Hello, Friends!
It’s during times like these that I really treasure being part of TAPC. As the economy continues to be rocky and the headlines about the government’s financial bailout loom overhead, I realize how the economy affects our entire industry and affects our clients in whatever line of business they are in. It’s comforting to know that our association is a place that disseminates valuable information that helps our businesses during the good and the bad times.
As my fellow Houstonians are busy recovering from Hurricane Ike, I am reminded of how important it is that we support one another and of the many friends throughout TAPC that I have made over the years. I received so many phone calls and emails from fellow association members asking “Are you OK?” and “Is there anything your family or business needs?” I am reminded that I’ve made so many friends through this association and their support and friendships now, and at other times during my tenure with TAPC, are just one important way that membership in TAPC has enriched my life.
So, here we are. We’re about to head into the last quarter of the year. I hope your business is defying all the headlines and that you will end the year on a strong note. While there’s so much unsettling news out there, I shake my head as I continue to see my employees and my business soar. As I ask TAPC members about their business they report hurdles but all are busy going about the business of ending the year in a strong way and in changing the lives of their clients and their candidates. It’s truly a remarkable industry and TAPC allows me to share the success, trials and tribulations, and the celebrations along the way.
So, get involved, get more involved, and stay involved in TAPC!
If you haven’t attended a local program lately, come to the next one. Rekindle old friendships and make new ones. If you haven’t considered joining us in Austin on January 28, 2009 for our “Owners Legislative Rally”, put it on your calendar and plan to join us (more details will be coming soon!). Be part of the solution in Austin and rally with fellow TAPC owners to make our voice heard. If you’re not yet planning to attend the conference in April ’09 or even better, planning to take your entire staff, figure out a way to do that so your staff benefits (and ultimately, your business!) from 2-3 days of the best conference speakers, exhibitors, networking, and events, our industry has to offer. Take the opportunity to recognize your company in our local and state-wide awards programs. Have a worthy staff member or temporary that is in college apply for the TAPC scholarship (deadline is October 1st! Don’t miss it!) Continue to visit the website and take advantage of new things that are coming up including webcasts, trainings, and a great funnel of information. When you get the email to pay your 2009 association dues, take care of it right away and realize that your dues and your involvement are critical to the association’s success.
In short, stay positive. Our industry is resilient and critical to the economy and to the people that we affect each day. Get involved in your association and make it your own. Recognize all the value you do get from the association and then get more involved to increase that value. Tell us what you like and what you don’t so your needs are met. And, most importantly, reach out, get involved, and connect with your fellow TAPC members. You’ll get back much more than you give.
The next time you’re sitting in your living room with no power, reading the headlines by candlelight, you just might find yourself realizing that TAPC has, in a very tangible way, contributed to your professional and personal life. The friends and colleagues you have made through your involvement may be some of the first people you call to ask “Are you OK”? “Is there anything your business or family needs?”
Bruce Whitaker
TAPC 2008-2009 President
Wednesday, September 24, 2008
Monday, September 22, 2008
Face It … Best Interview Tips Ever
My initial interest in face reading was generated by jury selection. I had discovered while practicing law that the words coming out of people’s mouths were often the least reliable information received, while the reactions that showed up on people’s faces were the most reliable. I went on to discover that not only are many intentions and attitudes revealed on the face, but people’s entire life histories are, too.
At the most basic level, we are all face readers. It is how we recognize a familiar face, and we all know the difference between a smile and a frown. However, on a deeper, subconscious level we also pick up feelings about each other that we usually don’t realize we gleaned from something on the face. I wrote the book Amazing Face Reading to serve as a tool to bring that unconscious awareness to light.
One challenge we occasionally face when interviewing is unconscious face reading. While almost no one would openly admit it, on an unconscious level we often stereotype each other based on our personal life experiences. For example, if your favorite uncle was a big guy with a beard, on an unconscious level you may be partial to big guys with beards. If there was a mean, angry man next door when you were a child and he was a big guy with a beard, you might develop the opposite reaction. Face reading is a tool that can help us see each other more objectively, without stereotyping, while providing useful information.
Here are a few tips on what you can see on a person’s face during the interview process. This added awareness will not only create a deeper understanding of others, but also will help you find the right person for the right job.
Spotting a Communication Breakdown
How can you identify failed communication? Watch the eyes. When we are interested, attentive and truly hearing what the other person is saying, there is a physiological response that shows on our faces: our eyes open up to let in more light. By watching the bottom eyelids (right where the bottom eyelashes attach) you can quickly discern a person’s interest and attentiveness.
If you notice that a person’s bottom lids are round and the eyes are very open, it indicates interest and engagement. If, however, you suddenly see those bottom lids go flat or straight, at that very moment the person has just gone internal. Even though he may still be nodding his head, he is actually having a hidden conversation with himself in which he is analyzing or judging your words. The person may have become wary, suspicious or guarded about what you just said.
What a powerful tool, to be able to see the exact moment a person mentally left. You can then say, “You look like you might be having a problem with that.” How many times have you spoken with people and thought they understood what you said, only to discover later that they didn’t get it? Being able to spot these breakdowns when they occur not only prevents confusion and miscommunication, it will also make people feel truly seen and understood.
Presentation Style
Some people are good listeners and can easily retain what they hear. Other people take in information best when they can see it. For example, if you are interviewing someone with small ears, the person needs to see what you are talking about. Show the charts and diagrams, drag out the spreadsheet or use the PowerPoint. It is most effective to talk to these people in visual terms: “Where do you see yourself in five years?” or “How does this look to you?” or “I see what you mean.” Additionally, giving them an opportunity to write down information will also help them understand and retain what you said. Small-eared people appreciate it when you paint a verbal picture of what you are trying to communicate. Communication is always most effective when you can understand and operate within a person’s perceptional comfort zone.
Understanding at a Glance
One of the main purposes of any face-to-face interview is to develop a better understanding of the person being interviewed. Face reading takes understanding people to the next level, but where do you look first? A glance at the eyebrows can give you instant information about a person’s thinking style.
Round eyebrows belong to a people person. These people understand the world in terms of their connection with others and feel most comfortable when they can understand how the information being presented works in the real world. They work best when they can work with other people, and from an eyebrow standpoint, others will perceive them as nice people. They appreciate on-the-job training and being able to see how the job was done in the past. A human resources manager position is an example of a natural fit for this type of person.
Straight eyebrows belong to fact people who prefer hard data. They are not