and explore new paradigms for developing today’s and tomorrow’s leaders. The 2008 Summits were held in Sydney, Australia and New York City in the United States. The 2007 Summit was held in Asolo, Italy and brought together 55 open-minded, high-powered thinkers from many corners of the globe. The hope is to build a better science for leadership by integrating relevant neuroscientific research.

An interview podcast with Dr. Jeffrey M. Schwartz, a well known scientist and author, seminal thinker and researcher in the field of neuroplasticity. He is a research psychiatrist at the School of Medicine, UCLA. Do you have a "noisy mind?" The opening keynote featured Dr. Jeffrey Schwartz interpreting the remarks from quantum physicist and author, Dr. Henry Stapp: "How Attention Shapes the Brian" This is powerful stuff. It has the ability to transform corporations by understanding how to empower people, and provide effective leadership through these economically challenging times. I encourage you to open your mind to these possibilities. "A noisy mind can develop when the brain is overstimulated. Emotions such as fear or anxiety can also contribute to the noise by increasing stress levels.""One of the biggest challenges organizations encounter is how to thrive when faced with constant, disruptive change. The study of neuroscience has provided us with a deeper understanding of why people find change so unsettling. It offers valuable insight into the way people approach new tasks or manage upheaval and helps us understand how the human brain utilizes mental resources to deal with ambiguity, resolve conflict, or find creative solutions to complex problems. Neuroscience can help organizations become more effective in how they manage change, which should increase organizational productivity and employee satisfaction."

Welcome to a special Big Picture edition of Total Picture Radio with Peter Clayton reporting. Joining us today: Linda N. Stewart, president, CEO and founder of EPOCH - a company she formed in 2007 to bring together her financial service expertise and relationships with her understanding of the demographic changes in the marketplace and to introduce a new talent management resource to organizations. EPOCH acts as a broker of independently employed financial service executives who offer their project based consulting services to help companies accelerate the completion of critical business initiatives. By engaging variable cost resources who have completed similar projects in similar organizations globally, companies can drive business results quickly and cost effectively. Different from traditional consultants that focus primarily on strategy, these executives are all about execution. Total Picture Radio interviewed Ms. Stewart last year, and given the current financial crises, record number of white collar job layoffs, and general abysmal outlook for the employment market, we wanted to get her advice for those experienced professionals considering independent consulting and self-employment. Fortunately, Linda is providing advice on this topic on her blog: in a series titled, "Becoming Independently Employed: A 5 Step Guide."

In a recent Globespotting article in BusinessWeek, Steve Hamm writes: "A couple of years ago, when Robert Brunner, the onetime industrial design chief at Apple and now head of Ammunition, was teaching a course about the emotional side of design in Stanford's engineering school, he asked the members of the class to raise their hands if they cared if Motorola went out of business. One person raised his hand. Then he asked who cared if Apple went out of business. Most everybody raised their hands." More and more companies are coming to understand the competitive advantage offered by outstanding design. With this, you can create products, services, and experiences that truly matter to your customers' lives and thereby drive powerful, sustainable improvements in business performance. But delivering great designs is not easy. Many companies accomplish it once, or twice; few do it consistently. The secret: building a truly design-driven business, in which design is central to everything you do. Do You Matter? shows how to do precisely that. Legendary industrial designer Robert Brunner (who laid the groundwork for Apple's brilliant design language) and Stewart Emery (Success Built to Last) begin by making an incontrovertible case for the power of design in making emotional connections, deepening relationships, and strengthening brands. You'll learn what it really means to be "design-driven" and how that translates into action at Nike, Apple, BMW and IKEA. You'll learn design-driven techniques for managing your entire experience chain; define effective design strategies and languages; and learn how to manage design from the top, encouraging "risky" design innovations that lead to entirely new markets. The authors show how (and how not) to use research; how to extend design values into marketing, manufacturing, and beyond; and how to keep building on your progress, truly "baking" design into all your processes and culture.

Paul, and his team at Carve, help organizations build compelling employer brands and develop impactful talent attraction strategies. His presentation at OnRec was titled: "Listening to the Conversation - Employer Brands and the Social Media" Carve has significant expertise in social media and search marketing, ePR for HR, engagement strategy, employer brand development and marketing. Carve works with private, public and not-for-profit organizations, advertising agencies and recruitment consultancies. Paul has worked in online recruitment for more than 10 years, having joined early corporate job board Taps.com in 1997. Paul started his career with Haymarket Publishing, following a degree in Mass Media Communications. Before launching Carve Consulting, Paul set up and developed the new media divisions of two leading UK recruitment advertising agencies. Prior to that, he was sales and marketing director at acumen web, now largest UK public sector job board JobsGoPublic.com.

Dave is a leading advocate for microsite talent communities; building aggressive talent pipelines and research capabilities while maintaining substantive social networking relationships. Dave is recognized for his networking and blog achievements as one of the top 20 networkers worldwide on Linkedin and for his contributions. His recruitment blog "Six Degrees from Dave, spotlights HR industry leaders, sourcing gurus, global staffing practices and social networking. It was recently honored with 3 awards: RecruitingBlogs.com's "Best Overall Recruitment Blog of 2007"&"Best Recruitment Industry Blog of 2007, and HireAbility's "Best Recruitment Blog of 2007." Dave's blog was listed #3 out of 25 of the best blogs of 2007 by HRWorld.com. His site also received most votes for Best Recruitment blog of 2006 at Recruiting.com. Dave has presented at various global recruitment conferences, Staffing Management Association events, webinars and workshops. Most recently, he co-presented at the AustralAsian Talent Conference on "Blogging for Talent" with thought leader, Kevin Wheeler, and served on a panel on "Social Media: How is Technology Impacting Recruitment?" Panelist at Kennedy Expo Vegas 2008's "Ask the Experts — a Sourcing Summit Town Hall." He served as Moderator for a Three Part Kennedy Info, Audio Series on "Blogging for Talent, Branding and Web 2.0 Relationships" and a Kennedy Conference & Expo General Assembly Panel, "Blogging from 'Guerilla' Marketing to Mainstream Recruiting," Co-Presented both "Mastering Linkedin" an ERE "Full Day Master Session, Advanced Sourcing Workshop" with Shally Steckerl and Glenn Gutmacher. Few in the recruiting business take "networking" more seriously or pursue it more passionately.

There are few, if any, historical periods when trust has meant more than it does today. Just look around. Not only has the recent financial crisis been rooted in a lack of trust in financial institutions, but initial attempts by political leaders to boost confidence in the markets were badly undercut by distrust. As the Washington Post recently reported, "The leaders of the country said: Trust us. The people said: Not this time." And not just expensive but destructive. Distrust is like a highly corrosive substance that disintegrates the seemingly solid, whether it be major financial institutions, stock markets or even whole economies. Just imagine what it can do within your average business organization. So, in this era of disastrous distrust, how are most businesses faring? Let's just say that things could be better. The Institute for Corporate Productivity (i4cp) recently asked its member companies and other business professionals, "To what degree do you believe your organization nurtures trust among employees?" Only about two-fifths of respondents believe their companies nurture such trust to a high or very high degree. visit www.totalpicture.com for the complete article

Monday, 18 August 2008 Four Secrets to Liking your Work Learn to get the job you want without quitting – and yes, we’re serious about this one. Do you dread the first day of your work week? (Yes, and the other four days too.) Do you wish you could make your job better? (Yes, but that’s impossible.) Do you dream of quitting and never returning? (Yes, and I blog about it every day) Do you want to change jobs but fear ending up somewhere worse? (There’s somewhere worse?) Welcome to a Success Strategies edition of Total Picture Radio with Peter Clayton reporting. Erv Thomas is a Program Manager at Intel Corporation. For the past several years he has been responsible for recruiting, mentoring, and developing the top engineering talent in the world. Erv is the co-author of a new book titled Four Secrets to Liking Your Work, You May Not Need to Quit to Get the Job You Want published by the Financial Times Press. Erv has dedicated over 30,000 hours of his time to helping professionals and young adults live up to their full potential at work and in life. Additionally, he has been a design engineer, an educator, and the founding director of a non-profit organization where he has spent the majority of his “non-working” time mentoring teens at risk. Three out of four Americans dislike their current job. In fact, one out of ten is so dissatisfied with their employment they are actively working against their company. Employees this unhappy not only make it difficult for their coworkers in the adjoining cubicle, but they're also a detriment to their families and the economy as a whole. Now, while the grass is always greener, getting a new job is easier said than done. Yet what if you could make your current job better? Sound impossible? Erv Thomas doesn’t think so and he has four secrets to prove it. Thomas and his co-authors, Edward G. Muzio and Deborah J. Fisher, PhD, think you can make your current crappy job fun, rewarding and engaging. Instead of constantly wishing for a bomb threat so you can go home, you’ll actually find yourself saying, "I can’t believe they’re paying me to do this!" Even more remarkable, getting to like your current job has nothing to do with large amounts of alcohol or over-the-counter pain medication. Instead, it has to do with four secrets. Those secrets are: Behavior, Motivation, Task Balance and Skills. You not only learn the perspective of each one of these secrets, but you learn how to apply them to yourself and your current job. For instance, do you find yourself bored or frustrated with the work you have to do? If so, then the secret of Task Balance would be very helpful. The perspective of Task Balance provides the resources and the vocabulary one needs to take their current workload and align it with their needs. What’s remarkable is this is all done without changing your current workload… and once again without alcohol or medications.

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. Yes, it is scary out there. No one quite knows how close the economy is to teetering off some high cliff and being dashed on the sharp rocks of credit shortfalls, business contractions, weak dollars, high inflation, massive layoffs and a long-term business malaise. Perhaps some form of government bailout will help the economy move further away from the brink, but most managers have little control over what happens in Washington or even the larger financial market. What they do have some control over is the productivity in their organizations, and this factor could be the saving grace not only for individual businesses but for the larger economy. Visit www.totalpicture.com for the complete TrendWatcher article.

Interviewed in this podcast is the President and CEO of Accolo, John Younger. If you've ever wondered what a Recruitment Process Outsourcer (RPO) does, John will be happy to tell you. Accoridng to the company's Web site, "Accolo was founded on the simple concept that there has to be a better way. With the billions of dollars invested in recruiting technologies, the clients in the hiring process—the hiring managers and candidates—have seen no measurable improvement in experience or results." John Younger Biography For more than 20 years, John Younger has successfully identified and incorporated major trends and technologies affecting the recruitment landscape. In 2000 he founded Accolo, a leader in Recruitment Process Outsourcing (RPO) for small and mid-sized companies. John’s passion to dramatically improve how people and jobs find each other is rooted in his deep understanding of technology, the recruitment process, and a core belief that everyone deserves courtesy and respect. This idea is central to Accolo’s vision, methods and communications. John’s vision for a completely outsourced staffing solution led him to found y/net in 1996. After a successful launch, y/net was acquired by TriNet where John remained as President until 1999. While with TriNet, John helped the company gain recognition as one of Inc. Magazine’s 500 fastest growing companies in 1996, 1997, 1998 and 1999. Before founding y/net, John was the vice president of human resources for Bank of America where he led technical recruitment for an organization of 16,000 people. John has successfully identified, incorporated and advanced recruitment solutions for more than 16 years. He was Resumix user #2 in 1988 and established the first Vendor on Premises for both Bank of America and Olsten Corporation in 1992. He was an early adopter of Internet recruiting with the On-Line Career Center – which later became Monster – in 1993, and was Hire.com user #4 while running his Venture Talent recruitment Agency in 1998. John earned a degree from Notre Dame in Mathematics and Computer Science and is a former member of the United States National (Olympic) Rowing Team. About Accolo Founded in 2000, Accolo delivers a comprehensive and scalable recruiting infrastructure to small and mid-sized businesses. Through the use of proprietary turnkey technology and best-practice methodology, the company drives significant improvements in hiring quality, efficiency and cost. Accolo delivers a unique method of recruiting within a highly automated framework, along with a Career Network of more than 1,000,000 professionals. Headquartered in Larkspur, Calif., Accolo also has offices in Chicago and New York, and is a founding member of the Recruitment Process Outsourcing Association. The company’s investors include Altos Ventures, Vedior and TriNet. For more information on Accolo, please visit www.accolo.com.

Talking Points: Jeremy, "Why didn't I think of that?" Streamlining the Talent Search. Give us a synopsis of your presentation at OnRec. Okay, let's talk about BountyJobs. According to your website, "BountyJobs provides employers with unparalleled access to a huge pool of talent while giving headhunters the opportunity to tap into a tremendous new revenue stream." How so? What is the advantage for head hunters? How do employers select the recruiters they want to work with? Who are some of the employers using BountyJobs? How long has BountyJobs been online? What kind of growth have you experienced? What makes BountyJobs different from sites like Dayak and TalentHire? Do you offer any services to job seekers? Can you tell us what some of the most in-demand jobs are based on the activity on your site? With all the economic gloom and doom out there, are you sill seeing growth in the employment market? What is your background Jeremy? What didn't I ask? Jeremy brings entrepreneurial and management experience from the Internet, Financial and Medical industries. In 1998, he started an internet software company called Versity.com where among other things; he developed enterprise course management software for universities. At Versity, Jeremy raised $12M and sold the business for $80M. The software is still used enterprise wide at universities like Stanford and Berkeley. Previously, Jeremy was a financial analyst at DLJ-LA and York Capital (a $12 billion hedge fund); he also was the special assistant to the CEO of CR Bard, a $9 billion medical device company. Education: University of Michigan, BBA (accounting); MIT, MBA.

Phillip Morris Biography: Dr. Morris has a Bachelor’s Degree in Physics and a Ph.D, in Mathematics both from the University of Hull, England. He spent 4 years teaching and then went on to work in Medical Physics at a hospital in New Zealand where he discovered his true creative spirit in software. Phil has over 34 years of software experience and continually strives to keep ahead of the technology curve by incorporating the latest software tools into the websites. This allows our websites to provide unprecedented ease of use, combined with unmatched and very powerful functionality. His vision of the web is a far cry from just passive presentation of information. Instead he views the web as a two way communications medium – “our websites are simply applications that run over the web”! AllHealthcareJobs.com is proud to be a winner of the 2008 Weddle’s User Choice Awards.

John Sumser has helped over 100 startups, serves on the board of Salary.com, publishes a daily piece about the industry (and has for all 15 years). About a year ago, he launched a series of experiments called “The Recruiting Roadshow”. The idea is to bring continuing education to local neighborhoods; combine it with online networks and social software; and, build a new industry infrastructure. John's Bio John understands the inner workings of employment and recruiting. He is able to see and articulate how and why people work. This is partly because John has worked a lot of jobs—from selling doughnuts door-to door, digging ditches and building railroads to corporate executive, director, editor, and CEO. He knows that making the right hiring decision requires both breadth and precision, and that finding the right person for the right job is a process that must adapt to an ever-changing marketplace. The foundation of John’s interest in recruiting was how to use developing technology to find candidates that were inaccessible before. John was on the cutting edge of how the internet and technology affect work and recruiting. He became interested in the internet in its embryonic stages when it was known as the Well. His conversations with folks in the San Francisco Bay Area developed into a position as CEO of the Whole Earth Catalog, where he met and worked with many of the founders of Silicon Valley. In 1995, John started his own company, Interbiznet, where he wrote a daily column on using the internet and technology for employment recruiting as well as a survey of global employment news and trends. His ideas have been the catalyst for dozens of new companies and countless MBA student papers. John is currently the editor of Recruiting.com where he continues to write a daily column. He also regularly consults with recruiters and employers on how to find, hire and keep the best employees, how people work, how companies and systems affect employees and how changing economies and technology alter the nature of work itself. One of John’s current areas of interest is how the cultural differences between the generations are changing the workplace. He introduced this idea last year to the top 500 employers in Canada last year where Al Gore was the warm-up act (although Mr. Gore might call it the key-note speech). John continues to explore the importance of culture and communications through new technologies and forums like Twitter, Facebook, Linkedin and blogging, all of which allow us to meet and connect with people we might not have found in another era, and perhaps say things we would never say in person. But after more than two decades of sitting behind a computer, it is time to step out and put humans back into human resources. While it is possible to develop relationships through text messages, email and phone calls, there is still no substitute for actually meeting another person, sharing a meal and a conversation, looking people in the eye and seeing them laugh. Thus, the Recruiting Roadshow is designed to create local networks and bring people together in the same room to connect and talk in “real time,” while getting the latest insight and information on finding the right person for the job.

Welcome to our continuing TrendWatcher series 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 analyst Judy London, the lead author of this weeks’ article titled Can Businesses Fix Our Schools? TrendWatcher examines the business and social trends that are likely to influence the future of work. "Last week, many recruitment professionals probably let out a collective sigh of exasperation. Once again, the SAT scores for the most recent U.S. high school graduates were stagnant and at their lowest levels since 1999 (Zagier, 2008; CollegeBoard, 2008). This was largely because more students - including low-income students - are taking the college entrance exam than in the past ("Average SAT," 2008). The expansion of this pool of college-exam takers is generally viewed as good news, but it highlights the fact that many would-be college graduates are starting off with a lower level of skills, especially reading skills." This could spell trouble down the line. After all, the Institute for a Competitive Workforce (2008) reports that 90% of jobs in the fastest-growing job sectors will require some post-secondary education. The urgency of the matter isn't lost on today's business professionals. Three-quarters of 580 respondents to the Institute for Corporate Productivity's recent 2008 Major Issues Survey said that the quality of primary and secondary education is either important or extremely important to the management of people in their firms, and the importance of the issue is only expected to increase over the next 10 years. Moreover, four out of five respondents to a recent i4cp Pulse survey on education said that the quality of primary and secondary (K-12) education is critical for the future workforce. Yet, the K-12 system is often viewed as failing to properly prepare many of today's students for either college or the workforce. The i4cp Pulse survey found that about two-thirds of 298 respondents identified "quality of teaching" as the K-12 issue that is most critical to the future workforce. Given these circumstances, it's no wonder businesses are trying to influence and improve the K-12 system via sponsorship, partnerships and other initiatives. Sixty-five percent of those responding to i4cp's Pulse survey said their organization engages in a K-12 education partnership or initiative of some type. Other sources confirm that schools have recently seen a surge in private-sector sponsorship (Hills & Hirschhorn, 2007), and there is growing business investment in K-12 math, science and technology instruction... visit www.totalpicture.com for the complete transcript

Welcome to a Leadership Channel podcast with Peter Clayton reporting. Companies, like people, often resort to fear based behavior under significant stress — including waning motivation and stymied innovation when it is needed most. However, there is a strategic opportunity for informed executives to differentiate their companies and seize market share by not acting in this way. Joining us from Pathwise Management is Chad Hattrup, to discuss how to learn an important technique to dramatically enhance your ability to stimulate enthusiasm and high performance during difficult economic times. Chad offers great advice on how to use the higher part of the brain to eliminate a lot of the irrational bad decision making and psychological destruction that adds jet fuel to the economic issues facing our lives and our businesses.

JobTarget offers state-of-the-art career site technology, comprehensive site management, customer service, and back office and technology support to hundreds of local, state, national, and global organizations. Their partners are professional and trade associations, newspapers, publishers, magazines, chambers of commerce, government agencies, recruitment firms, corporations, independent job boards, and entrepreneurs, and our partner list continues to diversify and grow. Partners can take advantage of our relationships with more than 100,000 employers, our dedicated sales and marketing teams, and an expanding online network that receives 30-50 million page views per month. Ethan Bloomfield Biography Ethan is an acclaimed speaker, human capital consultant and developer of processes and systems for developing companies who hire the right people for the right jobs at the time. His clients range from an $8 billion home furnishing retailer to 6 of the 20 largest recruitment advertising agencies. Recognized for his enthusiastic and passionate speaking style, Ethan brings real world simplicity to complex scientific solutions. Ethan attended the University of Massachusetts, Amherst and studied a combination of Communication, Business and Computer Science. Ethan's career has been based in the application of technology to business processes and improvement in the areas of telecommunications, software development, Internet Applications and Human Capital Management. Currently Ethan's serves as the Vice President of Sales Operations for JobTarget, one of the fastest growing providers of recruitment services in the world. In this role Ethan is continually shaping the recruitment advertising industry and is a thought leader in some of the most cutting edge changes in the industry.

Steven Rothberg Biography Steven was born in Winnipeg, Canada in 1966. He graduated with a Bachelor of Commerce (Honors) from the University of Manitoba in 1988. While in college, Steven spent a summer working in London, England designing the first management compensation database used by Argos Distributors, which was one of the United Kingdom's largest retailers. In his senior year, Steven convinced the University to outsource the publication of its campus map to his micro company. Steven gave the maps to the University for free and earned his revenues from the sale of advertising around the borders. After graduating, Steven sold the business to two of his friends and moved to Minneapolis. Steven enrolled at the University of Minnesota School of Law in 1988. While in law school, Steven was selected for and had his article published by the University of Minnesota Law Review. In 1991, Steven graduated and was admitted to the bar. While Steven worked as a judicial law clerk in the fall of 1991, he founded Adguide Promotions, later re-named Adguide Publications, Inc. (the Company). Steven is intimately involved with all operational and strategic decisions. He is also primarily responsible for sales and marketing efforts, including the publication of CollegeRecruiter.com Newsletter, which is emailed to tens of thousands of job seekers, and the Company's affiliate program, through which it buys on-line advertising from thousands of other web sites. Steven has become widely recognized as an expert in online marketing, particularly in the fast growing areas of affiliate / revenue share programs; emailed newsletters; audio and video podcasts, blogging, and job sites. About CollegeRecruiter.com Source: CollegeRecruiter.com web site The mission of CollegeRecruiter.com is to be the premiere information source for college students, grads and recent graduates who are seeking employment, continuing education and business opportunities. CollegeRecruiter.com, is published by Adguide Publications, Inc., a Minnesota company was founded in 1991 by Steven Rothberg, who remains its President. The company is owned by Steven and his wife, Faith Rothberg, Vice President. Key staff include Shawn Augustson, Content Manager; Richard Kersey, Technical Support and Web Developer, and Mike Palmquist, National Account Executive. Providing additional strategic guidance are the members of our Board of Advisors. From 1991 until 1995, the company published maps of various areas, including college campuses, and earned its revenues from the sale of advertising on the maps. In 1995, the company published the first issue of College Recruiter, an employment magazine for students and graduates. In 1996, the company launched this web site as an on-line version of the magazine. The first month, the web site generated 200 visitors. CollegeRecruiter.com is now the highest traffic career site used by job hunting students and recent graduates with zero to three years of experience and the employers who want to hire them. Key CollegeRecruiter.com features include hundreds of thousands of job postings (on-line help wanted ads), a School Finder feature which matches those interested in continuing their education with hundreds of traditional and on-line schools, and thousands of pages of employment-related articles, blogs, and Ask the Experts questions and answers.

IAEWS Mission Through its Members, the International Association of Employment Web Sites acts as a reliable source of timely and accurate information about the services, practices, and status of the global online employment services industry. The Association also supports a range of initiatives to bring the contributions of its Members to the attention of the public at large as well as members of the media and government. Finally, the Association provides a forum for its Members to discuss, ratify and promulgate standards of operation that will best serve the job seekers, employers and recruiters who use their sites. These roles reinforce a single vision that recognizes employment Websites for what they are: the Sources of Success. PETER WEDDLE Peter Weddle is a recruiter, HR consultant and business CEO turned author and commentator. Described by The Washington Post as "... a man filled with ingenious ideas," he has earned an international reputation, pioneering concepts in Human Resource leadership and employment. He has authored or edited over two dozen books and been a columnist for The Wall Street Journal, The National Business Employment Weekly and CNN.com. Today, he writes two newsletters that are distributed worldwide and oversees WEDDLE's LLC, a print publisher specializing in the field of human resources. WEDDLE's annual Guides and Directory to job boards are recognized for their accuracy and helpfulness, leading the American Staffing Association to call Weddle the “Zagat of the online employment industry.” Weddle is the former Chairman & Chief Executive Officer of Job Bank USA, Inc., one of the largest electronic employment service companies in the United States, which he founded in 1991 and sold in 1996. From 1988 to 1991, he served as President and Chief Executive Officer of University Research Corporation, an international company with offices in 17 countries, which provided consulting expertise in all aspects of human resource management and development. He has also been a Partner in The Hay Group, and from 1985 to 1988, founded and then ran its workforce management and development subsidiary, Hay Systems, Inc.. In addition, he has chaired and/or served on numerous appointed boards for the U.S. Government, including studies by the National Science Foundation, the Defense Science Board and the Army Science Board. In 1988, he was awarded the U.S. Government's Medal for Public Service for his contributions to Federal research. Weddle has published widely on career and employment topics, including Generalship: HR Leadership in a Time of War, Postcards From Space (a primer), CliffsNotes: Finding a Job on the Web (IDG), CliffsNotes: Writing a Great Resume (IDG), Internet Resumes: Take the Net to Your Next Job (Impact), Career Fitness: How to Find, Win & Keep the Job You Want in the 1990's (Cadell & Davies), Electronic Resumes for the New Job Market (Impact), an anthology of international research and technology transfer projects (Plenum), and numerous research reports, graduate-level university case studies, and articles in such publications as Success, Leaders, Directors & Boards, the Army, Navy & Air Force Times, Healthcare Employment News, Human Capital, and Bottomline. Weddle has also appeared frequently in the media, including CBS This Morning, The Today Show, CNNfn, The McLaughlin Group, Bloomberg Financial News, National Empowerment Television and WBIS and been quoted in The New York Times, The National Business Employment Weekly, The Washington Post, The Boston Globe, U.S. News & World Report, USA Today, Money and other publications. In addition, he has spoken to meetings and conventions sponsored by such organizations as AT&T, United Airlines, Business Week Magazine, Success Magazine, the Young Presidents’ Organization, the Society for Human Resource Management, the International Personnel Management Association, and the International Society for Performance Improvement.

Life sure was easier when the world was round - at least for North American companies. Back then, U.S. and Canadian firms tended to have a lot of advantages over their foreign counterparts: more capital investment, better-educated workforces, wealthier customers, freer markets, better infrastructures, etc. But now that "the world is flat," as Thomas Friedman has famously argued in his book by that name, life is tougher for a lot of corporations. Global companies based in North America must compete on what Friedman argues is a relatively level playing field, and some observers suggest that those businesses are not faring as well these days. Newsweek recently published an article titled "Is America Losing at Globalization?" It points to the success that many competing nations had against the U.S. on the field of Olympic play and argues that this is occurring in the marketplace as well. The dazzling and innovative architecture and ceremonies on display in China, for example, "reflect the deep economic trends of a decade in which our competitors have raised their game and we haven't," noted The Progressive Policy Institute's Edward Gresser, director of the project on trade and global markets (Gross, 2008). Of course, things are never really that simple. It isn't so much nations that compete in the marketplace as it is companies. And quite a few North-American-based enterprises are doing quite nicely in today's flat world, thank you. Still, it's true that most organizations hit rough patches as they strive to compete on the world's playing field, finds a 2008 study conducted by i4cp and commissioned by the American Society for Training & Development (ASTD) (Institute for Corporate Productivity, 2008). In fact, only about a quarter of responding globally competitive companies said that their organizations' transition to "global or multinational operations" has gone smoothly or very smoothly. The rest said that they've encountered some rough spots, with 10% saying it's been either "pretty rough" or "chaotic." Most responding companies are headquartered in North America, but a majority have operations in Asia and Europe, and those two regions are also the top two destinations for expansions within the next three years. So, what can organizations do to raise their games and avoid or at least lessen rough patches on this global playing field? The ASTD/i4cp survey, to which there were 317 respondents from global organizations, showed that one major answer to this question is, "Get a whole lot better at global learning." Not even a third (29%) of responding organizations said that learning initiatives in their global operations have been successful to a high or very high extent. The good news is that there's much they can do to improve things. First, companies can get learning professionals involved more - and earlier - during global expansion plans. For example, only a fraction of respondents (23%) said that, to a high or very high extent, at least one member of the learning function joins their organizations' project team during initial plans to expand operations beyond national borders. Yet this strategy is strongly correlated with the success of learning initiatives in global operations, and it's also significantly and positively related to the smoothness of the transition to global operations. That's just one example of where organizations are failing to do enough in regard to global learning. A mere 17% said that their organizations "train trainers in regional learning differences" to a high or very high extent, yet nearly two-thirds said that their organizations should do so... Go to www.totalpicture.com for the full transcript

Well, maybe the fact that Lehman Brothers has imploded and Merrill Lynch is getting acquired by Bank of America, and A.I.G and Washington Mutual and the government scrambling to inact a 700 billion dollar bailout... would still be a shock, but you would have known the meltdown was coming. For sure. Jordan is a nationally recognized expert on personal finance. For 18 years, he was on the editorial staff of Money magazine, where he served as Wall Street correspondent. While at Money, Mr.Goodman reported and wrote on virtually every aspect of personal finance. It's often been said that timing is everything -- his latest book is titled Fast Profit in Hard Times: 10 Secret Strategies to Make You Rich in an Up or Down Economy. Jordan joins Peter Clayton for an exclusive Big Picture Channel podcast on Total Picture Radio. We encourage you to listen to the interview we recorded with Jordan way back in February - because the chickens have come home to roost.

Did we get your attention? Good. This is actually a simple math problem. We were fortunate to interview Bob Rice several weeks ago regarding his excellent book, "Three Moves Ahead: What Chess Can Teach You About Business." Bob is a former partner at the prestigious international firm of Milbank, Tweed, Hadley & McCloy; and the former C.E.O. of a tech start-up. He now runs merchant bank Tangent Capital, which he founded in 2005. Bob sent us his following guest blog post from Portfolio, and Peter Clayton had to learn how he came up with some of the rather startling factoids. Quoting from Bob's article... ...let's look at everyday events that have about the same odds as soon swearing in President Palin: Kobe Bryant hitting two consecutive three-point attempts. On your next try, pulling a red M&M out of the bag. A rainy day in El Paso or San Diego. (A first-term President Palin would be twice as likely as a rainy day in Los Angeles.) That you will be delayed on two consecutive flights into Newark Airport. Escaping jail in Monopoly by rolling a double. That your birthday falls on a Wednesday. That, during a full inning of a Major League Baseball game, one of the teams hits a home run. That a hurricane hits Louisiana in any given year. Want to know how he came up with these? Stay Tuned. Our interview with Bob will air Monday! Here's an excerpt from Portfolio: Feeling Lucky? The Odds of a President Palin By Bob Rice "Unlikely" events happen every day, but we're not good at factoring them into decisions. Normally we disregard events if the odds are less than 50-50--unless the result is extreme, such as a plane crash or hitting the lotto, when we often treat it as far more probable than it really is. As a result, there's a disconnect in the current dialogue about the odds of Alaska Governor and vice presidential candidate Sarah Palin becoming President if the Republicans win November's election. People being people, her detractors view that prospect with such alarm that they may overstate the chances of its actually happening, while her supporters tend to view it as both acceptable and unlikely. Bob Rice Biography Bob Rice Bob Rice is a successful entrepreneur and early-stage investor, former public company CEO, and long-time Wall Street veteran. He began his career at the US Department of Justice as a trial attorney, and then became a partner at the prestigious international firm of Milbank, Tweed, Hadley & McCloy. But, bitten by the entrepreneurial bug, he left his law practice to found a technology company in the mid-90s. After its purchase by a public company, he became the acquirer’s CEO when the tech bubble burst, and successfully transitioned its business model from desktop software to interactive advertising. Along the way, Bob founded the Wall Street Chess Club and co-founded the Professional Chess Association with Garry Kasparov. In those roles he ran many international chess events, created a “speedchess” series for ESPN, and produced “Maurice Ashley Teaches Chess”, an award-winning chess software program for children. Bob is an active member of the New York Angels and serves on the boards of several private technology and media companies. He is and on the faculty of Liminal Group, a New York City based executive training and management consulting firm. Disclosure: Peter Clayton, senior producer, host of Total Picture Radio, serves as producer/director for Liminal Group conferences, events and webcasts.

If you work for one of the headline grabbers -- Merrill Lynch, Lehman Bros, AIG, Washington Mutual, here's some practical, down-to-earth advice from a career transistion expert. Welcome to a special career Transistions edition of Total Picture Radio with Peter Clayton reporting. Wall Street Survival: How to reinvent yourself and find a satisfying career. Joining us is a frequent contributor to Total Picture Radio, Dr. Beth Ross, a certified Career and Executive Coach, writer, and speaker. Her background includes a distinguished career as an Executive Search Professional, maintaining a bi-coastal practice, and executing selected executive searches... I don’t think anyone working anywhere should feel like they have job security, becuase the fallout from Wall Street is going to spread. Take a deep breath and have a listen. Your comments on this story are welcome. Advice From Beth Ross GET A COACH—BECAUSE... Two brains are better than one You are in the middle of a very emotional time. The coach will be objective and, hopefully, aware of market conditions. The coach will have a methodology that has worked for others and will work for you Talk to several before picking your coach. Choose someone you like and whose background you respect. DON’T make a decision based on cost alone. You get what you pay for. Follow the suggested methodology. You won't know if it works until you do it. Stay in close touch with your coach. A coach can assist in crafting a Resume that sells, and a Cover Letter that gets positive attention. Creating a Skills Inventory Noting 3 to 5 core skills that have contributed to your success as a working professional Creating a short Professional Summary for the Resume -- one that gives a general overview of your strengths. Thoroughly researching market possibilities that are growing and hiring. (health care industry, education, global companies with sales needs in the U.S., corporate sales for luxury goods companies, etc.) Crafting a dynamic Cover Letter to decision makers in areas you target, asking for advice, not a Job, and making sure these individuals are at least 2 levels above where you think you might fit. Meticulous follow-up It may take as many as 8 phone calls to get an appointment ! Exemplary record-keeping required Remember that all referrals ADD to list of contacts (Check out JibberJobber for a great tool to help with this - Ed) Interviewing Know the company Be realistic about where you might fit it Let them know you are a quick learner Ask intelligent questions Exhibit your enthusiasm and commitment to positively impacting their bottom line GIVE EXAMPLES OF SUCCESS—have these ready always Look and act the part—no matter what it might be Don’t listen to the Doom and Gloom people and forecasts (i.e. turn off cable tv and get to work!) A job search is a full time job in and of itself! Attend job fairs and networking events even when it seems ridiculous

im Fowler's presentation at OnRec was titled "Super Charge Your Recruiting with Web 2.0 Tools" an appropriate topic for the CEO and co-founder of Jigsaw, a leading provider of business information and data services that uniquely leverages user-generated content contributed by its global membership. "Jigsaw provides easy access to high-value business information that can be used to identify key decision makers and people for purposes such as sales, marketing, recruiting and customer service." We wanted to know how Jigsaw is different from ZoomInfo or Linkedin, and how job seekers and recruiters are using Jigsaw. You'll find the answers to these questions and more, in our 14 minute in depth Online Savvy podcast with host Peter Clayton. Total Picture Radio's coverage of Onrec Expo 2008: Global Online Recruitment Conference is sponsored by Arbita.net Jim Fowler Biography A veteran sales executive, Jim Fowler has spent the last 15 years selling marketing and collaboration software. Prior to co-founding Jigsaw, Jim served as vice president of sales at Digital Impact (DIGI), Paramark and TightLink where he was responsible for building their sales departments. Jim also held sales management positions at Personify and NetGravity. Before his career in software sales, Jim was owner and operator of Lookout Pass, a ski resort in Idaho, and served in the US Navy as a Diving and Salvage Officer. Jim is a graduate of the University of Colorado. About Jigsaw Jigsaw is a leading provider of business information and data services that uniquely leverages user-generated content contributed by its global membership. Today, the Jigsaw community and more than 500 enterprises use the Jigsaw directory to access information for 9 million business contacts and 1 million companies. Jigsaw delivers low-cost and easy access to high-value business information that can be used to identify key decision makers and people for purposes such as sales, marketing, recruiting and customer service. Founded in 2004, Jigsaw is located in San Mateo, Calif. and is funded by Austin Ventures, El Dorado Ventures, and Norwest Venture Partners. About Jim's presentation at OnRec Today’s recruiters have at their fingertips an expansive array of online resources for identifying and investigating potential candidates. While the social networks, search engines, wikis and online communities of the world are valuable tools that every recruiter should have in their toolbox, it takes finesse, agility and know-how to truly maximize their potential. In this session, Jim Fowler, CEO and co-founder of Jigsaw, a leading provider of business information and data services that uniquely leverages user-generated content, will reveal tips for managing the recruiting 2.0 landscape. While traditional recruiting tools- such as contact databases- are often static and rigid, Web 2.0 resources are continually evolving with fresh information and are flexible for customized, unique recruiting campaigns. Fowler will both identify these resources that deliver on the value of social, on-demand, up-to-date online information and also demonstrate the power of leveraging that quick, direct Web 2.0 connection in order to hone in on and connect with top talent.

Welcome to an Inside Recruiting edition of Total Picture Radio with Peter Clayton reporting. Our interview with Don Ramer was recorded in Chicago at the OnRec 2008 Recruitment Conference and Expo - and in interest of full disclosure, Arbita is sponsoring Total Picture Radio's coverage of this conference. However, our podcast with Mr. Ramer is far more than sponsor speak - and if you're proactively managing your career, or part of the recruiting industry, we believe you'll get tremendous insights from this interview. Don's presentation at OnRec was titled Game-Changing Recruiting Shifts - and that is the focus of this conversation. We encourage you to participate in this discussion, by writing a comment. Description of Don's presentation at OnRec: Perhaps it is an escalation of the "War for Talent" or maybe an after effect of Web 2.0 advances, but it is clear that the recruiting function is currently experiencing unprecedented change. As a tie-in to the overall theme for the Onrec 2008 Global Online Recruiting Conference and Expo, this provocative session will highlight the innovative trends helping to accelerate productivity in the online recruiting process. Not since the inception of online recruitment and the adoption of the web by business, has the online recruiting industry come together in such a comprehensive, global way -- then again, there hasn't been such tremendous change since the industry formed. To present on this topic, Onrec brings you someone who has been immersed in the field for over 30 years and who is using innovative approaches and tools to help organizations around the world secure the very scarce resource of top talent

With another weekend filled with an enormous natural disaster - this one called Hurricane Ike - devastating Galveston, Houston, the entire gulf coast and beyond, 14cp's research on this topic is timely and important. Hurricane Ike will have far reaching consequences for the entire country, the petroleum industry and business in general. Gas prices are already escaling in many areas of the country. What has your company done to prepare for a natural disaster? What would happen to your business if you were unable to return to your office for two or three weeks? What would happen to your company if your headquarters building was destroyed? Welcome to our continuing TrendWatcher series here on TPR 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 Lorrie Lykins, Managing Editor of i4cp's research team...

Here's an excerpt from Peter Whoriskey's Washington Post Article, "Giant of Internet Radio Nears Its 'Last Stand'""'We're approaching a pull-the-plug kind of decision,' said Tim Westergren, who founded Pandora. 'This is like a last stand for webcasting.'""The transformation of words, songs and movies to digital media has provoked a number of high-stakes fights between the owners of copyrighted works and the companies that can now easily distribute those works via the Internet. The doomsday rhetoric these days around the fledgling medium of Web radio springs from just such tensions.""Last year, an obscure federal panel ordered a doubling of the per-song performance royalty that Web radio stations pay to performers and record companies.""Traditional radio, by contrast, pays no such fee. Satellite radio pays a fee but at a less onerous rate, at least by some measures. As for Pandora, its royalty fees this year will amount to 70 percent of its projected revenue of $25 million, Westergren said, a level that could doom it and other Web radio outfits." Tim Westergren founded Pandora in January 2000 and now serves as its Chief Strategy Officer. Tim is an award-winning composer, an accomplished musician and a record producer with 20 years of experience in the music industry. He has recorded with independent labels, managed artists, owned a commercial digital recording studio, scored feature films, produced albums, and performed extensively. His main instrument is the piano, but over the years he has played the bassoon, drums and clarinet and his musical background spans such genres as rock, blues, jazz and classical music. Tim received his B.A. from Stanford University, where he studied computer acoustics and recording technology. A musician's musician, he is obsessed with helping talented emerging artists connect with the music fans most likely to appreciate their music. In addition to guiding Pandora's overall strategy and vision, Tim now spends most of his time as Pandora's chief evangelist - traveling the country to meet with listeners to collect feedback, research local music, and spread the word of the Music Genome Project. The Music Genome Project® On January 6, 2000 a group of musicians and music-loving technologists came together with the idea of creating the most comprehensive analysis of music ever. Together we set out to capture the essence of music at the most fundamental level. We ended up assembling literally hundreds of musical attributes or "genes" into a very large Music Genome. Taken together these genes capture the unique and magical musical identity of a song - everything from melody, harmony and rhythm, to instrumentation, orchestration, arrangement, lyrics, and of course the rich world of singing and vocal harmony. It's not about what a band looks like, or what genre they supposedly belong to, or about who buys their records - it's about what each individual song sounds like. Since we started back in 2000, we've carefully listened to the songs of tens of thousands of different artists - ranging from popular to obscure - and analyzed the musical qualities of each song one attribute at a time. This work continues each and every day as we endeavor to include all the great new stuff coming out of studios, clubs and garages around the world. It has been quite an adventure, you could say a little crazy - but now that we've created this extraordinary collection of music analysis, we think we can help be your guide as you explore your favorite parts of the music universe.

Gautam's message to recruiters and job seekers: "This is an incredibily exciting time with tremendous opportunities." Job search agent: "I'm looking for a job as a software engineer within ten miles of me that requires five years of experience posted in the last seven days that has a salary where I can bring my dog to work." Gautam Godhwani is the co-founder and CEO of his third start-up company, called Simply Hired, a Web 2.0 online recruiting and ad network company, and noted as the world’s largest search engine for jobs. Gautam spoke about Online Recruiting Trends and Best Practices at the conference, and participated in a panel discussion with Don Ramer, CEO of Arbita and Dave Mendoza "sixdegreesfromdave" titled: Spiky and Flat: Reconciling the Increased Importance of Neighborhood with the Flattening World Moderated by John Sumser. (Stay tuned to future OnRec podcasts on Total Picture Radio for interviews with all the "Spiky and Flat" participants.) Gautam Godhwani biography: Prior to Simply Hired, he was the co-founder and CEO of India Community Center, a non-profit focused on bridging the gap between the local and global communities. He continues to serve as a Trustee and Board of Directors at ICC. Prior to ICC, he was CEO and co-founder of AtWeb, an Internet 1.0 company acquired by Netscape/AOL in 1998. After graduating from UC Berkeley, Gautam held various technical positions at several small businesses including HP, IBM, and Microsoft. Gautam is a charter member of the Global TiE organization and serves on the Board and as an angel investor for several start-up companies. Gautam is a regular invited speaker to numerous business, career, academic, and financial conferences and symposiums, including the Dow Jones Emerging Ventures conference and Gautam was the keynote speaker aboard The Apprentice Legend Career Cruise hosted by Donald Trump that sailed the Caribbean. Gautam has presented directly to the internal recruiters for many large corporations recently including Schneider Trucking, Ask, CNN, Time Inc., Washington Post, Ann Taylor, and many more. About Simply Hired Building a good search engine is sort of like writing a good haiku. Coming up with one that works well may require repeated and thoughtful effort. But crafted properly, the result can be incredibly simple and effective, even enjoyable. Simply Hired is a vertical search engine company based in Silicon Valley, and we're building the largest online database of jobs on the planet. Our goal is to make finding your next job a simple yet effective, enjoyable journey. We can't always promise you'll discover your dream job, but we'll give you the best chance possible to get a bigger paycheck, a more considerate boss, or a shorter commute. Simply Hired is powered by people who want to make things better. We want to create cool products, but not at the expense of the individuals who use them. That means building solutions that make sense to your mom, your uncle, your teenager, and even your dog. (OK, maybe not your dog.) But along with simplicity, we'll make it possible for you to see every opportunity out there. If your cousin is looking for a part-time job working the evening shift at a pickle factory 300 miles west of Texas, we'll help you locate that one-in-a-million job waiting for her in Albuquerque. Our tools will turn everyone into an expert at finding the needle in their own personal haystack. We believe doing something challenging and important doesn't mean you can't enjoy the ride. Our founders are smart, experienced entrepreneurs who've created several successful startups, but they enjoy a good laugh as much as anyone. If you see a slightly unusual error message or description on our site, it's because we figure you might as well smile while you're spending time with us. Fun and creativity aren't just tolerated here, they're actively cultivated and encouraged -- and we hope you'll have fun too.

"It's official: The average knowledge worker has the attention span of a sparrow. Roughly once every three minutes, typical cubicle dwellers set aside whatever they're doing and start something else — anything else." Maggie Jackson Welcome to a Big Picture edition of Total Picture Radio with Peter Clayton reporting. Joining us today: Maggie Jackson, an award-winning author and columnist whose book, Distracted: The Erosion of Attention and the Coming Dark Age, details the steep costs to our epidemic attention-deficits, while showing how a new science of attention can help us overcome a culture of speed and overload. Ms. Jackson writes the popular “Balancing Acts” column in the Boston Globe and her work has appeared in The New York Times and on National Public Radio, among other national publications. "Constant interruptions are the Achilles' heel of the information economy in the U.S. These distractions consume as much as 28% of the average U.S. worker's day, including recovery time, and sap productivity to the tune of $650 billion a year, according to Basex, a business research company in New York City." Talking Points: Questions Peter Clayton Asked Maggie Jackson What drew you to this topic? You write: “Roughly once every three minutes, typical cubicle dwellers set aside whatever they're doing and start something else—anything else.” How did you come up with three minutes? What distracts us? Is this all technology? What is the cost in the workplace of our ADD? What are companies doing to combat this? You write about three types of attention - focus - awareness - and what you call executive attention - can you explain these to us? Can you explain attenentional user interfaces and how they work? You describe attention as the contuctor of the syphony orchestra of our mind. So what can we do to take better control of the orchestra? In doing the research for your book, what did you learn that can help us stay engaged - or not loose our concentration every 3 minutes Maggie Jackson Biography: Maggie Jackson is an award-winning author and journalist known for her penetrating coverage of U.S. social issues. She writes the popular “Balancing Acts” column in the Sunday Boston Globe, and her work has also appeared in The New York Times, Gastronomica and on National Public Radio. Her latest book, Distracted: The Erosion of Attention and the Coming Dark Age, details the steep costs of our current epidemic deficits of attention, while revealing the astonishing scientific discoveries that can help us rekindle our powers of focus in a world of speed and overload. Her acclaimed first book, What’s Happening to Home? Balancing Work, Life and Refuge in the Information Age, examined the loss of home as a refuge. A former foreign correspondent for The Associated Press in Tokyo and London, Jackson has won numerous awards for her coverage of work-life issues, including the Media Award from the Work-Life Council of the Conference Board. In 2005-2006, she was a journalism fellow in child and family policy at the University of Maryland. A graduate of Yale University and the London School of Economics with highest honors, she lives in New York city with her family.

Learn About the "Eight Engines of Conversational Capital" from the chairman of Sid Lee For all the books that speak of the value of consumer advocacy, few indicate how to create it to begin with. Armed with a compelling set of examples from their own work in fostering leading brands, the authors of Conversational Capital: How to Create Stuff People Love to Talk About reveal the triggers of word-of-mouth and a process to embedding them in your own products, helping you create stuff people love to talk about. Bertrand Cesvet biography Bertrand Cesvet is chairman of Sid Lee creative global boutique, and Founding Partner of Cirque du Soleil Lifestyle Group, which is extending the brand beyond live entertainment. He provides creative and strategic leadership for leading word-of-mouth innovators, including Adidas, Cirque du Soleil, Red Bull, and MGM Grand. For someone who now defines himself at the intersection of creative and analytical thought, the road for Mr. Cesvet hasn’t always been clear. As a student at McGill University, Bertrand obtained an Honours degree in Economics. His creative side was present even then as he pursued, unbeknownst to his parents, a second major in Art History. Immediately after the completion of his undergraduate studies, Cesvet was offered a place in McGill’s MBA program, a path that later led to the launch of his career in the realm of strategy consulting. At Mercer Management Consulting (later Oliver Wyman), Bertrand Cesvet developed a reputation as a rigorous and analytical strategist who formed disruptively elegant business interventions; Bertrand became known for his creativity. But alas, creativity and strategy consulting made strange bedfellows and when the opportunity arose to embrace life in more creative strategic pursuits, Bertrand Cesvet took it. Bertrand’s arrival at Sid Lee, then a nascent enterprise trying to exist as a communications firm, signalled the arrival of strategic thinking to the upstart operation. The first realization of he and his team centred around the potential of interactive marketing. Among the young leader’s intellectual epiphanies was to include the planning discipline within the realm of interactive marketing. The first keynote client to prove the case was Cirque du Soleil — a relationship that was as formative then as it is today. The timing, however, of SID LEE’s big foray into the Internet age was by most measures subprime. The dot com implosion thrust the firm directly into the maelstrom of instability surrounding interactive marketing. In a matter of days, Cesvet and his partners were forced to lay off half of the company’s workforce, and indeed, sustain themselves without pay. Thankfully, sound leadership, a committed team and the enduring loyalty of a handful of clients helped SID LEE weather the storm. Emerging from that struggle was a lean firm focused on what was then termed “integrated” communication. This was Cesvet’s early vision for the firm — to develop a consistent strategy around marketing interventions, regardless of whether they flexed interactive, design or advertising disciplines. And so it continued, the firm resurgent, gaining momentum and worldwide respect. Then something happened that proved the harbinger of a second tipping point for Cesvet and his partners. It occurred on a walk around Lake Léman in Switzerland accompanied by Bertrand’s close friend and associate, François Lacoursiere. Surrounded by Geneva’s splendour, Cesvet posed a question that led to an epiphany — he wondered why “some people talk more about some destinations than others.” From that simple inquiry began a three-year effort to understand the antecedents of word-of-mouth. Armed with extensive research, a wealth of practical experience with the world’s leading brands and a team of partners who challenged his ideas and injected their own, Bertrand Cesvet presented a philosophy he termed Conversational Capital.

Change. It's your job. It just won't stop. It's relentless. It keeps coming at you like never-ending rapids in a permanent whitewater river. Change will burn you out if you don't learn how to handle it. A new book, Your Job Survival Guide: A Manual for Thriving in Change, (FT Press) is not about mere survival. It is about thriving amidst the challenges of your permanent whitewater world at work. In a Leadership Channel edition of Total Picture Radio, Peter Clayton speaks with co-author Gregory Shea, Ph.D. about the way this book talks about change: This is practical, grounded knowledge for managing your life in a business world that's churning with change. Greg Shea and Robert Gunther show how to keep your working life on course instead of being pushed beyond your limits...find fun and fulfillment...regroup and rebound from failure...protect yourself from events you can't predict...take charge of your life, and your future.

Kurt W. Mortensen is one of America's leading authorities on persuasion, motivation and influence. He has spent 15 years researching personal development and motivational psychology and is the author of Persuasion IQ: The 10 Skills You Need to Get Exactly What You Want (AMACOM). Mortensen draws on Howard Gardner's research on multiple forms of intelligence and Daniel Goleman's Emotional Intelligence to introduce his concept of PQ — the specialized intelligence required for the art of persuasion. While the book is primarily geared toward marketing and sales professionals, the author argues that the inability to command influence is a universal personal and professional dilemma; he makes a compelling case that teachers, social workers, parents and spouses can benefit enormously from the respect power that accompanies finely tuned people skills. Mortensen invokes great communicators from Confucius and Thoreau to corporate CEOs to present PQ's key components (the five C's of trust: character, competence, confidence, credibility and congruence) and rewards (more sales and fruitful negotiations, higher incomes, happier relationships). Sections on mirroring and other nonverbal persuasion techniques are especially fascinating, and the author's emphasis on developing self-knowledge as a crucial ingredient will inspire readers to determine their purpose and passion. Mortenson's insights are enriched by anecdotes, humorous illustrations, a persuasion IQ test and an accessible step-by-step structure. Simultaneously useful and entertaining, this book is a thought-provoking examination into developing a vital talent.

Welcome to a Leadership Development edition of Total Picture Radio with Peter Clayton Reporting. Bob Rice was a long-time partner at Wall Street's prestigious Milbank, Tweed, Hadley, and McCloy. He left to start a software venture that was purchased by Viewpoint, a NASDAQ company of which he later became CEO. He is currently a Managing Partner of Tangent Capital, which structures financial products for hedge funds, a member of the "New York Angels" venture finance group, and on the faculty of Liminal Group, a New York City based executive training and management consulting firm. Bob's new book, Three Moves Ahead - What Chess Can Teach You About Business, (Josey Bass), shows how classic chess strategies address the number one problem of Information Age executives: how to move quickly in the face of incalculable complexities and unexpected change. Talking Points: Questions Peter Asked Bob: How would you explain the concept of your book to someone who's never played chess? Even if you've never played chess you've probably heard of Bobby Fischer, and Garry Kasparov - Bob give us a brief history of what's happed in world chess over the past 100 years. You attended the world championship chess match in 1992. Who else was in the room? What resulted from those encounters? Let's talk about the title of your book, Three Moves Ahead. What does that mean mathematically? If you scan the business section of any Boarders or B&N you'll find a plethora of titles about execution, leadership, innovation, game theory, lots of success formulas. What's your take on this? You write in your book about a trek you made to Redmond to pitch your then start-up to Microsoft. Tell us about that meeting. I want to have you discuss the First Mover chapter, because you have a facinating comparison between the first move on a chess board and first mover advantage in business.. and how you relate this to the dot-com bust and the GBQ theory. You borrowed a term from Mark Hurd, the CEO of HP - "red-shifting" can you explain what this means and how it relates? What do you mean by priority zero? You recommend getting a chess clock for your desk? One of the topics you cover is something everyone in business can appreciate is overload. Most executives and managers I know are trying to juggle way too many things at the same time... and, at the same time, if these people could learn to delegate... Bob, talk to me about pawns and knowledge workers. One last idea I'd like to discuss. Although Three Moves Ahead is written from a business perspective it doesn't take much imagination to apply these concepts to one's career.

Richard Bitner opened his own mortgage shop in 2000, and had the good fortune – and sense – to bail out of the business in 2005, before the housing crisis hit. He saw the shoddy lending practices that got us into the subprime crisis first hand, and has chronicled them in his book, Confessions of a Subprime Lender. According to Mr. Bittner, “the lack of professionalism, the crazy loans, the finagle factor and the open fraud finally drove him from the business. Although he escaped the worst of the mortgage meltdown, the company he founded did not; it folded in early 2007. Confessions of a Subprime Lender: An Insider's Tale of Greed, Fraud, and Ignorance (Wiley), draws on his unique experience in the lending industry to explain the truth about the subprime meltdown. A world class public speaker who has appeared on CNBC and the Daily Show with Jon Stewart, Richard spoke with Peter Clayton, host of Total Picture Radio, about how we got into the mortgage mess, what to do if you're in a subprime trap.

Brian developed the company concept during one of his daily, two-to-three hour, round-trip commutes on the Kennedy Expressway in Chicago. This year, Business Plus published Test Drive Your Dream Job: A Step-by-Step Guide to Finding and Creating the Work You Love, written by Brian, who joins us from Portland. In Brian's book, you'll discover how you can identify, explore and experience your dream job, and how or if you want to pursue it. Kurth offers professional, personal and financial perspectives on how to transition into a new career and turn your dream job into a reality without risking your current job or jeopardizing your financial stability. Test-Drive Your Dream Job is both an engrossing chronicle of Kurth's journey to creating his own dream job and a sourcebook for those who can't afford a mentoring fee or would prefer to set up a test-drive themselves. The book delivers by offering lists of questions to ask potential mentors; charts to help in establishing an action plan; and reality-checks about money, health insurance and the impact a life-change might have on your relationships. Anecdotes about successful dreamers are inspiring, while profiles of those who needed a dream-adjustment demonstrate the importance of taking action: Regardless of the result, you'll have useful experience and information. Kurth notes that many of us accept the ordinary because we've been conditioned to, but it's OK to want something different or better. Really. Talking Points: You describe your book as a how to step by step guide to finding and creating the work you love. So let’s talk about the steps. Entire chapter on fear. How does it work? What does it cost? How do you make a transition from corporate job to your dream job?

Stever Robbins, Executive Coach and host of the Get-it-Done Guy podcast helps executives become superb at their lives and jobs. Stever has been a member of nine high-growth startups over 30 years, including co-founding FTP Software, creating Intuit’s Quicken VISA card, and serving as COO of Building Blocks Interactive. Stever helped design Harvard Business School’s “Foundations” program, and has been an advisor to several high-growth companies. He has been featured in Harvard Business Review, the Wall Street Journal, NBC Nightly News, MSNBC, BusinessWeek Online, NBC Nightly News and CNN-fn. Peter Clayton, host of Total Picture Radio, had the pleasure of meeting Stever at PodCamp3 Boston last month.

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 Lorrie Lykins, Managing Editor of i4cp. Lorrie is the lead author of this weeks’ article titled Skirting the Glass Ceiling: Mandating Gender Diversity. TrendWatcher examines the business and social trends that are likely to influence the future of work. This trend is sparking a debate about the advantages and disadvantages of such laws and, more practically, about whether more countries will follow suit in coming years. Norway is blazing the trail. It passed legislation in 2003 mandating that public companies address gender imbalance on their boards with the requirement that women hold 40% of the board seats by 2008. Companies that failed to comply faced sanctions ranging from fines to closure. At the time, 6% of directors in Norway were women (Wachter, 2008). The legislation gave companies five years to comply with the quotas and, despite rigorous and vocal opposition at the outset, business has generally complied. Five years later, Norway now boasts unprecedented board representation for women - 44.2% in 2008 (Catalyst, 2008). But the road has not been smooth. Opponents of the mandated quota were incensed that long-seated men would be jettisoned to make room for less qualified women, which, they argued, would damage the country's ability to be competitive in the world market and prevent foreign companies from doing business in Norway (Dearlove & Crainer, 2002). The opposition included the Oslo Stock Exchange and the Confederation of Norwegian Business and Industry (NHO), which issued a statement that the quota proposal was an attack on "the basic principle for shareholder democracy - namely that the owners of a company should be free to elect its board" (Madslien, 2002).

Chip Conley is the founder, President, and CEO of Joie de Vivre Hospitality. Starting out in 1987 at the age of twenty-six with his creation of San Francisco's legendary Phoenix Hotel, once a haven for faded rock stars, Conley was profiled by USA Today as one of its People to watch in 2001, he seemingly could do no wrong. His company, which operates a chain of boutique hotels in the San Francisco Bay area, was riding high on the dot-com boom. But then the bubble burst, followed by 9/11 and an industry-wide crisis that hit his upscale business hard. As his world crumbled around him, Conley turned to the writings of psychologist Abraham Maslow for inspiration. Chip has written a series of business books including The Rebel Rules: Daring to be Yourself in Business (foreword by Richard Branson) and Marketing That Matters: 10 Practices to Profit Your Business and Change the World. In his recent bestselling new book , PEAK: How Great Companies Get Their Mojo From Maslow, Chip shares his unique prescription for success based on legendary psychologist Abraham Maslow's iconic Hierarchy of Needs. Chip's new theory illustrates how Employees, Customers and Investors are ultimately motivated by peak experiences that address their higher needs-and he demonstrates how to create these experiences for each using real-world examples from his own company and others. Chip credits this theory for helping Joie de Vivre triple its annual revenues between 2001 and 2008 (2008 projected revenues of $250 million). About Chip Conley A popular speaker and innovative leader, Chip is regularly consulted by corporate, civic and academic institutions for his opinions, guidance and wisdom on building and maintaining a successful and transformative enterprise in areas such as organizational leadership, creative business development, corporate social responsibility and spirit in business. In his bestselling new book, PEAK: How Great Companies Get Their Mojo From Maslow, Chip shares his unique prescription for success based on the iconic Hierarchy of Needs. His new theory illustrates how Employees, Customers and Investors are ultimately motivated by peak experiencesand he demonstrates how to create these for each using real-world examples from his own company and others.

This is a "New Coke" parable: ACT (the widely-used contact management system), was getting blasted on Amazon.com, after a major upgrade to the program. Instead of hiding behind the corporate firewall, David van Toor, the new SVP and GM of Sage CRM in the U.S., started a blog and invited ACT users to join the conversation. Instead of pulling his product from Amazon.com, he posted his phone number and email address on Amazon's discussion board so customers could contact him directly. In doing so, he turned many of the most vociferous critics into loyal customers. Are you looking for ways to engage your customers? Connect with an employer you would like to work for? Build your personal online brand, or dramatically increase customer satisfaction? If you've checked off any of the above, you've tuned-in to the right show. Welcome to a Leadership edition of Total Picture Radio with Peter Clayton reporting. Joining us today from Scottsdale, Arizona, is David van Toor, SVP General Manager for Sage Customer Relationship Management in North America, part of the Sage Group plc, a global supplier of business software and services. David has transformed the way his organization is talking with its customers, and that's why we're talking with David today. During his career, spanning leadership positions in USA, New Zealand, Australia, and South East Asia, David has developed a unique and engaging perspective on the ways in which customer experience, technology, and innovation intersect. His presentations prepare audience members to apply these same success principles. Dave is a frequent blogger on the ACT! customer community and a faculty member of the Liminal Group. Talking Points: Okay before we begin a personal request: Please, please have your engineers develop a Mac version of ACT! I know you're working on iPhone applications, but "ACT on Mac" rhymes, and all of the CRM solutions currently available for Mac suck! So let's back up. How long have you been with Sage, and what was the reputation of ACT when you joined the company? How hard was it to convince your management to create a blog, and to allow for open dialogue regarding your products. How do you counter the argument that the "only people reading these product blogs are your competition?" I know another favorite topic of yours is customer surveys. You sent a couple of engineers to Canada to do an upgrade install for a small business customer? How do you justify that expense for a $300 software application? I know you are personally involved in a number of hiring decisions. Tell us how you use LinkedIn. What advice would you give someone about to interview at Sage? Are you hiring? What have you learned by blogging? What advice would you give someone about to start blogging? Sage Software's parent company is Sage plc, a London-based publicly traded company. What was their reaction when they learned you were going to blog? Do you have blogging guidelines established? How have your blogs impacted traffic to your web site?

Human resource outsourcing (HRO) is a booming, $25-billion industry, with more growth predicted on the horizon. In a 2008 Institute for Corporate Productivity (i4cp) survey that focused on outsourcing, 95% of the 231 companies that responded reported that they at least partially outsource one or more HR functions (Institute for Corporate Productivity [i4cp], 2008b). Another i4cp survey on cutting costs found that 63% of the 301 responding companies plan to use outsourcing as a way to cut costs through 2009 (i4cp, 2008a). Yet the exponential growth spurts experienced during HRO's infancy have given way to some serious growing pains, as evidenced by a handful of high-profile shifts in direction. U.S. companies including Starbucks, Wachovia, UBS, NiSource and others have terminated or significantly altered existing HR outsourcing contracts within the last 12 months. What happened? There is no one answer, but it seems that most of the reasons stem from an inability of vendors to meet clients' expectations. It turns out that in terms of outsourcing HR functions, one-stop shopping may not be all it's cracked up to be.

Welcome to an Online Savvy edition of Total Picture Radio with Peter Clayton reporting. Steve Driscoll is the VP of business Development for implu Corporation. implu is an online tool for prospecting, networking and market research. The company has over 160,000 contact details of U.S. public company officers, directors and major shareholders PLUS tools which track their movement and business associations. Questions Peter Clayton asked Steve Driscoll Give me the 2 minute elevator pitch. How long have you been online? What is your revenue model? What's the difference between a Silver and Gold account? Anyone can sign-up for a free 14 day account? - Are there any restrictions? Lets review some of the features. You have a news link which shows First Contact: Companies, First Contact: People, New Positions and News Releases. Explain to us how this works. Where do you get your information? Next, you have a tab called Industries - an alphabetical list of industries, showing how many companies and people you have in each. Where does this information come from? Why only 16 ad agencies? In ad agencies, you have Monster Worldwide, an online job board - how did they get there? Next - Custom search - explain to us what we can accomplish here. I think anyone interested in Non-profits would be interested in this category - how is this organized? So I clicked on AFI - and you list nearby public companies. Why is this relevant? Where would I find the key contacts at AFI? You've just added Lobbyists to you database. Explain to us how this will be integrated.

Welcome to a Leadership Development edition of Total Picture Radio with Peter Clayton reporting. Joining us today is Sheenah Hankin, author of Complete Confidence: A Handbook. According to Dr. Hankin, confident people react positively and successfully to life's problems and challenges. Those who lack confidence often view themselves as victims - blaming others or binging on drugs, sex, food, or alcohol to mask their feelings of shame or worthlessness. Her book, first published in 2005, has been revised and updated for 2008, and is published by Harper, an imprint of Harper Collins. Sheenah is one of New York's most popular psychotherapists. She practices Cognitive Appraisal Therapy, an approach she developed with her husband, Dr. Richard Wessler. Sheenah has conducted numerous workshops in North America and Europe. Based on her expertise and experience in helping people to turn around their careers and businesses, she has recently begun to offer courses for the public based on her book Complete Confidence. Questions Peter Clayton Asked Sheena: * What’s new about confidence? Why the revised edition of your book? * You’re a shrink based in NYC, and you compare you job to that of a NY taxi cab driver. Can you explain this? * Yours is the first book I’ve seen which asks the reader to sign a contract which stipulates, among other things, that the reader will indeed, read the entire book, from cover to cover. Why? * Why did you write Complete Confidence? * You write “the majority of depressed people have emotional immaturity.” Can you explain? * Sheenah, do you ever procrastinate? * People who lack confidence are self-centered? * I want to talk about the old, fat, stupid, loser syndrome, because I think everyone at one time or another has put themselves in at least one of these categories. I score on all five. How do you break out? * The infomercial business can be broken down into weight-loss, wrinkle loss, or get rich in real estate. * I want to discuss age - there is definitely a grey ceiling out there - in the workplace and in the media. the only lifestyle magazine you’ll find with someone over fifty on the cover is AARP. The media and the advertisers are again’ us Sheenah - unless they’re marketing ED or prostate drugs. -- Tell us about Bob, the 58 year old who came to see you. * So how do you go from the losing hand to the winning hand? * What are the elements of complete confidence? In Complete Confidence, renowned psychotherapist Dr. Sheenah Hankin points the way to a confident life free of self-criticism, anxiety, and immature anger. Her Winning Hand of Comfort technique is a clear, concise, and powerful prescription for dealing with everyday situations - from resolving conflicts to ending unhealthy habits like overeating, complaining, and procrastinating. This essential handbook will teach you how to retrain your brain to manage your emotions and put your problems into perspective. You will learn how to calm down, clarify your thinking, challenge your blame habit, comfort your negative feelings, and achieve confidence. That is Dr. Hankin’s promise.

Emotional intelligence is a hot topic in recruiting and HR. With a growing body of research showing that EI is one of the key indicators of success, many organizations are using a behavior based model for conducting job interviews. Joining Peter Clayton for a Inside Recruiting edition of Total Picture Radio is the woman who has written the book - literally - on how to conduct EQ interviews, what questions to ask, and how to assess the answers. Adele Lynn is the founder and owner of The Adele Lynn Leadership Group, an international consulting and training firm whose clients include many Fortune 500 companies. The EQ Interview gives readers the skills and understanding they need to assess candidates' emotional intelligence and ensure that they're the right fit for the job. This practical guide explains the five areas of emotional intelligence, and how these competencies enhance job performance. The book then arms interviewers with more than 250 behavior-based questions specially formulated to help determine how applicants have used their EQ in past experiences. Readers will learn how they can analyze and interpret answers to predict future success, and even spot "EQ frauds" to avoid costly hiring mistakes. Filled with insightful examples, this is the one book that shows readers how to factor emotional intelligence into their hiring process.

Scott's ideology "the new rules of marketing & PR" is that marketing and public relations is vastly different on the Web than in mainstream media. He says that the "old rules" of mainstream media (which he asserts do not work on the Web) are about "controlling a message" and the only ways to get the message into the public domain using mainstream media is to buy expensive advertising or beg the media to write about you. He says that the rules of marketing and PR on the Web are completely different. Instead of buying or begging your way in, Scott says anybody can "publish their way in" using the tools of social media such as, blogs, podcasts, online news releases, online video, viral marketing, and online media. David is the author of The New Rules of Marketing and PR How to Use News Releases, Blogs, Podcasting, Viral Marketing and Online Media to Reach Buyers Directly (Wiley). David's free e-Books have been downloaded over 1/2 million times from his website. David's latest book is titled Tuned-In Uncover the Extraordinary Opportunities That Lead to Business Breakthroughs (Wiley). Questions Peter asked David Merrman Scott We met at Podcamp3 in Boston and one of the statistics you shared I’d like you to share with the audience. 50-1 What were some of your take-aways from Podcamp3? Another concept you presented - is create conflict - whether you’re writing a blog post or a press release - can you expand on this? Do you subscribe to the concept of the long tail? Do you subscribe to an individual as a brand? Tells about your latest book, Tuned In Are you as surprised as I an at the the number of sales and marketing executives who believe they can still control the message? Sort of in the same vain, - and you blogged about this recently - the number of companies who block social networks like FaceBook, MySpace. What’s your argument against these policies. There are companies that allow their employees to blog, (IBM, Sun, Microsoft) and those who don’t or monitor them very carefully -- I’m sure you’ve heard the old song “we’re a publicly traded company, blah, blah, blah A number of recruiters have told me they’re having a very hard time engaging Gen Y’ers - any advice? You travel and speak extensively - what’s the buzz, what are you asked most often? For those bloggers and podcasters in the audience give us a few tips for growing our audience.

Welcome to an Online Savvy edition of Total Picture Radio with Peter Clayton. Shally Steckerl is a talent acquisition consultant, strategist, founder and Chief CyberSleuth of JobMachine.net, the premier provider of sourcing consulting services and workforce development. A former recruiter, Shally has consulted with and built sourcing organizations at many Fortune 500 companies such as Microsoft, Google, Coca-Cola Enterprises, Cisco Systems and Motorola. He is one of the most sought-after authorities in passive candidate research and talent pipeline development worldwide. This is our third interview with the "Cybersleuth," Shally Steckerl. Today, we'll move beyond LinkedIn to discuss building and managing your personal brand online, and career transition strategies right out of the JobMachine playbook. Questions Peter asked Shally Steckerl You've probably clocked about 300 thousand frequent flyer miles since I saw you in New Jersey a few months ago -- Is anyone hiring? We've spoke extensively about using LinkedIn as a career management tool, I would like you to share with us some of the other cool web sites you discuss in your presentation -- tell us about ziki.com Along with linkedin, another favorite recruiter tool is zoominfo - what do non-recruiters need to know about this service? You touched on another linkedin type service that last time we spoke - - so you spoke briefly about xing.com - give us an overview of xing and why we should invest time in using this You mentioned live.com in the SHRM presentation in NJ Spokeo is an interesting Wink.com - the deal with all of these is you have to pay to get anything more than a "yep, we found him/her)

As Confucius said, To see the future, one must grasp the past. China has emerged amazingly in the last three decades as an economic powerhouse set to play a major global political role, its future posing one of the great questions for the twenty-first century as it grapples with enormous internal challenges. Understanding how that transformation came about and what China constitutes today means understanding its epic journey since 1850 and recognizing how the past influences the present. Welcome to a Big Picture edition of Total Picture Radio. China has been a reoccurring theme here - for good reason. There's little you can discuss - be it the environment, the economy, monetary policy, oil, trade, or manufacturing -- where China does not play a dominant role in the conversation. Joining us today from London is Jonathan Fenby, a former editor of the Observer and South China Morning Post, he is editor in chief of the information website, Trusted Sources. Jonathan knows China. His brilliant new book is titled "Modern China. The Fall and Rise of a Great Power, 1850 to the Present" published by Ecco, an imprint of HarperCollins. Add this one to your summer reading list, and the next time "China" comes up in a conversation, you'll be able to take the lead. Questions Peter Clayton asked Jonathan Fenby In your book, you quote Confucius: To see the future, one must grasp the past. And when you look at China's past - the amount of violence is on an epic scale, is it not? And how has that violent past influenced today's China? Modern China - the China we're dealing with in business and politics has only been around for the past 30 years. Can you give us some context? You wrote a commentary for the Guardian on the 19th anniversary of the Tiananmen Square massacre. Was this anniversary observed in China? Although China is part of the WTO, it seems to operate on its own set of rules. How much of the current run-up of global oil prices is due to the growth of China as a modern industrial society? You wrote a commentary on the recent G8 meeting in Japan. What is your perspective? The environmental impact of China's growth on the entire globe is well known. Does the government care? How important are the Olympics to China? As you know a number of global corporations have established important manufacturing and research facilities in China -- do you think there's a risk of them being taken over by the government? If I worked for an Intel or GE and was offered a ex-pat assignment in China, what advice would you give me? What do you think is the most misunderstood fact in the West of modern China?

Questions Peter Clayton asked Alice Graves Alice are baby boomers really going to retire? Do companies get the fact that there are 9 million fewer gen-xers than boomers? The i4cp survey you conducted in May 2008 of 118 organizations and asked what they have done or plan to do about tapping into the knowledge and experience of Boomers as they approach retirement. “When asked, for example, whether their organization incorporates retirement forecasts into knowledge transfer practices, the majority (71%) of the companies responding to the i4cp survey said no.” Are these large, multinational companies that you surveyed? Was this US only? Of the companies that are doing something about developing a knowledge transfer program, what are they doing? In researching the article, did you find any innovative strategies companies were using for knowledge transfer? There seems to be an effort by many companies to keep their boomers around a little longer - through part-time or flex schedules or by simply extending out eliminating mandatory retirement age policies - did you find any of these initiatives when you did your research? Are there any trends in this area? In looking at the research you did for the article, what surprised you? The Boomer Exodus: Ready to Pass the Torch? When half a million Baby Boomers descended on Woodstock in 1969, the size of the crowd was considered to be unprecedented by all accounts. Today, there are 76 million Boomers in the workforce, with 19 million poised for retirement by 2011 ("Small Businesses," 2008), making that historic festival of "peace and music" seem more like an intimate gathering of close friends. What is HR doing to ease the transition and the transfer of knowledge from retiring Boomers to younger workers awaiting the passing of the torch? Not enough, it appears. The Institute for Corporate Productivity (i4cp), in conjunction with HR.com, conducted a survey in May 2008 of 118 organizations and asked what they have done or plan to do about tapping into the knowledge and experience of Boomers as they approach retirement. When asked, for example, whether their organization incorporates retirement forecasts into knowledge transfer practices, the majority (71%) of the companies responding to the i4cp survey said no. Just a third said they incorporate a skills gap analysis into their retirement forecasts. And less than a quarter of respondents (23%) say they train their managers in the art of critical skills transfer. It's not too surprising, really. The National Association of Professional Employer Organizations conducted a similar survey in February 2008. Just 28% of 404 small business owners said they are currently working on plans to facilitate knowledge transfer to newer workers, while only 4% have created a formal procedure to do so ("Small Businesses," 2008). A 2007 study commissioned by Novations produced comparable results. According to Tim Vigue, executive consultant for Novations, even though concern about knowledge loss is looming, "employers have been slow off the mark in seeking solutions" (Gurchiek, 2007). Taken as a whole, knowledge transfer methods have not been particularly innovative, either. When asked what practices are used to transfer knowledge within their organization, the majority of i4cp respondents identified using training courses (81% of organizations with fewer than 1,000 employees; 92% for those with 10,000 plus). There were no close seconds. Other methods were coaching (about 50% across the board) and, for larger organizations, mentoring (11% for organizations of 1,000 to 5,000 employees; 64% for those with greater than 10,000). One recent SHRM report shows that only 36% of companies have developed succession plans to allow older workers to pass their expertise on to the younger generation, and just 44% are in the process of developing methods to capture institutional knowledge and organizational memory.... Visit totalpicture.com for the complete article

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. Questions Peter Clayton Asked Doug Berg Doug, what is Jobs2 Web? Who uses your services? What makes you different? How do you attract talent? Why are ATS such a nightmare? (Spend $$$ of dollars to attract candidates and then not let them through the door) As a job candidate, what are some of the best things I can do to help advance my career and promote myself online? What are some of the really stupid things professionals do, in conducting a job search. (like posting their resumes on a job board perhaps?) So I just asked Paul Forster at Indeed this question... How many people actually find their jobs on job boards? Depending on who I talk to, it’s between 4% and 25%. What’s your estimate? How do most internal recruiters go about finding candidates for their open recs? How do most executive recruiters -- head hunters go about finding candidates? What trends do you see companies using to try and retain their best employees? What new tools do you see companies employing to try and attract the best talent? I’ve heard that recruiters are having to completely rethink their approach - to find Gen Y talent. Would you agree? You recently wrote an article for ERE titled: 100 Million Job-Related Searches on Google in June! - Tell us about it You work with a number of Fortune 500 companies. What trends do see regarding recruiting and hiring for the balance of 2008? 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.

Welcome to a Online Savvy edition of Total Picture Radio. Joining us today is the co-founder and CEO of Indeed, Paul Forster. Paul and his partner Rony Kahan previously founded Jobsinthemoney, a leading site for finance professionals. In 2004, they founded Indeed to help provide job seekers with a comprehensive job search solution. At the recent SHRM Annual convention, Indeed launched Job Analytics, which gives companies a snapshot of where thier jobs are posted, which jobs are receiving the most clicks from Indeed.com, what keyword searches people are using to find jobs, and how their jobs are performing compared with similar companies. Indeed added a beta test for Job Search by Salary last April. You can now enter an annual salary in the keyword search box to find all jobs Indeed estimates pay at least that much. Questions Peter Clayton asked Paul Forster: Paul, How many people actually find their jobs on job boards? Depending on who I talk to, it’s between 4% and 25%. What’s your estimate? What are the current trends in job postings? Are there more jobs than this time last year, or less? Who do you aggregate your job listings from? A couple of new features and initiatives you’ve recently announced I’d like to discuss -- first Job Search by Salary - how does this work? Most job postings don’t have salaries associated to them, so how do you determine what a salary level is? What feedback have you received from job seekers using this feature? Okay, tell us about Indeed Job Analytics™ What’s Paul Forster’s economic outlook for 2008? Is Indeed hiring? About Indeed Indeed is a search engine for jobs - with a radically different approach to job search. In one simple search, Indeed gives job seekers free access to millions of employment opportunities from thousands of websites. Indeed.com includes all the job listings from major job boards, newspapers, associations and company career pages - and we continue to add new sites every day. With the familiar look and feel of general search engines, Indeed makes it easy for you to drill down by keyword and location to jobs that fit your requirements precisely. You may save your searches and have jobs delivered to you by email alert, MyYahoo, or other RSS feed readers. If you have a MyYahoo account, for example, your saved Indeed job search may be added at the click of a button

The letter usually reads something like this; “Congratulations! (name) on your recent promotion to (whatever) and 4% pay raise. We’re sure you are up to the exciting challenges we all face at XYZ, as well as your increased visibility, now that you are in charge of our (title), globally. As you know, about 50% of the individuals in your department have elected to take early retirement, and there are no immediate plans to replace them until we complete our current reorganization, and implement the recommendations of the McKinsey team, (who have made your life miserable for the last six months and cost us millions of dollars). As a friendly reminder, the new corporate travel policy states that business class travel is only allowed on flights of 15 hours or more. We’re all very proud of your continued success and advancement! Have a great day.” Which is all to say that: Llfe is faster and more complex. We're deluged with information. Tortured by impossible deadlines. And overwhelmed by high-spiraling expectations. No matter how well-organized we are, we simply can't get it all done. Mission Control is a new approach to productivity that, according to our guest, Eb Schmidt, provides a dramatic increase in your productivity and effectiveness, while reducing your stress. Eb has worked in the areas of quality and operations in various global companies of the consumer industry. When starting his own consulting firm he looked at the expertise he had gained over the past 25 years, his strengths, what he really likes to do and what the market was looking for: He found that his own passion for organization, productivity improvement and cost reduction supported through the use of newly developed and highly effective tool sets (ERA 10 Step Process, Mission Control and Hoshin Kanri) were in real need across the industry. Shortly after starting the company it became more and more clear that teaching, coaching and in depth consulting of business tools for the 21st century was indeed a rewarding and needed area to engage in. In short, Eb believes he can help us: 1. save money, 2. reduce waste, improve quality and increase production and 3. experience power, freedom and peace of mind in the face of everything you have to do and handle.

Secrets of the Hidden Job Market: Change Your Thinking to Get the Job of Your Dreams. According to our guest, Janet White, "if you want to get the job of your dreams, stop going to the job boards, don't mass mail your resume, forget networking, don't even think about recruiters and avoid Human Resources like the plague.""For 35 years, Janet White has gotten every job she ever wanted easily and effortlessly, even when she didn't have the qualifications, didn't have any experience, didn't know anyone on the inside, there was enormous competition and the economy was either in the tank or getting there." Janet's pitch: Secrets of the Hidden Job Market will help you realize why you’ve been having problems getting hired, and teach you a revolutionary approach that is unlike anything you’ve ever experienced before. Once you read this book, you’ll never look for a job the same way again because when you change your thinking, you change your life. For 35 years, Janet White has gotten every job she ever wanted easily and effortlessly, even when she didn't have the qualifications, didn't have any experience, didn't know anyone on the inside, there was enormous competition and the economy was either in the tank or getting there. A self-professed career hopper, Janet has been in durable medical equipment sales since 1996. Since then, she has sold scooters and power wheelchairs, rehab equipment for the disabled, home medical equipment and bariatric and patient handling equipment to dealers, nursing homes and hospitals. Before getting into healthcare, Janet spent 18 years in commercial real estate – 12 of those years as a commercial real estate writer and publicist. For nine of those 12 years, Janet had her own one-person agency, and represented some of the largest companies in the industry in New York and later Dallas. As a professional commercial real estate writer, Janet wrote for many national trade publications, including Business Facilities, Commercial Investment Real Estate Journal, the Journal of Property Management, Skylines, Stores, Units, Urban Land and World Property – both under her own byline and as a ghost writer for clients. Janet holds a B.A. in theatre from Adelphi University (the college she was told she'd never make because she didn't have the required grades or test scores), and a Masters degree in Urban Planning from New York University. Secrets of the Hidden Job Market: Change Your Thinking to Get the Job of Your Dreams is her first book.

n the good times, your organization probably doesn't worry about productivity quite as much. It's important but not necessarily crucial. After all, in the good times, your organization's cash flow is positive and, as a manager, you're probably more concerned with hiring and retention than with getting the most out of every worker and team. When times get tougher, however, productivity tends to become an overriding priority. Your organization has to get the most out of every resource, even while cutting nonessential costs. Maybe there are hiring freezes, maybe even layoffs. Very likely, there's intensified scrutiny of what's being produced and spent in every department, with the goal of making the whole organization both more efficient and effective. It's not sexy, just critical. So, it wasn't surprising to find that a majority (59%) of companies responding to a new Institute for Corporate Productivity (i4cp) survey reported that, compared with the previous year, their organization's "emphasis on improving employee productivity and efficiency" has increased, whereas only 4% said it had decreased. But awareness that you need to place greater emphasis on productivity is not the same as knowing exactly which productivity-enhancement practices are most effective. To learn more about such practices, the May 2008 survey, to which there were 305 respondents, asked questions about 16 factors that have the potential to raise productivity. Of those 16 factors, the five that were viewed as having the biggest impact on productivity were corporate culture, leadership, compensation and benefit programs, training and development, and performance management. These represent the collective and, perhaps, conventional wisdom on how best to boost productivity. We tried, through an analysis of the data, to discover the primary differences between average and highly productive companies. That is, we asked respondents three questions that provide an indication of their organization's productivity and then compared the responses of those organizations to the average responses of all organizations. The i4cp analysis found that the most productive organizations furthest outstripped the average ones in four areas: • The culture of the organization • Leadership • Employee engagement practices • Employee health/wellness programs Seventy-nine percent of the most productive organizations say that, to a high or very high degree, the cultures of their organizations help raise employee productivity. There's good news and bad news here. The good news is that every corporate culture is unique, so to the degree that an organization's culture helps raise worker productivity, it retains a unique advantage in this area. The bad news is that it's not easy to influence and benchmark cultures, making it difficult for aspiring companies to imitate "high-productivity cultures" in order to boost productivity. But there is one good place to begin any culture-change initiative, and that's with leadership. Seventy-six percent of highly productive companies said that, to a high or very high extent, leadership in their companies raises productivity (compared with 48% of all respondents). Therefore, leadership development programs that teach managers how to measure and boost productivity among their direct reports would seem to be an excellent strategy for companies to pursue. Read the full report online at www.totalpicture.com

Kenneth W. Gronbach is a nationally recognized expert on demographics and generational marketing. He frequently speaks to groups of marketing professionals and regularly counsels Fortune 500 corporations as well as large and small businesses across the United States. He is the author of a new book titled The Age Curve, How to Profit from the Coming Demographic Storm, published by AMACOM. Ken is the CEO of KCG Direct, a consulting firm specializing in direct marketing, growth management, and business turnaround, he joins us today from Haddam, Connecticut. According to Mr. Gronbach, for years, marketers have held on to unwavering beliefs that have dictated how they market to their consumers. But the hard truth is that the changes we see in marketing and business are based on one undeniable factor — the size of the generations we are selling to. As each generation ages, what they buy and how much they buy will change. Each product and service has a “best customer” that sustains a business. As these customers grow up, the smartest marketers will stay ahead of them — and their money. In The Age Curve:, How to Profit from the Demographic Storm Ken shows executives and entrepreneurs how to anticipate this wave of predictable demand and ride it to success. Based on comprehensive research, Gronbach reveals how our largest generations, the Baby Boomers and Generation Y, are redefining how we market and how businesses can anticipate their needs more effectively. Complete with entertaining examples of companies like Apple who have perfected their strategies for building a loyal customer base, as well as those who haven’t (Levi Strauss and Honda Motorcycle), this book will show readers: how to determine their best customers how successful companies are earning the loyalty of Generation Y and cultivating allegiance to their products for years to come why Generation X is a much less valuable market than any of us have been led to believe Both shocking and compelling, The Age Curve will change the way companies look at their customers and how they market to them. Questions Peter Clayton Asked Ken Gronbach Your book is based on a very straightforward premise: the changes we see in marketing and business are based on one undeniable factor—the size of the generations we are selling to. What do savvy careerists need to know? You started your career in the auto industry, and write extensively about it in your book. Has Detroit hit the perfect storm with $4+ gasoline? You write Generation Y offers a massive opportunity for marketers - is this just a numbers game? Gen Xers have been unfairly branded as unresponsive consumers and “slackers” (there are simply 11 percent fewer Gen Xers than Boomers) that’s 9 million less…and how this small group of young adults spurred the huge housing crisis and may seal the death of Social Security. Why has it been so hard for marketers to rap their brains around the fact that 9 million less of something does not equal more? You are CEO of KGC Direct, a consulting firm specializing in direct marketing, growth management, and business turnaround - who do you work with?

"If you don't understand what's happening in this new world and figure out ways to leverage all of these wonderful new things that are happening, there's going to be real problems ahead... This is a distributed world, my bet is on the little person in the garage." David S. Rose. David Rose is an entrepreneurial executive and investor with extensive experience in high technology and communications, angel investments, finance and government. During the course of his career, Mr. Rose has supervised the creation of an intellectual property portfolio of issued patents appraised at over $100 million and negotiated both domestic and international corporate acquisitions. Mr. Rose is Chairman of the Board of the New York Angels, the leading angel investment consortium in the New York region. Through his investment fund, Rose Tech Ventures, he provides capital and management expertise to promising early stage companies. On behalf of his own technology firms he has personally raised tens of millions of dollars in venture, strategic and institutional capital. With over two decades of hands-on experience in founding, managing and funding diverse companies, Mr. Rose is actively involved in mentoring and advising other entrepreneurs and corporate executives. Dubbed by BusinessWeek "The Pitch Coach" for his ability to help entrepreneurs perfect their fundraising skills, he was a Founding Member of the New York New Media Association and is a frequent guest speaker at graduate business schools including Harvard, Yale, Columbia and NYU. David's public coaching seminars in presentation skills, early stage investing and entrepreneurship are conducted under the auspices of the Liminal Group, where he is a member of the faculty and on the board of advisors. Liminal Group is a multi-platform leadership consultancy that provides consultants to corporations, coaches to prominent individuals, and advisors to governments. A native New Yorker, Mr. Rose has a BA from Yale and an MBA in Finance from Columbia Business School and is a graduate of the New York City public school system and Horace Mann High School. He is an Associate Fellow of Pierson College at Yale University, a member of the Entrepreneurship Advisory Board of Columbia Business School, a Lifetime Professional Member of the World Future Society, and an Advisory Board member of the Liminal Group. He is profiled in Marquis Who’s Who in America, Who’s Who in the World and Who’s Who in Business and Industry. In the interest of disclosure, Total Picture Media, the umbrella organization for Total Picture Radio, has been retained by the Liminal Group to produce and direct and number of their events and webinairs.

According to Omar Khan, "if you know the way forward, passion will amplify your energy, your commitment, your imagination. If you don't know how to proceed, it is passion that will drive you to find a way - to consult others, to prototype, to take risks, to be relentless in constructive ways." Welcome to a Leadership edition of Total Picture Radio with Peter Clayton. Omar Khan has lived in Pakistan, Germany, the US, UK, Kuwait, Saudi Arabia, the Netherlands, Japan, Dubai, Singapore and Sri Lanka. His father was an Ambassador for Pakistan, and he was educated both at Oxford University and then Stanford Law School. He was one of the early pioneers of Transformational Learning in the US and worked with some of the original research team that developed Neuro-Linguistic Programming (NLP). He founded Sensei International, which focuses on improving the quality of business through leadership. The company helps senior leaders boost performance and profits through emotional engagement with each other and their work. Omar's latest book is titled Liberating Passion, How the worlds best Global Leaders Produce Winning Results, published by John Wiley & Sons. Omar calls passion the "leadership software extraordinaire."

Epic Living was founded by Eric in 2005 and was born out of a vision to change the lives of those working in corporate America. Eric's experience is as varied as pastoral speaking and workshop processes, to host/master of ceremony duties. He is an idea spreader of the highest form. All communications (speaking, writing or guiding) are specific portals for spreading the ideas of awakening and higher performance in corporate America. To further expand his idea reach, Eric authored the book Waking Up In Corporate America: The Seven Secrets That Opened My Eyes in January of 2008. The book is a field guide for those navigating a career in corporate America. The book unlocks seven secrets that Eric learned, experienced and taught over a 15 + year career.

Welcome to a Big Picture edition of Total Picture Radio with Peter Clayton. Kevin Klowden is a Managing Economist at the Milken Institute. His research focuses on the roles played in regional economics by demographic and spatial factors including distribution of resources, business locations and movement of labor, and how these factors are affected by and interact with public policy. Kevin participated in the recent Milken Institute report which lists Massachusetts as being in "the best position of any state to achieve high-quality economic growth thanks to its vast array of technology and science assets." According to the report, regional competition for technology industries has increased since the last release of the Index in 2004. Not only are states vying with each other for human capital and resources, but countries like China and India are increasing the competition on a global level. Questions Peter Clayton asked Kevin Klowden Tell us about the 2008 State Technology and Science Index What factors - or indicators do you look at when developing your report? How many years has the Milken Institute conducted this survey? What trends can you tell us about? Who, besides MA is investing in high-tech projects? What states are at the bottom of the ranking? Can you put any ROI figures to the investments the states are making in this area? Quoting from your report: “The future will belong to those regions that can develop a thriving technology industry in a wide variety of fast-growing fields including biotech, clean technology, nanotechnology, communications and next-generation computer applications.” Can you give us any examples of specific projects that illustrate this? What is your economic outlook for the rest of 2008 here in the US? I want to spend a few minutes discussing another report you’re the lead author on - having to do with the Writer’s strike last year. What’s been the economic impact in California? One of the key issues of the strike was the growing importance of digital media. Innovations in distribution, on-line advertising, -- where do you see this going over the next few years? Where do you see employment opportunities in the entertainment industry? Is it all becoming software dominated? Do you think there will be a SAG strike? Excerpt from the Milken Institute Report: Massachusetts, which just passed a $1-billion life sciences bill to invest in high-tech infrastructure and research and development over the next 10 years, is in the best position of any state to achieve high-quality economic growth thanks to its vast array of technology and science assets, a new Milken Institute study shows. At the same time, the post-9/11 decrease in international graduate students and flat or decreased federal funding for research and development are applying negative pressure to states that are not making serious investments to build and retain these 21st century industries. "States that have a vision and a plan for building and retaining high-wage jobs and viable industries are finding ways to invest in their science and technology assets,” said Ross DeVol, director of Regional Economics at the Milken Institute, and lead author of the study. "The changes in this year’s Index give a good measure of who is ahead in the increasing competition for scarce human capital and other resources needed for a successful industry." The states in the best position to succeed in the technology-led information age are (with 2004 rankings): 1) Massachusetts (1) 2) Maryland (4) 3) Colorado (3) 4) California (2) 5) Washington (6) 6) Virginia (5) 7) Connecticut (10) 8) Utah (9) 9) New Hampshire (12) 10) Rhode Island (11)

This week, Holly Thompson, Senior Researcher with i4cp, joins Peter Clayton. "The Economist found that among 600 chief executive officers of multinationals, a shortage of qualified staff ranked highest of all business concerns in China" In recent years, finding and financing the right talent has become as much a matter of geography as of costs. Therefore, it makes sense that companies have flocked to China to set up shop and take advantage of the massive working-age population and low wages. What a surprise it was to find, then, on a recent study tour of Beijing, Shanghai and Guangzhou, that every HR or general manager I interviewed was dealing with talent shortages. Many of these businesses were being forced to rethink their growth strategies - not because of souring economic conditions or a lagging product demand - but because they can't find the talent they need.

Kevin and Jackie Freiberg. And here's the good part. You don't have to crash cars, shoot the wings off of flies, jump out of the window of your office building, or jump off of trains traveling 500 miles an hour in slow motion. Nope. All you gotta do is invest a little time to listen to this interview and buy a book: Boom! 7 Choices for Blowing the Doors Off Business-as-Usual! challenges you to raise your game by unleashing your most powerful resource: The Freedom To Choose! Boom! is an invitation to join a revolution of people who refuse to be victims and choose to take charge of their lives at work! According to Kevin, you can become a person who is truly indispensable to your family, to your business and to the world at large-or you can be a person who is hardly missed. Its your choice! Premise of Boom! In front of you are seven choices waiting to be made. Whether you are the leader or those being lead, these choices will determine the quality of your life and the significance of your contribution to the world in which you work. In BOOM the Freiberg's have distilled 20 years of collective wisdom into 7 essential choices that cause culture, service, success, and business to BOOM Choice #1: Be a Player Choice #2: Be Accountable Choice #3: Choose Service Over Self-Interest Choice #4: Focus Forward Choice #5: Play to Your Genius Choice #6: Get It Done Choice #7: Risk More - Gain More These 7 choices are your wake-up call to freedom, and it's your invitation to create a community of like-minded people who - together - will create organizations that can blow the doors off business as usual and cure the Dead People Working syndrome Dr. Freiberg will help you discover the choices for creating a culture of commitment in a world where accountability wins. These choices will determine whether you become a person of influence who is truly indispensable or one who is hardly missed. Bottom line: a great culture is about great people throughout an organization who are inspired and absolutely convinced that the success of an organization is the will of the people as much as it is the will of the CEO. Everyone can, and should, make a difference within an organization.

How LOOKS Determine Career Success Unsettling Facts About the Impact of PA in the Workplace Exceptionally good-looking people are more likely to get hired for just about any position when competing against averaging-looking candidates with the same qualifications, scores of scientific studies show. Hiring-the-handsome is a routine practice among even seasoned HR pros who sincerely believe they are able to ignore such superficialities as an applicant's PA. That's because they think the person with high PA is actually better qualified or, if not, will nevertheless turn into a better employee. Physically attractive men and women tend to have higher-level, higher-paying positions than their unattractive counterparts. How much more do good looks pay? Evidence from studies conducted in the United States, Canada, and China suggests that employees with high PA enjoy earnings of between 7.5 and 15 percent more than their average-looking peers. Height shapes the way organizations invest in leadership, especially for men. Perceived as more effective, tall men enjoy a commanding edge on performance ratings and promotions over their short peers. Tall men also tend to earn higher incomes. According to one study, every inch over average (which for an adult male American is a bit over 5' 9") means an annual paycheck bonus of some $789. The relationship between height and earning power was especially strong in sales and management, but also found its way into less social occupations such as engineering, accounting, and computer programming. Beauty often works against women seeking a job associated with masculine qualities like strength, endurance, and calm under pressure. Researchers at Rice University found that while men were the first choice for jobs like driving a tow truck or operating a switchboard, beautiful women never won when the competition was female and less attractive. They also found that when it comes to PA, bias is in the eye of the beholder. While male employers are usually eager to hire a beautiful woman for a job that depends on face-to-face contact with clients, from receptionist to dietician, female employers are usually reluctant. What's more, women with high PA who persist, overcome the perceptions against them, and reach high-level management are more likely to have their success attributed to luck than to ability. Hiring highly attractive people tends to attract success and boost the bottom line. For example, in a study of 289 Dutch ad agencies, firms boasting better-looking management were consistently more productive and averaged more per year in billing revenue. Researchers calculated that good-looking execs created significantly more income than they cost their companies in higher wages. Adapted from LOOKS: Why They Matter More Than You Ever Imagined by Gordon L. Patzer, Ph.D. (AMACOM 2008).

Chris Russell - Background Chris Russell is a nine year veteran of the online job board industry. In 1999 he founded the regional job board network under the name AllCountyJobs.com LLC which he still manages today. The idea for Jobs in Pods stems from his experience in blogging and podcasting from the past two years. He recognized that these new media tools represented the future of online recruiting and publicity. With a belief that “Recruiting is marketing“, Chris decided to bring these web 2.0 technologies into recruitment advertising by combining a blog with jobs and podcasts. The result is a truly unique and memorable way for a company to advertise their jobs and promote their employer brand using this ‘internet radio on demand‘ concept. It is the only such service of its kind. As the iPod generation of job seekers graduate into the job market, companies will need to communicate with them much differently than they did previous generations. The young, tech savvy, on demand worker of today expects different things from his/her employer. So they need to be spoken to in ways they can relate to. They are comfortable with podcasting and blogs. They are ready for recruiting with Jobs in Pods. Chris is also the founder of Jobboarders, a social network for job board professionals. He has also been named to the 2007 40 Under 40 Awards by the Fairfield County Business Journal. In 2006 he was also awarded the HR Vendor of the Year Award by the Southern Connecticut chapter of SHRM.

High-Quality TV Meets the Long Tail Will niche TV programming on the Internet disintermediate traditional cable? Welcome to a Cool Careerists edition of Total Picture Radio with Peter Clayton. Joining us is Jim Louderback the CEO of Revision3, an internet television network focused on developing high-quality nonfiction programming for the on-demand generation. Jim is the former Senior Vice President and Editor-in- Chief of Ziff Davis' Consumer Tech Division, which includes PC Magazine, PCMag.com, Gearlog.com, ExtremeTech, DL.TV, and Cranky Geeks. We met Jim at the mediabistro Circus, where he participated in a panel discussion with Dina Kaplan from blip.tv and Robert Scoble, Managing director of Fast Company TV. Here's the discription from the mediabistro Circus program: "Online video is one of the most powerful tools that can be used to tell a story, build a brand and engage an audience; but producing an effective video is more than a camera and an editing program. Guest speakers in this session will discuss where the future of internet video is headed, why including video into your strategy makes sense and the very different ways to make the most of this technology platform." Questions Peter Clayton asked Jim Louderback Tell us about Revision3. What kind of shows do you air? Who are your sponsors? Where did the funding for Revision3 come from? What's your background? We met at the mediabistro Circus a couple of weeks ago. What was your take-away from the event? Revision3 uses BitTorrent as the backbone for distributing your content? Which of course, brings us to the DoS attack you experienced over Memorial Day weekend that crashed your servers. What happened? Why would ArtistsDirect, AKA MediaDefender be trying to put Revision3 out of business? What are you doing about it? Any new shows on the horizon? Is Revision3 hiring? Jim Louderback - Background Jim Louderback joined Revision3 as the CEO in July 2007. Jim has spent 16 years in various media and technology management roles, including leading editorial and lab efforts for PC Week, and being on the launch team for ZDTV/TechTV - the first 24 hour cable network devoted to technology. He most recently served as senior vice president and editorial director for Ziff Davis Media's Consumer group, along with being Editor in Chief of PC magazine. Prior to jumping into the media world, Jim built computer systems for Fortune 500 companies, managed the ticketing and ground operations for regional airlines, and attended various institutions of higher learning in the Northeast. He has a Math degree from UVM, and an MBA from NYU's Stern School, but don't hold that against him. When he's not working, Jim likes sailing, biking, hiking and travel -- occasionally simultaneously. About Revision3 Revision3 is the first media company that gets it, born from the Internet, on-demand generation. Unlike aggregators, mash-ups, and user-generated video sites, Revision3 is an actual TV network for the web, creating and producing its own original, broadcast quality shows. The company was founded in 2005 by technology visionaries Kevin Rose, Jay Adelson, Dan Huard, Ron Gorodetzky, and David Prager, because they couldn't find anything they wanted to watch on traditional television, and is now led by Internet TV pioneer Jim Louderback.

Make Your Message Memorable "If you want to change the world, improve your business, or get ahead in the workplace, the first step is mastering these simple secrets". - Carmine Gallo Regardless of what you do or what your position, influence is an important and powerful key to achieving professional success and getting what you want from life. In Carmine Gallo’s new book, Fire Them Up! : 7 Simple Secrets to: Inspire Colleagues, Customers, and Clients; Sell Yourself, Your Vision, and Your Values; Communicate with Charisma and Confidence he reveals seven simple, profound secrets for using your vision and your values to motivate and influence the people you work with, live with, or share a community with. According to Carmine, "extraordinary entrepreneurs and business professionals credit their communication skills for much of their success, and each is fueled by a passionate commitment to their service, product, company, or cause. Passion separates the world's top pitchmen from the vast majority of mediocre presenters. Without passion, you will fail to motivate, inspire, and electrify your audiences.""...whether you're pitching or promoting a service, product, company, or cause, how you craft and deliver your message could mean the difference between making the sale or being shown the door. Some people are simply better than others at articulating their message." Author Carmine Gallo is a communications coach for some of the world's biggest and best companies, helping business leaders become more effective at motivating and influencing others. Now, through his own long experience and those of top business leaders, he shows you how to master the seven simple secrets of influence: • Ignite your own enthusiasm • Navigate the way to success with a consistent, memorable vision • Sell the benefit by putting your listeners first • Paint a picture with powerful, memorable, actionable stories • Invite participation by asking for input and dealing with objections • Reinforce an optimistic outlook by becoming a beacon of hope • Encourage people to reach their potential by praising and investing in them These seven secrets are distilled from the wisdom of leaders, entrepreneurs, and visionaries from different backgrounds, generations, and industries. Together, they are all the tools you need to transform yourself into an extraordinary, electrifying, and enthusiastic leader who communicates with power, passion, confidence, and charisma.

Welcome to a Leadership Edition of Total Picture Radio with Peter Clayton reporting. Jim Champy revolutionized business with his internationally best selling book Reengineering the Corporation, which sold over 3 million copies. His latest book is titled: Outsmart! How To Do What Your Competitors Can't published by the Financial Times Press. This concise, fast-paced book shows how you can achieve breakthrough growth by consistently outsmarting your competition. Drawing on the strategies of today's "high velocity" companies, he identifies six powerful new ways to compete in even the toughest marketplace. Mr. Champy is Chairman of Perot Systems' consulting practice, where he provides strategic guidance to the company's team of business and management consultants. He is recognized throughout the world for his work on leadership and management issues and on organizational change and business reengineering. Questions Peter Clayton asked Jim Champy I think your new book is very timely given the challenges most companies are dealing with - from financial services to the airlines to the auto companies - there's a lot of turmoil. How can you inspire growth and innovation when many companies are focused on survival? Reading from your press kit: Champy reveals the surprising, counterintuitive lessons learned by companies that have achieved super-high growth for at least three straight years. Drawing on the strategies of some of today's best "high velocity" companies, he identifies eight powerful ways to compete in even the roughest marketplace." So let's discuss some of these because "rughest marketplace is how many executives would describe what they're facing... Seeing what others don't Using all you know Changing your frame of reference Thinking outside the bubble, not the box Tapping others' successes Creating order out of chaos Simplifying complexity Doing everything yourself In your new book you identify nine companies with exceptional growth rates. How did you go about selecting the companies you profile? You contrast the "smartest" companies with "incumbent" companies. What are the "incumbents?" What did you learn about discovering an unmet customer need? In that case, how important is technology in achieving high growth. Are there certain industries that offer more opportunity for high growth? What are the common characteristics of the companies you profile in Outsmart? Of the 9 companies you profiled, do you have a favorite story? This is the first in a series of new books FT is publishing?

Questions Peter Clayton asked Anne Linberg: Quoting from your article: corporations are displaying "an increasing recognition that religion is the next big issue to deal with in terms of the diversity field and an increasing recognition that they need to be given tools for handling it" Can you give us some perspective from your research? How common is religious worship in the workplace? Is the expression of religious faith at work protected by law? When is religion in the workplace illegal? Are companies trying to accommodate different religious groups? In 2001, the Ford Motor Company started the Ford Interfaith Network, an organization for employees that has members in eight major religions, including Hinduism and Buddhism. Has this kind of practice become commonplace in large organizations? Muslims in particular, have been discriminated against in the US in the post 9-11- especially those who wear turbans. What kind of impact does religious beliefs that require specific clothing, or other outward appearances have in the workplace? Should you tell colleagues how you feel about their religious practices at work? What if you're religious and the behavior of nonreligious colleagues offends you? Can you do anything about it? What advice would you give HR mangers dealing with these issues. What resources did you find that can assist with issues around religion in the workplace?

"'How do we sleep while our beds are burning?'" That is part of the chorus from a song released twenty years ago by the amazing Australian band Midnight Oil. Today, it could serve as the clarion call for public education." James Daly Our educational system faces some of the toughest challenges it has met since America's first public school opened in Boston in 1635. Nearly 40 percent of students entering high school fail to graduate on time. More than 7,000 kids drop out of high school every day. Almost half of all beginning teachers leave the profession within five years. If that isn't exhausting enough, the No Child Left Behind Act has many educators feeling trapped in a test-driven system that stifles the individuality integral to great teaching. Here's more: In our great but bedraggled state of California, where our editorial offices are based, we have an action-hero governor who has proposed cutting $4.5 billion from the state education budget (and this after declaring 2008 "The Year of Education.") The governor has also proposed cutting funding for programs like special education, child nutrition, and before-school and after-school programs. I live in the town of Alameda. In order to submit a balanced budget -- as required by state law -- the Alameda Unified School District has proposed cutting $4.5 million over the next two years. This will be done by eliminating high school sports, Advanced Placement programs, middle school guidance counselors, the jobs of several dozen teachers, and music for grades 1-3 -- as well as closing elementary, middle, and high schools. Multiply that by hundreds of communities across the state. California is the state where 13 percent of the country's kids go to school. It's the largest public education system in the United States, and it's about to get pushed off a cliff. What does this fate foretell for the rest of the country? I believe that if we don't get our public education system in order, this country will disappear as an economic powerhouse within a decade. You're already starting to see that on multiple fronts. We're in a vortex, and it's spiraling down. But there's hope. Each day, hundreds of thousands of educators fight the good fight, battling intractable bureaucracies with intellectual and technical innovation designed to create great schools and inspired students. These educators have awakened to two simple facts: The feds can't save them, and the state -- as has been proven time and again -- will abandon them. Only through a grassroots holistic effort of local improvement can America's educational system be repaired. That's where we, at Edutopia, hope to help. Our main goal is to help the desperately needed campaign of local school improvement flourish. That ideal is best summated in our new tagline: What Works in Public Education. Good educators are passionate about what they do. They are drawn to teaching not for the need to make money but with the indescribable desire to take the nurturing gene we have in our head and apply it to the common good. They're there to educate minds and perhaps inspire lives. We, too, want to be part of the solution rather than sink into the quicksand of the problem. That's why we have an increased emphasis on workable solutions for average educators and administrators in typical budget-crunched classrooms and school districts. We want to remind educators why they got into the profession, and we hope this increased focus on what works is both inspiring and useful. Our schools are going to change more in the next ten years than they have in the last hundred. Everyone reading these words will be part of that change. Get ready.

According to their web site, "Glassdoor.com is a career and workplace community where anyone can find and anonymously share real-time reviews, ratings and salary details about specific jobs for specific employers all for free. Glassdoor was born to deliver new transparency to an incredibly important part of our lives — our work.” Joining us today on Total Picture Radio is Robert Hohman, co-founder and chief executive officer of Glassdoor.com and member of the company's board of directors. Before creating Glassdoor, he was most recently president of Hotwire, a leading discount travel site and division of Expedia. Questions Peter Clayton asked Robert Hohman Tell us the back-story to glassdoor. Your friend, Rich Barton, - of Expedia and Zillow.com fame - is part of the start-up - You became friends with Rich at Expedia? As we know a big criticism of the blogosphere is accuracy. How do you know the information people are submitting is accurate? Okay, Mr. Hohman, what you've created here is a web site where dissatisfied employees can go to vent or get revenge on their boss. Happy employees wouldn’t bother. So your statistics are obviously biased. You’ve had lots of press -- WSJ, TechCrunch, Gigaom, Forbes, in an article titled "Workplace porn" -- and on your blog you’ve mentioned the deluge of submissions you’ve received. Give us some data points. I can't imagine the HR departments at major companies are thrilled by this new level of transparency. How do you convince them this is a good idea? So, the deal is: I'll share my salary information with you and then you’ll share what you’ve learned with me. Two questions - One: How do protect my privacy? Two: "Well guess what Bob, I just got laid-off from xyz corp so I've got nothing to share, but I would love to have access to your site." Someone posed this on Wired: I work for a small enough company I'm the only one with my title. Disclosing my salary is against policy. Therefore I cannot use this site without jeopardizing my employment. I think a number of companies have employment contracts that forbid employees to discuss their compensation. What can they do? What has surprised you so far? How are you going to make money? Do you think glassdoor.com will have as much value outside of major metro areas and large corporations? What would you like to add to the discussion?

Just a few topics from Penelope's popular blog: 10 tips for time management in a multitasking world - 5 steps to taming materialism, from an accidental expert - Blogging essential for a good career - How much money do you need to be happy? Hint: Your sex life matters more. And here's a sample of a recent post titled: The hardest part of my job is that everyone lies about parenting "Take a look at the spread in People magazine of Jennifer Lopez and her one-month-old twins. The photos are so elegant that at first I thought it was a parody. But in fact, it is mommy porn: the visual fantasy of what being a working mom could be." Saturday, 14 June 2008 Brazen Careerist Podcast - Penelope is Back The Brazen Careerist joins us for another truth-telling session. Penelope Trunk Penelope is in the jet stream of career advice, soaring miles above the constant noise of useless, outdated information and self-styled career experts. Just a few topics from Penelope's popular blog: 10 tips for time management in a multitasking world - 5 steps to taming materialism, from an accidental expert - Blogging essential for a good career - How much money do you need to be happy? Hint: Your sex life matters more. And here's a sample of a recent post titled: The hardest part of my job is that everyone lies about parenting "Take a look at the spread in People magazine of Jennifer Lopez and her one-month-old twins. The photos are so elegant that at first I thought it was a parody. But in fact, it is mommy porn: the visual fantasy of what being a working mom could be.""People blogging about their careers are the top performers" - Our exclusive interview with Penelope Trunk will air Monday, June 16th. Stay Tuned! Technorati Tags: Penelope Trunk, The Brazen Careerist, career podcast, career transition, blog writing, Peter Clayton, Total Picture Radio Penelope Trunk Biography Penelope Trunk writes career advice for a new generation of workers. She explains why old advice - like pay your dues, climb the ladder, and don't have gaps in your resume - is outdated and irrelevant in today's workplace. She has a reputation for giving advice that is counterintuitive but effective, like take long lunches, ignore people who steal your ideas, and stop vying for a promotion. Trunk is known for test-driving her advice before spewing it. Her own career choices have been featured by TIME magazine and the London Guardian as examples of the new issues people face at work today. Both the New York Times and Business Week cited Trunk's writing as especially in tune with this new workplace. In her personal life, Trunk routinely (often awkwardly) demonstrates buzzwords before they buzz, like the quarterlife crisis, portfolio career, and shared-care parenting. Trunk spent ten years as a marketing executive in the software industry and then she founded two companies of her own. She has endured an IPO, a merger and a bankruptcy. Prior to that she was a professional beach volleyball player. Trunk started writing business advice when Fortune magazine published an open call for a woman to write about her own life as an executive. Trunk auditioned with a piece about her brother's stupid Internet ideas, and a piece about her boss's sex appeal, and she won the job. Today, she is a columnist at Yahoo Finance and the Boston Globe, and her syndicated column runs in more than 200 publications worldwide. Trunk is also a popular public speaker. This is true, but not massively true. For example, where she has spoken, she has been popular, but she does not speak all the time. That said, as a career advisor, Trunk realizes that a bio is not so much factual as aspirational, and she feels compelled to put an aspirational paragraph in her own bio. Otherwise, how can she advise other people on setting goals for themselves that are a bit of a reach?

Here's what one reviewer on Amazon.com had to say about Julie's books. "I was a big fan of Julie Jansen's after reading her first book, "I Don't Know What I Want, But I Know It's Not This." In fact, reading that book at an important juncture in my life helped successfully propel me forward to go back to school for my MFA and to reignite my passion for writing. So I just had to read "You Want Me to Work with Who?" when it came out. There is a real longevity value to this book. It's not trendy or too "today." I think the advice given will apply ten years from now, and I also think it can be applied to a lot of different situations (not just "the office" - in fact, I thought about how helpful this book can be for everything from going back for an MBA or joining the PTO - situations that attract very different personalities!) What I love most about Julie's books are that there is a depth to them. The experience is not just about reading words, but you have the opportunity to do exercises that let you look inside yourself and how the concepts she writes about apply to you and your situations - while giving realistic advice about what to do." Questions Peter Clayton Asked Julie Jansen You travel and speak to groups all over the country. What's the buzz? So you're a career coach, speaker, author -- what's your background? What kind of coaching do you do? Are you normally hired by a company to coach an individual? I'd like to spend some time discussing the Keys to a Stress-Free, Satisfying and Successful Work Life...No Matter Who You Work With because as we all know, people don't leave companies, they leave bosses and managers that make their lives miserable. So here's the question... my boss is a toxic, obnoxious jerk - what can I do? What are some strategies for adjusting to a new boss that you're not comfortable with? One of the 11 keys you discuss in your book is humor - which, let's face it, can be a wonderful antidote for stress - but can also get you in a whole lot of trouble. So how can you effectively use humor at work? Another key - which is become essential - is flexibility. Change is happening so rapidly that people really need to see change as a good thing. Am I right? What advice to you give someone who walks into work one day and is introduced to their new boss - whose 10 or 15 years younger? Let's talk about your first book, published in 2003 -- In I Don't Know What I Want, But I Know It's Not This, If you were writing this book today, would you change anything? One of the very typical situations you write about: Bored and Plateaued - what are some strategies? Been There Done That, But Still Need to Earn - with the job market tightening up - many people are grateful to have a job and a paycheck? What are some strategies for conducting an active job search if you're currently employed? I'm sure you get many questions like this: "I've been looking for a new job for 8 months and I've only had 2 interviews. I've sent out 100's of resumes and responded to 100's of job board listing and never heard back from anyone.”

At one point, having a coach carried a stigma because it was more frequently directed at problem employees. Now it's more likely to be a sign that you're on the fast track and that your organization is serious about raising performance levels and developing talent, according to an extensive global study commissioned by the American Management Association (AMA) and conducted by i4cp. Total Picture Radio has formed a strategic alliance with i4cp, the Institute for Corporate Productivity, allowing us to publish on our site the complete research report in their weekly TrendWatcher initiative. Each week, we will record an interview with the lead author of the article, to get insider information on the topic. The TrendWatcher series on Total Picture Radio examines the business and social trends that are likely to influence the future of work. Questions Peter Clayton asked Mary Key: What Really Works When It Comes to Coaching is the title of your TrendWatcher report. Give us the background on this study. How many of the companies responding to your survey use coaching? Is this trending up, or down? How did the i4cp study define coaching? How do large organizations find coaches? How do companies measure the success of their coaching initiatives? As Marshall Goldsmith discussed when I spoke with him for the AMA webcast, there are many different types of coaches – organizational coaches, strategy coaches, life coaches, coaches with expertise in organizational change and leadership development… what types of coaches do large companies most often employ? What is the average duration of a coaching assignment? One of the stats in the i4cp/AMA study on coaching, sites global competition as a factor in the increased use of coaching. Can you talk about this trend? One thing Jay talked about in the AMA webcast was Gen Y expected to have coaches, seeing this as a benefit. Can you expand on this? When you did your research, did you find that coaching programs are mentioned when organizations are trying to recruit high-potential candidates? Another of the interesting stats in your AMA study found that the criteria used in hiring coaches had business experience rated 1st, recommendations 2nd – and at the very bottom of the list – Ph.D. As someone with a Ph.D, does this surprise you? Mary, we all know that senior management has to be supportive of coaching initiatives – if someone is interested in working for a company, what’s the best way to find out if they utilize coaches? When looking at the effectiveness of coaching, did the study find a difference between internal vs external coaches? What has been your experience as an executive coach? Do you think coaching can help build leadership skills?

Questions Peter Clayton asked Neale Godfrey: Give us the back story on the Life, Inc project. Is this a case of companies like Deloitte looking 5-10 years out and not seeing a talent pipeline? How have teachers reacted to the Life Inc program? How about the students? How is Deloitte distributing these materials to the schools? I haven’t seen many shows on TV that glamorize the accounting profession, have you? What were some of the challenges you faced in developing Life, Inc? A highlight of the program is its “Virtual Role Models,” experienced workers who provide a look back on their careers paths and development. How have students reacted to this? Tell us about the interactive component - the online part of Life, Inc. Do you have a favorite story about Life, Inc you would like to share with us? About Neale S. Godfrey: Neale S. Godfrey is an acknowledged expert on family and children's finances. She has been in the financial field for over 30 years. She began her career as one of the first female executives at The Chase Manhattan Bank. She then became the President of The First Women's Bank and founder of The First Children's Bank. That started the conversation about children and money in the United States. Neale formed Children's Financial Network, Inc to promote the mission of education for children and their parents. She has authored 16 books dealing with money, life skills and values. Neale S. Godfrey is an acknowledged expert on family and children's finances. She has been in the financial field for over 30 years. Early in her career, Neale became one of the first female executives at The Chase Manhattan Bank in 1972. Later, she became the President of The First Women's Bank and Founder of The First Children's Bank. In 1989, Neale formed her own company, Children's Financial Network, Inc., whose mission is to educate children-and their parents-about money. In August 2006, Neale revised and updated her #1 New York Times Best Seller, Money Doesn't Grow on Trees: A Parent's Guide to Raising Financially Responsible Children. Neale's latest book is LIFE, INC: The Ultimate Career Guide for Young People. She is the author of 16 books that deal with money, life skills, and value issues. She developed money curriculum for children, The One and Only Common Sense/Cents Series, and a CD-ROM, Money Town, both created for children grades K-9. Neale empowers women to take charge of their financial lives and has authored two books on that topic: Mom, Inc: Taking Your Work Skills Home and Making Change: A Women's Guide to Designing her Financial Future. She has served as a national spokesperson for such companies as: Aetna, Microsoft, Coca-Cola, Fidelity, Quaker Oats, Nuveen, and AOL-Time Warner. She is a professional speaker for both domestic and international audiences. Neale often appears as a financial expert for television on programs like The Oprah Winfrey Show, Good Morning America, The Today Show, CNBC, CNN, CNN-fn, etc. She also starred in the PBS special, Your Money, Your Children, Your Life. Neale has been honored with awards such as "Woman of the Year", "Banker of the Year", "Child Advocate of the Year", and received the first "Femme Award" from the United Nations Agency for International Women's Rights (UNIFEM). Despite these achievements, what her kids really think is cool is that she was a "question" on both Jeopardy and in the New York Times crossword puzzle! She has also served on a White House Task Force and a Governor's Task Force as well as on the Boards of Directors of The New York Board of Trade, UNICEF, University of Charleston, and YPO. Currently, she is on the board of directors of UNIFEM, Morris County NJ Chamber of Commerce, and the Advisory Board of Girls, Inc.

According to Barry, if we let go of whatever the last result was - we can actually Bounce! We can learn what - if any thing - from the last success or failure and get ready by bouncing to the next decision that we have to make. Any success or failure is just a part of the entire business lifecycle. Individually, a particular result or outcome actually means nothing. No event will guarantee the same result in the future. By learning to bounce through this repetitive process of “success and failure, failure and success”, you will develop a resiliency that will lead to the true business confidence that ultimately determines which ones of us succeed. Bounce! is about developing confidence, but not just any sort of confidence. It's about developing the kind of true business confidence that prepares you for both failure and success. But this is not a book about coming back from failure. Comeback books have been written many times before. The comeback is romanticized in society and totally overrated. In Bounce!, you'll learn about accepting failure as a normal part of the process even when there isn't something to learn from it. Failure that offers no real learning value jolts the business belief system. In Bounce!, entrepreneur and business owner Barry Moltz explains that both success and failure are simply outcomes in the normal life cycle of business—a life cycle in which overall process matters far more than any single event or outcome. Great businesses are those that develop the resiliency to bounce through these cycles to succeed over the long term. Using a blend of personal experience and firsthand interviews with business leaders, Moltz shares the practical tools and techniques that every business needs to survive the cycle of ups and downs. In Bounce!, you'll learn the "building bands" for true business confidence, including: More importantly, it allows each of us to have passion and enthusiasm regardless of where we are in the cycle. It allows us to get ready our next great success! Questions Peter Clayton asked Barry Moltz: What’s the back-story to Bounce? How many businesses have you started? Has any of your businesses failed? Have you ever been fired? - What did you learn from the experience? What did you learn at IBM? In your chapter, Failure provides choices, you write; “I believe to get to Yes, I have to get to no with the prospect to find out whether they represent a real opportunity.” Can you elaborate on this concept? Bounce! is about developing confidence—and not just any sort of confidence. It is about developing the kind of true business confidence that always gets you ready for your next great success. In your promotional material for the book you state: But this is not a book about coming back from failure. Comeback books have been written many times before. The comeback is romanticized in society and totally overrated.

David and Keven want to do a "beta test" of their job-search training with a live audience before they start a national radio campaign later this summer. So they would likeyou to join them for special, one-time *only* teleseminar on Wednesday, June 11, 2008 -- at NO cost. But you better be serious. Wimps and slackers need not apply. During this content-packed call, you will discover: How to create a "feeding frenzy" among employers who want to hire you (this worked in a city with 65% unemployment -- it can work for you, no matter WHERE you live!) Extreme Networking Secrets you can use to "recruit yourself" into your next job (revealed by a recruiter)! The "spooky" way to program your subconscious mind to look for jobs while you sleep! How to meet ANYBODY on LinkedIn.com, even busy Venture Capitalists! According to David and Kevin, they've put together some of the best of their "451 Guerrilla Job Search secrets" About David Perry Source: Perry-Martel Web site A professional executive recruiter for 20 years, Perry is the Human Resource Policy Advisor to one of North America's largest technology associations CATAAlliance. David is a veteran of more than 973 executive search projects, and has negotiated more than $172 million in salaries. He is frequently quoted on trends and issues regarding executive search, recruiting and HR in leading business publications including The Wall Street Journal, IT World, EETimes, NetWork World, HR Today, and Venture Wire. He appears regularly as an executive search and labor market analyst for CBC News World. He is the author (with Jay Conrad Levinson) of Guerrilla Marketing for Job Hunters. About Kevin Donlin Kevin Donlin is Creator of TheSimpleJobSearch.com. Since 1996, he has provided job-search help to more than 11,000 people. Author of 3 books, Kevin has been interviewed by USA Today, The New York Times, CBS Radio and others. His free report, The Simple Job Search Manifesto, is found here. Kevin is the career columnist for the Minneapolis Star Tribune.

The Arbita-JobMachine.net Merger "We're brothers of a different mother," - Shally Steckerl Welcome to an Inside Recruiting edition of Total Picture Radio with Peter Clayton. Don Ramer’s commitment to recruitment spans over 30 years. Back in the early 90’s driven by his vision of the relationship between proactive recruiting and the up-and-coming universe of online job boards, Don created the concept of a central marketplace that would streamline HR professionals’ connection to many vendors. In 1996 he and his partners launched RecruitUSA, Inc. and have since helped define web recruiting for many of the world’s premier employers through partnerships and knowledge management. Today, RecruitUSA is called Arbita, and recently, Arbita, and JobMachine, (owned by our friend Shally Steckerl), announced the companies were merging - We’re delighted to have with us Arbita’s founder and CEO, Don Ramer for an exclusive interview on the merger between Arbita and JobMachine. Questions Peter Clayton asked Don Ramer: Tell us about Arbita - how does the company relate to your vision of a streamlined marketplace for recruiters? Can you expand somewhat on the services Arbita provides its clients? Do you work mainly with Fortune 500 companies? So Shally has referred to your business partnership as “brothers of a different mother,” and you’ve referred to it as “two magnetic poles.” What is it and how will it benefit both of your organizations? Will the JobMachine brand still exist? Don what’s your sense of the job market right now? Are there any skills that are still in high demand? I’m sure you’ve heard the standard job seekers complaints about the resume black hole - they submit - and wait - and hear nothing - or spend hours filling out these frustrating cookie-cutter ATS forms - and hear nothing. Is the recruiting industry doing anything to make this more human? Do you think more companies are starting to view recruiting more strategically than transactionally - you know, the "we need to put a body in a chair" mentality.

Seventy percent of product recalls in 2007 involved Chinese-produced goods - including hazardous toys, tires, toothpaste, food and medical supplies and equipment - costing companies tens of billions worldwide (Edmund, 2008). Expansion of Chinese imports to the U.S. has helped create this scenario. From 2001 to 2005 alone, the volume of imports from China grew 30% annually, so that today Chinese goods comprise 40% of all U.S. consumer imports ("The Last," 2007; Qi, 2006). China's supply-chain quality lapses do not appear to be a critical factor in growth strategies, however. According to some quality professionals, the store of cheap Chinese labor and raw materials will continue fueling expansion of foreign investment in the nation's manufacturing sector, keeping exports from China robust. A significant two-thirds of 446 U.S. executives surveyed by Deloitte (2007) said they expect their organizations to establish or expand operations in China over the next several years. And, based on their proprietary survey of 46 manufacturers in China, analysts from the smart cube (an international business research firm) forecast that most firms will continue outsourcing their operations to China, even in the face of rising global fears over product safety and supply-chain gaffes. Nearly 80% said they were confident their supply chains were meeting quality standards; 78% said massive recalls of Chinese-made toys did not prompt them to review their supply chains (Abdullah, 2007). Such confidence may rest partly on the understanding that "on average, two-thirds of [recent] recalls were the result of design defects, and you can't blame [China's supply chains] for that," suggests Gene Rider, VP of global retail services for Intertek Plc. In addition, loyal customers of Chinese suppliers, particularly those importing electronics components, say their sources have consistently met the high quality demands of Western markets. Selectron Corp., a provider of electronic manufacturing services, for instance, expanded its China sourcing from 30% to as much as 50% in just five years, with continued growth on the docket. And Louisville-based lighting manufacturer Genlyte Group touts the 0.02 defect rate for its Chinese-made components, a higher quality achievement than some of its U.S. suppliers have delivered (Banham, 2007). But a Quality Executive Board (QEB) survey of 60 companies suggests that such confidence is not widespread. In its examination of best practices and risk factors for sourcing goods from China, QEB found satisfaction with suppliers limited to a relatively small segment of companies, those that have developed long-range supply-chain strategies that employ diligent pre-contract vetting and costly onsite visits (reportedly undertaken by only 17% of respondents) ("The Quality," 2007). Having recently acquired a keener sense of supply-chain risks, businesses realize they face daunting costs associated with quality control. Twenty percent of respondents to the QEB survey said supply-chain quality-control costs canceled out savings garnered from low-cost labor. As a result, many are seeking more affordable quality solutions through closer collaboration with their suppliers. A 2007 Global Sources survey found more than 60% of suppliers increasing their quality-control budgets and 63% of suppliers establishing quality standards and strategies with buyers well before production begins.

Welcome to a Success Strategies/Online Savvy edition of Total Picture Radio with Peter Clayton reporting. We're happy to bring back to our show Jason Alba, the brains and brawn behind JibberJobber, a über career management 2.0 resource. In addition, Jason is a blogging ace, author of I’m on LinkedIn, Now What? and I’m on Facebook, NowWhat? Webinar impresario, and all-around good guy. JibberJobber just celebrated its second birthday, and we wanted to find out what cool new things Jason has dreamed up! Questions Peter Clayton asked Jason Alba (We did our first interview two years ago when JibberJobber launched -- and I still get buckets of referral links from Jason’s site — so gang, that should tell you something)... Jason, I know you’ve made lots of improvements to JibberJobber since it launched - but let’s start with the elevator pitch - for those unfamiliar with JibberJobber, what is it and why would I use it? Well Jason, sounds good but I’m already on LinkedIn and use a contact management system, why would I need JibberJobber? What’s the difference between the free and the premium service on JibberJobber? Since this is a web-based application, how is my privacy protected? I want to talk about the networking tool built into JibberJobber. What is the peer library? Okay, so you’ve written a couple of books one on LinkedIn and one on Facebook. Why? One of the LinkedIn things we’ve discussed a great deal is the open networking debate. What’s your opinion? When someone sends you an invitation with LION in their name, what does that mean? Who do you network with? What’s the best way to use LinkedIn if you’re an active job candidate? What are some of the common mistakes? Personal LinkedIn Story: Dave Mendoza recommendation. “Six Degrees blogger” associate of Shally Steckerl’s - Top 10 list. 100’s of invitations. All from professionals, mainly recruiters. Tell us a about your webinars and CEO Training Series. Jason, we’ll just have to have you back on to talk about your Facebook book! Jason's LinkedIn Profile About Jason Alba I've worked for about10 years in internet/intranet environments as a developer and manager of sophisticated custom on-line applications. Sites have including eCommerce, intranet applications interfacing with legacy servers for HR, Finance and Accounting, operational quality control systems in building maintenance, online communities for higher education, and many smaller custom sites. Currently I work at designing, supporting and marketing JibberJobber which is a CRM + Career Management website for people interested in managing their own careers, especially the job transitions that are happening every 3 - 5 years. About JibberJobber JibberJobber was designed by Jason Alba during his first real job search beginning January 2006. After having a successful career in IT and business strategy, Jason found himself in the job market, which was supposedly a "job seeker's market." Jason quickly found that a job seeker's market does not mean the job search will be easy or short. Frustrated by the lack of real tools for job seekers, he decided to move forward on a tool that allowed a job seeker to manage and organize a job search. As the months passed, and as Jason learned the importance of networking, he incorporated a major networking piece into JibberJobber. This has shifted its focus from a tool just to be used during one job search into a tool to be used to manage job transitions during your entire career. So what is JibberJobber? Is it a job search tool? Is it a networking tool? It is more like a personal relationship manager that allows you to do everything you need to do to manage a job search and optimize your network relationships - for the duration of your career! The JibberJobber team has grown and includes experts that are dedicated to helping you make the most of your career.

Let's say you're driving a car. Make it a high-performance model. It's a splendid ride because you're in complete control of a powerful machine. Now let's say your brake lines have been cut. Not so much fun anymore. And then let's add another problem: The car is actually accelerating on its own. The corners are getting sharper, and you don't have time to envision what might be coming around the next one. This sounds like a video game idea, but it's also a fairly good metaphor for how today's business world looks to many people. A new i4cp survey, conducted in partnership with HR.com, found a large majority (86%) of the 132 respondents saying that things are accelerating in the business world, with the pace of change growing faster than it was just five years ago. This is making it harder to see "down the road." Half of responding companies say change is becoming either increasingly difficult or downright impossible to predict. It's little wonder that a majority of companies don't have a lot of confidence in their ability to manage change well. When asked about the extent to which their own change initiatives have been successful, seven out of 10 respondents said their organizations have been, at best, moderately successful. And when asked how well their organizations handle change initiatives in general, fewer than a third (30%) said they believe their organizations do it "pretty well" or "very well." In short, most respondents see their companies as mediocre or worse when it comes to managing change.

Questions Peter Clayton asked Debra Feldman: Here's what Debra emailed to me yesterday... "We'll need to make this networking focused - how to develop a network purposefully and using your connections not just to source a new opportunity before a position is officially advertised, but to seek and get career management advice, referrals to other mentors, ideas on published resources as well as online content to help you be a more qualified professional in your field" So let's break this down a bit. you've trademarked the name Network Purposefully – can you expand on what this means? Using your network to get career management advice... it's not "help, I need a job!" You have some excellent strategies for helping people transition -- and this really is the focus here, how to help executives who want to transition to new career opportunities. One thing you said to me -- if you've had 3 jobs with the same title you're toast. Part 2 of Debra's email to me. As for the phone screens--- in today's ever more cost conscious recruiting environment, a prospective candidate usually has to "give good phone" in order to move up the chain and get to the hiring decision manager. One hasto command attention and attract the screeners using savvy phone etiquettefrom the cold calling stage sometimes right up to a near offer so saying that you don't come across as your best over the telephone is a liability today because in-person appointments are rarely offered at the early stages of screening--- Be sure to visit Debra's feature page in the success strategies channel of totalpicture.com for links to our previous TPR interviews with Debra and more information.

Questions Peter Clayton asked Peter Weddle: You've been traveling around to the recruiting shows -- the last one being Kennedy Info in Las Vegas -- what's the buzz? What have you been working on? What's your assessment of the job market for the balance of 2008? You write two newsletters: One focuses on Online Resources for Successful Job Search & Career Management, written for job seekers and career activists. The second The Newsletter About Online Resources for Successful Recruiting & HR Management is written for recruiters and Human Resource professionals. And I want those in the audience not familiar with Peter's newsletters to be aware that you can sign-up to receive these - for free - at weddles.com - and they offer tremendous insight. I'd like you to tell us about the Weddle's Annual Source of Employment Survey Your latest newsletter for job seekers and career activists is title From "Notworking" to Networking Online - it's amazing to me the number of people who think by joining LinkedIn they're somehow networking. Since 2005, you've been holding a year-long poll where job board users can come and cast their vote for their favorite sites. At the end of each year, you tally up the ballots and recognize the thirty sites with the most votes as Weddles User's Choice Award winners-the elite of the job board industry. So, I've been following these polls and they seem to be fairly consistent - meaning the same job boards make the list every year - what's new in 2008?

For the past four years Robert Scoble has done more than 1,000 interviews with a variety of business leaders from Bill Gates, CEO of Microsoft, to Chris DeWolfe, CEO of MySpace. according to his website, scobbleizer TV - and now FastCompany.TV -- and for the past 4 years I've tried to get in the same time zone - to reverse the tables and record an interview with Robert - that opportunity finally arrived at the mediabistro Circus - a fantastic, 2 day event in NYC

When we first met Jay Jamrog several years ago, he was Executive Director of the Human Resource Institute (HRI). Although extremely successful, Jay had a vision for what HRI could be: with the right management team, the right focus, and the right amount of funding to launch, what is, in essence, a start-up. Using his extensive network of executives, he was able to create an organization which perfectly aligns with his passion and ambition: The Institute for Corporate Productivity. Peers. Research. Tools. Technology. It has rapidly become the world's largest private network of corporations focused on improving workforce productivity. About The Institute for Corporate Productivity The Institute for Corporate Productivity (i4cp), formerly the Human Resource Institute, is the world's largest private network of corporations focused on improving workforce productivity. We connect corporate executives and human resource professionals from many of the world's top companies in an exclusive network that allows members to interact with industry experts as well as peers in other organizations. Members utilize thousands of pages of HR research and workforce productivity research on how to attract, develop and retain key assets: their employees. Jay Jamrog - Senior Vice President, Research Jay is responsible for research operations at i4cp. He has devoted the past 25 years to identifying and analyzing the major issues and trends affecting the management of people in organizations. Jay is also the associate articles editor for the "building a strategic HR function" key knowledge area of the Human Resource Planning Society (HRPS), has had articles published in several major business magazines and is frequently quoted in business publications and newspapers. He often collaborates with, and speaks before, other organizations and associations on major research topics related to the future of people management. Prior to i4cp, Jay was Executive Director of the Human Resource Institute (HRI) for 25 years and distinguished lecturer at The University of Tampa. He has also held numerous management positions, including vice president of purchasing for a large import/export wholesaler. Jay has an MBA, and taught labor relations in the School of Management at the University of Massachusetts Disclosure: Jay and Peter Clayton, producer/host of Total Picture Radio, work together on a series of webcasts for the American Management Association, a global not-for-profit organization dedicated to professional development and performance based learning solutions. i4cp has been commissioned by the AMA to research a series of important management topics, including sustainability; building a high performance organization; a global survey of successful practices in coaching; and others. Peter Clayton has produced and acted as moderator for the series. A number of these webcasts can be found in the AMA archives.

E Pluribus Partners, a consulting firm that specializes in helping leaders create , what he calls "Connection Cultures" to form strong bonds among the management, employees and customers of an organization. Michael is the primary author of the book Fired Up or Burned Out: How to Reignite Your Team's Passion, Creativity, and Productivity, which covers, in depth, many of concepts his firm employs. Questions Peter Clayton asked Michael Stallard Your words... "Many of our clients at E Pluribus Partners have committed to become Intentional Connectors in 2008. As our work shows, great leaders are Intentional Connectors. By their words and deeds, they create Connection Cultures that improve employee engagement, productivity and innovation." What is an Intentional Connector, and why do you think it's important for leaders to become one? What is your back-story? When did you form E Pluribus Partners? Quoting from your book... "Employee disengagement is a widespread malady in American organizations, causing the loss of billions of dollars, hours of dissatisfaction, and work lives lacking true value. Research by the Gallup Organization suggests, that fewer than three out of ten Americans are engaged in their jobs." Michael, I would bet that virtually every HR professional and recruiter knows these stats - every executive in a large organization is well aware of this - the see it in employee turnover, and the cost to their bottom line - so why don't they do something about it?" And I think it's important to point out that our friends at ExecuNet get the same stats when they poll their members, who are making well into 6 figures - so this is not so much of a compensation issue, is it? You come out of Wall Street - I've worked with many large financial services organizations - We know what's happening at Citi - Chuck Prince exits with a $68 million, plus an office, car and driver, admin assistant and on and on - meanwhile, back at the ranch, head count is being slashed, budgets cut, more work piled on to those left standing -- more lay-offs just announced - and of course, this scenario, with different multi-million dollar exit packages, is played out at many large organizations. Do you find this as disturbing as I do? And how do you connect with employees in an organization thats going though a sub-prime meltdown and C suite golden parachutes? Okay, a little role playing here, lets say I'm the HR director at Merrill. Hi, Michael, Seems we have a problem with employee engagement - a number of our people were upset when Mr. O'Neil walking out the door with $115 mil. Do you think you could help us out, you know, before our headquarters building is burned to the ground? That's beyond burned out -- that's crash and burn. How do you get a trauma victim back on track? Fortunately, most companies are not as bad off as what we've been discussing. I guess for most organizations, your concept of creating a "connection culture" is possible. What are the steps? You were recently quoted in a Wall Street Journal article, written by Erin White titled "Quest for Innovation, Motivation Inspires the Gurus." The article profiles several of the most influential business thinkers, according to a Wall Street Journal ranking. One of these thinkers is Dr. Howard Gardner, a Harvard professor, best known for his theory of "multiple intelligences." How has Dr. Gardner's ideas influenced your work? The Three keys to connecting with your team and lighting their fires: Vision, value, and voice -- okay Michael, a little more push-back here, we've all seen lofty vision statements - Enron had a lovely one - if you're not connected, it's meaningless, right? Delete what devalues (cynicism) You write about a toxic CEO, Durk Jager of P&G Knowledge flow? So there is hope - even for organizations pillaged and raped by command and control autocrats?

Executive Job Market Intelligence 2008 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 two strategic partner organizations: Goldjobs, Financial Executives International (FEI), Marketing Executives Networking Group (MENG), and Dillistone Systems/Filefinder. Press Release Source: ExecuNet Recruiter Confidence Climbs On Sustained Demand For Executive Talent April 29, 2008 - ExecuNet's Recruiter Confidence Index (RCI), a leading indicator for the executive employment market, climbed higher for the third consecutive month in April, as companies continued to hire top talent amid economic uncertainty. Introduced in May 2003, the Recruiter Confidence Index is based on a monthly survey of executive recruiters conducted by ExecuNet, an exclusive network of business leaders. Independent analysis of the RCI has confirmed it is a leading indicator for the executive search industry. According to April's survey of 132 executive recruiters, 61% are confident or very confident the executive employment market will improve during the next six months - up sharply from 52% last month. During this period of time, four-in-five recruiters (80%) are expecting at least a 10% increase in assignment growth. Confidence in the Executive Employment Market Next Six Months "The executive employment market appears to be one of the few remaining bright spots in this economy," says Mark Anderson, President of ExecuNet. "Better than expected assignment growth in the first quarter significantly improved the executive search industry's outlook for the months ahead." Recruiters' short-term confidence also climbed higher in April, 55% were confident or very confident the executive employment market will improve during the next three months - up from 50% in March. Nearly half (47%) of all search firms plan to hire additional professional staff to keep pace with the growth of the market.

Questions Peter Clayton asked Shally Steckerl I’d like to spend some time this morning talking about a number of new features that have been added to LinkedIn since our interview last spring. Probably one of the most interesting new enhancements to Linkedin is something you blogged about recently - Competitive Intelligence. There’s always a debate regarding open networking (linking) on LinkedIn - what is your advice? Why should professionals invest their time in developing a LinkedIn profile? Obviously, LinkedIn is not the only game in town. What about Pulse, Naymz, Ryze, eAcademy, and the plethora of other professional networks that I get regularly invited to join? What’s the buzz in the recruiting industry? (How’s business) What’s the best way for professionals to connect with recruiters? Anything new, cool, and interesting you’d like to share with our audience? Shally Steckerl Bio Source: Jobmachine.net Starting his career in technical recruiting in 1996 Shally Steckerl has experience consulting with and building sourcing organizations at many Fortune 500 companies such as Microsoft, Google, Coca-Cola Enterprises, Cisco Systems and Motorola. From early in his career he has developed techniques that dramatically increase recruitment productivity and allow companies to exploit the Internet. He has been teaching those techniques to staffing leaders since 1998. Shally is a proven leader in the development and implementation of Best Practices in Centralized Sourcing and research organizations. Mr. Steckerl is the Founder and Chief CyberSleuth of JobMachine, Inc. (www.jobmachine.net) the premier provider of sourcing consulting services and research training. During his time with Microsoft he managed the research arm of their global centralized sourcing and research team. Previously, he consulted at Google where he built a central sourcing organization that produced 100 hard to find female Engineering hires per quarter in extremely demanding, technically advanced disciplines. The advanced methods he practices and teaches have been replicated throughout many large corporate organizations worldwide. With ten years of experience in all aspects of Recruiting, Shally is capable of assessing, teaching, mentoring and implementing successful global Recruitment methods. Because of his passion for the Internet as a recruitment tool and his continually innovative methods, Mr. Steckerl has developed a reputation as an authority in Internet search, and a pioneer in recruitment research. An accomplished author, consultant and trainer, Mr. Steckerl is a frequent contributor to many industry forums and speaker at leading conferences.

Total Picture Radio's coverage of the CRO Conference was made possible by the generous support of Deloitte LLP, recruiting the best, and helping them achieve the most. If you're always asking yourself "what next?" you owe it to yourself to check out Deloitte's challenging career opportunities, at careers.deloitte.com Questions Peter Clayton asked Michael Meltzer As my good friend Jay Jamrog is fond of saying, what gets measured gets done. How do you measure corporate social responsibility? As I mentioned in the open, you and and the president of Sirota, Douglas Klein, presented the results of a survey your firm conducted on corporate responsibility. First, in the survey, how did you define corporate responsibility? What were the results of the survey? Give us some bullet points. Did any of the findings surprise you? I’ve heard from many recruiters and HR executives that recent college grads, in particular, are very aware of CR, and take a company’s CSR into consideration when looking at employment opportunities -- does this trend match your survey results? (And, do you think it is a trend?) You know, Michael, a lot of skeptics of the CSR movement put this idea in the trendy-touchy-feely tree-hugger category that makes no difference to the bottom line, and is nothing but a distraction. What do you tell the skeptics? What was your impression of the CRO conference - any take-aways you can share with the audience? Let’s talk about your book -- The Enthusiastic Employee: How Companies Profit By Giving Workers What They Want. The larger the organization, the less likely it is to find enthusiastic employees. Right? Okay, what are the biggest contributors to running and organization of enthusiastic employees? One thing that’s come up in a number of interviews I’ve done recently -- the corporate honeymoon is over in about 6 months. That’s about as long as it takes most companies to completely drain any enthusiasm, excitement, and optimism from a new hire. Does this ring true with Sirota’s findings?

Questions Peter Clayton asked Jim McGovern for the Podcast: Tell us about the new business model you announced at ERE. What is the geographic reach of itzBig? What are your plans for expanding beyond Texas and California? Obviously, there's a lot of press these days about the contraction of the job market, a number of economists are talking about recession, - a pretty bleak outlook for the rest of the year... How is the current economy affecting your business? Who are some of the employers posting jobs on itzbig? I want to spend some time talking about the way candidates can use itzbig - because its a unique approach to keeping an eye on the job market. It seems to me - given the current economy, it doesn't hurt to keep up with what's happening in the marketplace itzbig recently launched a viral campaign and a web site called http://www.getyourselffired.com/ , what's this all about? What advice would you give to recruiters? What advice would you give to candidates? Are you releated to Rob McGovern (jobfox)? Jim McGovern, Back-story Jim McGovern has extensive experience with internet start up companies. Before joining itzbig, Jim spent six years as CEO of Market Wire, where he helped execute a successful turnaround during a difficult economic time by focusing the news service on its core strengths and becoming the value leader in the newswire industry. Prior to his work at Market Wire, Jim served briefly as President of Business.com, taking the company from shortly after inception to post launch of the site. Jim also held several positions at Ticketmaster Online-Citysearch – including Chief Technology Officer, EVP of Operations and General Manager – helping grow the company into an Internet leader with over seven million unique users per month. Jim began his career working in sales and product marketing at IBM, and then in business development at an advertising and public relations firm. He holds a bachelors degree from Stanford University as well as an MBA from INSEAD in Fontainebleau, France.

Questions Peter Clayton asked Stan Smith: You're new book is titled Decoding Generational Differences: Fact, fiction... or should we just get back to work? What led you to write a book? We talked about a year ago about a white paper you wrote titled Managing across Generations - and I encourage our listeners to go to TPR web site - totalpicture.com - and you'll find the previous interview with Stan in the Connections channel. Is your book an expansion of the white paper? You and I have talked about the fact that the new generation of workers, the gen Y'ers or Millennials, (those born after 1980), don't buy what corporate America is trying to sell them for career opportunities. In fact, in your book, you've structured 3 divides to discuss these issues: technology, attitudes toward business, and consumer attitudes. I'd like you to spend some time on each of these and tell us what your experience and research has uncovered. You tell a story about a university professor which I think perfectly encapsulates the Millenial attitude. You have an ingenious convention you use in your book a "heckler" who pops up every so often to challenge you ideas. And I'm sure the heckler is a composite of many conversations you've had with boomers, in particular, i.e. "I wanted what these young people want when I was their age but I had to adapt to business realities. Won't the same thing happen to them?" I want to return to technology for a minute, because so much of what is happening in the workforce today is influenced by tech. You refer to the millennials as "technology natives." What are some of the biggest issues boomers trying to manage these multitaskers face? As you know, I interviewed Kathy Benko, Vice-Chairman and Deloitte's first Managing Principal of Talent. Kathy is the co-author of "Mass Career Customization" which draws many ideas from consumer research. And you write Millennials approach life as engaged consumers. Here's Stan Smith's decoded message. His list of qualities that are necessary for dreaming with results, called the 6 Be's: 1. Be compassionate... understand the challenges of others and do something about them 2. Be optimistic... expect the best in all things - even when the good in a situation is heavily disguised 3. Be credible... demonstrate that you know how your business makes money and build a reputation of being data based and balanced in the advise you offer and in the initiatives you support. 4. Be confident... confident in the face of resistance to more flexible ways of working, confident in the face of colleagues who don't just jump up and shake your hand when the results of your initiatives point out what they haven't been doing 5. Be creative... remember that our job is to be educators and to help others have an imagination. 6. Be glad... because the work of finding ways to constructively communicate in the workplace is critical in a world where technology and hyper-competitiveness have combined to put intense pressure on people to be on call all the time, 24/7.

The million-dollar question is this: do you have at least $1 million in liquid assets to support yourself for the 20-plus years that usually follow retirement? And if not, how can you get started today to get there? Whether you are thirty-five, forty-five, or even fifty-five, widely-respected financial analyst Michael K. Farr outlines the steps necessary to reach this ambitious but achievable goal in his new book, A Million Is Not Enough: How to Retire with the Money You'll Need, published by Springboard Press. Welcome to a Big Picture edition of Total Picture Radio with Peter Clayton reporting. Michael Farr is president and majority owner of Farr, Miller & Washington, a Washington, D.C.-based Investment firm that manages more than $400 million dollars in assets. He regularly appears on Wall $treet Week with FORTUNE. Questions Peter Clayton asked Michael Farr: What's your take on the US economy? Do you think we're in a recession? I've talked to several financial experts who've taken their money out of the market... what are you advising your clients? I assume you spread your risk? Can you mention some stocks that you particularly like? I’d like to quote from an article you wrote for Politico last year: “There is an unsexy but very important issue being largely ignored by the 2008 presidential candidates: foreign ownership of U.S. government debt. As America continues to operate at a deficit, and as our debt held by foreign countries increases, we lose control over our economic destiny.” Are any of the presidential candidates still standing talking about this Michael? Can you frame the issue for us? Why is this important? (Our friend Geoff Colvin wrote about this recently in Fortune). The domino theory is alive and well, as the sub-prime fall-out continues to spread and find new victims. Consumer debt times falling home prices is not a good formula. Okay. This Is Not Our Parents’ Retirement - A Million is Not Enough - P.J. O’Rourke’s forward is the funniest and scariest thing I’ve read in a long time... His Typical Baby Boom Financial Planing Strategy is so dead-on. Juggle the time table a few years, and that’s me. Tell me about the million-dollar mindset. Discussion: The Million Dollar Ground rules Discussion: The Million Dollar Maneuoveurs Final thoughts - advice. Michael Farr - Background Michael Farr is president and majority owner of Farr, Miller & Washington, a Washington, D.C.-based nvestment firm that manages more than $400 million in assets. Prior to joining FM&W, he spent six years with Alex. Brown & Sons where he was a principal. Farr regularly appears on Wall $treet Week with FORTUNE, often with insights on how politics and government regulation can affect the business world and investments. He can also be heard on Associated Press Radio and National Public Radio, and has been on Nightly Business Report, CNBC, CNN, Bloomberg and Reuters. He is a member of the National Economists Club and the Washington Association of Money Managers. In 1994, Mr. Farr was named one of the top ten "Outstanding Brokers" in the country. He was a consultant to the Soviet Union's St. Petersburg Stock Exchange and lectured in the USSR to heads of the various free markets from the former Soviet States and eastern bloc countries. Farr is a graduate of the University of the South in Sewanee, Tennessee. He is former Chairman and member of the Board of the Paul Berry Academic Scholarship Foundation, the Board of the Neediest Kids, the Executive Committee of Sibley Memorial Hospital, and is Treasurer of the Board of the Salvation Army. Mr. Farr is married and has two children.

Rebecca has held executive marketing and communications positions at strategic e-services consultancies, including Siegel & Gale. She worked in the same capacity for global entertainment and media companies including Universal Television & Networks Group (formerly USA Networks International) and Bertelsmann's German network, RTL Television. As a journalist, Rebecca has written on media for numerous publications, including The New York Times and The Wall Street Journal, and spent five years as Variety's Berlin-based German/Eastern European bureau chief. Until recently, she was a member of the graduate faculty at New York University's Center for Publishing, where she also served on the Electronic Publishing Advisory Group. Questions Peter Clayton asked Rebecca Lieb Tell us about ClickZ Networks ClickZ recently launched a job board? What are some of the trends in the search industry you are seeing right now? What is ClickZ’s involvement with Search Engine Watch and SES conferences? SES has conferences all over the world? What are some of the global differences you're seeing in the search business? Who are some of the exhibitors here, and what they are trying to accomplish? A lot of recruiters have no idea what kind of skills to look for or where to find search experts. What kind of advice to you give them? The salary for search experts continue to rise? What trends are you seeing in the political landscape regarding search? A lot of people don’t understand the issues surrounding Net Neutrality. Who are trying to change Net neutrality?

Half the American work force is not satisfied with their job, and only a fifth apply a passion towards their career. That’s the headline from Pursue the Passion website. Joining Peter Clayton for a Success Strategies edition of Total Picture Radio is the founder of Pursue The Passion, Brett Farmiloe. Upon graduating college in 2006, Brett conceived of the idea that eventually became the Pursue the Passion roadtrip. As the founder of PTP, his goal is to create and develop resources that help individuals identify their passions. He also hopes to assist people in pursuing work they love. On the tour, Brett conducts interviews, writes about them on the Journey Blog, and steers the Pursue The Passion team in the right direction. Questions Peter Clayton asked Brett Farmiloe in this podcast: Tell us about PTP – How did you dream this idea up? So you bought an RV, and planned a road trip.. You got a sponsor, Jobing.com? How did you pull that off? (Think they’d want to sponsor a podcast?) Who else is involved with PTP? How do you find people to interview? What have you learned about passion? What have you learned about career choices most people have made? Quoting from your blog on effective storytelling, referencing Freytag’s Pyramid… The Inciting Moment is where a story starts. It does not necessarily mean the moment we are born, but it is the moment where we consciously decide to go in a new direction. It takes guts, confidence, and oftentimes, a little bit of luck to have one of these moments. I know because for the past two years, I have studied the turning points of about 250 people while experiencing a few of my own. What have been some of your inciting moments? Who are some of the most memorable people you’ve interviewed? What advice do you give your friends when they discuss career options with you? What about people who say they don't know what their passion is? Do you have any suggestions for them? What’s next for PTP?

Welcome to a Inside Recruiting edition of Total Picture Radio with Peter Clayton reporting. Gerry Crispin, principal of CareerXroads is with us today to discuss the recently released 7th Annual Source of Hire study, a "detailed description of how one group of corporations fill their [US] open positions or, more accurately, what some corporate staffing functions are able to measure and report as the sources of their hires for the openings they fill." 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. Questions Peter Clayton asked Gerry Crispin in this podcast: Give us a little background on the Source of Hire survey - who participates and why do you do this? Let’s focus on some of the key findings of the 2007 survey: Internal Transfers and Promotions constitute 30.0% of all the positions a company fills. 15 firms are at or approaching 50%. We note that no firm markets the specific details of this fact openly to their prospects as proof of their value proposition to develop their employees. This is a missed opportunity. Referrals (employee, alumni, vendor, etc.) make up 28.7% of all external hires and are arguably the number one external source.(Employee referrals make up between 80-90% of the hires attributed to this category. Alumni and other types of referrals appear to be growing rapidly). The efficiency of referrals i.e. “every third referral turns into a hire” is one of the single most important characteristics of US hiring practices…and not leveraged as well as it might be. What this tells me is that if you’re interested in getting a job at a specific company, find someone you know through LinkedIn or Facebook or ZoomInfo who works there and have them recommend you. If you take nothing else away from this interview - this is it. - Peter Clayton Hires attributed to Job Boards (including the Company site as a job board) represent 25.7% of external hires. Hires attributed to the Company Website are suspect (we maintain that the company website is a destination not a source). If one of every eight external hires that are tagged with the company site as a source were to describe how they got to the website, then other sources might be significantly elevated. There is no silver bullet for diversity hires. Affinity groups, employee referrals and dedicated recruiters are considered the most productive means to reach diversity candidates. The most visible trend in 2007 was the growth of Direct Sourcing (and a related reduction in agency hires). --- NOTE: For the first time in seven years of conducting this survey, more firms are predicting that they will make fewer hires in 2008 than 2007. What are the most significant trends you are seeing? Did your survey get any data regarding contract or part-time? This seems to be a growing trend again, with the economy tanking.. What’s different from last year? What would you like to add? where can folks find the SOH survey?

Welcome to an Inside Recruiting edition of Total Picture Radio with Peter Clayton. Last week, while having lunch with Lauryn Franzoni and Robyn Greenspan from ExecuNet, the conversation turned to up-coming recruiting events, which lead to Lauryn asking me, "Have you heard about RD?" (I hadn't). Everyone working in HR and recruiting knows RD, (no last name needed, but it's Whitney). He was the leader of Kennedy Information's Recruiting and Career Media Group. RD recently joined The Tarsus Group, and is responsible for the expansion of Caroo Media USA, a rapidly growing division of the Tarsus Group with a portfolio of b2b exhibitions, conferences, publishing and online media properties across multiple global industries. As CEO of Caroo Media, RD is currently orchestrating the expansion of Onrec in North America, and joins us with an update on the Onrec conference. Questions Peter Clayton asks RD Whitney in the podcast: We’d like to know about the Tarsus Group, Caroo Media, and your new role as CEO of Caroo Media Tell us about the Onrec conference this September in Chicago. Where is it being held? You’re promoting the conference as "The Only Global Gathering of Recruiting Leaders and Game-Changing Technologies." How was this theme selected? As we know, there are many HR and recruiting conferences -- what makes OnRec unique? Applicant tracking systems are "the curse" to most job hunters. Have they gotten any better? Are real, live human beings involved in and of the early stages of recruiting anymore? Given the global nature of Onrec and Caroo Media, what do you see as the benefit of bringing people together globally around the issue of online recruiting? Who are some of the keynoters that will be speaking at OnRec this year? How many people do you expect to attend? How many exhibitors do you expect, and who are some of the organizations that have signed up? What else would you like our listeners to know about Onrec?

Welcome to an online savvy edition of Total Picture Radio with Peter Clayton. Joining Peter from New York City is Kevin Ryan, the global content director for SearchEngineWatch.com and Search Engine Strategies. He's a seasoned search and advertising industry veteran. His former roles include VP, Interactive Media for the Interpublic Group agency Wahlstrom Interactive, and CEO of Kinetic Results, a 2006 Advertising Age Top 20 search engine marketing firm. Kevin recently founded strategic consulting firm Motivity Marketing, and has published over 200 articles on search and interactive marketing. His former client roster includes notable brands including Rolex Watch, USA, State Farm Insurance, Farmers Insurance, Minolta Corporation, Samsung Electronics America, Toyota Motor Sales, USA, Panasonic Services, and the Hilton Hotels brands. Additionally, Kevin has volunteered his time for the Interactive Advertising Bureau (IAB), Search Engine Marketing Professional Organization (SEMPO), and several regional non-profit organizations. Questions Peter Clayton asked Kevin Ryan What are you looking forward to at the NY SES conference? What’s the buzz? Some of the regular listeners of this show may wonder what search has to do with a career show - well, let’s start with the fact that if you’re good at SEO - you’re very, very employable - am I right, Kevin? Can you name some names? Companies looking for SEO experts? Did you say “all of them?” When most people think of search, they think of typing something into a Google search field - but its expanded far beyond that, correct? Who are the major search engines? Do you consider YouTube or LinkedIn a search engine? How many searches are done in the US on a monthly basis? I think everyone realizes that recruiters these days do a google search when they’re considering a job applicant. Not being found can be as problematic as being found with negative information. What are some things professionals can do to help build their page rankings, and visibility online? What’s changed since SES New York last year?

Welcome to a special Career Connections edition of Total Picture Radio, this is Peter Clayton reporting. A recent front page article in The WSJ showcases an innovative educational program sponsored by the Deloitte Foundation designed to assist middle and high school students create a pathway to a business career that maps to their personal interests and abilities. Called LIFE, Inc. - the Ultimate Career Guide for Young People" the outreach program consists of a student journal, career and teachers' guide, and interactive web site. The career development and identification program initially will be donated by the Deloitte Foundation at no charge to targeted educational institutions, after-school programs and other non-profit organizations. And today, we’re brining you an in-depth interview with two of the principal architects of the program: Shawn Budnik, president of the Deloitte foundation, and partner Deloitte LLP, and W. Stanton Smith, -- Stan is National Director of Next generation Initiatives at Deloitte, LLP. The Deloitte Foundation initiative is expected to reach more than two million students within the first several years of implementation. The LIFE Inc, content was developed by New York Times best-selling author Neale S. Godfrey, who has written 16 books that deal with money, life skills, and values, and the interactive web site was created with Insala, a leading global provider of web based software for organizations implementing career development and talent management initiatives. I’m going to start the conversation with Shaun. The Wall Street Journal article discusses educational programs that Deloitte is sponsoring, and the Lockheed Corporation and Intel. A lot of people may question why companies are getting involved in educational initiatives - so can you tell us what some of the objectives of Life, Inc are?

Tribal Leadership is not only a fascinating look into the nature of organizations and human behavior, but an invaluable guide to understanding how today’s top companies perform, how to develop both personal and team excellence, and why the success of any company comes from the strength of the tribes within.

Emily Neustadt, a New York based Leadership Coach, Strategist and Organizational Development Consultant, has helped many global organizations implement leading-edge mentoring and executive leadership programs. Neustadt Consulting' focus and experience in action-learning is unique - and is at the core of Neustadt's successful, in-demand consulting practice. Ms. Neustadt developed many of the techniques and methodologies she uses early in her career; having spent six years working in Asia. In our Leadership Channel interview, Emily Neustadt focuses on the critical advantage mentoring can provide - both to the mentee and the organization. As the baby boomer senior executives of many Fortune 500 firms reach retirement, succession planning, knowledge transfer, and mentoring has become more important than ever. Companies must develop their next generation of leaders. Emily Neustadt Emily Neustadt, a New York based Leadership Coach, Strategist and Organizational Development Consultant, has helped many global organizations implement leading-edge mentoring and executive leadership programs. Neustadt Consulting' focus and experience in action-learning is unique - and is at the core of Neustadt's successful, in-demand consulting practice. Ms. Neustadt developed many of the techniques and methodologies she uses early in her career; having spent six years working in Asia. In our Leadership Channel interview, Emily Neustadt focuses on the critical advantage mentoring can provide - both to the mentee and the organization. As the baby boomer senior executives of many Fortune 500 firms reach retirement, succession planning, knowledge transfer, and mentoring has become more important than ever. Stay tuned. Our exclusive interview with Emily will air Monday! Neustadt Consulting: Emily's specialty is in strategic planning and delivering feedback in a way that motivates professionals and clarifies the next needed step. She teaches these skills to individuals and teams. Her systems-centered perspective grounds the coaching experience in the reality of the organization's business and political environment, enabling clients to achieve exceptional results, utilizing their gifts and talents. She specializes in helping executives and teams: Communicate more effectively, to create and participate fully in a win-win team environment Give and receive usable feedback, productively, within and beyond the context of 360 degree assessments Achieve exceptional results before and after significant promotion or organizational change Lead themselves and others by influence Find organizationally sound ways to use entrepreneurial thinking and impact the bottom line Grow beyond a single contributor role or mentality From a strategic perspective, Emily creates vital programs that clearly address business needs and link to succession planning, diversity and development initiatives. Her negotiation and influencing skills programs have been successfully utilized by major financial services, television and music companies. She creates unique training experiences for groups that emphasize the practical, business use of the skills taught, and where possible, builds one-on-one or group coaching into the design of her programs. The learning retention rate dramatically increases and participants are able to make significant, lasting changes. She also worked on programs involving: major universities; the State Department; the embassies of China, Brazil, Argentina, Japan and the United Arab Emirates. She helped to fine-tune cross cultural communication skills of high profile employees negotiating on behalf of their governments and testifying before congress on the laws affecting their industries.

The Illusions of Entrepreneurship is an essential resource for everyone who has dreamed of starting a new business, for investors in start-ups, for policy makers attempting to facilitate the formation and survival of new businesses, and for researchers interested in the economic impact of entrepreneurial activity. This book shows that the reality of entrepreneurship is decidedly different from the myths that have come to surround it. Scott Shane, a leading expert in entrepreneurial activity in the United States and other countries, draws on the data from extensive research to provide accurate, useful information about who becomes an entrepreneur and why, how businesses are started, which factors lead to success, and which predict a likely failure. Scott Shane offers research-based answers to these questions and many others: Why do people start businesses? What industries are popular for start-ups? How many jobs do new businesses create? How do entrepreneurs finance their start-ups? What makes some locations and some countries more entrepreneurial than others? What are the characteristics of the typical entrepreneur? How well does the typical start-up perform? What strategies contribute to the survival and profitability of new businesses over time? Most entrepreneurs believe a bunch of myths about financing new companies that hinder their efforts to raise money.

The Traditional Job is Dead. How to Become a Leading Job Candidate in a Down Economy. "The purpose of any interview is not to get a job - it's to get the next meeting. You are on stage. It's a performance! And, you must be prepared." - Beth Ross According to Beth Ross, there are still "good jobs out there for talented professionals. Your strategy should be to become an insider within the organization you're interviewing with." In our exclusive Career Transitions podcast with Dr. Ross, our focus is on interview training; one of the most frequent requests for her services. Beth is a certified Career and Executive Coach, writer, speaker and resource for the media. Her background includes a distinguished career as an Executive Search Professional, maintaining a bi-coastal practice, and executing selected executive searches. Her coaching practice is global in scope. Sessions with clients in the greater New York area are in person, while working with individuals in other areas and time zones by telephone. The protocol includes all areas of the Job Search and Career Transition process, with particular emphasis on Interview Training. Preparation of a Professional Resume, Salary Negotiation, Assessment, Targeting and General Career Management areas are also included. Clients typically are at the management or executive level, but can include persons at many stages of career development and change. Prior background includes teaching at the University level, Public and Private Educational Administration, and Consulting for Technology and Publishing companies. Her Master's and Doctoral degrees are from the University of Colorado in Boulder, Colorado, and her undergraduate degree is from Emory University in Atlanta, Georgia. Job Interview techniques: Always remember: the purpose of any interview is not to get a job - it's to get the next meeting. You are on stage. It's a performance! And, you must be prepared. Basic interviewing technique includes: Developing your lines. In an interview, an inability to express yourself clearly is worse than a lack of experience. Have a small notebook with you, (or use 3 x 5 index cards), and have written down: The main reason the employer would want to hire you; What you have to offer in the way of experience, credentials, and personality; Two key accomplishments to support your interest in this position An answer to what you think might be the employer's main objection to you, if any; A statement of why you would want to work for this company. Keep this stuff in your pocket at all times. Even if you never have to use these notes, just the act of putting it all together will pay off. These are a few interview tips to help you nail the job: Look and act the part. Even if you don't feel self-confident, act as if you do. Act as if you are successful and feel good about yourself, and you will increase your chances of actually feeling that way. Enthusiasm counts! Play the part of a consultant. You are there to sell your services. Ask questions and tell how you have handled situations in the past. If the interviewer has no p roblems, or if you cannot solve them, there is no place for you. Let them know how good you are and how resourceful you are. Do your homework. Before the interview, thoroughly research the company. Show up early and read company literature in the reception area, talk to the receptionist, and observe the people. Get a feel for the place. Don't' talk about what you want to do, talk about what you can do. Suggest additional things you can do for the company. This is making the most of each interview, for you may be able to upgrade the job a level or two. Make a list of difficult interview questions and possible answers. These questions exist, so know what they are and be prepared. Work with a professional to get ready for these questions and to develop credible answers. Visit www.totalpicture.com to learn more!

Questions Peter Clayton asked Ilise Benun. Tell us about your company, Marketing Mentors. You do all of your client consultations by phone? You and your business partner, Peleg Top also give workshops? Are you seeing any trends, Ilise? Are your clients having success -- or problems with any specific areas of marketing and promotion? What is the single most important thing you need to do to promote your personal brand? About Ilise Benun Ilise Benun, international speaker and founder of Marketing Mentor, has conducted numerous successful seminars and workshops teaching shy people the basic skills required to initiate and develop the relationships necessary to get ahead. Ilise Benun is an author, speaker and founder of Marketing Mentor. Her books include "Self-Promotion Online" and "Designing Web Sites:// for Every Audience" (HOW Design Books), and her work has been featured in many national magazines. Benun publishes an email newsletter called "Quick Tips from Marketing Mentor," which is read by almost 10,000 readers. Benun is also Board Chair of the American Consultant's League, as well as a board member of the Usability Professionals' Association (NY Chapter) and Women in Cable and Telecommunications (NY Chapter). She started her Hoboken, NJ-based consulting firm, Creative Marketing & Management, in 1988 and has a B.A. in Spanish from Tufts University. Benun has conducted marketing workshops for international organizations, including International Association of Business Leaders, Registered Graphic Designers of Ontario, Fox Valley Ad Club (WI), AIGA (several local chapters), Graphic Artists Guild (several local chapters), the HOW Design Conference, NYU Entrepreneurship Summit, the American Marketing Association, the National Association of Women Business Owners, the Family Business Council, the Usability Professionals Association, and the 92nd St. Y. (For more about speaking services, email Ilise at ilise@marketing-mentor.com). About Stop Pushing Me Around! Succeeding in business requires an assertive personality, self-confidence and solid communication skills. But according to the Shyness Institute in Palo Alto CA, half of all American adults consider themselves shy. Their hearts race and their palms sweat at the thought of talking to strangers Avoiding conversations can have dire consequences on your earning power and your climb up the corporate ladder, from not getting a deserved promotion to missing out on a big project. However, there are skills and techniques you can learn which will allow you to grow out of your shell and become a friendly, assertive person. Learn these simple strategies and you will get along better with colleagues, be seen as a strong, team player, get the promotions you deserve or the clients you want and, ultimately - and naturally - succeed in business. In this book she offers her tried and tested techniques for: How to uncover and develop confidence in your natural networking talents How to overcome the irrational fears that prevent you from connecting with people who could catapult your career How to master the art of small talk How to sell ideas without selling out How to present ideas verbally without being overwhelmed by fear How to overcome fear of rejection How to negotiate successful agreements How to deal with difficult clients and colleagues How to make the most of all kinds of networking opportunities

Jordan E. Goodman is a nationally-recognized expert on personal finance. For 18 years, Mr. Goodman was on the editorial staff of Money magazine, where he served as Wall Street correspondent. While at Money, Mr.Goodman reported and wrote on virtually every aspect of personal finance. Questions Peter Clayton asked Jordan Goodman for this in-depth Podcast: When you were writing this book did you have any idea the economy was going to be in the mess it is in today? We obviously don't have time to discuss all of the 10 strategies you cover in Fast Profits - is there one or two you feel is particularly relevent in the current economy? Let's talk about real estate: Tax liens. Foreclosures. There's lots of those these days Chapter 2: Buy Real Estate Below Market Value Identify real estate sellers who are willing to accept less than their property's full market value for a variety of reasons. Then resell the property immediately at a profit, rehab it, rent it out, or even live in it yourself, all with the built-in financial cushion of having purchased the property for far less than it is truly worth. Jordan I feel like I'm pitching one of those infomercials that run at 2 AM shot on a beach in Hawaii with a bunch of rags to riches folks. Isn't this strategy almost impossible in this RE market? Where's the bottom? Can you give us a brief overview of how to invest in Income Trusts and Master Limited Partnerships? I found one of the most interesting strategies your chapter on Dividend Reinvestment Plans, known as DRIPS, which allow you to use dividends to purchase shares directly and thus bypass brokerage fees. Can you expain DRIPS to our audience? I'd like to spend some time talking with you about chapter 7 in your book: Use Put and Call Options. It seems to me the people who've made a killiing have sold CDOs and SIVs short. Can you untangle all of this jargon for us? collateralized debt obligation, structured investment vehicle. IN RECENT YEARS, as U.S. home prices and mortgage lending boomed, bankers found ever-more-clever ways to repackage trillions of dollars in loans, selling them off in slivers to investors around the world. Financiers and regulators figured all the activity would disperse risk, and maybe even make markets safer and stronger. Back to your top 10 list for a moment. Is age a factor in any of these? I know on your website, moneyanswers.com, you have money strategies for different age groups. What about precious metals? Gold for instance? Wrap up. Excelllent chapters on FOREX and broker cash flow. Case studies. Resources at the end of each chapter with web sites. About Jordan: Jordan Goodman, known as America's Money Answers Man, has been giving helpful, practical financial advice to millions of Americans for over 30 years. He is a regular financial commentator on national and local TV and radio shows around the country on personal finance topics, including weekly commentary on KMOX Radio in St. Louis, WLW in Cincinnati and KFNN Radio in Phoenix. He hosts the weekly Money Answers Show on the VoiceAmerica Business Network, (at www.voiceamerica.com), the largest Internet radio broadcast network in the world. His website is one of the most popular destinations for personal finance advice on the Internet. He also appears frequently on CNBC, MSNBC, CNN, and Fox and as a keynote speaker at events ranging from national conventions to corporate and community events. Jordan is also a speaker and seminar leader on personal finance topics for business executives, students, associations, investment clubs, employees and others.

The Go-Giver: A Little Story About a Powerful Business Idea referenced in the title is that "shifting the focus from getting to giving and putting the other person first is the key to business success and personal fulfillment. Joining Peter Clayton for a Success Strategies edition of TPR is Bob Burg, co-author with John David Mann of The Go-Giver. Bob is a highly sought-after speaker at corporate, financial services and direct sales conventions. This week, The Go-Giver is #1 on 800 CEO reads Monthy Top 25.

Furthermore, that audience will increase to 65 million in 2012. Of those listeners, 25 million will be "active" users who tune in at least once a week. Based in New York City, eMarketer conducts market research and trend analysis on Internet, e-business, online marketing, media and emerging technologies. Joining us for a special online savvy edition of TPR is the author of the eMarketer podcast report, Paul Verna. Paul covers digital media and entertainment, including music, digital movies, online video, video games, user-generated content and podcast advertising. Questions Peter Clayton Asked Paul Verna: Where does you data come from? How do you know there was a 285% increase in the podcast audience last year? Who’s listening? What can you tell us about audience demographics? Age – income – education – profession – geographic (do more people in NYC listen than people in say, Nebraska? What are they listening to? You project that the podcast audience will increase to 65 million in 2012. How did you come up with that statistic? How do people listen to podcasts? On their computer? Downloading it onto their iPods? What are the key factors driving the popularity of podcasting? How does the audience find podcasts? Who is advertising on podcasts? What programs are they advertising on? (i.e. podcasts derived from mainstream media or podcasts produced specifically for this medium, like this one? ) Did your report find potential for B to B advertisers in the podcast space? What didn’t I ask that you would like to share with our audience?

Through her consulting firm, Proteus International, Erika has worked with PepsiCo, MTV Networks, Simon and Schuster, Reader's Digest, Rockwell Automation, NBC Universal, Comcast, and Lifetime Television. If you've been thrown into a role of managing people, new book, "Growing Great Employees: Turning Ordinary People into Extraordinary Performers," is the book for you. If you want to improve your hiring skills and get beyond the cookie-cutter questions everyone asks, Growing Great Employees will help you do that. Erika offers practical methods and skills for individuals, teams and companies to clarify and then achieve their hoped-for-future. Much of Erika's recent work has focused on organizational visioning and development, executive coaching, and collaborative change and learning. In these capacities she has served as consultant and adviser to the CEOs and top executives of her client corporations.

Simon went on to acquire expertise in leadership, sales, and customer service over a successful career at Hyatt Hotels, Walt Disney World Resort, and the Disney Institute. He ultimately left Disney to found The Brilliance Institute, an organization dedicated to building the world's most valuable resource--people. Today his clients encompass executives, Fortune 500 companies, and national associations in the United States and abroad. Release Your Brilliance is Simon's transformational guide to unlocking your potential. It is centered around the metaphor of a diamond: Each of us is a rough-cut, unpolished diamond, unremarkable to ordinary eyes; yet within lies enormous potential that's been trapped over the course of our lives. Borrowing a jeweler's terminology, Simon explains that the key to assessing and releasing that potential lies in the "Four Cs":

At some point, you have probably been caught off-guard by tough interview questions. In Acing the Interview: How to Ask and Answer the Questions That Will Get You the Job, (AMACOM. 2008), Tony Beshara helps readers take charge of the situation. Beshara gives job seekers candid advice for answering even the most unexpected questions. With more than 450 sample questions, the book takes readers through the entire process, from the initial interview to evaluating a job offer; and also covers salary negotiation.

Career Protection’s Annual 2008 Layoffs Forecast paints an ugly picture of cuts in jobs for this upcoming year. Over 1,375 corporate executives nationwide completed the confidential annual survey regarding workforce reduction plans conducted by the employment law and human resources experts of CareerProtection.com last month (Survey conducted January 2-25, 2008). Peter Clayton, the host and producer of Total Picture Radio, read about Career Protection's forecast on Cheezhead and immediatey contacted its president and CEO Kirk Nemer, for this interview. “The only good news provided by Executives and Senior Vice Presidents in our survey was that companies were planning to provide severance pay during these difficult and stressful times,” Nemer stated. “However, it appears the severance packages will not be as generous in their severance pay as they have been in the recent past.” Nemer added that, “Employees should negotiate their severance package offers as they’re not a ‘take-it-or-leave-it’ situation. Companies will still require employees to execute a General Release of Legal Claims in exchange for receiving a severance package, so companies will negotiate its terms to obtain one from employees.” Career Protection has been inundated with telephone calls from employees at Bear Stearns, Chrysler, Citigroup, Covidien Healthcare, Ford, GM, Indy Mac and Sprint Nextel, who announced plans for reductions-in-force in January.

In his latest book, Monday Morning Choices: 12 Powerful Ways to Go from Everyday to Extraordinary, Internationally recognized leadership coach David Cottrell will show you how to make the right choices, even when they’re hard. Welcome to a leadership edition of Total Picture Radio, this is Peter Clayton reporting. David Cottrell, CEO of CornerStone Leadership Institute joins us today. He is the author of more than twenty books on leadership, and has presented his leadership message to more than 250,000 managers worldwide.

Welcome to a Big Picture edition of Total Picture Radio, this is Peter Clayton reporting. I’m delighted to have back on the program Dr. Stephen Leeb, Chairman of TCI Enterprises, President, Chairman of Investment Committee of Leeb Capital Management, and Senior Editor of The Complete Investor. We interviewed Dr. Leeb in 2006 regarding his book, The Coming Economic Collapse: How You Can Thrive When Oil Costs $200 a Barrel. In the book, Dr. Leeb asserts that the U.S. economy is standing on the brink of the biggest crisis in its history. This TPR interview remains one of the most popular we've ever done. As the fast-growing economies of China and India push global demand for oil beyond production capacity, Americans will experience a permanent energy shortfall far worse than the one in the 1970s.

In his latest book, "God Is A Salesman: Learn from the Master" (Hachette Book Group, 2008 ) Stevens advocates transforming the current culture of sales from transactional and superficial to one based on faith, trust and relationships. Based on the principles of the world's great religions, Stevens delivers a life- and career-altering guide for anyone who sells anything-and everyone sells something. He is the author of 24 business-related books including the best sellers: "The Big Eight"; "King Icahn"; "Sudden Death: The Rise and Fall of EF Hutton" (a Wall Street Journal bestseller and Library Journal "Business Book of the Year"); and "Your Marketing Sucks."

I met Sally Hogshead last year in Los Angeles, and recorded an extensive interview with her about her terrific book, Radical Careering- 100 Truths to Jumpstart your Job, Your Career, and Your Life. In the months following, after numerous web site updates and software enhancements, to Total Picture Radio, her interview became tangled in bad code, and was unplayable. Well, we're bringing it back. It was that good, that radical, and every bit as relevant today as it was when first recorded at Radio Pictures in Santa Monica. On her Web site, Sally poses a very simple question: "Do you have a career worth loving?" Welcome to Total Picture Radio, the Voice of Career Leadership. My name is Peter Clayton and I am an interview maven specializing in learning new things and sharing them on this program. Our program is committed to communicating ideas and commentary from high performers – On TPR you'll find the keynote speakers everyone queues-up to meet at high-profile conferences. We work hard to present thought leaders and visionaries, willing to communicate actionable information with you. I believe interviewing is the art of creating an authentic conversation, and accomplish this goal by asking informed questions, then open the mic to our guests. I hope you will find total Picture Radio to be a healthy meal of ideas.

"Weather can be wild and it is getting wilder. Global warming has been linked to myriad natural catastrophes, and race is on to change the way we interact with our planet. In the next decade, we will experience the greatest technological advancements ever witnessed, as we move beyond our reliance on fossil fuels and harvest the sun." - Dr. Reese Halter. Welcome to a Big Picture edition of TPR - This is Peter Clayton reporting. Joining us today from Southern California is TV host, syndicated science writer, and author of Wild Weather - The Truth Behind Global Warming, Dr. Reese Halter. He is president and co-founder of Global Forest Science. Dr. Reese, was interviewed very briefly on Keith Olbermann's show, Countdown, this week, and I wanted to know more, so here he is! Only months ago Dr. Halter publicly cited new research indicating Southern California has reached unprecedented levels of vulnerability to major forest fires given drought conditions that haven't been seen in the state for 130 years. With 16 million people in the Los Angeles basin surrounded by mountain forests and a million beetle-killed trees as kindling, residents of Los Angeles are facing imminent risk to their properties, families and themselves. Dr. Halter has spent years researching in person the wildfire conditions in Southern California and elsewhere. He says that the region can expect less snow in winter in coming decades, increased length of fire season and more fires in the mountains. Fire storms are more likely in coming years as temperatures continue to rise, and with fire suppression policies that have been in place for the past 80 years, the stage is set for monster infernos. Be sure to visit totalpicture.com for resource links and more information

As Yahoo!'s first news correspondent, Sites covered every major conflict in the world from 2005 to 2006. Kevin Sites in the Hot Zone reported stories that often were under-covered or overlooked by mainstream media for Yahoo!'s global audience of 400 million users. In response the Los Angeles Press Club awarded Sites the esteemed 2006 Daniel Pearl Award for Courage and Integrity in Journalism and Forbes Magazine listed him as one of 2007's "Web Celeb 25". Hot Zone’s site, hotzone.yahoo.com, was designated by Time Magazine as one of 2006’s "50 Coolest Websites". Hot Zone also won the prestigious Webby Award in 2007 for coverage of the Israeli-Hezbollah conflict and was identified as the best online journalism site by both the National Press Club and The National Headliner Awards. Kevin's first book, In The Hot Zone, One Man, One Year, Twenty Wars, was just published by Harper Perennial, and includes a bonus DVD, full-length documentary film by Kevin, "A World of Conflict."

Your Resume: A Webcam and a Smile PrevYouMe: 2007 will surely go down as the year of the video resume. Online video resumes. Am I obsessed? Yes I am. This is Peter Clayton with Total Picture Radio. We are a podcast talking about careers, how to advance your career, accelerate your career, and give you a heads-up on the latest tools and trends that exist out there - and 2007 will surely go down as the year of the video resume - from youtube to Workblast to careertv to CareerBuilder, it seems everyone is going video. Joining us from Santa Clara, CA. is Ronnie Scadina, CEO of PrevYouMe, a new video resume website where you can create your video resume online. According to Scadina, All you need is a webcam and a smile. If you already have your own video resume you can upload your video on the resume builder form or if you made it with YouTube you can drop your embed code in the form on prevyoume.com. For individuals posting their video resumes the service is free (and they'll even configure your video and post it to YouTube). For employers and temp agencies, there is a nominal charge for posting video jobs and temp positions.

The No A-hole Rule - A Conversation with Robert Sutton Part 2 It's mostly a kiss-up, kick-down world - Robert Sutton I learned about Robert Sutton's latest book The No As**ole Rule: Building a Civilized Workplace and Surviving One That Isn't, (published by Warner Books), on Guy Kawasaki's blog. Guy helped Bob build The ARSE meter, which allows you to take a short 24 question test to determine if you are - you guessed it - an asshole. Most of the 11,000+ people who've spent the time to take the test over the past week aren't assholes, because (my theory) most true assholes wouldn't bother to take the test. They're too busy, too important... and... well, assholes. In his day job, Bob is Professor of Management Science and Engineering in the Stanford Engineering School - which actually has a no as**ole rule. On Bob's blog, he has the Starbucks Test. If the person in front of you at Starbucks orders a decaf grande half-soy, half-low fat, iced vanilla, double-shot, gingerbread cappuccino, extra dry, light ice, with one Sweet-n-Low and one NutraSweet, - you're in the presence of an a-hole. If you've worked for a large corporation for more than 10 minutes, chances are you've met plenty of them. In this special two-part Success Strategies edition of TPR, Bob and I discuss how to keep jerks out of your workplace, tips for surviving toxic workplaces, famous assholes (Simon, Steve, John B, Bob N, and Carly), and even the virtues of assholes. According to Sutton, being an asshole is a contagious disease. Please select the read more link below for resource links. Part 2 - Interview with Bob Sutton (First Aired 2/07) Part 2- 14 Min: sutton02.mp3

Three Big Things About Corporate Responsibility When we started this in 2006, there were twelve corporate responsibility officers by title in the whole Russell Corporate 1000, now we can count hundreds. Jay Whitehead Jay Whitehead has led business media companies in seven domains: venture capital, law, human resources, finance and accounting, investor relations, computing, and now corporate responsibility. He is the founder and Chairman of CRO Magazine, that's Corporate Responsibility Officer, and conference chair for the CRO conference program. The most recent CRO event was held on September 12th at the historic Union League Club, Chicago. In our exclusive Total Picture Radio interview, Peter Clayton talks with Jay about careers in the new field of corporate responsibility, several themes and trends which emerged at the latest CRO conference, and a number of high-level executives and presenters from Google, GE, SAP, GM, Interface, Kraft Foods, Deloitte, BASF, and other leading organizations. On the CRO Blog, Dennis Schaal, the Editor-in-Chief of CRO Magazine wrote: People find themselves in new jobs with new titles that deal with various and overlapping facets of CR and sustainability. Executives and their companies are looking for best practices, for answers, for templates on how to begin the process. In some cases, this evolution/revolution in global business practices has touched companies for years, and these companies have slotted board committees dealing with citizenship and diversity, for example, for a decade. But for many companies, CR is a new game, requiring a cultural revolution (with apologies to Mao and the Gang of Four) within the firm. Please click read more for resource links and show notes.

Dear CEO, Go Green or Go Bankrupt. World Inc.: When It Comes to Solutions, Both Local and Global, Businesses Are Now More Powerful Than Government - Dr. Bruce Piasecki Dr. Bruce Piasecki was a keynote speaker at the Fall 2007 CRO Conference, held at the historic Union League Club in Chicago. Arguing that the practices and products of today's global companies have more impact on more citizens' lives than government activities, Piasecki is among a new breed of thinkers on the management circuit. He is the President and Founder of The AHC Group, a management consulting firm specializing in energy, materials, and environmental corporate matters. Total Picture Radio's coverage of the CRO Conference is sponsored by Deloitte Touche, USA, LLP. Superior product quality and competitive pricing may no longer rule as the most critical variables in the equation for business success. In the evolving global marketplace that I call World Inc., a third strategic factor is coming into play: social responsibility. By that, I mean making products and delivering services that generate profits but also help society address challenges such as climate change, energy security, health care and poverty. Bruce Piasecki

The DNA of Leadership Leadership at the Edge: A Podcast With Executive Coach, Judith Glaser Judith E. Glaser is one of the most innovative and pioneering change agents and executive coaches in the consulting industry. She considers herself an Organizational Anthropologist, working with clients at the intersection of culture, leadership and brand. Judith is a principle Faculty Member and Board Member of The Liminal Group. In 1980 she founded Benchmark Communications, Inc., a firm that works with CEOs and their teams helping them focus on competitive challenges in a world of moving targets with a direct line of site to the customer. Her two books Creating WE: Change I-Thinking to We-Thinking Build a Healthy Thriving Organization and The DNA of Leadership (Platinum Press, an imprint of Adams Media), made Amazon Business Book Best Seller Lists in 2005 and 2006, and were also selected by both Forbes and Business Book Review as two of the top business books of 2005 and 2006.

Podcast: Online Identity Expert and co-author of Career Distinction, Kirsten Dixson You can't build a reputation on what you're going to do. - Henry Ford If you're looking to create a successful online identity, this podcast interview with Kirsten Dixson will give you great ideas, and resources to consider. Kirsten is an authority on building credible online identities for career success. She is a partner in Reach, a founder of Brandego, and the coauthor, with William Arruda, of Career Distinction: Stand Out by Building Your Brand (Wiley 2007). Kirsten appears nationally as a speaker, and is a contributor to 15+ career books. She's frequently quoted in the New York Times, Wall Street Journal, Boston Globe, Newsday, Advertising Age, and joins Peter Clayton today for a Success Strategies edition of Total Picture Radio. Be sure to read more for resource links and show notes. Consistency Counts: 1 Minute promodixon.mp3 30 Min : dixson092407.mp3 length= 15940000 type= audio/mpeg 15 MB Experience.com provides opportunites for internships (http://www.experience.com) and entry level job seekers.

Microtrends. The Small Forces Behind Tomorrow's Big Changes As it turns out, Microtrends are a really Big Deal! You have to look at and interpret data to know what's going on, and that conventional wisdom is almost always wrong and outdated. The nation is no longer a melting pot. We are a collection of communities with many individual tastes and lifestyles. Those who recognize these emerging groups will prosper. - Mark J. Penn Mark J. Penn is worldwide CEO of the PR firm Burson-Marsteller. He is the president of the polling firm Penn, Schoen and Berland Associates which he co-founded in 1975. Mark is Senator Hillary Clinton's top presidential campaign strategist. He served as President Bill Clinton's pollster and political adviser for the 1996 re-election campaign and throughout the second term of the administration. He also ran the polling and messaging and was part of the media team for the successful Senate campaign of Hillary Clinton, serving as her chief campaign adviser. He advises organizations and companies on a wide range of image, branding and competitive marketing assignments. Mark has been a key adviser to Bill Gates and Microsoft for the last 6 years. He is the author new book, Microtrends -The Small Forces Behind Tomorrow's Big Changes, published by Twelve which is on the Wall Street Journal Business best seller list.

Becoming Blogger: What Would Jane Austen Do? Clicking, mixing and expanding your network. A podcast with Diane K. Danielson, author and founder of the Downtown Women's Club. Jane Austen... is all about networking and manners, and the biggest component to doing great networking is having great manners. - Diane Danielson England's first truly important female novelist, Jane Austen had difficulty in establishing a reputation for herself. What would have happened if she could have blogged about Tom Lefroy, or Pride and Prejudice? In The Savvy Gal's Guide to Online Networking (or What Would Jane Austen Do?), Diane K. Danielson imagines Ms. Austen as a modern day blogger, and how she would use online networking. Welcome to a success strategies edition of Total Picture Radio. Peter Clayton caught up with Diane, CEO and founder of the Downtown Women's Club, blogger for www.womensDISH.com, the Boston Globe and Entrepreneur magazine, to discuss her latest book, The Savvy Gal's Guide to Online Networking (Or What Would Jane Austen Do?). Diane and co-author Lindsey Pollak share the nuts, bolts and savvy secrets that businesswomen need in order to use technology to build professional relationships. According to their new book, In some ways, modern networking is no different than what took place in Jane Austen's novels: it's important to know many different people, attend a myriad of social events, and, above all else, have proper manners at all times. E-mail etiquette tips and tactics. Ideas for improving your online presence. Why you need to pay attention to social networking sites. Everything you ever wanted to know about networking through email, blogs, bulletin boards, and online networks.

EPOCH: The Next Way Work - For Those Who Don't Need To. Meet Linda N. Stewart: Free Agent Matchmaking for the C Suites I'm looking for people who have minimum 20 years senior experience in the business world Linda Stewart We've had the opportunity to interview many really smart executives here on Total Picture Radio. Many of these visionaries, working at very successful enterprises, realize there's a market segment whose needs are not being met; an opportunity to engage an important audience with a product or service that's not being offered. A few examples: Marc Cenedella who left Hot Jobs to start The Ladders, Reid Hoffman left EVP of PayPal to start LinkedIn, Jeff Taylor, the founder of Monster, left to start Eons, a social networking site for baby boomers. Add to this list Linda N. Stewart, former acting COO of Veritude, a national recruiting, staffing and talent management organization owned by Fidelity. Linda is now president, CEO and founder of EPOCH - providing highly successful executives ( been there, solved that ) on a periodic engagement, project basis. There are 78 million baby boomers here in the U.S., (the number swells to 100 million by 2010), quite a few of these are seasoned senior executives looking for an opportunity to pick and choose new, exciting challenges while achieving a work/life balance ideal for their personal goals. Here's the EPOCH Pitch: Today, just when businesses are feeling the effects of retiring baby boomers, loss of skilled executive talent and ever-tightening cost controls, EPOCH professionals provide extraordinary solutions. All the help you need, -- not just to fill an executive gap, but to handle important initiatives that don't get enough priority. Offering proven performance at the most senior levels, these executives are compelled by the opportunity to leverage their skills against challenging projects while achieving a work/life balance. Free Agents: From the big screen to the Board Room 1 Minute: stewartpromo.mp3 26 Min : stewart091407.mp3 11.62 MB

JobFox Jumps from Beta Is JobFox e-Harmony for Careers? An interview with Rob McGovern, Founder and CEO of JobFox Robert McGovern is the founder and former Chairman and CEO of CareerBuilder Corporation. After starting the company in 1995, Rob grew it to 400 employees and $140 million dollars in revenue before selling it to the Tribune and Knight Ridder companies in 2002. He is the author of Bring Your A-Game: The Ten Secrets of the High Achiever, and the founder and CEO of JobFox. Welcome to a online savvy edition of Total Picture Radio JobFox press release: McLean, Va. (September 12, 2007) - Jobfox today launched the Internet's first comprehensive personal-branding site giving professionals the controls and the tools they need to generate ongoing career-advancement opportunities. Jobfox, the only career site to showcase top job candidates rather than jobs, equips professionals with state-of-the-art communications and Web technologies. With Jobfox, professionals stay career-marketable and always-connected to new job possibilities... (Continued - Read More) 20 Min: mcgovern091207.mp3 9.19 MB

The Diva of mediabistro.com A Podcast with Cyberhostess and founder of the Web's most influential media hot spot, Laurel Touby We have an employee manual, and up there with sexual harassment and a few other no-no's is the word networking. Laurel Touby Welcome to an online savvy edition of Total Picture Radio, and we mean Online Savvy! Joining us today is Laurel Touby, who founded mediabistro.com in 1994 as a gathering place for professionals in journalism, publishing and other media-related industries in New York City. Recently mediabistro.com has made headlines of its own - JupiterMedia paid over 20 million cash, that's right - we said cash, for mediabistro.com. Laurel remains mediabistro.com's driving force and cyberhostess, but has surrendered her CEO title for senior vice president with the sale to JupiterMedia. Not a bad trade-off. Monthly traffic to mediabistro.com has soared to more than 5.4 million page views and 600,000 unique visitors. Community is an attitude: 1 Minute: toubypromo.mp3 19 Min : touby090607.mp3 8.57 MB

WSJ: A Summer of Intrigue A Leadership Podcast with Alan Murray, Wall Street Journal's executive editor, online. This has got to be the most interesting place in American Journalism to be right now. Alan Murray Alan Murray is the Wall Street Journal's executive editor, online. He manages the editorial development of new-media initiatives and oversees the news operations of WSJ.com, related Web sites and events, video, Dow Jones's relationship with CNBC and book publishing. The editor of MarketWatch, another Dow Jones business-news Web site, also reports to Mr. Murray. Peter Clayton spoke with Alan about the purchase of The Wall Street Journal by Rupert Murdoch, and his latest book, Revolt in the Boardroom: The New Rules of Power in Corporate America, published by Collins.

Going Green Makes Green: Is Mother Earth Everyone's New Best Friend? A Big Picture Podcast with best-selling author Christine Arena The widely held notion that corporate responsibility is about 'doing good' effectively marginalizes CSR, keeping it on the sidelines of many corporate agendas. that's because the practical execution of doing good often translates into philanthropy rather than business strategy. thus, the concept of business goodness not only hinders companies from making a real difference, it also inhibits the CSR movement from taking root in powerful economic sectors. - Christine Arena There is very little you can say with certainty about the future of the global economy. But one thing is certain: business can't continue to exploit the Earth's resources using the industrial age paradigms of the last century. It simply isn't sustainable. What can we do as leaders - as companies - as managers, and as consumers - to shift from mere regulatory compliance and incremental process improvements to real innovation with real world, real solutions? Joining us on a Big Picture edition of Total Picture Radio is best selling author, Christine Arena. Her work empirically proves the business case for corporate responsibility, demonstrating the integral link between social, environmental and financial performance in companies. I opened up the Wall Street Journal the other day and found a full-page color ad for Subaru, the headline read, Not recycling this newspaper will create more landfill than our entire factory. Think about that for a minute. Not only has business and industry gotten the environmental wake-up call, consumers have - and employees have - and many of us (especially Gen Y and Boomers), are looking for products to buy and companies to work for which demonstrate a sustainable mind-set. Everybody is going green. But is Mother Earth really everyone's new best friend? In Christine Arena's new book, The High-Purpose Company: The Truly Responsible (and Highly Profitable) Firms that are Changing Business Now (Collins), she features dozens of corporate profiles ranging from Exxon to Wal-Mart, Starbucks, Patagonia, IKEA, and JetBlue. Christine's books separate true from false corporate responsibility, or winning from losing strategic approaches. Her ongoing research stems from thousands of executive and stakeholder interviews as well as rigorous academic standards.

Peter Montoya - Personal Branding 101 Podcast If you have a strong personal brand you can take control of your career By defining and promoting yourself in a way that makes you rationally and emotionally appealing to a targeted demographic by filling a specific need for them, the demand for your services will never expire. Peter Montoya We've been focusing on building your personal brand here on Total Picture Radio. Why? I'm convinced that by building a personal brand you can: Accelerate your career Focus on work, and a career, you have a passion for. Succeed in any economy (if you're over the age of 12, you know this is important). Stay focused. By having a personal brand statement, and positioning yourself so you are in perfect alignment with You, Inc., your chances of differentiating yourself in a highly competitive marketplace are greatly improved. Peter Montoya is the president of Peter Montoya Inc., the world's only advertising agency specializing in Financial Advisers. He is the author of The Brand Called You, and The Personal Branding Phenomenon. He is a frequent keynote speaker at conferences and joins us today on Total Picture Radio. My passion is to help business professionals become more successful than they ever dreamed possible. Peter Montoya Creating a Personal Brand Statement 1:30: montoyapromo.mp3 27 Min : montoya092107.mp3 12 MB

Look Out! It's the Crazy Bosses Podcast The Zorro of Corporate Communication is back. Watch out you profit mongering psychopaths. It's Fortune Magazine columnist ... Stanley Bing! The Bully. The Paranoid. The Narcissist. The Wimp. The Disaster Hunter. Stanley Bing dissects them all, and reveals the level of contagion each form of craziness carries. Last year, in Rome, Inc., The Rise and Fall of the First Multinational Corporation, Stanley Bing told the story of a family business that prospered through a series of brutal consolidations and rational growth. Then senseless internal conflicts lead to a long line of demented CEOs, monumental expansion, and foolish diversification - at a high cost in shattered lives. The most brilliant of the Roman executives, Julius Caesar, invented the comb-over, according to Bing. In the end, a series of reverse takeovers leaves the once-proud but now overextended and corrupt parent company at the mercy of less-civilized operations that previously cringed at the grandeur of the corporate brand. Great material for Hollywood epics, The Roman Empire had one hell of a run. But, as with most organizations lead by psychopaths, (Enron, WorldCom come to mind), it came to a rather messy end. In Stanley's new book (actually, an old book, he first wrote Crazy Bosses 15 years ago), but I was so boring and pedantic! So... jejune. I read it now and I cringe, he says. So he re-wrote it. Of course, looking over the past decade, there's a whole new batch of crazy bosses to profile. About Bill Gates, Bing writes; Now in the process of mutating into post-executive Yoda status. Peter Clayton interviewed Stanley in New York. Stick a fork in them 1:37 bingpromo.mp3 15 Min : bing082907.mp3 6.89 MB

Working With You is Killing Me! An on-the-job survival skills podcast with author and management consultant, Katherine Crowley Katherine Crowley is a Harvard-trained psychotherapist. Her expertise concerns the inside of business; the psychological and interpersonal challenges involved with people working together. She, and her business parter, Kathi Elster, a former sales executive and business strategist, are K Squared Enterprises, and the authors of Working With You is Killing Me - Freeing Yourself from Emotional Traps at Work, published by Warner Books. Let's face it, it can get really ugly in those cubicles... Did someone say 'cubicles?' They removed those last year. Now we just sit in a big open pit!

Stop Sabotaging Your Career: 8 Proven Strategies to Succeed--in Spite of Yourself A Podcast with Dr. Lois Frankel, best-selling author and founder of Corporate Coaching International Success isn't permanent and failure isn't fatal. Mike Ditka From entry-level employees to senior executives, no one is exempt from career derailment. Dr. Lois Frankel According to internationally recognized business coach Dr. Lois Frankel, the most common sources of unexpected changes in career momentum are not your shortcomings but your strengths--an overdependence on the exceptional abilities that contributed to past success. It is the employee who exhibits the widest array of technical and interpersonal capabilities who will rise to the top. Now, in a guide for business people across all fields and professional levels, Dr. Frankel has identified the eight most effective strategies for overcoming career obstacles and becoming an invaluable member of any work environment. With self-tests and dozens of real world examples, Stop Sabotaging Your Career helps readers identify their dominant professional behaviors and offers proven strategies to maximize their career potential--in spite of themselves. You manage numbers. You can't manage people. They won't be managed. You have to lead people. - Dr. Lois Frankel The Not Invented Here Syndrome 1:30 frankelpromo.mp3 The Annual Employee Evaluation 1 Minute annual_eval.mp3 25 Min : frankel082407.mp3 11.39 MB

CareerTours Podcast - Word of Mouth Recruiting A Day in the Life of Aaron Bare, CEO, CareerTours I have CADD, better known as Corporate Attention Deficit Disorder. I learned as much as possible bouncing around as many careers as possible and took as many classes as possible to put myself in a place where I can make a significant difference. Now, it is time to create Frictionless Recruiting and bring CareerTours to the world. - Aaron Bare Several weeks ago, CareerTours, the fast growing online recruiting company known for audio video career tours announced it acquired an interest in WorkBlast.com, an innovator and industry leader in video resumes. According to a CareerTours press release, they will now host more than 15,000 Audio and Video CareerTours on WorkBlast.com. This whole segment of the recruiting industry is exploding, with new video sites launching to take advantage of Gen Y's preference for using rich media for everything from resumes to talking snowmen. Peter Clayton, host of Total Picture Radio, caught-up with Aaron earlier this week, to find out about the partnership with WorkBlast and how CareerTours is creating, what Aaron refers to as frictionless recruiting. Aaron talks about CareerTours/WorkBlast: 2 Minutes barepromo.mp3 20 Min : bare082207.mp3 9 MB

Personal and Executive Branding Podcast Stand Out by Building Your Brand the co-author of a business best-seller and founder of Reach Communications, William Arruda Do you have career karma? Do you have brand attributes? Do you have a brand community? Do you have a personal brand statement? Do you even know what I'm talking about? To answer these questions is William Arruda co-author, with Kirsten Dixson, of Career Distinction: Stand Out by Building Your Brand, published by John Wiley Sons; an Amazon.com #1 bestseller in the job hunting category. Welcome to a success strategies edition of Total Picture Radio, with producer/host, Peter Clayton. When we interviewed Kathy Simmons, the president of Netshare a few weeks ago, she recommended William and Kirsten's book, and the Online Identity Calculator on the Career Distinction web site. We encourage you to check-out this free assessment tool, to see your GQ - (click read more or the headline for more info and resource links). In the new world of work, your reputation is the only accepted currency. Whether you are looking to move up the corporate ladder at your current organization, find a position at another company, make a major career change, or start your own enterprise, you will no longer be hunting for your next position. Instead, opportunities will come to you. Colleagues, hiring managers, clients, and recruiters will use Google as well as social and professional networks to find out about you and reach you. To thrive in this new environment, you must identify your personal assets and clearly communicate your unique promise of value. Your credibility and visibility will drive demand for your services. You must use who you are to affect how you earn. That's where Career Distinction: Stand Out by Building Your Brand comes in. - William Arruda and Kirsten Dixson.

From Command and Control to Emotional Intelligence. A podcast with one of America's preeminent business journalists, Geoff Colvin We think of leadership as being this eternal quality that people have or don't have, from Alexander the Great right up to the present. But the reality is that what you want in talent, what you want to develop in people, does change with the environment, and the company had better change what it's doing. - Geoff Colvin. Geoff Colvin's Value Driven column in Fortune gives him a forum to address five million readers on the important issues confronting business. On a somewhat smaller scale, he served, along with Fortune colleagues Andy Serwer and Marc Gunther, as moderator for the Fortune Leadership Forum held at Jazz at Lincoln Center, an event Total Picture Radio's producer/host Peter Clayton attended. An exceptional mix of business leaders and visionaries participated in the forum, including Daniel Goleman, author of Emotional Intelligence; Gerry Roche, Senior Chairman Heidrick Struggles; David Neeleman, Founder and Chairman JetBlue Airways; Pulitzer Prize winning author Doris Kearns Goodwin; Susan Lyne president and CEO Martha Stewart Living Omnimedia; General George W. Casey, Jr., and many others. In our in-depth interview with Geoff, we discuss several important leadership trends that emerged during the two day forum.

Possibilities and Results A Podcast with Bob Prosen CEO, The Prosen Center for Business Advancement At the beginning of the day, it's all about possibilities. At the end of the day, It's all about results. Bob Prosen. Bob Prosen mission is to help business leaders rapidly increase performance, productivity and profits. He is the author of the best-selling business book, Kiss Theory Good Bye and he joins us today on a leadership edition of Total Picture Radio. Kiss Theory Good Bye is built on five essential principles for profitability and success. In his in-depth interview with Peter Clayton, Bob Prosen talks about the five principles he describes in his book: Superior Leadership, Sales Effectiveness, Operational Excellence, Financial Management, and Customer Loyalty.

The Unwritten Rules of the Highly Effective Job Search A Podcast with career services industry veteran, Orville Pierson You put hours and hours of hard work into your job search and the companies you've contacted never call. It's a story all too common in the fast-paced, highly competitive world of job hunting. Nothing is more discouraging than sending one resume after another into the job-hunting void. Eventually, you expect silence from the other end. Welcome to a Career Transition edition of Total Picture Radio. Joining us today is Orville Pierson, Senior Vice President, Corporate Director of Program Design and Service Delivery for Lee Hecht Harrison (LHH), a $200 million career services company with 240 offices worldwide. Orville is the author of The Unwritten Rules of the Highly Effective Job Search published by McGraw Hill The techniques, developed by and explained in Pierson's book, have been used successfully for ten years by Lee Hecht Harrison (LHH), the world's premier career services company. Here, Pierson provides you with the job-search techniques that up to now have been limited to the LHH consultants he trains. Orville Pierson has helped thousands of job hunters during his career, taking note of the characteristics that have led to success as well as failure...(click title or read more).

Losing My Perspective, and Gaining it Back A podcast with Anita Bruzzese Peter Clayton's interview with Anita Bruzzese, a nationally syndicated career columnist and author of 45 Things You Do To Drive Your Boss Crazy, and How to Avoid Them, (Published by the Penguin Group), was intended to focus on her new book, and it does. But it also focuses on life, and what happens when career trumps everything else.. If you're obsessive - compulsive, find yourself checking your email at midnight, and unable to concentrate on your personal life for more than five seconds at a time, I encourage you to listen to the first five minutes of this interview. It's time to grab your career with both hands and take responsibility for making it a success. Employers want you to be successful because your success means their success. I want you to be a smart employee, because then you won't write me those same, sad letters, or end up in my milk crate. And above all, you should want to do well in your job for any number of reasons, not excluding a steady paycheck. Anita Bruzzese. (Click on the headline or read more for resource links)

Lights Out: The Electricity Crisis, the Global Economy, and What It Means To You A Big-Picture Podcast with industry expert, Jason Makansi Our electricity rates are going to skyrocket. We're not going to see just modest increases in most parts of the country, they're going to increase substantially because of all of these factors - and the brain drain is just one of them - but a very important one. Jason Makansi Writing in the Wall Street Journal, William Tucker wrote about Jason Makansi's new book, Lights Out: The Electricity Crisis, the Global Economy, and What It Means To You, (published by Wiley Co.); Most people don't realize that skyrocketing global energy demand and economic growth severely affect the supply of electricity. Between production (power plants) and delivery is an antiquated, third-world transmission grid that is in desperate need of hardening against breakdowns, terrorist attacks, inadequate carrying capacity, and operational obsolescence. And while electricity doesn't hold the headlines or dramatic power of oil, the ability to ensure its uninterrupted supply at a reasonable price is even more essential to global survival and prosperity. Lights Out is today's most detailed, in-depth examination of this largely unreported looming energy crisis. Written by one of the world's top electricity industry experts, this powerful book covers numerous hot button economic and political issues-free markets versus regulation; energy independence versus foreign imports; nuclear power, global warming, and other environmental issues; and much more. (Click read more for links)

VC Blog Headline: Looking for the Right Person Union Square Ventures uses blog entry to hire analyst, taking transparency to a new level in the hiring process. Proving (once again), your personal online brand continues to grow in importance, in this Online Savvy edition of Total Picture Radio, you'll meet Andrew Parker, the new analyst at Union Square Ventures. (For links related to this podcast, please click the read more link, or the article headline). Here's the story: Peter Clayton, the producer/host of Total Picture Radio, met Brad Burnham, Managing Partner, Union Square Ventures, at Indeed.com's recent cocktail party - (USV's portfolio includes Indeed.com, AdaptiveBlue, BugLabs, Clickable, Twitter, and Etsy). Clayton learned when USV was looking to hire a new analyst, they decided to blog about the position, and rather than asking for a traditional resume here's what Brad wrote on the company's blog: If you are interested in being considered for this position, please leave a comment to this blog post with your name, a link to your online presence, and a way to reach you. Please do not send us an email or a resume. We can not promise to respond directly to every inquiry. We do promise to follow the links and to get in touch if your passion for the Internet and your facility with web services is expressed through your online presence. The analyst position... (click read more). 1 Minute with Andrew Parker: parkerpromo.mp3 18 Min: parker080607.mp3 8.2 MB

The 7 Minute Solution Checkster adds 360 Feedback to online Career and Talent Assessment Tool Checkster announced today the introduction of the first personal performance tool to empower professionals to grow and improve their career strengths. This unique web service leverages leading edge research in expert performance and associates it with innovative Web 2.0 collaborative technology. Welcome to a Success Strategies edition of Total Picture Radio. According to founder Yves Lermusi, CEO, Checkster is a personal feedback management tool that gives you insight into your talents, career and earning potential. Okay, Yves, so how does this work? (This is where you click play to listen to the interview). 2 Minutes with Yves: lermusipromo.mp3 25 Min: lermusi080207.mp3 11.42 MB

Itzbig. A New Way For Professionals to Control a Confidential Job Search A podcast with chairman, CEO, and tech industry veteran, Jim Hammock. You've probably heard the saying, if you're not in transition, you're in denial. You've also probably experienced the black hole of the job submission process. Spending, what seems like hours, cutting and pasting your carefully crafted resume into some hideous online corporate ATS - applicant tracking system - pushing the submit button, and then waiting, and waiting for...... nothing. Not even a thanks. Well a new start-up in Austin has changed all of that, allowing you to anonymously explore opportunities in real time with instant feedback. You know immediately how well you score with all of the jobs in the itzbig system. Not only is that big, that's great! Kevin Wheeler on ERE.net referred to itzbig as A Sourcing Network on Steroids.

Taking Your Career to the Next Level. Building Your GQ - Your Google Quotient. The sea change in online privacy, visability, and managing your online persona. A Career Acceleration Podcast with Kathy Simmons, President and CEO of Netshare According to Kathy Simmons, you don't want to be the dead moose at the doorstep. (She borrowed the term from California radio personality Sherry Argov). Since recruiters are hunters, they would much rather go out and find someone and hunt them down than find them on their doorstep, Kathy told Total Picture Radio host Peter Clayton in this Online Savvy edition of the show, if you're too easy to find, if you're there and already packaged, you're not as attractive as someone they've gone out and feel they've discovered. This leads to the concept that managing your online persona is far more than posting your resume online - which can actually hurt your chances of being contacted by a recruiter. In our in-depth, 28 minute interview, Kathy also discusses transitioning from working as an independent consultant to working for a company. One Minute with Kathy Simmons: ksimmonspromo.mp3 28 Min : ksimmons073007.mp3 12.9 MB

When it Comes to Financial Planning, Men Still Rule. In a Success Strategies Podcast, a Senior Financial Advisor makes a strong case for women taking an active role in investment decisions According to Cathy Pareto, a Senior Financial Advisor Director of Business Development for Investor Solutions, women have a long way to go in terms of more direct involvement in the family's investment decisions. However, several studies suggest that women are better at investing than men. A couple of bullet points: Women research their investment choices more than men Women seldom act on hot tips Women are not as overconfident as men Women trade less than men Single men trade 67% more than single women Women (more than men) align their investments with corporate values, ethics and products 22 Min : pareto072607.mp3

Making Sense of the Hedge Fund Meltdown A Podcast with Frank Armstrong, founder and CEO, Investor Solutions From The Wall Street Journal, (July 18, 2007) ... The net value of assets in Bear Stearn's highly indebted fund, High-Grade Structured Credit Strategies Enhanced Leverage Fund, is wiped out, according to people familiar with the matter, who were briefed on the contents of a late-afternoon call with brokers. The net value of assets in its other, larger, less-leveraged fund is roughly 9% of the value at the end of March, these people said. The net-asset value represents the value of an investor's holdings after debts have been paid. Tranches, CDO's - ABX, going long, going short. Sub-prime. If your trying to make sense of the hedge fund mess and what the implications for the economy might be, Frank Armstrong is here to tell it like it is. Junk by any other name is junk. Which sounds a lot different from High-Grade Structured Credit Strategies Enhanced Leverage Fund. 1 Minute with Frank Armstrong: armstrongpromo.mp3 18 Min: farmstrong072407.mp3

What do a stand-up comedian, a Navy SEAL, a minor league pitcher, and a circus clown have in common? They Are All Escape Artists! A podcast with best-selling author (and escape artist) Josh Piven. Have you ever thought that you'd rather be doing something else with your life? Like every day when you get up? If so, this interview is for you. Josh Piven joins us today for an Entrepreneur edition of Total Picture Radio. He is the author of The Escape Artists: True Stories of People Who Turned Their Obsessions Into Professions, published by McGraw Hill. For nine years, New York Times bestselling author Joshua Piven has been tracking down and interviewing alligator wrestlers, race car drivers, giant octopus hunters, animal trackers, and treasure hunters. What drives these escape artists to make job choices that are extraordinary, dangerous, or just plain wacky? They don't drop out ; they embrace self-fulfillment and personal freedom as they craft a life on the road less traveled-and show all of us how to pursue our own dreams, if we dare! By following their journeys, you'll learn how you might be able to become an escape artist yourself-and leave the cubicle behind. You'll see how these intrepid adventurers avoided the trap of a job they hated; navigated the issues of money, security, and safety nets; and knew when to make the crucial leap to a better and more enjoyable career.

Branding Iron: The Meltdown of the US Auto Industry A Podcast with industry veteran and brand guru, Charlie Hughes What makes a world-class brand? The authors of Branding Iron describe great brands as a promise wrapped in an experience. The best brands make a strong, clear commitment to stand for something, to do it better than anyone else, and orchestrate the entire ownership experience. This requires a level of courage beyond most executives. According to our guest today, Charlie Hughes, It is amusing and painful to see the people who most decry the Cerberus purchase of Chrysler are all part of the Detroit problem. Unions, analysts, local press, and domestic auto execs all seem to believe that a private equity company is in it for the short haul. Have any companies in the US demonstrated a shorter fuse or more self-destructive behavior over the past five years than the Detroit gang? Welcome to a big picture edition of Total Picture Radio. Charlie Hughes is co-author of Branding Iron - Branding Lessons from the Meltdown of the US Auto Industry published by Racom Books. Charlie knows of which he speaks - and writes - Charlie has worked on 11 automotive brands, both domestic and import as well as at the Doyle Dane Bernbach advertising agency. He has headed marketing for U.S. operations of Fiat, Lancia, Porsche-Audi and Volkswagen. However, Charlie is best known for his successes with Land Rover and Mazda. As the founding CEO of Land Rover in North America, Charlie built a fully operational organization and dealer body in 15 months. He grew the business from 0 units in 1986 to 22,000 in 1998 and in so doing created the luxury sport utility segment by successfully introduced Range Rover and then Land Rover to Americans. Along the way Land Rover broke new ground in automotive retailing by creating Land Rover Centers, a truly branded retail experience, and founded Land Rover University to create passionate retail associates to staff Land Rover Centers.

A disgraceful fascist luddite communist control freak monarchist failed dotcom entrepreneur A Podcast with Andrew Keen, founder of AfterTV and the author of The Cult of the Amateur. When you have the crowd authoring content, it reads like mushy peas. It has no stylistic quality... Do you want Hollywood, or do you want exploding bottles on YouTube? Andrew Keen As The Wall Street Journal recently reported, It's been 10 years since the blog was born. Love them or hate them, they've roiled presidential campaigns and given everyman a global soapbox. In this online savvy edition of Total Picture Radio, from Berkley, California, is the author of a new - and highly controversial book, The Cult of the Amateur - how today's internet is killing our culture -- published by Doubleday/Currency. The headline quote above is from from a posting on Andrew's blog, titled, who am I? His book has launched (without exaggeration), a bloggers firestorm. In the introduction to The Cult of the Amateur, Andrew writes. In today's self-broadcasting culture, where amateurism is celebrated and anyone with an opinion, however ill-informed, can publish a blog, post a video on YouTube, or change an entry on Wikipedia, the distinction between trained expert and uninformed amateur becomes dangerously blurred. When anonymous bloggers and videographers, unconstrained by professional standards or editorial filters, can alter the public debate and manipulate public opinion, truth becomes a commodity to be bought sold, packaged and reinvented.

The Clean Tech Revolution A Podcast with clean tech visionary and author Ron Pernick, co-founder and principal of Clean Edge. When industry giants such as GE, Toyota, Philips and Sharp and investment firms such as Goldman Sachs are making multibillion-dollar investments in clean technology, the message is clear. Developing clean technologies is no longer a social issue championed by environmentalists; it's a moneymaking enterprise moving solidly into the business mainstream. In fact, as the economy faces unprecedented challenges from high energy prices, resource shortages, and global environmental and security threats, clean tech - technologies designed to provide superior performance at a lower cost while creating significantly less waste than conventional offerings - promises to be the next engine of economic growth. In The Clean Tech Revolution, (published by Collins), authors Ron Pernick and Clint Wilder identify the major forces that have pushed clean tech from back-to-the-earth utopian dream to its current revolution among the inner circles of corporate boardrooms, on Wall Street trading floors, and in government offices around the globe. Pernick and Wilder shine the spotlight on the winners among technologies, companies, and regions that are likely to reap the greatest benefits from clean tech - and they show you why the time to act is now. Endorsed by Guy Kawasaki, John Doerr, Bob Greifeld, Nancy Floyd, William K. Reilly, and many others, this is an important and valuable resource on the trends and opportunities for going green.

Leading Innovation: How to Start a Creative Revolution at Work We're the Speed Boat that Works with the Super Tankers - Matt Kingdon As growth becomes more and more of a priority in organizations of all sizes, innovation becomes a necessity: not just a nice-to-have. Add to this sticky equation that innovation has become as diluted as integrity or authenticity in the world of corporate-speak, and leading innovation projects can be very risk-induced and challenging affairs. So, how do you make innovation happen naturally rather than by accident? And if you work for a large organization, how to you get these ideas implemented? It's the familiar strategy/execution conundrum, that the largest independent innovation company in the world addressed head-on at the Fortune Leadership Forum. Using a interactive workshop format, Matt Kingdon, UK based Chairman and Chief Enthusiast of ?What If!, The Innovation Company, along with his colleagues Meldrum Duncan managing director, ?What If! New York; Jennifer Ebert, Head of New Product Development and Brand Development; Michael O'Keeffe, Head Innovation and Leadership Culture (USA) and, one of their clients, Jeff Semenchuk, EVP, Head of Growth Ventures and Innovation, Citi Global Consumer Bank; shared their international insights on staying on top of the innovation game with a group of enthusiastic attendees at the Fortune Leadership Forum. I think Matt and his team lives Peter Drucker's definition of innovation: ... Change that creates a new dimension of performance. Matt was interviewed at the Fortune event by Peter Clayton, producer/host of Total Picture Radio. Please click on read more for resource links. Be the first to write a comment about the interview with Matt Kingdon, and ?What If will send you a copy of Sticky Wisdom, How to Start a Creative Revolution at Work! One Minute with Matt Kingdon: kingdonpromo.mp3 25 Min : kingdon071107.mp3

Mass Career Customization: Aligning the Workplace with Today's Nontraditional Workforce A Podcast with Cathleen Benko, Vice-Chairman and Deloitte's first Managing Principal of Talent. According to Cathy Benko, The workforce has changed, but the workplace has not. And that fact was the inspiration behind an initiative at Deloitte, lead by Cathy and her colleague, Anne Weisberg, to address this issue head on. I had the good fortune to meet Cathy at the Fortune Leadership Forum in New York, where she conducted a workshop on Mass Career Customization, and participated in a panel discussion titled Where is Your Talent with executives from Herman Miller and Capital One, moderated by Geoff Colvin, Senior Editor at Large at Fortune. Cathy and Anne Weisberg, are the authors of Mass Career Customization: Aligning the Workplace with Today's Nontraditional Workforce, that will be published by Harvard Business School Press this fall. The book is a detailed analysis of what was a pilot program (and is now a phased rollout) at Deloitte by the same title. This concept encompasses structure and a systematic approach that enables organizations to correlate employees' talents, career aspirations, and evolving life circumstances in ways that match up with the enterprise's marketplace strategies. Successful implementation results in increased employee job satisfaction and loyalty, lower costs, and greater productivity. This is clearly a top-of-mind issue at all companies, as the war for talent spreads to more and more industries and occupations; fueling the concern for employee retention - most companies have traditionally used 150 percent of salary as the cost of turnover. Some experts say that for knowledge-based companies, that figure can be as high as 500%. Ms. Benko readily admits, Turnover is a huge cost at multiple levels, attracting, training... One key reason for subscribing to a model like mass career customization is to improve retention on the employer side and so employees have a better model to fit life into work and work into life.

Sustainability And The Next Industrial Revolution Reflect on this: It took us 5,000 years to put wheels on our luggage. How smart are humans? William McDonough A Podcast with the World-Renowned Architect and Environmental Visionary My goal is very simple. It's to help create a delightfully diverse, safe, healthy, and just world, with clean air, soil, water, and power -- economically, equitably, ecologically, and elegantly enjoyed, period. What's not to like? William McDonough is the winner of three U.S. presidential awards: the Presidential Award for Sustainable Development (1996), the National Design Award (2004); and the Presidential Green Chemistry Challenge Award (2003). Time magazine recognized him as a Hero for the Planet in 1999, stating that his utopianism is grounded in a unified philosophy that, in demonstrable and practical ways, is changing the design of the world. His Book, Cradle to Cradle: Remaking the Way We Make Things, (North Point Press). was not printed on conventional paper, but in Durabook, a synthetic paper made from plastic resins and inorganic fillers, materials that can be reutilized again and again in industrial processes, what the book calls a technical nutrient. Be sure to click the read more link for lots more info (including pictures and resource links.) One Minute with Bill McDonough: mcdonough_promo.mp3 24 Min : mcdonough070507.mp3

Nearly 40 Percent of Executives Leave Their Jobs in the First 18 Months. An in-depth podcast with George Bradt, co-author of The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, And Get Immediate Results Why do so many executives in new leadership positions fail? In this special Career Transitions edition of Total Picture Radio, George Bradt, founder and Managing Director of PrimeGenesis, a leading executive transition consultancy, answers that question. According to George, the odds are stacked heavily against those who don't prepare and plan before Day One on a new job. I met George at the Harvard Club in New York. He was the featured speaker at a breakfast meeting sponsored by Mullin Associates - the room was filled with senior-level human resource executives and recruiters. If you don't work in HR or recruiting, you may never have heard the term onboarding. Believe me, everyone at this breakfast knows the term, and the implications all too well. This early morning crowd of HR pros and recruiters were far more interested in what George Bradt had to say than the bagels on the buffet table. Here's how Wikipedia defines onboarding: Onboarding is the process of interviewing, hiring, orienting and successfully integrating new hires into the organization's culture. The best onboarding strategies will provide a fast track to meaningful, productive work and strong employee relationships. Onboarding activities begin pre-hire through effective and accurate recruitment communications, followed by an interviewing and screening process that increases the success rate of position acceptance. The orientation of new hires starts prior to the employee's start date and usually is extended through (at least) the first 6 months of employment. Onboarding is applicable to promotional opportunities within organizations, and strategies implemented to promote and orient company veterans to new roles follow the same time-line. George and his PrimeGenesis team have found there is a huge difference between the leader who has a plan, hits the ground running, and makes an impact on his first day on the job, and the executive who walks through the door, expecting a plan to be in place. Good luck with that concept. The New Leader's 100-Day Action Plan is really a workbook, with detailed, step-by-step action plans to guide you through the first 100 days in a new job. Obviously, this book is written for executives in leadership roles, but I think any professional can benefit from using the PrimeGenesis methodology - and knowing the difference between onboarding and employee orientation. If your starting a new job and onboarding has not been part of the process, buy this book and onboard yourself!

Get Your Act together with JibberJobber. Jib: According to Wikipedia, a jib is a triangular staysail set ahead of the foremost mast of a sailing boat. Job: What most of us need to earn spend-o-matics and keep our high-speed Internet connections connected. JibberJobber: A very cool application created by Jason Alba, that functions as your personal navigation system to help keep your career on course. Welcome to an online savvy edition of Total Picture Radio. Joining us is the founder JibberJobber Jason Alba. JibberJobber - which Jason launched about a year ago, has morphed into an online tool you can use to manage job transitions, professional networks, and much more.

Aspiring to be The McKinsey Co. of Creativity. An Interview with Eduardo Braniff, CEO/Creative Director, Imagination USA I had the pleasure of meeting Eduardo at the Future Marketing Summit earlier this year, and finally our schedules allowed for this Cool Careers podcast. (Please read more for additional show notes and links). One of the most exciting concepts at the event were a series of presentations made by VCU Adcenter students - introducing several of the panel sessions. One of the take-aways from the student's presentations: Disruptive advertising is dead. Period. According to Eduardo, disruptive advertising should be dead. Eduardo participated in a panel discussion on Design at the Future Marketing Summit, moderated by Calle Sjonell, Group Creative Director, Fallon - Other panelists: Daljit Singh, Executive Creative Director and founding partner of Digit; Victor Newman, founder, Freestyle Creative, and Nicholas Utton, CMO of E-Trade. The theme of this year's Summit was Integration, which has long been seen as the holy grail of marketing communication but has rarely lived up to its own ambitions. This A-List of creatives assessed the opportunities, the issues, and the methods for agencies and client marketing teams to further engage with design and ensure its role as an integral part of all marketing communications strategies. The Imagination Group, pioneers of the Brand Experience has leveraged design to create one-of-a-kind high tech, high touch, highly immersive spaces. Example: The 10,000 square-foot Samsung Experience showroom in Manhattan, with 300 products, including next-generation gear like computers controlled by hand gestures, which can give you the feeling you've stepped into a real Second Life 3D environment. And guess what? This showroom is just for show. There are no check-out lanes because you can't buy anything. How cool is that? 2 Minutes with Eduardo: braniffpromo.mp3 27 Min : braniff060807.mp3

Witness the Birth of a new Discipline: NeuroLeadership Breaking new ground in our understanding of how to improve human and workplace performance. A podcast with David Rock. The NeuroLeadership Summit held in Asolo, Italy, brought together top neuroscientists with leadership development experts and senior business executives, to collaborate on addressing some of today's most important organizational challenges. The agenda included: How to increase the level of employee engagement, achieve strategic and tactical business goals, and improve decision making. In this 38 minute Leadership Channel edition of Total Picture Radio, Peter Clayton discusses the Summit with co-program Director, David Rock. David is a leadership coach, consultant and public speaker who advises corporations around the world. He is the founder and CEO of Results Coaching Systems (RCS), a global coaching consultancy. TPR had the pleasure of interviewing David last year at the launch of his latest book, Quiet Leadership, Six Steps to Transforming Performance at Work, (published by HarperCollins). You'll find that interview, one of the most popular on TPR, on the Leadership channel.

The CEO's Coach - Meet Marshall Goldsmith In his latest best-selling book, What Got You Here Won't Get You There: How Successful People Become Even More Successful, Marshall reveals the 20 annoying workplace habits you need to break now. Do you want to accelerate your career? Are you considering several job offers, trying to evaluate the best path to take? Do you need to reinvent yourself? In this thirty minute leadership podcast with Peter Clayton, host of Total Picture Radio, you'll hear results-oriented career advice from a true icon in leadership development: Marshall Goldsmith. Marshall is co-founder of Marshall Goldsmith Partners. He served as a member of the Board of the Peter Drucker Foundation for ten years. He is recognized as a world-class authority in helping successful leaders achieve positive, measurable change in behavior: for themselves, their people and their teams. Dr. Goldsmith conducts workshops for executives, high-potential leaders and HR professionals. He has worked extensively with over seventy major CEOs and their management teams. Over the years, his clients have included American Express, Boeing, IBM, Goldman Sachs, McKinsey, Toyota, Northrup Grumman, GE Capital and UBS.

The Most Important Interview Question of All Time Total Picture Radio Interviews a Recruiting Industry Legend - Lou Adler According to our guest, Lou Adler, If you want some quick insight into a candidate's technical competency, motivation level, and team leadership skills, start by asking this two-part question: 'Of all of the things you've accomplished in your career, what stands out as most significant? Now could you go ahead and tell me all about it?' Getting the correct answer to this question can tell you 65 percent to 75 percent of everything you need to make an accurate hiring decision. This guy should know the answer to this - and about any question you might have about the hiring process. Adler is a noted recruiting industry expert, national speaker, and columnist for a number of major recruiting Internet sites including HR.com, ERE.net, Kennedy Information, Workforce magazine, and AIRS. His Amazon best-seller Hire With Your Head (John Wiley Sons) started the performance-based hiring and selection movement. Peter Clayton was able to track down Lou at the Kennedy Information 2007 Conference and Expo, to ask some questions of our own!

Where Do You Want to Go -- This Weekend? With gas prices at an all-time high, we talk with Peter Dunay Investment Strategist at Leeb Capital Management About Where We're Headed As the Summer Driving Season Begins. In the next one to four years, half the earth's oil will be gone. And IF we were to keep sucking it up at the present rate, every drop would vanish by about 2029. Stephen Leeb With gasoline in the US driving to $4.00 a gallon, we thought it would be a good idea to visit our friends at the Leeb Group. Stephen Leeb, Ph.D, founder of The Leeb Group and Leeb Capital Management, is the author of six books. The latest, The Coming Economic Collapse: How You Can Thrive When Oil Costs $200 a Barrel, was published last year by Warner Books. (You can listen to the podcast we did with Stephen last July - just click on the read more link and you'll find the interview in the Resources section.) In our interview with invstement strategist Peter Dunay, we update the firm's projections regarding the energy crisis - China, India, trends, opportunities and sustainability - a term you'll hear a lot about in the coming months on Total Picture Radio. Peter Dunay is a frequent guest on cable financial programs, including Bloomberg Television. 21 Min : dunay052607.mp3

New Ideas from Dead CEOs - A Podcast with Author Todd Buchholtz Welcome to a leadership edition of Total Picture Radio. I'm attracted to a great title - and Todd Buchholtz latest book, New Ideas from Dead CEOs, (published by Collins), certainly fits the bill. Todd brings to life ten of history's greatest CEOs - from Ray Kroc to Akio Morita, Estee Lauder to Tom Watson Sr. - and shows how their lives, leadership and lessons can inform and inspire leaders present and future. Todd is a former White House director of economic policy, award-winning teacher at Harvard, and managing director of the Tiger hedge fund. One of the founders and managing director of the Two Oceans Fund, he is co-producer of the Tony Award-winning Jersey Boys and has written for the New York Times, the Wall Street Journal, Forbes, and Reader's Digest.

Online Savvy: A Podcast with Gautam Godhwani - Simply Hired CEO and co-founder. MySpace Jobs is Powered by Simply Hired, the jobs on LinkedIn, and now, MySpace UK has a MySpace Jobs. The last panel discussion at the Kennedy Information Recruiting 2007 Conference in Las Vegas kept the crowd to the end. Titled The Electronic Future and Forward Thinking Recruiting, the panel was moderated by Tony Lee, Chief Alliance Officer Executive VP at Adicio; panelist included Chelle Biza Classified Recruitment Manager, The Las Vegas Review-Journal; Joel Cheesman, CEO, HRSEO; Tim Driver, CEO of Retirementjobs.com; and our guest today on Total Picture Radio, Gautam Godhwani, CEO and co-founder of Simply Hired. An emerging trend in recruiting is the fact that recruiters, looking for the best talent (i.e. passive candidates), find more specialized candidates by looking deeper into sites that define themselves by industry, function, location and community. This trend is very much in evidence at Simply Hired, which continues to build relationships, big and small. Over 1000 Bloggers use Simply Hired Job-o-Matic Network to post jobs relevent to that Blogger's community. Simply Hired's goal - simply stated on their website is: We can't always promise you'll discover your dream job, but we'll give you the best chance possible to get a bigger paycheck, a more considerate boss, or a shorter commute. 15 Min: Gautam052107.mp3

Steven Rothberg - Founder and President of CollegeRecruiter.com Best Practices for Using MySpace, Facebook and Other Social Networking Sites Everyone knows about the explosive growth of MySpace - a 4,300% increase in two years - MySpace is the most visited networking site with an 80% share. MySpace is the third most visited U.S. Internet site, with over 31.5 billion page views per month. But... Do you know the average age of those using MySpace is... 35? Here's terrific, informative success strategies podcast recorded with Steven last week at the Kennedy Information Recruiting 2007 Conference and Expo in Las Vegas. Steven Rothberg is passionate about the Internet, social networking sites, and sharing his knowledge with his peers, and the students who benefit from CollegeRecruiter.com. Our interview covers an overview of CollegeRecruiter.com, and in-depth analysis - from a career strategy perspective - of MySpace, LinkedIn, Facebook, and Second Life. 2 minute preview: rothbergpromo.mp3 39 Min : rothberg051607.mp3

A Master Class Podcast on LinkedIn with Shally Steckerl The CyberSleuth talks in-depth about building your personal brand online At the Kennedy Info 2007 Conference and Expo in Las Vegas, I was very lucky - thanks to a three hour, mind-blowing networking class led by Shally Steckerl and his CyberSleuthing sidekick, Dave Mendoza. Although designed for professional recruiters, anyone trying to create, build, enhance, and BE FOUND online can learn just how to do those things from the amazing Mr. Steckerl. This was like seeing Pen and Teller - with Pen (Shally) revealing all of his magic tricks real-time, via a high-speed Internet connection. If you want to learn the real magic of LinkedIn, have a listen to Shally Steckerl, and visit his amazing magic show, called JobMachine.net. Be sure to read more for links and other good stuff we can't put in an XML feed.

A Cool Careers Podcast with Rick Klau Rick is VP of Publisher Services at Feedburner - His Blog, Tins got Rick his job. Here's a segment from Rick Klau's resume: Recruited by co-founder of the world's largest feed management provider to run publisher recruitment following the company's B round of funding. Built strategy to recruit commercial publishers into FeedBurner's network. Personally negotiated contracts with Dow Jones, Ziff Davis, IDG, TheStreet.com, Wired News, Gawker Media, American Express, Newsweek, Time Warner, Geffen Records, Christian Science Monitor, Tribune Interactive, OSTG and many others. Of course, the operative word in the above paragraph is recruited. Rick is another real-world example of Peter Weddle's principle: It's no longer who you know, it's who knows you. And blogging is the best way I know of to create, develop, and manage your personal brand - your reputation - so employers seek you out. How cool is that? This interview was recorded at Search Engine Strategies New York (SES NYC) last month. Yes - I'm still in catch-up mode - bringing you interviews with the savvy careerists I met this year at SES NYC. Be sure to read more for links and other good stuff you can't put in an XML feed. 2 minute preview: klaupreview.mp3 19 Min: klau050707.mp3

The Triple Bottom Line - How Today's Best-Run Companies are Achieving Economic, Social and Environmental Success A Big Picture Podcast with Andrew Savitz; author, consultant, and former head of PricewaterhouseCooper's Sustainability Business Services practice Next Week, PRWeek is leading a conference in San Francisco called Target Green: Making Sustainability Work. Sponsors include Harvard Business Review, Heinz, and Financial Times. Next month, I'm hosting a webcast for The American Management Association titled; Creating a Sustainable Future. And today, I'm happy to introduce you to the man who wrote the book on sustainability. Andy Savitz. Perhaps you've already begun thinking differently about how your business intersects with society and are looking to find ways to improve your profitability while doing the right thing for your stakeholders. That's a great start. But becoming a sustainable enterprise isn't just a matter of placing an overlay on top of your conventional business thinking. It entails making a shift from an old way of thinking to a new one - a new mind-set that subtly or dramatically alters everything you see and do ... Andrew Savitz . The Triple Bottom Line - How Today's Best-Run Companies are Achieving Economic, Social and Environmental Success - and How You Can Too (Jossey-Bass/Wiley, 2006) is a blueprint for executives and companies to find their way to a sustainable, profitable future in today's daunting era of environmental and social accountability. Be sure to read more for links and other good stuff you can't put in an XML feed. 2 Minute Preview : savitzpreview.mp3

The Penelope Podcast The Brazen Careerist joins us for a truth-telling session. Penelope Trunk is in the jet stream of career advice, soaring miles above the constant noise of useless, outdated information from self-styled career experts. How many career or self-help books have you picked up which state the following: The classic career topic of 'How to Get a Promotion' will become irrelevant; or Sex discrimination is everywhere, so don't try and run. And, on the well worn topic of resumes; When writing a resume, don't be too honest. Be sure to check-out chapter six, titled: First-time managers don't need to suck. Get ready for the Brazen Careerist: The New Rules for Success. (Warner Books 2007). Be sure to read more for links and other good stuff you can't put in an XML feed.

Building Your Business With Google and Smart Search Technology A Cool Careers Podcast with Mike Marshall, Fortune Interactive In less than 10 years, Google has become the world's most powerful brand, according to the annual Financial Times survey released on April 23. (Please click on read more for resource links). In the Financial Times Special Report, FT's John Gapper writes; In today's world, brands are becoming more valuable than ever. A corporate brand, like a human reputation is something of immense value. It's no surprise that a somewhat mysterious science known as search engine optimization (SEO) continues to grow in value, interest and importance at the highest level of corporate management. If you don't manage your brand - your reputation - online, someone else will. Mike Marshall, co-founder, CTO and COO of Fortune Interactive, based in Raleigh, NC, told TPR's Peter Clayton; Large corporations are paying very careful attention to search, in ways they did not before... the metrics are so powerful. Marshall has over 17 years experience in information technology covering a wide range of specialties including: web design, software engineering, e-commerce solutions, artificial intelligence, and Internet marketing. He is a member of the World Association of Internet Marketers and of SEO Professionals. He has degrees in Linguistics, Philosophy and Theology and is presently a Philosophy PhD student at the University of Virginia working in the area of semantics. Have a listen to one of the leaders of an industry that didn't exist 10 years ago. An industry with tremendous growth potential.

Hidden Job Market Secrets - Tips from The JobWhiz Getting Back in the Game - a Podcast with Job Search Expert, Debra Feldman, the JobWhiz Every Hollywood celebrity has one - and many C-level executives have them - agents. Okay, so celebs are represented by companies like William Morris, and executives by companies like Spencer Stuart - but the goal often times is the same: find the next great opportunity. If you're an A player making over $150k per year, our guest on Total Picture Radio might be the hired-gun matchmaker you're looking for to help you land your next starring role... (Cont'd)

A Podcast with SEO Industry Leader and Visionary, Bruce Clay There are about 100,000 unfilled jobs in the industry. - Bruce Clay Bruce Clay is a professional search engine optimization consultant. This is The Man. In fact, according to Danny Sullivan, Bruce coined the phrase SEO - Search Engine Optimization. Founded in 1996, Bruce Clay, Inc. is a leading provider of search engine marketing services with emphasis on search engine optimization. Through an integrated combination of services, including search engine optimization and consulting, pay per click management, optimization training, and subscription services to proprietary tools and technologies, Bruce Clay, Inc. provides high quality services that help clients achieve their search engine marketing goals.

From SES NYC: A Podcast with Gord Hotchkiss and Russell Glass A serious intellectual Mash-Up between two B2B search industry leaders. Last week, ZoomInfo launched a new semantic search engine that tags, aggregates and organizes the information for people, companies, products and services, and industries. A major feature of the new search engine is their their Comprehensive Job Search, which is powered by Indeed.com. This allows job seekers to use ZoomInfo to find companies by specific criteria, and find the open positions for all the companies. Combine this with the new B2B survey conduced by Enquiro Search Solutions and you get a leading-edge conversation on why search is relevant to you. Gord Hotchkiss is president CEO of Enquiro, and Russell Glass is VP, Products and Marketing and ZoomInfo. Be sure to click the read more button for more information and resource links. The interview was recorded in a very noisy press room at SES. Sorry for all the background noise. This place is jumping!

Digging Deep for Job Market Intelligence ExecuNet has just released their comprehensive Executive Job Market Intelligence Report for 2007. Joining us on TotalPicture Radio to discuss the findings of this important benchmark and executive forecast, are the two leaders of ExecuNet, Dave Opton, CEO and founder, and Mark Anderson president. Executive Job Market Intelligence 2007 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 two strategic partner organizations: Financial Executives International and Soundview Executive Book Summaries.

Managing Your Personal Brand Online Robyn Greenspan, Senior Editor, ExecuNet gives great advice on how to protect and manage your online identity... How to Manage Your Digital Dirt A recent ExecuNet white paper reports: An overwhelming majority of executive recruiters say they do online searches as part of their background checking, and more than 40 percent have eliminated candidates because of something questionable they uncovered. In this exclusive Total Picture Radio interview, we spoke with Robyn Greenspan, Senior Editor, ExecuNet about the new reality of dealing with your online i

Make Your Business Survive and Thrive! A Podcast with Priscilla Huff: 100+ Proven Marketing Methods to Help You Beat the Odds and Build a Successful Small or Home-Based Enterprise If you're an entrepreneur, or you're just thinking of starting a business, start with this smart, practical guide to small business success. Priscilla's new book shows you how to maintain healthy growth and profits, no matter what kind of business you own, and helps you get the most out of your limited resources. Priscilla Huff is a freelance business writer/author of the best-selling 101 Best Home-Based Businesses for Women; A Self-Employed Woman's Guide to Launching a Home-Based Business, and other related books, specializing in topics about small and home-based businesses and women's entrepreneurship. Her latest book, Make Your Business Survive and Thrive!: 100+ Proven Marketing Methods to Help You Beat the Odds and Build a Successful Small or Home-Based Enterprise, is published by John Wiley Sons.

A Move Toward Multi-Dimensional Leaders Marc Lewis, A 20 Year Veteran of Executive Search Reveals Changing Industry Dynamics and what his Fortune 500 Clients are Looking For The best way to be referred into an executive search firm is through one of that firm's clients. - Founder and CEO of Leadership Capital Group, Marc Lewis has placed key executives at leading companies worldwide, from Global 500 to private equity backed startups and roll-ups backed by many domestic and international private equity firms. With industry background in finance and technology, he is recognized as an expert on management and human capital trends, quoted in publications including The New York Times, Wall Street Journal, USA Today, Fortune, Business Week, and Bloomberg. If you would like some insights to retained executive search at the $300k+ comp level, have a listen to this Total Picture Radio Podcast.

A Podcast with the Author of Stepping Up: 12 Ways to Rev Up, Revitalize or Renew Your Career People must take control of their career. If they don't, who will? It's easy to let your career unfold. In fact, that's the approach most people seem to take. But how do you make your career happen? Many people feel they need to take control of their careers, but they don't know where to begin. The twelve guidelines outlined in S. Gary Snodgrass's new book, Stepping Up: 12 Ways To Rev Up, Revitalize, or Renew You Career (Greenlieaf Book Press), show you how you can make your career mean business, whether you're just starting out, making a move within your current organization, or planning to change careers entirely. Gary knows what he's writing about. He is Executive Vice President and Chief Human Resources Officer of Exelon Corporation, a large, diversified energy company with 17,000 employees. Gary reports to the Chief Executive Officer and serves on Exelon's Strategy and Policy and Operations Management Committees. He is involved in wide-ranging strategic corporate initiatives and leads the corporation's human resources, diversity, labor and employee relations and security functions.

Minority Rules: Turn Your Ethnicity Into a Competitive Edge An in-depth podcast with author Kenneth Arroyo Roldan, CEO of Wesley, Brown Bartle, a New York City-based search firm that specializes in diversity and military recruiting assignments, and former attorney with the office of the New York State Attorney General. In his new book, Minority Rules: Turn Your Ethnicity Into a Competitive Edge (Published by Collins), Ken gives real-world advice for accelerating your career. His book is focused on women and people of color trying to navigate the Fortune 500, but his advice can be put to use by anyone trying to move up the corporate ladder. As most women and minorities know all to well, an MBA alone is not a ticket to success.

Smart Is Not Enough! The South Pole Strategy and Other Powerful Talent Management Secrets. A Podcast with Alan C. Guarino The information age is over; the Talent Age is here. Alan Guarino is a leader in the Executive Recruiting Industry and founded the executive search firm Cornell International. In 2003, Alan sold it to Adecco, the largest recruiting company in the world and the world's 7th largest employer. He remains with Adecco as CEO of Cornell International where he is in charge of the Cornell brand globally. His new book, Smart is Not Enough! The South Pole Strategy and Other Powerful Talent Management Secrets (John Wiley), shares techniques for finding those determined dedicated go-getters who fall through the cracks when we judge them solely on academics.

The Keys To Strategy Execution An in-depth interview with Maurice Mo Cayer, head of Management Leadership Development programs at the American Management Association. In the recent AMA/HRI Strategy Execution Survey 2006, commissioned by the American Management Association, the HRI team specifically wanted to find out what drives execution and what its primary components are. The research team also wanted to know if there are significant differences in how higher-performing and lower-performing organizations execute their strategies. Therefore, they made an effort to identify which companies—based on self-reports—are best at strategy execution and which excel in the areas of revenue growth, market share, profitability, and customer satisfaction. In Larry Bossidy's and Ram Charan's best-selling book, Execution (Crown Business, 2002), they described the seven essential behaviors of leaders as: Know your people and your business Insist on realism Set clear goals and priorities Follow Through Reward the doers Expand people's capabilities Know yourself Bottom line: those orgainzations that lived by the book - Bossidy's and Charan's that is - excelled at executing strategy.

Click. Ka-Ching! Show Me Those Cyber-Dollars Infopreneur Stephanie Chandler has cracked the code to making money online. Have you ever dreamed of writing and publishing a book? Or making money from a web site or blog? Stephanie Chandler will show you how to do just that in her new book, From Entrepreneur to Infopreneur: Make Money with Books, E-books and Information Products (John Wiley Sons). Quite simply, an infopreneur is someone who sells information. Everyone is an expert at something and that expertise can generate tremendous income opportunities from information products. Whether you want to add revenue streams to your existing business, increase your personal brand value, or launch a new business as an infopreneur, this book is loaded with resources and ideas to help you create and sell information products, and get recognized for your passion and expertise.

Escaping a Toxic Job... It Can Be Done! Escape, and reinvent yourself at the same time! In part two of our interview with Beth Ross, Executive Career Coach, Beth gives us some specific steps for moving from the job from hell to a career in the non-profit world. Beth and I discussed in part one of our Career Transitions podcast, that positioning yourself for a career transition is essential. It's a job in itself. I asked her to give us some advice for a good friend of mine who is in a dead-end job with a new boss that's right from central casting hell. From what I can tell, my friend is the only functioning part of a totally dysfunctional organization. Fortunately, she does have excellent medical benefits. Given the high level of stress and long hours she feels obligated to work, she needs them. Beth Ross is a frequent speaker on job Search and career transition topics and conducts career Workshops for organizations. In addition to being an Executive Career Coach, Beth Ross is also an executive career search professional with over twenty years experience, including time with prominent national retained executive search firms. Since 1989, she has been a sole proprietor. Cheap Flights (http://click.linksynergy.com/fs-bin/click?id=XjDNu*YJ9vs offerid=100094.10000004 type=3 subid=0)

Why Didn't I think of this? Podcast Your Jobs With JobsinPods.com. New online recruiting tool gives employers a voice in the job market. Our friend up the Merritt Parkway a couple of exits, C.M. Russell, has just launched another innovative online venture, JobsinPods.com. C.M. is the president and founder of AllCountyJobs.com and CHIMBY. He's the only person I know with a job board targeted specifically to a County in Rhode Island... (wouldn't that be the entire state?) Somewhere in the midst of all his online efforts, C.M. found time to write an interesting book, Secrets of the Job Hunt. If you hit the read more link, you'll do just that -- and find C.M.'s press release.

The Interview Dance. Are You Flat Footed? A TPR Podcast with Beth Ross, Executive Career Coach who conducts high-level confidential retained executive search assignments. Positioning yourself for a career transition is essential. It's a job in itself. We're delighted to have back on our show in a special two part Career Transition series, Beth Ross, a certified career coach, executive coach, professional speaker, and writer. Based in New York City, she is an experienced coach in leadership development, new leader assimilation, change management, and transition strategies. Beth also conducts senior-level retained executive search assignments. Beth and I discuss the current climate for job search, and how to prepair for, and ace a job interview. Beth is real-world, no feel-good crap, no BS. If you're over 40, push play. You'll be glad you did. Part One: 30 Min: bross01.mp3

Podcast: One Person/Multiple Careers Too Smart to Quit. Author Marci Alboher Creates A New Model for Work/Life Success Daniel H. Pink, (author of A Whole New Mind and Free Agent Nation), calls Marci Alboher the Walt Whitman of the new world of work. A successful corporate lawyer in her previous life, Marci wanted to follow her passion for journalism, and in doing so, created what she calls the slash effect; a model for pursuing multiple careers to achieve success. Marci's written a book to help you develop your own slash career: One Person, Multiple Careers: A New Model For Work/Life Success (published by Warner Books). In our 20 minute interview, Marci reveals tricks for seamlessly acquiring new skills while managing an existing career. Tips for better tackling time management. Innovative ideas for balancing a slash-filled life, and secrets for creating and capitalizing on the synergies that exist between seemingly unrelated careers. Be sure to click read more for resource links and more information.

Finding the Imagination Edge A Leadership Podcast with Omar Khan, Founder of Sensei International We can learn to create ways to live together, that don't involve me diminishing you, that don't involve enlarging myself. That, I think has to be the most radical and undiscovered technology we're all after. Omar Khan has lived in Pakistan, Germany, the US, UK, Kuwait, Saudi Arabia, the Netherlands, Japan, Dubai, Singapore and Sri Lanka. His father was an Ambassador for Pakistan, and he was educated both at Oxford University and then Stanford Law School. In our far ranging 26 minute interview, Omar addresses topics as diverse as Viet Nam, Dubai, negotiation, and how to guard your passion. Omar was one of the early pioneers of Transformational Learning in the US and worked with some of the original research team that developed Neuro-Linguistic Programming (NLP). Omar founded Sensei International, which focuses on improving the quality of business through leadership. Because there are always people able to produce cheaper, more efficiently, with better scale, we're having to find the imagination edge, the value-added edge. Because learning experiences are in such abundance here in the US, we almost treat learning experiences like doughnuts, as a series of sugar highs we can get.

Me, Inc. How to Master the Business of Being You. You only lead one life, so why lead an average one? Scott Ventrella One of the endorsements on the jacket of Scott Ventrella's new book, Me Inc. How to Master the Business of Being You, (John Wiley Sons), is from Ken Blanchard, who writes; Your life deserves at least as much attention as your job does... In a special Success Strategies edition of Total Picture Radio, you'll meet Scott Ventrella, a business consultant, executive coach, and author. The Me, Inc. program begins with an introduction to the ten business principles of successful, enduring companies that you can apply to your daily life. Then it gets you started developing a business plan for your life — the achievable, highly personalized Exceptional Living Plan that will enable you to move from the life you have to the life you want and deserve.

Strategy and Execution - Turning a Global Organization 180 Degrees A conversation with Johnna Torsone, Senior Vice-president and Chief Human Resources Officer, Pitney Bowes At Pitney Bowes, diversifying from our longtime core business turned out to be a mistake. You Can go home again, we learned - but it isn't easy - Michael Critelli In 2000, Pitney Bowes CEO Michael Critelli made the decision to change the fundamental direction of the organization. Back Where We Belong is how he described the shift in strategy, in a May 2005 First Person article in The Harvard Business Review. At the time the new strategy was formulated, the company was split into four very distinct strategic business units; that all enjoyed a great deal of autonomy. In this special Leadership Edition of Total Picture Radio, we discuss with Johnna Torsone, SVP and Chief Human Resource Officer of Pitney Bowes, the difficult task of realigning a global organization to a new strategic vision, which includes breaking down silos and implementing drastic change. Segments of this interview are being used in a free American Management Association Webcast TPR's Peter Clayton is co-producing and moderating on March 6th, titled: The Keys to Strategy Execution.. Click Read More for resource links. 22 Min: torsone.mp3

Emotional Intelligence - The EQ Edge What is the most important dynamic of your makeup? Is it your (A) intelligence quotient, or (B) emotional quotient? The revised and updated The EQ Edge, by Steven J. Stein and Howard E. Book, (published by Jossey-Bass) will show you how the dynamic of emotional intelligence works. By understanding EQ, you can build more meaningful relationships, boost your confidence and optimism, and respond to challenges with enthusiasm--all of which are essential ingredients of success. The book features case studies and fascinating--and surprising--insights into EQ and the workplace. In our Success Strategies edition of Total Picture Radio, Steven and I discuss what it takes to get ahead, how to separate yourself from the competition, and how to lead a less stressful existence to become more fulfilled in your personal and professional pursuits. 18 Min: sstein.mp3

The No A-Hole Rule - A Conversation with Robert Sutton, Part 1 It's mostly a kiss-up, kick-down world - Robert Sutton I learned about Robert Sutton's latest book The No A-Hole Rule: Building a Civilized Workplace and Surviving One That Isn't, (published by Warner Books), on Guy Kawasaki's blog. Guy helped Bob build The ARSE meter, which allows you to take a short 24 question test to determine if you are - you guessed it - an asshole. Most of the 11,000+ people who've spent the time to take the test over the past week aren't assholes, because (my theory) most true assholes wouldn't bother to take the test. They're too busy, too important... and... well, assholes. In his day job, Bob is Professor of Management Science and Engineering in the Stanford Engineering School - which actually has a no asshole rule. On Bob's blog, he has the Starbucks Test. If the person in front of you at Starbucks orders a decaf grande half-soy, half-low fat, iced vanilla, double-shot, gingerbread cappuccino, extra dry, light ice, with one Sweet-n-Low and one NutraSweet, - you're in the presence of an asshole. If you've worked for a large corporation for more than 10 minutes, chances are you've met plenty of them. In this special two-part Success Strategies edition of TPR, Bob and I discuss how to keep jerks out of your workplace, tips for surviving toxic workplaces, famous assholes (Simon, Steve, John B, Bob N, and Carly), and even the virtues of assholes. According to Sutton, being an asshole is a contagious disease. Please select the read more link below for resource links. 17 Min: rsutton01.mp3

Sneak Preview CareerXroads 6th Annual Sources of Hire Study Gerry Crispin is principal and chief navigator of CareerXroads, and frequent contributor to Total Picture Radio. He 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. I happened to catch Gerry just as he was crunching the numbers from their latest survey of 200,000 positions filled by responding companies in their 2006 Annual Sources of Hire Study. Their report offers key information for job seekers trying to determine where to best spend their time looking for their next job. Participants in the CareerXroads study include some of America's most recognized brands and are very large corporations. With six years of comparisons on this same respondent base, the new study will highlight what is working for employers and where they will be spending their money in 2007. Gerry and Mark will be publishing the latest report at the end of this month, and we're happy to give you this sneak preview of the latest trends in recruiting here on Total Picture Radio.

Top of Mind: The First Issue – Growing the Business Companies are learning how to produce more for less. If you're not in that game, you're going to feel like a victim. That's what Toyota does every day. James A. Champy is recognized throughout the world for his work on leadership and management issues and on organizational change and business reengineering. He is chairman of Perot Systems Corporation’s consulting practice and also head of strategy for the company. Champy is responsible for providing direction and guidance to the company’s team of business and management consultants. In our Big Picture edition of Total Picture Radio, Jim and I discuss emerging business models, such as Zip Car, and what's keeping Perot Consuting's senior-level clients up at night. Mr. Champy is a leading authority worldwide on the management issues surrounding business reengineering, organizational change, and corporate renewal. He consults extensively with senior-level executives of multinational companies seeking to improve business performance. His approach centers on helping leaders achieve business results through four distinct, yet overlapping areas: business strategy, management and operations, organizational development and change, and information technology. His first book, Reengineering The Corporation: A Manifesto for Business Revolution, sold more than 2,500,000 copies and spent more than a year on The New York Times bestseller list.

Quantum Leap Thinking James J. Mapes, a Principal Faculty Member of Liminal Group, is an expert in break-through thinking, change management, high-performance, team building and transformational leadership. Jim is one of the most highly sought after keynote speakers in the world, whose unique approach to professional development produces a Quantum Leap to transformational change. As a renowned executive coach and high-performance specialist, he has worked closely with thousands of executives and hundreds of Fortune 1000 companies in more than a dozen countries. In our Leadership edition of Total Picture Radio, James and I discuss how to Manage Your Mind , and why what we learn in self-help books and seminars rarely has a lasting impact.

Creating the eBay for the Recruiting Industry The recruiting industry is between sixty and ninety billion dollars in revenue. So is it going away? I don't think so. It's actually growing. Craig Silverman You Gotta Show Up. I'm very happy to say I showed up at the Talent UnConference. As Jeff Hunter said, The UnConference was about Meaningful Connections. One of the many meaningful connections I made in Redwood Shores was Craig Silverman, EVP of HireAbility, whom I met at an ERE conference last year. HireAbility is building a unique value proposition: an eBay, Amazon.com, and MLS for the recruiting industry. Linking thousands of professional recruiters and candidates on a shared platform with wicked-smart software called ALEX.™

Meaningful Connections - The Talent UnConference There were so many valuable experiences, so many rich learning experiences... Then, during the night, it struck me: it's all about meaningful connections. - Jeff Hunter On His blog, John Sumser writes: Social networks… find their utility in the value they deliver to their living breathing members. Built on the creation of value, you'll find network members closing conversations saying, Now, what can I do for you today? Social networks demand human interaction in a focused way. They require members to freely give to the network without the expectation of a specific return or acknowledgment. They get their energy from free and willing participation. I think that’s a great way of describing what happened at the Talent UnConference, and I'm delighted to bring you a Big Picture edition of Total Picture Radio with Jeff Hunter - Director of Talent Strategies and Technology at Electronic Arts and the inspiration behind TalUnCon.

A Passion For Talent A Big Picture report from the Talent Unconference with Cindy Nicola, Senior Director of Talent Acquisition at Electronic Arts. We hire people that have the skills that you can't teach Cindy Nicola Just returned from the first Talent UnConference, organized by Jeff Hunter and Cindy Nicola at Electronic Arts. The event was held at the incredible EA studio in Redwood Shores, California, and attracted 70 professionals from every dimension of the HR and recruiting equation: brought together by the common interest in people and a venue which promised real dialogue, around real issues. The Un part of the conference meant there were no sales pitches, no press releases, no product launches: a hype-free day featuring very smart people addressing real issues around HR, talent acquisition, education, technology, and retention. Over the next several weeks, we will be bringing you interviews with many of the session leaders, organizers, and attendees of the Talent Unconference. In our first interview, Cindy shares her passion for the business of talent, some take-aways from the Talent Unconference, and the unique culture of Electronic Arts.

Returning to The Vault An interview with Co-Founder and CEO of Vault, Samer HamadehThere's a reason why Fortune recently called Vault "The best place on the Web to prepare for a job search." Job seekers and professionals have discovered that Vault is the Internet's ultimate destination for insider company information, advice, and career management services. In our Success Strategies edition of Total Picture Radio, Samer tells us about their first ever. Experienced Hire Career Fair (in partnership with BusinessWeek), and some of the new, valuable information available on the ever-expanding Vault.com: A totally unique gold-mine of career, industry and company information. Those who take advantage of what Vault.com has to offer will be better positioned for success.

The Articulate Executive in Action How the Best Leaders Get Things Done. Several months ago, my friends at ExecuNet introduced me to Scudder Fowler, president of Liminal Group. I had the good fortune to meet Scudder, and the co-founder and Chairman of Liminal Group, Granville Toogood at a Liminal Group Leadership Summit, held at New York University. Granville is a best-selling author, consultant, seminar leader and speaker who has inspired audiences all over the world - including the audience I was a part of. His latest book is titled The Articulate Executive in Action: How The Best Leaders Get Things Done, published by McGraw Hill. Granville is one of the most experienced and respected authorities in the executive communications industry. His clients have included more than two-thirds of the Fortune 500 CEOs and thousands of executives and managers from other blue-chip companies, including GE, Deloitte Touche, NBC, Morgan Stanley, Swiss Bank, Philip Morris, UBS, Credit Suisse, NYSE, Northrop Grumman and Citigroup, among others. 25 Min:toogood.mp3

Part 2! The Twelve Days of Christmas Job Hunting with David Perry Are you serious about managing your career? Why is David Perry successful? Well, (if you listened to part one of our interview) you know that David called the same candidate he had targeted in a job search 51 times before he got this person on the phone. Leaving 51 different voice messages. That's persistence. That's tenacity. That's nuts... but it works! In Part 2 of this Holiday Special Success Strategies edition of Total Picture Radio, you'll find out about the six tools to download, the seven social networks, eight un-written rules of job hunting, nine tools for researching leads (are you Zoom-able?), ten super motivators, (my personal favorite), eleven other ways to find a job today, and 12 (x2) bloggers blogging. In his spare time, David is Managing Director of Perry-Martel International, an executive search, recruiting and placement firm - and co-author of Guerrilla Marketing for Job Hunters: 400 unconventional Tips, Tricks and Tactics to Land Your Dream Job.

The Twelve Days of Christmas Job Hunting with David Perry Most sales happen after the seventh call, most job hunters give up after the first. - David Perry Here's a terrific Success Strategies edition of Total Picture Radio with David Perry, Managing Director of Perry-Martel International, an executive search, recruiting and placement firm - and co-author with Jay Conrad Levinson of Guerrilla Marketing for Job Hunters: 400 unconventional Tips, Tricks and Tactics to Land Your Dream Job. Like his best-selling book, The 12 Days of Christmas Job Hunting is particularly strong on tips, advice, and suggestions for using technology in your campaign for the job you want. Be sure to read the complete feature page (Read more...) for links to David's blog, and other resources.

The Coming China Wars In his new book, Peter Navarro presents a compelling case for considering the global Chinese juggernaut every bit as important as the war on terror. China's breakneck industrialization is placing it on a collision course with the entire world. Tomorrow's China Wars will be fought over everything from decent jobs, livable wages, and leading-edge technologies to strategic resources such as oil, copper, and steel...even food, water, and air. In The Coming China Wars, best-selling author, and UC business professor Peter Navarro previews all these potential conflicts - and reveals the urgent, radical decisions that must be made to avoid catastrophe. The Coming China Wars is not just a story about how China's emergence as the world's factory floor is affecting you and your pocketbook. The story is far larger than any one of us or any single country. With a trade deficit here in the U.S. projected to hit $280,000,000,000 this year, the War of the Worlds in this century could come from the world's pirate nation, not outer space.

Inside the Expanding Job Market with a Staffing Industry Veteran. David Sanford is EVP and Managing Partner with The Winter, Wyman Companies, a contingency staffing firm based in Waltham, MA, with an New York City office specializing in accounting finance and tech placements. From a recent front page story in The New York Times: The fall in unemployment to 4.4 percent and the recent surge in wages... raise the prospect that the job market could be on the brink of another strong run, much like the one that lifted incomes in the late 1990s. In our special Career Transitions interview with Dave, he confirms the prospect of a strong employment market, along with raising salaries for managers and executives well into the foreseeable future. Our interview ranges from the war for talent, to onboarding, branding, the shifting job market; and C-level executives new focus on the role of HR and talent retention. Winter, Wyman places candidates in the $50-150K range, providing permanent, contract and contract-to-perm staffing services.

Vaclav Havel at Columbia University: Living in the Truth The salvation of this human world lies nowhere else than in the human heart, in the human power to reflect, in human meekness and human responsibility. - Vaclav Havel John Frankfurt, Educational Technologist at Columbia University's Center for New Media, Teaching and Learning (CCNMTL), is the Project Manager of an exciting, immersive web site based on Vaclav Havel's residency at Columbia University. In a Cool Careers segment of Total Picture Radio, we talked with John about the creation of the Havel site and other Web 2.0 CCNMTL interactive projects. To see the CCNMTL links associated with this interview, click on read more. The Columbia/Havel web site states: The complexity of Vaclav Havel's life and ideas can be fully appreciated only by viewing him from several perspectives. Havel is not only a political leader, but a world renowned artist. The interviews, archival footage and other library assets found in this section focus on Havel the citizen: his rise to prominence as an essayist, political and human rights activist, and ultimately leader of his country.

Simply Everywhere - From MySpace to RetirementJobs.com Meet the president and COO of Simply Hired, Dion Lim With over 5 million current job listings, Simply Hired, based in Mountain View, CA, continues to get bigger, better, and more impressive. Named by BusinessWeek as the Best of the Web 2006 for finding jobs; in one short year, Simply Hired has become the world's largest search engine for jobs. The company has raised 17.7 million in funding from News Corporation's Fox Interactive, Foundation Capital, Garage Technology Ventures and individual investors. We had an opportunity to meet Dion at the Kennedy 2006 Conference and Expo (http://www.recruiting2007.com/) in New York.

Recruiting to Win at Microsoft A Conversation with Scott Pitasky, General Manager - Talent Acquisition At the recent Kennedy Recruiting 2006 Conference and Expo (http://www.recruiting2007.com/), held at the Jacob Javits Convention Center in New York, we had an opportunity to speak with Scott Pitasky General Manager Talent Acquisition at Microsoft. Scott gave the opening keynote address at the conference, to an audience of 500+ HR and recruiting professionals. Recruiting has always been a BIG deal at the Redmond, Washingtion company, and in recent years, has become far more challenging. Microsoft has been cover story news in many business publications recently: In the December 4th BusinessWeek Special Report, Jay Greene writes, Reigniting growth will require a cultural shift at a company that has long shaped its strategy around maintaining its Windows operating system and Office word-processing and spreadsheet monopolies. That calls for a new breed of leaders who can push the company in directions it hasn't gone before. Scott Pitasky and his boss, Lisa Brummel (who took over HR at Microsoft in 2005), get it.

Agility and Resilience in the Face of Continuous Change. In a special Leadership segment of Total Picture Radio, you'll meet Curt Welling, president and chief executive officer of AmeriCares, an international humanitarian aid organization that provides immediate response to emergency medical needs -- and supports long term humanitarian assistance programs in the U.S. and around the world. Recently, I produced and hosted a webinar for the American Management Association (http://www.amanet.org/index.htm) titled Agility and Resiliency in the Face of Continuous Change. The content for the webinar was based on a 2006 Survey commissioned by the AMA and conducted by Jay Jamrog, and the Human Resource Institute (http://www.hrinstitute.org/). HRI's research found that change isn’t just accelerating but is more disruptive as well. Over two thirds (69%) of respondents acknowledged that their organizations had encountered a disruptive change—defined as a “severe surprise or unanticipated shock.; Curt knows something about agility and resilience - as a matter of fact, it would be impossible for AmeriCares to perform their mission without being both agile and resilient... two terms that have hit the radar screens of just about every global corporation. In the November 27th issue of BusinessWeek, the following jumped off the page... A March survey commissioned by IBM showed that 65% of the world's top CEOs plan on radically changing their companies in the next two years. *

People, Companies, Relatonships = ZoomInfo Are You Zoom-able? If you work in recruiting or HR, chances are (about 100%), you know who ZoomInfo is. With over 34 million summaries of business people, 3 million summaries of companies and 450 thousand new people summaries added daily; chances are very good Zoominfo knows YOU - where you work, where you went to school, conferences you've attended, professional organizations you belong to, your past employment history, your email address and direct line. In our exclusive Total Picture Radio interview, Bryan Burdick, COO of Zoom Information, based in Waltham, MA, will give us a behind-the-scenes look at this important career resource. (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Kathleen Canavan - A Career Connection Segment A Marketing Manager at Deloitte Services LP, Finds Lots of Opportunity for Growth If you've ever considered working for one of the big accounting and/or consulting firms, you'll be interested in hearing what Kathleen Canavan has to say on our new Cool Careers channel. Kathleen is a marketing manager in the Consumer Business Practice of Deloitte Services LP. She has marketing and business development responsibility for the Northeast practice and several large retail, wholesale, distribution, consumer goods and services clients. I met Kathleen at the HSM World Business Forum in New York, and was curious to learn about her career - and her impression of HSM's premiere New York event. This years' speakers included: Bill Clinton, Colin Powell, Jack Welch, Larry Bossidy, Rudy Giulini, Malcolm Gladwell, Jim Collins, Renee Mauborgne, Kenichi Ohmae and Jiren Liu.

Waiting for Your Cat to Bark? Persuading Customers When They Ignore Marketing In our Total Picture Radio interview, Bryan Eisenberg, co-founder of Future Now, explains why most online marketing fails to convert traffic to customers, and how companies can use Persuasion Architecture to begin achieving success. We disucss how individuals can best use blogs to build their "personal brand" on the Internet. In their book, "Waiting for Your Cat to Bark?: Persuading Customers When They Ignore Marketing," Bryan and Jeffrey Eisenberg explain why -- despite all the excitement about online marketing in an era when Google has a bigger market cap than General Motors -- most marketers still aren't getting it right. More important, the authors also explain how, using the method they've developed called Persuasion Architecture, marketers can truly begin to harness technology effectively and finally capitalize on the capabilities of the Internet to convert more traffic into actual leads, customers and sales. (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Jack Welch -- A Dialogue on Strategy and Results An HSM World Business Forum Audio Synopsis from Peter Clayton Jack Welch is one of the most admired CEOs in the world. During his 20 years as chairman and CEO of General Electric, he transformed the company from a bureaucratic behemoth to a dynamic and revered powerhouse. During his tenure, GE market value grew from $13 billion to $500 billion. In the process, Welch's management innovations made him the most influential CEO of his era. Peter Clayton, producer and host of Total Picture Radio, provides an overview of one of the most consistent - and popular presenters at HSM events, the legendary Jack Welch. Mr. Welch was interviewed on stage by Alan Murray, Assistant Managing Editor of The Wall Street Journal. Welch is the author (with John A. Byrne) of the international bestseller JACK: Straight from the Gut (http://www.amazon.com/gp/product/0446528382?ie=UTF8 tag=totalpicture-20 linkCode=as2 camp=1789 creative=9325 creativeASIN=0446528382), which provides an intimate glimpse into his life and management concepts. In his presentations, he provides an insightful perspective on leadership, management and the current state of business. With his trademark candor, he discusses his management style and theories in presentations all over the world, speaking to people at every level of an organization, answering their questions on dozens of wide-ranging topics. These sessions were the inspiration for his new book, Winning (http://www.amazon.com/gp/product/0060753943?ie=UTF8 tag=totalpicture-20 linkCode=as2 camp=1789 creative=9325 creativeASIN=0060753943) , written with his wife, Suzy Welch. 11 Min: (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

One Louder An interview with Heather Hamilton, Microsoft Blog Diva. According to Heather's Blog, (http://blogs.msdn.com/heatherleigh/) ... my role is to find excellent marketing talent for positions across Microsoft, regardless of the business group. I can help great marketers find the right role at Microsoft. I'm looking for new ways to reach out to the tech marketing population, evaluate who are the best and get them here. If you have any interest in working for Microsoft, you should read Heather's blog. If you've never worked for a large Fortune 100 company and would like some insight -- Heather will give you a real, first-person sense of what it's like. Her common-sense advice is hard to find and incredibly valuable. The conversational and personal tone of her blog will give you the feeling of having a professional recruiter, and good friend to help guide your career.

(http://careers.deloitte.com/gateway.aspx) A Doctor Follows His Passion - And Finds Tremendous Opportunity An Exclusive Total Picture Radio Report from the HSM World Business Forum (http://www.wbfny.com) In the September 25th BusinessWeek Cover Story, (http://www.businessweek.com/magazine/content/06_39/b4002001.htm) Chief Economist Michael Mandel writes: Health care has added 1.7 million jobs since 2001. The rest of the private sector? None. Finding qualified medical professionals is more challenging and competitive than ever, leading many hospitals to outsource their staffing to a growing cadre of health care organizations. Dr. William Kip Schumacher, founder and CEO of the The Schumacher Group, created a different kind of emergency medicine management organization when he established his company in 1994. Physician-owned and operated, Kip and his staff are deeply committed to enhancing patient care. The fast growing organization now contracts with over 130 hospitals and is associated with over 1000 physicians.

CHIMBY - Gateway to Career Advice CM Russell, job board webmaster turned author launches CHIMBY CHIMBY is a vertical search engine that lets you search over 300 career advice sites at once. The new site crawls the sites of career coaches, career blogs and other media sources in order to provide the best answers to your career advice questions. Each source is hand-picked to ensure fresh, relevant results from an exclusive club of career advice experts.

Talent Management Strategy An inside look at the hiring trends and practices of large corporations from an industry leader Whether you’re a recruiter looking to source great talent in a highly competitive marketplace, or a professional candidate looking for new opportunities, there’s lots you can learn from Ed Newman, founder and CEO of The Newman Group. We caught-up with Ed at the ERE Expo in Hollywood, Florida.

Don't Underestimate the Time and Effort it Will Take to Make a Career Transition If you're in the midst of a Career Transition, or even thinking about it, have a listen to Beth Ross. If you're north of 40, do yourself a big favor and listen to what Beth has to say. No sugar-coated corporate-speak here. Beth Ross is a certified career coach, executive coach, professional speaker, and writer. Based in New York City, she is an experienced coach in leadership development, new leader assimilation, change management, and transition strategies. She also handles senior-level retained executive search assignments. Major career transitions are normal today and may prove desirable or essential tomorrow. Positioning yourself for a career transition is essential. 34 Min: (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Monster Targets the Middle Market - A conversation with Neal Bruce At ERE Conference and Expo in Hollywood, Florida, Neal Bruce, Vice President of Alliances at Monster, announced the Monster Talent Management Suite, a set of fully integrated employment solutions targeted toward small businesses and mid-size enterprise companies. Adding to the DDI talent assessment tool announced earlier this year, Neal announced a new technology agreement with HRsmart, a leading developer of talent management software products. Monster Talent Management Suite also offers post-hire modules including on-boarding, learning management, performance management and salary management. The addition of these post-hire modules marks the expansion of Monster's product portfolio into talent retention solutions. Monster's customers will now be able to automate, manage and measure the employment lifecycle from pre-hire sourcing through post-hire employee retention via a single-source solution.

Are You in the Right Career? Checking-in With Yves Lermusi According to the Gallup Organization, 69% of employees today are disengaged - costing the US economy more than $400 billion a year. My guest today on Total Picture Radio, Yves Lermusi thinks he has a solution to the checked-out workforce. I finally caught-up with Yves at the recent ERE Conference and Expo (http://www.ere.net/events/florida06/) in Hollywood, FL. Yves Lermusi (aka Lermusiaux) is CEO founder of Checkster and a Taleo Fellow. Checkster is a new Career and Talent Checkup tool that will be released in the winter of 2006. Although his new venture is still under wraps, if you listen carefully, you’ll get a number of clues. 32 Min: (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

The RPO Trend in Corporate America In a world where process is widely regarded as superior to random activity, the lack of attention to recruiting is astounding. The function that provides the brainpower, the energy and the driving force within any enterprise seems to get short shrift. — Brandt Hamby An exclusive Total Picture Radio interview with Brandt Hamby Executive Vice President, StraightSource, named Top Recruitment Process Outsourcer in the US by the Human Resources Outsourcing Association (HROA). StraightSource clients include FedEx, Reliant Energy, and Sprint.

Meet Deloitte USA's New CEO Deloitte's member firms serve over 80% of the Global Fortune 500 (March 2, 2007) The Wall Street Journal reported today Deloitte Touche USA LLP nominated Barry Salzberg as the next chief executive of the accounting giant, a move that must still be approved by the more than 2,600 global partners of the privately held firm, according to Deloitte. At the time this interview was recorded (July, 2006), Barry was, (and is, until his nomination is approved, which the WSJ reported is expected ), managing partner and chairman of Deloitte's executive committee, the No. 2 position in the firm and a role that is equivalent to chief operating officer at a corporation. Deloitte is the biggest in terms of overall revenue of the Big Four accounting firms. The topics Barry and I discussed last summer are relevant today, and will give you a real-world perspective on Deloitte's corporate culture and future vision. 32 Min: salzberg.mp3

A 300% Increase in Job Searches Over the Past Year Fuels the Growth of Indeed.com Indeed.com has over 10 times as many jobs as any job board, and we are dedicated to providing job seekers with all the tools they need for an effective and successful job search. - Paul Forster Today, an exclusive Total Picture Radio interview with Paul Forster, CEO and co-founder of Indeed.com, a comprehensive search engine for jobs. This year, Indeed has established key partnerships with leading online publishers, rolled out the industry’s first pay-per-click job advertising network, and added numerous job seeker tools and Web site enhancements. (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Don’t Retire - Rewire - How to Discover Your Next Career Jeri Sedlar has been doing research on personal growth and change for over 15 years. First in her role as partner in an executive search firm, and prior to that as Editor-at- Large of Working Woman magazine. She has interviewed hundreds of business professionals, entrepreneurs and pre-retirees about their hopes, expectations and fears about the future. Although Don’t Retire, Rewire was written with the “mature??? worker in mind (code: over 40), Jeri’s book can help anyone willing to invest the time and effort to think about - and answer the numerous quizes thoughout the book. If you hate going to work everyday, spend some time here on Total Picture Radio with Jeri - and invest some time learning about your personal drivers in Don’t Retire, Rewire. 29 Min:

Workforce Wake-Up Call: Your Workforce is Changing, Are You? The corporate playing field continues to shift on a daily basis, and many companies are caught asleep at the wheel as their global workforce plays by radically new rules - Robert Gandossy An in-depth interview with Robert Gandossy, a global leader for talent and organization consulting for Hewitt Associates, with expertise in improving organizational effectiveness and human resource strategy, and increasing growth through innovation. Bob has written more than 50 articles and 5 books and has been a speaker for a number of groups including Harvard Business School, the Human Resources Planning Society, the Wharton School, and the Tom Peters Group, to name a few. His latest book, Workforce Wake-Up Call, (edited with colleagues Elissa Tucker and Nidhi Verma), is published by Wiley. (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Talent Acquisition and Onboarding Hit the C Level Radar Screen An interview with Madeline Tarquinio, research analyst for the Human Capital Management division of The Aberdeen Group How are companies winning the war for talent ? The key findings in a new report authored by Madeline Tarquinio, indicates that one of the most critical questions facing companies is how to develop the next generation of leaders. Today’s organizations are facing a market with not enough qualified employees to fill necessary job roles. Madeline is currently working on a study that examines Onboarding practices - which she calles the hottest topic today. In order to stay afloat and gain competitive advantage, companies need to be proactive and prepared for future performance with a ready now workforce. According to Madeline pos;s report: Companies no longer view human capital as a commodity but as an asset, and they recognize the criticality of investing in a talent acquisition strategy, as a way to identify, attract and engage high performers.

China Builds a Better Internet - IPv6 will Change the Game at the 2008 Olympics Americans have been hogging Internet addresses for decades, leaving late-comers like China to divvy up the few remaining slivers. But China is fighting back by vaulting to an addressing standard that could rewrite the rules of the Internet, and business innovation, for decades to come. - Ben Worthen According to Ben Worthen, Senior Writer, CIO Magazine, and author of China Builds a Better Internet, China's Next Generation Internet is the centerpiece of China's plan to steal leadership away from the United States in all things Internet and information technology.

Passion At Work How to Find Work You Love and Live the Time of Your Life Lawler Kang, author of Passion at Work, talks with Peter Clayton about the “Five Ps” that form the basis of his book: What are my passions and what is their meaning? What am I innately great at and love to do? What life experiences do I want to permeate my all-day affairs? What life experiences do I still want to enjoy and how do I actualize them? What is important to me, now and in the future? What is my Life’s Sweet Spot? How do I develop a tactical plan and gain buy-in and support to reach my dreams?

Boom, Boom, Boom! Eons Launches! Driving Innovation through a 50 Plus Lens. We Can Finally Talk! Meet Linda Natansohn, Senior Vice President, Strategic Development, Eons The Eons.com Web site debuts with ten products, four developed around the key pillars of this generation's lives - Body, Money, Love and Fun - and four unique, database-driven products that improve with member feedback and engagement, including cRANKy a custom, age-relevant search engine; Eons Goals, where people create and tackle their list of life dreams; Obits, the largest national free obituary center; and LifeMap, a collaborative online tool to visually map and share life stories. Also included is the Longevity Calculator - where you can learn your projected lifespan and tips to live longer - plus a suite of social networking tools, from member rating and rankings to blogs and groups that connect people with similar interests. Registration at Eons.com is free.

First Impressions: What You Don't Know About How Others See You. We all know how important first impressions can be. Many of the very successful professionals I’ve interviewed over the past two years believe you have “one shot??? when you’re trying to communicate an important idea, launch an new business, or make a career change. Dr. Ann Demarais, and Dr. Valerie White, both psychologists, are the authors of First Impressions -What You Don't Know About How Others See You. Each chapter of their book covers one of Seven Fundamentals of a First Impression. The book breaks down the most important moment of any relationship, the initial meeting of two people, into its component parts... How do others see us? How do we see others? What is our body language saying, and is it contradicting what our mouth is saying? How do we respond to questions, and do we spend too much time talking and not enough listening?

Track Your Career - JibberJobber Puts You in Control Jason Alba thought he’d be out of work for a couple of weeks. When weeks turned into months, JibberJobber.com was born out of necessity. Recruiters and HR professionals have cool tools like Jobster to manage their hiring campaigns, and a plethora of applicant tracking systems (ATS) to help sort, organize, categorize and manage hundreds - even thousands of resumes, interviews, and hiring decisions. But what about the job seeker? Thanks to Jason Alba, an out-of-work Internet application design expert with an MBA, there’s a new tool set to help you not only keep track of, but manage all those different versions of your resume, cover letters, interviews, recruiters, leads, contacts, action items, follow-ups - the complex and often frustrating process of finding a job and furthering your career has a solution. JibberJobber to the rescue! JibberJobber can help you manage every part of a job search - and a whole lot more. Jason combined Internet design with standard tools that salespeople use to organize their prospects to give job seekers free tools to use for the rest of their career.

Turning a Job Interview Into a Offer - and a Whole Lot More! An in-depth interview with Career and Leadership Guru Judy Rosemarin Judy Rosemarin is founder and President of Sense-Able Strategies, Inc., a 23 year-old Career Management consulting firm that offers client-focused programs to major corporations for their senior managers and leaders who want to enhance and increase their professional presence and effectiveness. Programs offered include Executive and Leadership Coaching, 360 Feedback Coaching, Presentation and Communication Effectiveness Training and Developing Conversation Partnerships.

The Coming Economic Collapse - An Interview with Stephen Leeb It may surprise you to learn that I did not want to write this book. Moreover, I hope the premise and everything I forecast turns out to be dead wrong... The problem is that all the evidence shows I am right. Stephen Leeb I met with Dr. Stephen Leeb, in New York City, whose latest book is titled: The Coming Economic Collapse (2006, Warner Business Books). He's a man of great conviction, whose market insights and predictions have proven to be eerily accurate. This is one interview you won't want to miss... Fasten your seat belts! In his 1986 book, Getting in on the Ground Floor, Stephen prophesied the great bull market of the 1990s. In his 1999 book, Defying the Market, he warned investors of the coming collapse in technology shares. And in February 2004, when crude oil cost under $33 a barrel, Leeb's book The Oil Factor predicted soaring energy prices were just around the corner. Now, in The Coming Economic Collapse: How You Can Thrive When Oil Costs $200 a Barrel, Stephen Leeb proves that the U.S. economy is standing on the brink of the biggest crisis in its history. As the fast-growing economies of China and India push global demand for oil beyond production capacity, Americans will experience a permanent energy shortfall far worse than the one in the 1970s. Be sure to select the read more link for resource links.

True to Yourself: Profit with Purpose Mark Albion is a social entrepreneur who has co-founded seven organizations, including Net Impact, an international network of MBA students and professionals committed to using the power of business to create a better world. He wrote the New York Times Business Bestseller, Making a Life, Making a Living, based on his 12 year old monthly Making a Life e-newsletter, which is read in 87 countries. Formerly, Albion was a student and professor at Harvard University and its Business School for 18 years. He has been profiled on 60 Minutes, and dubbed the savior of b-school souls by BusinessWeek for his efforts to nourish our next generation of business leaders. True to Yourself (2006 BK Books) is a practical guide to leading a small business when you measure success more broadly than with a single financial bottom line. It provides tools you can use to combine profit with purpose, margin with mission, value with values.

Mall Networks Connects Consumer Rewards Programs An exclusive interview with Kimathi Marangu, EVP Business Development and co-founder, Mall Networks. Kimathi Marangu began his career as an investment banker at Morgan Stanley and J.P. Morgan in New York and Australia. A wildlife conservationist, Kimathi spent a year serving as Special Assistant to Dr. Richard Leakey at the Kenya Wildlife Service. He is a recognized expert in affiliate marketing and ecommerce. Prior to Mall Networks, Kimathi ran a consulting business whose clients included Apple Computer’s online store, where he ran the affiliate program and helped grow it to become one of the largest in the industry. He also designed, negotiated and implemented search and comparison shopping partnerships with Google, Yahoo! Shopping, BizRate/Shopzilla, Overture, Shopping.com, and PriceGrabber. (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Meet Your Future: Jobster Redefines Online Job Search - Again An Exclusive Interview with Jason Goldberg - Founder and CEO of Jobster Here's an excerpt from page D1, July 13. Wall Street Journal, titled Getting the Inside Scoop On a Future Boss: The new Jobster site, which so far has been tested on about 2,000 people, allows users to answer questions about their workplace. Their answers can give prospective hires more information about the employer and company culture, says Jobster Chief Executive Officer Jason Goldberg. The questions on the test version of the Web site range from what employees are reading to what the interview process is like.

Why Most Small Businesses Don't Work and What to Do About It An interview with Michael Gerber, Author of The E-Myth Revisited If they don't fail outright, most businesses fail to fully achieve their potential. That's because the person who owns the business doesn't truly know how to build a company that works without him or her.. which is the key. - Michael Gerber Michael Gerber is the founder and CEO of E-Myth Worldwide, and best selling author of The E-Myth Revisited, and E-Myth Mastery. He defines E-Myth as: 1: The entrepreneurial myth: the myth that most people who start a small business are entrepreneurs, 2: the fatal assumption that an individual who understands the technical work of a business can successfully run a business that does technical work. Since its publication in 1995, this business classic has sold over one million copies, and is published in 16 languages. Michael observes that most small businesses are started by technicians , that is, people who are skilled at something and who enjoy doing that thing. When these technicians strike out on their own, they tend to continue doing the work they are skilled at, and ignore the overarching aspects of business. Without clear goals and quantification benchmarks, they soon find themselves overworked, understaffed, and eventually broke. They come to hate the work they do. Rather than owning a business, Gerber writes, they own a job. Podcast - 32 Min: gerber.mp3

The Coming Crisis of the Changing Workforce Tamara J. Erickson is a McKinsey Award-winning author, Executive Officer and Member, Board of Directors, of The Concours Group. Tamara was a keynote presenter at the Kennedy Recruiting Conference and Expo in Las Vegas. She is the Al Gore of the impending Workforce Crises, traveling around the country with her slide show, filled with charts and stats, and blowing people’s minds. In her new award-winning book, Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent co-authored with Ken Dychtwald and Robert Morison, (published by Harvard Business School Press) Erickson explores the changing demographic. In a stimulating and thought-provoking style, she emphasizes how employers can achieve dominance in the marketplace by re-thinking the relationship between employees and organizations.

Yes Lives in the Land of No A Tale of Triumph over Negativity BJ Gallagher is an accomplished management consultant and workshop leader, as well as a popular public speaker, who specializes in: overcoming negativity, dealing with change, innovation and creativity, customer service, diversity, communication skills, and programs targeted to women. She is the author of A Peacock in the Land of Penguins, and her latest book, co-authored by Steve Ventura, illustrated by Todd Graveline, and published by BK Books, is titled Yes Lives in the Land of No. We met with BJ in New York City, soon after her appearance on the Today Show.

Guerrilla Marketing for Cheezheads Joel Cheesman Gives us a First Person account of Society of Human Resource Management’s (SHRM) Annual Conference in Washington, DC (http://www.shrm.org/) Joel Cheesman is an evangelist of search engine optimization (SEO), Internet marketing and other emerging technologies that help employers and like businesses drive targeted candidates to vacancies. Joel is president of HRSEO (http://www.hrseo.com/)and Oaseo (http://www.oaseo.com/). He is one of the most widely-read bloggers on emerging recruitment issues in the world. He was the recipient of Recruiting.com (http://www.recruiting.com/) Best Technology Recruitment Blog in 2006 and has been featured in Fast Company magazine. From Joel’s Blog: “It’s worth noting that I am the first blogger to be awarded a press pass to the conference. Next year should be different. I’m hopeful that I’ll see more bloggers in the future at the conference with credentials. A brief talk with the powers-that-be at the organization leads me to believe that should be the case. There are far too few actual recruiters who are aware of our community. That should change.” 21 Min:

More Smoke and Mirrors: The Career Advancement Account Gerry Crispin Discusses the latest marketing gimmick from the same folks that brought us Shock and Awe The National Employement Law Project writes: (http://www.nelp.org/docUploads/CAA%2Epdf) Career Advancement Accounts, like the new Medicare prescription drug program, are based upon the optimistic assumption that individuals needing government services can choose those services from competing providers without guidance on how to make the appropriate choices. Like senior citizens faced with a mountain of bewildering prescription drug plans, jobless individuals frequently need counseling and encouragement in order to find and participate in suitable retraining. By undercutting funding for agencies financed under the Workforce Investment Act, Career Advancement Accounts will leave vulnerable workers on their own in a self-service system, making critical training and career choices without guidance. 12 Min:

Definition of An Internet Applicant - and Why You Should Care On February 6, 2006 the regulations issued by the Office of Federal Contract Compliance Programs (OFCCP) covering its final version of the Definition of an Internet Applicant took affect. The intent of these regulations is to offer clear guidance to employers who must be able to determine the pool of applicants for any given position in order to solicit race, gender and ethnicity data. This little known change will have a profound effect on companies - recruiters - job boards - and those using the Internet to apply for jobs... In other words, just about everybody! Joining us on Landed.fm to explain the effects this new regulation will have is our good friend, Gerry Crispin, principal and chief navigator of CareerXroads. Listen:

100 Bul**hit Jobs and How to Get Them An In-depth analysis of the current job market with best selling author Stanley Bing. What do a feng shui consultant, new media executive, wine steward, department store greeter, roadkill collector, Donald Trump, and Vice President of the United States all have in common? (And to further plagiarize the dust cover flap), What too are the actual duties performed by a McKinsey consultant? Other than sitting around and making people nervous? Stanley Bing is a best-selling author and Fortune magazine columnist who writes with insight and humor about the inner workings of corporations. He began writing as a business advice columnist for Esquire magazine, and is the author of Throwing the Elephant: Zen and the Art of Managing Up: What Would Machiavelli Do? The Ends Justify the Meanness: Sun Tzu Was a Sissy: and his latest, 100 Bul**hit Jobs and How to Get Them, published by Collins. 21 min:

Ballsy - This Woman Has ‘Em, With Energy to Spare “The purpose of your life is to find and do the purpose of your life.” Karen Salmansohn Karen Salmansohn is a best-selling author, career coach and motivational speaker with 28 published books, Including How to Be Happy, Dammit and How to Succeed in Business Without a Penis. In our exclusive 21 minute interview, Karen says more, and more succinctly, than most people can say in three hours - or maybe three weeks. If she writes anywhere near as fast as she talks, it’s no wonder she’s been able to write - and get published - 22 of her books in just 4 years! Her latest book is titled, Ballsy - 99 ways to Grow a Bigger Pair and Score Extreme Business Success. (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/158180816X tag=landedfm-20 camp=1789 creative=9325) (HOW Books, 2006). Tip #39 from her book; “Hunt Your Own Head. Never depend solely on headhunters or agents for work. Nobody has as much self-interest in your success as you do. I’m sure you’ve heard that New Yorkers talk fast. Well here’s a prime-time example. 21 min:

Blogging for A Competitive Advantage (http://www.recruiting2006.com/) Welcome to the Blogger's Ball... Here's a real gift thanks to Kennedy Information (http://www.kennedyinfo.com/): From the Kennedy Recruiting Conference and Expo in Las Vegas, a panel discussion with five high-profile bloggers. The session was titled Why Your Recruiting Department Needs a Blog. There are tremendous insights here that you can adapt to any situation – if you're a recruiter, blogger, job candidate, or happily employed thinking about starting a blog – you'll learn something from these industry leaders. Moderator:Jason Davis, Recruiting.com (http://www.recruiting.com/) Panelists: John Sumser, Founder and President, Interbiznet.com (http://www.interbiznet.com/) Dennis Smith, Senior Manager,Talent Acquisition, T-Mobil TalentBloggers.com (http://recruitersdumpingground.blogspot.com/) Jim Durbin, Director, Corporate Communications, Durbin Media Group (http://www.durbinmedia.com/brandstorming/default.asp) Steven Rothberg, President and Founder, CollegeRecruiter.com (http://www.collegerecruiter.com/weblogs/) 56 min:

Answering the Six Toughest Interview Questions In our conversation with Charles H. Green, we take his principals in Trust Based Selling and focus on selling your most important Asset... You! Charles H. Green is a student of the role of trust in businesses. In his first book, The Trusted Advisor (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/0743212347 tag=landedfm-20 camp=1789 creative=9325) (with David Maister and Rob Galford), he explored the role of trust in advisory relationships. In Trust-Based Selling (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/0071461949 tag=landedfm-20 camp=1789 creative=9325) (McGraw Hill, December 2005), Green turns to the most critical business relationship of all—the one between buyers and sellers. 23 Min:

Opportunities in Outsourcing Outsourcing often gets confused with offshoring - they're not the same. Michael F. Corbett is one of the best-known experts in the field of outsourcing and Executive Director of The International Association of Outsourcing Professionals. IAOP is a global, membership-driven organization that is shaping the future of outsourcing as a profession and as an industry. According to an association article titled Welcome to Outsourcing, “Outsourcing applies to every facet of today's corporation and at every level. It is a central management tool for the fundamental redesign of America's businesses. Many believe that outsourcing must be embraced by corporations if they are to compete successfully in today's global economy. It is a rethinking of what an organization is and must do itself to deliver all of its promises to customers.” 29 Min:

The Knowledge Network for Business Thought Leaders – ManyWorlds The Adaptive World of Steve Flinn ManyWorlds is a phenomenal research tool, with an innovative search engine and methodology. The three header menus; Strategy, Innovation, and Futures, contain the top 30 topics in their knowledge base. Steven Flinn is Managing Director of ManyWorlds.com, (http://www.manyworlds.com/) a terrific (and free) resource, recognizing that us poor mortals are faced with a barrage of information each day about careers, about leadership, about business strategies and important trends. ManyWords provides a much needed 'meta-opinion' of critical thinking that can separate the 'signal' from the 'noise' of business thinking. A team of dedicated expert editors at ManyWorlds.com mine dozens of top publications and web sites on a regular basis. From these, they select the highest quality material and review it, while ranking and rating it for quality and relevance. They also connect it into the knowledge network of other resources already in ManyWorlds.com to provide context and additional related reading about concepts in the material. 26 Min:

Walkin’ the Talk. Kent Kirch Leads Deloitte’s Best in Class Global Recruiting Practice Over the past five years, Kent Kirch has led the development of a global recruitment site that is aligned with the corporate vision but is customized for cultural nuances at its global subsidiaries. In doing so, Deloitte’s Career’s website has garnered many industry awards, including the 2006 ERE Best Corporate Careers Website. In the ERE Journal (http://www.erexchange.com/articles/db/70F68EF23A32444F88413490716BBD32.asp), Dr. John Sullivan wrote: “Deloitte has long been a leader in both recruiting and retention, and now it has broken new ground by building a global careers website designed from the ground up to focus on the candidate experience. Unlike most corporate sites, which are dull and serve as nothing more than front-ends to applicant tracking systems, the Deloitte solution uses cutting-edge marketing approaches and the latest technology to serve candidates consistently around the world.” Since June of 2002, Kent has led recruitment worldwide for Deloitte. He works with country HR and recruitment leaders to develop and implement strategies, tools and programs to enhance recruitment efforts. To date, this has included the implementation of a global selection methodology, an award winning global career website, a global talent management system, an international internship program and the negotiation of worldwide agreements with several providers of recruitment related services. Kent works out of Deloitte world headquarters in New York City. Listen:

The Job Board for 50+. RetirementJobs.com Launches. “The goal of RetirementJobs is to identify progressive companies that have seen the light, and introduce them to active, productive, conscientious, mature adults seeking a job that matches their new lifestyle.” RetirementJobs.com (http://www.retirementjobs.com/index.html), was founded by a team of professionals with senior executive backgrounds in media, online recruiting and human capital management. They have worked at major media brands such as AOL, ABC and CNN, built and managed strategic relationships with leading e-recruiters such as Monster, Careerbuilder and Hotjobs, and helped found or build successes such as Net-Temps and Salary.com. Along with a growing number of labor analysts, RetirementJobs.com’s human resources experts observe that a long-predicted workforce change is now underway. RetirementJobs.com was founded by Tim Driver, who has two decades of media business management and content development experience. As Senior Vice President of Consumer Products, Driver headed and helped popularize the Salary.com division that makes compensation and career information available to millions of individuals, working with leading Internet e-recruiting brands. 21 min:

Seeing What's Next - How Innovation and Distruption Signal OpportunitiesBusiness is not just about math and science. It's about creativity, imagination, and above all, innovation. - HSM I was fortunate to attend the HSM (http://www.hsm-us.com/) World Innovation Forum in New York. Our interview with Professor Clayton Christensen is the first of a series of interviews as a result of our participation at this prestigious event.. Clayton Christensen, world renowned for his work on innovation and disruption, is the Robert and Jane Cizik Professor of Business Administration at the Harvard Business School. He is a sought-after business consultant and an adviser to some of America's biggest companies. He is the author of the best selling book, The Innovator's Dilemma, which received the Global Business Book Award for the best business book published in 1997, and The Innovator's Solution, which appeared in the Business Week bestseller list. His book, Seeing What's Next, was published in September 2004. 11 Min : christensen.mp3

Sometimes, if you have enough staying power and passion, the stars align, the script is brilliant, the team is inspired, the cash register rings, and your life changes. You know, like nunchuck skills, bowhunting skills, computer hacking skills... Girls only want boyfriends who have great skills. - Napoleon Dynamite. Jory Weitz was the executive producer of Napoleon Dynamite, a huge hit at the 2004 Sundance Film Festival and winner of the Best Feature award at the U.S. Comedy Arts Festival and Best Film at the 2005 MTV Film Awards. Napoleon has since become one of the most successful independent films of all times, and in doing so, opened doors and opportunities for a savvy, smart Hollywood casting director turned producer. 36 Min.

Judgement: The Essence of Leadership An Interview with Noel Tichy based on a Leadership Teachable Point of View Noel M. Tichy, Ph.D. is a Professor of Organizational Behavior and Human Resource Management at the Graduate School of Business Administration, University of Michigan. As director of the University's Global Leadership Program, he oversees a 36-company consortium of Japanese, European and North American companies who are partnered to develop senior executives and conduct action in research on globalization. He also directs the Global Business Partnership which links global companies and research centers in North America, Japan, and Europe. Noel is rated as one of the Top 10 Management Gurus by BusinessWeek and Business 2.0. We had the good fortune of meeting Noel at the Human Capital Summit in Chicago. 36 Min.

The Brain Drain - David Heenan's Keynote at Kennedy Recruiting Conference and Expo In his book Flight Capital, David Heenan chronicles the talent exodus out of the United States... 1000 people a day leave the U.S. to return to their home countries. - David Heenan. Forget terrorism and weapons of mass destruction, says well-known business writer David Heenan. The next global war will be fought over human capital--and America's already losing. Immigrant brainpower has always been vital to the U.S. economy, and never more so than today, when half of the Ph.D.s working here are foreign born. Emerging economies in Iceland to India are taking bold steps to lure their native born back. The best and brightest in America are returning to their homelands in record numbers--and with them is going U.S. technology and economic preeminence. Listen:

Edward T. Reilly - Leadership. Innovation. Ethics. Meet the President and CEO ot the American Management Association in this exclusive Landed Radio Interview The American Management Association (AMA) is the world's leading non-for-profit, membership-based management development organization. AMA is the parent company of Management Centre Europe (MCE), the leading pan-European business management education institution for executives. AMA also maintains operations in Canada, Mexico and Japan. In our in-depth interview with Ed Reilly, we discuss three important survey reports commissioned by the AMA and conducted by the Human Resource Institute in Tampa, Florida: Leading Into the Future, The Ethical Enterprise, and The Quest for Innovation. These, and many other valuable resources are available on the Association's web site at no cost. 38 min:

Leading With Passion - from a Truly Global Perspective The real question is not how to build passion in a corporate environment, but rather how and why we kill it. Omar Khan Omar Khan has lived in Pakistan, Germany, the US, UK, Kuwait, Saudi Arabia, the Netherlands, Japan, Dubai, Singapore and Sri Lanka. His father was an Ambassador for Pakistan, and he was educated both at Oxford University and then Stanford Law School. He was one of the early pioneers of Transformational Learning in the US and worked with some of the original research team that developed Neuro-Linguistic Programming (NLP). Omar founded Sensei International, which focuses on improving the quality of business through leadership. 33 Min.

Inside the World's Largest Executive Search Firm: An interview with Kimberly Bishop, Senior Client Partner at Korn/Ferry International. Kimberly Bishop has far-reaching experience in financial services coupled with her management track record and her innate ability to read and motivate people makes her, at just 38 years of age, one of the most dynamic and effective leaders in the executive search and leadership development industry. Listen:

More Proof That One Person Can Change the World: Meet Meron Foster. } At the recent Human Capital Summit (http://www.humancapitalinstitute.org/hci/hci.home) in Chicago a very articulate young woman introduced the audience to the Human Capital Foundation, and her volunteer efforts in her home country of Ethiopia. I was so impressed with her poise, her commitment, and her skill in communicating her experiences. I wanted to share her story with you. This is the first interview I've ever conduced on Total Picture Radio that required I get permission from a parent. Meron is sixteen. She was orphaned at the age of two, terribly ill with tuberculosis. The infection had attached to her spinal column, causing it to collapse with each passing day as the middle vertebrae were destroyed by the virus. By the time that Meron was adopted by Carol and Mike Foster at age nine, her spinal column was at a 105 degree angle, causing her breathing to be difficult, with paralysis looming. 14 min:

Quiet Leadership - Six Steps To Transforming Performance at Work In our exclusive Total Picture Radio interview, David reveals how leaders help people think better by not telling them what to do. 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 since been taught to over 4,000 professionals in more than 15 countries. He is the author of Personal Best (Simon Schuster, 2001), and Quiet Leadership (Harper Collins, April 2006) and a university textbook Foundations to Coaching (Wiley Sons, late 2006). As an adjunct lecturer at New York University's Center for Management at the School of Continuing and Professional Studies, David co-founded a complete coach training certificate curriculum, and is involved in the development a Graduate Certificate in Coaching. 27 Min:

James A. Champy: How to X-Engineer Your Career Jim Champy is recognized throughout the world for his work on leadership and management issues and on organizational change and business reengineering. His first book, Reengineering The Corporation: A Manifesto for Business Revolution, sold more than 2,500,000 copies and spent more than a year on The New York Times bestseller list. According to Champy, Chairman of Perot Systems' Consulting practice, today's management practices aren't keeping pace with technological advances. For contemporary companies, it's now or never when it comes to building business on the platform of information technology. Without a solid strategy, technology can actually harm a company's progress, not help it. In his latest book, X-Engineering Your Corporation, Jim once again provides a clear pathway for business management. 30 Min:

A Place for Pure Potential: Playing the Quantum Field Have you ever experienced a sudden breakthrough? You know that feeling when what you picture in your head actually happens, and you want to pinch yourself because you can't believe it's real? Or you have a moment of clarity, and your biggest problem suddenly disappears? Whether you knew it or not, you were playing in the quantum field, the universal force that connects everything and everyone. - Brenda Anderson Brenda Anderson is the author of Playing the Quantum Field: How Changing Your Choices Can Change Your Life, published by New World Books. In her new book, Brenda talks about the quantum field as the field of possibilities. Using her energy spectrum -- which defines the energy choices available between Blackhole and Breakthrough -- you can learn to manifest your clear intentions into reality, right now. I was skeptical, too - but I think Brenda is on to something. Listen:

Hype Free Invesment Advice It's that time of the year again... and we're happy to bring Frank Armstrong, Author of The Informed Investor to Total Picture Radio. Frank Armstrong, founded Investor Solutions, Inc. to provide investors with objective advice and leading edge investment management. He is a pioneer in intergrating academically driven portfolio management techniques with institutional best practices for individual investors around the world. In our exclusive TPR inteview, Frank provides strategies for successful long-term investments. He is the author of The Informed Investor, A Hype-Free Guide to Constructing a Sound Financial Portfolio (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/0814472508 tag=totalpicture-20 camp=1789 creative=9325), published by AMACOM. 27 Min:

Creative Disruption Defines the Knowledge Economy Human Capital Summit Keynote Address by Rich Karlgaard, Publisher of Forbes As the publisher of Forbes, Rich Karlgaard has a unique vantage point on the trends driving the business and investment climate. In his Forbes Digital Rules column, Rich writes about technology, entrepreneurship, regional economic development, and the future of business and work. More than just a business journalist, Karlgaard understands the benefits and difficulties of navigating in today's business climate. It's this perfect vantage from which he assesses current business trends, which he does - citing real-world examples in this Keynote Adddress. Rich is the author of Life 2.0 How People Across America Are Transforming Their Lives by Finding the Where of Their Happiness, which was an Amazon and Wall Street Journal business best-seller. 64 min:

HCI Keynote Address: Richard Florida and The Rise of the Creative Class. Market value in the knowledge economy is driven by creative energy in the workforce. In his groundbreaking 2002 bestseller The Rise of the Creative Class, prize-winning economist Dr. Richard Florida profiled the characteristics of creative knowledge workers, and introduced strategies for attracting and leading them successfully. With The Flight of the Creative Class, Florida addresses global competition and what countries and corporations must do to thrive in the knowledge economy. Called a national cultural guru, by the Boston Globe, Florida has become a leader in the international debate about the causes and consequences of economic growth, as well as an important thought leader for organizations worldwide. Join us for a fascinating and thought-provoking presentation. 74 min:

Market of One: How to be the Passive Candidate Everyone Seeks. If you're an A player, you don't need to go looking for opportunities - they'll find you. According to our guest, Karen Armon, to be viewed as an A player - a passive candidate - you have to capture the imagination of the decision makers. You must show that you are able to assess the organization's challenges and lead the appropriate course of action. You have to increase financial results in a sustainable manner, and inspire employees to take daily action which ensures success. In short, you must show what is possible only through you. 20 Min: armon.mp3 Business and Career Development Programs 24/7 (http://www.execunet.com/e_resources_purchase_desc_nm.cfm?welcome=5051)

Dumbfind Could be a Smart Move for Your Job Search Dumbfind is an alternative to traditional search engines. We asked ourselves: why use just keywords that can return 4.53 gazillion results comprised of 3.14158 gazillion topics? So we came up with the two-box search method that produces search results you can't find anywhere else. - Chris Seline I met Chris Seline, CEO and founder of Dumbfind at the Search Engine Strategies (http://www.searchenginestrategies.com/)conference in New York. Chris contacted me regarding a recent cover story article in Newsweek, titled The New Wisdom of the Web - which highlights a couple of recent mainstream media darlings - MySpace - purchased by Rupert Murdock for a cool $580 million - and Flickr - bought by Yahoo for a reported $38 million. According to Chris, the Newsweek article is only telling - perhaps -“ half the story. He named his company Dumbfind. I had to talk to this guy. Are two bars are better than one ? Listen:

Are You Learning As Fast As the World is Changing? An engaging conversation at ER Expo 2006 with Bill Taylor, Founding Editor - Fast Company and Keynote presenter at the event. For nearly two decades, as a writer, a speaker, and an entrepreneur, Bill Taylor has been setting the idea agenda for business and showcasing the power of business at its best. He has delivered hundreds of keynote addresses and participated in leadership seminars across North America and Europe. His articles and essays on business have appeared in The Wall Street Journal, The New York Times, Harvard Business Review, Institutional Investor, and many other leading magazines and newspapers. We had an opportunity to talk with Bill after his recent keynote speech at ER Expo 2006 San Diego. 15 Min:

2006 ER Recruiter of the Year - Dan Hilbert, Valero Energy I was thrilled to have an opportunity to spend an hour one-on-one with the ER Recruiter of the Year Dan Hilbert in San Diego. Dan is Employment Manager for Valero Energy. Here's what Dr. John Sullivan wrote about Dan in the ER Exchange Forum: What Dan Hilbert and his team at Valero Energy have accomplished will forever change the strategic options that recruiting directors must consider. They have developed what may be the world's most strategic staffing approach, one that emphasizes using metrics to refine talent pipelines to produce a talent supply chain. 38 Min:

Leadership - By the Numbers. As the global war for talent heats up, forward thinking organizations will move to where the talent is. It's the future of the world. India has figured that out. The U.S. hasn't - Dr. John Sullivan Dr. John Sullivan has been described as one of the leading strategists in the field of human resources around the globe. As a recognized thought leader on topics ranging from talent management to integrative HR strategy, he has been working to challenge the archaic perceptions that have limited HR’s contribution to the business for more than thirty years. Peter Clayton, with Landed Radio, spoke with John at the ER Expo Spring 2006 Conference in San Diego - where Dr. Sullivan is a keynote speaker. 15 Min:

Beemer Bombs: An SEO Tale What You Should Know About Search Engine Optimization- and What You Should Ask an SEO Agency Warren Cowan is Founder and CEO of Greenlight and has worked exclusively in the search industry for over six years. During this time, he has developed in-depth search knowledge and a unique perspective on the growth and movement of the industry both in the UK and internationally. Greenlight recently opened an U.S. office in New York City. In our exclusive Landed Radio interview, we discuss Google’s blackliisting BMW in Europe, and issues around Organic and Paid search strategies. 22 Min:

Thumbs, Computers, Community: The Über Connected Gen Y. I asked some of my Gen Y friends which finger they used to ring a door bell and they said, 'wouldn't you just IM or text message them? - Diane Danielson Diane K. Danielson is an uptown girl with downtown sensibilities. She is the CEO of Downtown Women's Club.com (http://www.downtownwomensclub.com/dwc/index.php) and the founder of the Downtown Women's Clubs, an ever expanding social network for professional women with local chapters in Boston, Los Angeles, New York City, Pittsburgh, San Diego, Washington, DC. In addition to spearheading the DWC, Diane is the co-author of Table Talk: The Savvy Girl's Alternative to Networking (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/1410715272 tag=landedfm-20 camp=1789 creative=9325) (2003); a blogger for the BostonWorks section of the Boston Globe; and is a contributing writer for PINK, a national women's business magazine. Diane (a bleeding edge Gen. X'er), has been researching Gen Y attitudes toward work-life balance, business, and career goals. 34 Min:

In a Knowledge Economy, Talent Comes First Keith Hammonds, Executive Editor of Fast Company, asks why human resources does such a bad job and what we can do to fix it. In the August 2005 cover story titled Why We Hate HR, Keith Hammonds wrote: The innovation economy, the knowledge economy, or the new economy - whatever you want to call it - rewards the companies with the best talent. This situation should put the human resources function at the center of value creation as it discovers, supports, and develops talent. By all accounts, this is not happening. I met and interviewed Keith at the Catalyst Awards Conference regarding another of his thought-provoking (and controversial) Fast Company Articles, Balance is Bunk. Soon after the publication of the Why We Hate HR cover story, Keith went on Sabbatical. But I didn't forget, and Keith was kind enough to meet with me at the Fast Company offices in New York for a little chat about HR. 31 Min:

Get in Their Shoes - LiterallyYou don't have to be selfish about self-improvement - Patrick Tedjamulia co-founder IMNO Started by the founders of the International Mentoring Network Organization, the Get in Their Shoes Campaign is a call to action by successful business leaders, athletes, entertainers, and politicians to rally youth and aspiring leaders to lift themselves out of their limiting circumstances by proactively interviewing successful professionals within their own communities. Joining us on Landed Radio is Patrick Tedjamulia, co-founder of IMNO and the concept of open source mentoring. 23 Min:

Promoting Your Personal Brand Online. David McInnis, the Founder and CEO of PRWeb tells you how. If you don't think search is applicable to you and your career, think again. Your new best friend and the best PR agent you'll ever have is RSS. (That stands for real simple syndication, folks). RSS has been the secret weapon of techies for several years. In about five minutes, you can set-up a personal clipping service - the kind corporations used to spend millions of dollars on - that will tirelessly crawl the web looking for the keywords you've identified in your personal search alert. When it finds the keywords you've identified, you'll receive an alert in your email inbox, with a direct link to the article your agent identified. RSS can also increase your visibility on the web overnight. For you skeptics, we report the facts here, not hype. Overnight is not an exaggeration. Joining Peter Clayton on TPR is David McInnis the founder CEO and innovator of PR Web. He shares tips and techniques that will help you to vault to the top of a Google search query. He knows of what he preaches. Google David McInnis... Bingo. If you're looking to control your professional profile online - and you should be - spend 20 minutes with David. Listen:

Diller to Jeeves: You're Fired. Butler Goes To the Mascot Retirement Home Search Engine Strategies 2006 Conference and Expo (http://www.searchenginestrategies.com/) During his Keynote to a packed ballroom at the Hilton Hotel in New York City, Barry Diller, Chairman and CEO, IAC/InterActiveCorp revealed the new Ask.com Web site. Joining us on Landed Radio is Daniel Read, Vice President, Consumer Products User Experience to discuss this major upgrade of a venerable search engine. We got rid of a fat butler. We're not going to a fat butterfly or bee - or whatever. You'd think for $300 million I'd remember.“ Barry Diller Listen:

Monk-E-Business is Good Business. CareerBuilder.com is on a Roll Joining us on Landed Radio is Richard Castellini, Vice President of Consumer Marketing at CareerBuilder.com. He leads the company's efforts in developing online and offline marketing strategies to continually drive quality job seeker traffic to the site, and conducts in-depth analysis of worker attitudes and job seeker behavior from a national, industry and local standpoint to determine the most effective ways to reach targeted audiences and deliver relevant candidates to employers. Start HERE. (http://www.careerbuilder.com/monk-e-mail/Default.aspx?mid=4265528 cbRecursionCnt=1 cbsid=ac77c26bf1ba47e4a7cba02420f654e8-194333345-RB-1) Listen:

Inside Executive Search with Industry Veteran, Marc Lewis I started my career working for Trammell Crow, who told me, I'm successful because people want me to be successful. - Marc Lewis Founder CEO of Leadership Capital Group, Marc Lewis has placed key executives at leading companies worldwide, from Global 500 to private equity backed startups and roll-ups backed by many domestic and international private equity firms. With industry background in finance and technology, he is recognized as an expert on management and human capital trends, quoted in publications including The New York Times, Wall Street Journal, USA Today, Fortune, Business Week, and Bloomberg. If you would like some insights to retained executive search at the $300k+ comp level, have a listen. 22 Min: lewis.mp3

Addicted to Oil - What You Need to Know If every new car sold in the U.S. were a hybrid, starting today, gasoline consumption in the country would finally start to go down -- in about 10 years. - Peter Tertzakian In 2006, world oil consumption will exceed one thousand barrels per second. The news marks an important change that will have a far-reaching impact on world economies, investments, and business profitability. In his important new book, A Thousand Barrels a Second, The Coming Oil Break Point and The Challenges Facing an Energy Dependent World, (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/0071468749 tag=landedfm-20 camp=1789 creative=9325)Chief Energy Economist of ARC Financial Peter Tertzakian delivers a provocative look at the future of oil and offers fresh insight into what it will take to rebalance our energy needs and seize new opportunities. 24 Min:

The Well-Timed Strategy Will Give You a Competitive Advantage In the face of turbulence and change, business leaders need new ways of thinking to sustain performance and growth. Clear, concise, and exceptionally readable, Peter Navarro's new book, The Well-Timed Strategy, Managing the Business Cycle for Competitive Advantage (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/0131494201 tag=landedfm-20 camp=1789 creative=9325) makes complex business cycle strategy and tactics easy to understand -and even easier to act upon. You'll learn how to tailor your marketing messages and product lines to the business cycle seasons ...manage production and inventories to anticipate recessions, recoveries, and sector rotation...exploit recessionary soft spots to negotiate better deals...use tactical hedging and long-term contracts to insulate against inflation...prepare for layoffs before a recession...hire earlier in an upswing, when you can cherry pick better staff at lower wages...time strategic acquisitions, divestitures, and major capital investments. Listen:

Workforce Instinct - Secret to a Competitive Advantage. According to Jim Tusty, founder and president of Mountain View Group Ltd., Companies will spend hundreds of millions of dollars in advertising to cut through the clutter and reach the heart and gut of their prospective customers. Yet, their attitude toward reaching their employees is often quite the opposite: We're paying them to be here. They have to listen - But they don't. 23 Min:

The Global War for Top Talent is Here. In a FORTUNE Magazine cover story titled Catch a Rising Star, Geoffrey Colvin, senior editor at large writes: Top talent has never been more valuable, nor competition for it more fierce... After 500 years or so the scarcest, most valuable resource in business is no longer financial capital. It's talent. 25 Min:

The Freedom Writers This week, the feature film, based on Erin Gruwell's book the Freedom Writers, has its world premiere. The film is directed by Richard LaGravenese, starring Hilary Swank. Nothing could have prepared Erin Gruwell for her first day of teaching at Wilson High School in Long Beach. Most of her students from this racially divided urban community were written off by the education system and deemed unteachable. Gruwell leveraged the power of education to transform their lives, by teaching tolerance through literature and writing. Her tenacity and commitment to her students is chronicled in the published text The Freedom Writers Diary - How a Teacher and 150 Teens Used Writing to Change Themselves and the World Around Them (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/038549422X tag=landedfm-20 camp=1789 creative=9325). (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/038549422X tag=landedfm-20 camp=1789 creative=9325) With her steadfast support, all 150 students shattered stereotypes, graduated from high school and pursued college careers. 36 min:

2006 WEDDLE's User's Choice Awards This is going to be one of the most exciting years in recruiting and staffing in many, many years. Peter Weddle Welcome to TotalPicture Radio. Joining us today is our good friend, Peter Weddle -- the founder of WEDDLE's, a research, publishing, consulting and training firm dedicated to helping people and organizations maximize their success in recruiting, retention, job search and career self-management. His popular Directories and Surveys focus on the employment-related area of the Internet. 29 Min: pweddle.mp3

Connecting Across the Generations in the Workplace There are real differences between Baby Boomers, Gen X, and Gen Y'ers - when it comes to working together. Different attitudes, ideas and beliefs often times lead to disastrous results. Joining us on Landed Radio is W. Stanton Smith, National Director of Next Generation Initiatives at Deloitte. Stan has authored a newly released executive briefing titled Connecting Across the Generations in the Workplace. Listen:

Do You Work For - Or Are You - A Hypomanic? Have you ever worked for someone that's a lunatic? Who most people describe as nuts? - off his or her rocker? From a different planet perhaps? A whack-attack? Someone who is brilliant and crazy at the same time - or just maybe - I'm describing... Listen:

Guerrilla Marketing for Job Hunters David Perry, Managing Director of Perry-Martel International, an executive search, recruiting and placement firm - and co-author of Guerrilla Marketing for Job Hunters: 400 unconventional Tips, Tricks and Tactics to Land Your Dream Job joins us with insiders advice and startling opinions regarding job search in 2006. His new book is particularly strong on tips, advice, and suggestions for using technology in your campaign for the job you want. Tips for harnessing the full power of Google, LinkedIn, and ZoomInfo to unearth opportunities in the hidden job market are particularly impressive. Listen:

Simply Hired Simply Gets Better and More Useful The Simply Hired application is as innovative as their marketing. Remember the Simply Fired web site and contest for the grand prize loser to join the Apprentice Cruise? Joining us on Landed.fm is the company's founder and CEO Gautam Godhwani - talking about everything from cheese bras on Simply Fired, to the ability to instantly look up geographically relevant salary information on Simply Hired, thanks to a new partnership with PayScale. 17 Min: gautamg.mp3

Inside The Vault with Co-Founder and CEO Samer Hamadeh Vault.com has information, resources, and from the horses' mouth content you'll not find anywhere else. And most of it is free for the viewing. This is the Cluetrain Manifesto in action. Samer Hamadeh is co-founder CEO of Vault Inc. Vault's properties include Vault.com, TVSpy.com, the Vault Online Career Library, and over 100 print guides such as Guide to Schmoozing (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/1581311176 tag=landedfm-20 camp=1789 creative=9325), College Buzz Book (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/1581313993 tag=landedfm-20 camp=1789 creative=9325), and Guide to Resumes, Cover Letters, and Interviews. (http://www.amazon.com/exec/obidos/redirect?link_code=as2 path=ASIN/158131258X tag=landedfm-20 camp=1789 creative=9325) Before co-founding Vault, Samer was an associate at the Los Angeles management consulting firm LEK Consulting, where he focused on corporate and business strategy. A David Rockefeller Fellow, Samer holds a BS in chemistry and an MS in chemical engineering from Stanford University. 15 Min: (http://phobos.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?id=169889324)

Looking into the Future of Corporate Recruiting (http://www.kennedyinfo.com/) Moderated by Joseph Daniel McCool. Panelists: Marc Cenedella, President and CEO, TheLadders.com; Jason Goldberg, CEO, Chief Jobster Founder, Jobster; Joyce Maroney, VP of Recruitment Services, BrassRing; Tony Lee, Publisher, Dow Jones/CareerJournal.com; Miodrag Perin, Senior Manager, Bertelsmann Recruiting Services. Kennedy Information is kindly allowing us to present excerpts from this informative discussion, filled with compelling ideas and viewpoints. Although clearly targeted to an HR/recruiting audience, much can be learned regarding the challenges, technologies, and opportunities HR professionals and recruiters will be dealing with in talent acquisition, on-boarding, and retention. 34 Min:

Hans Gieskes Launches a Monster Idea - H3.com Knowing important people is really a waste of time. Knowing people who know a lot of people — that's really important. -Hans Gieskes We had the pleasure of meeting Hans Gieskes - the former president of Monster.com - at ERE Expo in Boston. His latest venture, H3.com, was formed in 2004 with the support of the Cambridge Innovation Center, and launched at Demo Fall 2005. Hans is co-founder, president and CEO. H3.com is a referral hiring tool that uses monetary rewards to identify relevant job candidates. H3's patented process tracks and manages the referral process, enabling you to motivate and reward your trusted network. H3's contingency-based fee is risk-free because you're charged only if you make a hire. In the US there are at least 50 million hiring situations annually and 40% of these hires are made through referrals Listen:

Never Eat Alone, and other secrets to success, one relationship at a time. Keith Ferrazzi, who has been called one of the world's most connected individuals by both Forbes and Inc. magazines, is CEO of Ferrazzi Greenlight, a consulting and training company based in Los Angeles and New York. He is the author of Never Eat Alone. Ferrazzi's extraordinary rise to prominence has even inspired a Stanford Business School case study. In our exclusive Total Picture Radio podcast, Keith and I discuss the underlying principles of his book. 21 Min: ferrazzi.mp3

Business Lessons From Dad Marketing maven, successful businesswoman, and prolific writer Paige Arnof-Fenn shares with us the business lessons she learned from her dad. Paige Arnof-Fenn, founder of Mavens Moguls, a strategic marketing consulting firm made up of former Chief Marketing Officers and seasoned marketing professionals, tells us about the idea to launch her highly successful virtual marketing company, and a recent article she penned for Entrepreneur Magazine. 24 min:

(http://www.amazon.com/exec/obidos/redirect?path=ASIN/078797787X link_code=as2 camp=1789 tag=landedfm-20 creative=9325) How Good Are You at Failure? According to Barbara Corcoran, she is an Expert. Barbara Corcoran's amazing rise to the top has become the stuff of legend and inspiration. Her credentials include straight D's in high school and college and over twenty jobs by the time she turned twenty-three. It was her next job that would make her one of the most successful entrepreneurs in the country-when she borrowed $1000 from her boyfriend and quit her job as a waitress to start a tiny real estate company in New York City. Over the next twenty-five years, she'd parlay that $1000 loan into The Corcoran Group, New York City's leading real estate company with 45 offices, more than 2,150 sales associates and employees in New York City, the Hamptons and Palm Beach. Purchased by Cendant Corporation, Barbara remains the Chairman of the company. (more) 18 Min: corcoran.mp3

(http://www.amazon.com/exec/obidos/redirect?path=ASIN/078797787X link_code=as2 camp=1789 tag=landedfm-20 creative=9325) The Sustainable Advantage - Women in Leadership Sally Helgesen was the first writer to focus on what women have to contribute to organizations rather than how they need to change and adapt. Her bestselling book, The Female Advantage, widely hailed as 'the classic work on women's leadership styles, is used in companies, training seminars, and college classes around the world. She speaks before, coaches, and consults with organizations interested in attracting, retaining, and developing terrific women. In our continuing Leadership Series focusing on Enlightened Power - How Women are Transforming the Practice of Leadership, Sally reveals the inspiration behind her essay contribution to the book. Listen:

Twelve Essential Business Principles to Create Meaning, Happiness and True Success An exclusive interview with Robert Michael Fried, author of A Marketing Plan for Life In this fabulous book, Robert Fried strikes a refreshing balance between making money and making meaning. Fried has spent most of his career directing or repositioning the marketing and sales strategies for blue chip companies such as Motorola, Quasar Electronics, and Marantz Stereo. In short, the book shows you how to turn your life into your most successful business venture yet. (continued) 38 Min : rm_fried.mp3 17.44 MB

According to Kathy Simmons, the $100+ job market has returned. "Great place to search national listings for the $100,000-plus executive." Forbes. Not many people have on their resume "left position due to Islamic revolution" - but Kathy Simmons, president and CEO of NETSHARE, was teaching English in Tehran when the Shah of Iran was overthown. Kathy joined NETSHARE in 1992, shortly after the company was founded. 30 Min:

Kathy Roach Exemplifies Strategies for Success Sidely, Austin, Brown Wood, an International Law Firm with over 1500 attorneys, wins the 2005 Catalyst Award Kathleen Roach is a partner in the Firm's Chicago office, with an active trial and complex commercial litigation practice. Kathy chairs Sidley's Committee on the Retention and Promotion of Women, and also serves on the Firm's recruiting and pro bono committees. In recognition of its initiative to retain and promote women lawyers, Sidley has been honored with the 2005 Catalyst Award, given annually by Catalyst, the leading research and advisory organization dedicated to expanding opportunities for women and business. In our exclusive Landed.fm interview, Kathy provides a compelling business case for the firm's ongoing commitment to diversity, part of a sustained effort to create an inclusive environment that recruits, develops, advances, and retains women. (continued) Listen:

Emily Neustadt - Lessons in Leadership Emily Neustadt is a New York based Leadership Coach, Strategist and Organizational Development Consultant with an A list of Fortune 100 clients. She is frequently asked to consult on leading-edge mentoring programs for financial service institutions and major entertainment companies. Her focus and experience in action-learning (based on working in Asia for six years), is unique and is at the core of her work. In our in-depth interview, Emily discusses strategies everyone can use to develop and grow as a leader, and techniques you can use to help realize your goals.

Carol Hymowitz, Senior Editor, The Wall Street Journal. Women, the media, and... China! The Catalyst Awards luncheon program we've reported on this week, included a thought-provoking dialogue in which Valerie Morris, Keith Hammonds, and Carol Hymowitz discussed how the media has and will continue to shape public opinion about women in the workforce. In our third feature installment, Landed.fm caught up with Carol, senior editor with The Wall Street Journal, soon after her return from a business trip to China. Listen:

What's Next for your career? Barbara Moses Provides Insight and Actionable Advice. Fast Company magazine called her a career guru. Dr. Barbara Moses, a leader in career self-management, is the best-selling author of What Next? The Complete Guide to Taking Control of Your Working Life, The Good News About Careers and Career Intelligence. In our exclusive Landed.fm interview, she reveals her Golden Rule of Job Search, the #1 mistake job searchers make in their resumes and interviews, and much more! (Continued) Listen:

There ARE Jobs in the Public Sector. Just ask Marcia Marsh with the Partnership for Public Service. We did. Marcia is the Partnership's Vice President for Agency Partnerships. And, of course, in the federal government there are a lot of them - agencies, that is. In our interview, you'll learn about this new non-profit agency, its resources, focus and where Marcia believes real jobs in the government do exist.

Interview with a Change Agent leading a revolution in the workplace. Linda Coughlin, co-editor of Enlighted Power, is Chief Administrative Officer of Cendant Corporation. Prior to joining Cendant, she was the vice chair and president of Linkage, Inc., an organizational development firm specializing in leadership. In this far-ranging interview with Landed.fm senior producer Peter Clayton, Lin discusses many of the concepts core to Enlightend Power, and many of the challenges she's faced in corporate America. Let's face it, most people hate change. Not only does Lin embrace change - she creates it! This book... is more than just a collection of essays on leadership experiences and learnings. It is the manifesto of an impassioned, liberated, life-loving community of leaders who belong. - Lin Coughlin. (more) Listen:

Meet Josh Randall, Top Gun Recruiter The 25 highest rated Fortune 100 companies according to CareerXroads Our friends, Gerry Crispin and Mark Mehler at CareerXroads, are back mystery shopping the Fortune 500. Josh Randall joins Vinnie Boombotz (credit and collections at Bad-a-Bing Corp), and Golde Locks, (skilled in finance management), in the pantheon of remarkable characters invented by Gerry and Mark to help recruiters develop a more positive job seeker experience. In our in depth 30 minute interview with Gerry, we talk about the good, bad, and really ugly when it comes to corporate recruting on the Internet, and the CareerXroads list of the 25 highest rated companies. 39 Min:

Simply Brilliant Simply Hired, the vertical search engine company based in Silicon Valley, has launched SimplyFired.com, a website for fired and laid off workers to share and submit their stories. And the story of Simply Fired - in our opinion - is simply brilliant. Joining us today is the CEO of Simply Hired, Gautam Godhwani. 17 Min: SimplyFired.mp3

Simply 4 million jobs: Seriously Awesome Search Capabilities. Gautam Godhwani CEO of Simply Hired is redefining job search.Simply Hired is passionate about helping professionals find the best jobs out there. According to Gautam Godhwani, CEO of Simply Hired, everything we do is from the job candidate's perspective. (Be sure to click the read more link at the bottom of this post for additional information and resource links. 25 Min: gautamg.mp3

The most difficult questions you'll be asked on a job interview, and other words of wisdom from a industry legend. William Morin is the founder and chairman of WJM Associates, Inc. He established the venture in 1996, following a 20-year career as chairman and chief executive officer of Drake Beam Morin, Inc., the international career continuation and organizational consulting firm. At DBM, he worked closely with senior managers at more than 200 Fortune 500 corporations on a range of human resources management issues. During his tenure as CEO, Bill directed the growth of DBM from a U.S. company with sales under $1 million to a worldwide organization operating in 19 countries with over $210 million in revenues. mosimage} 43 Min: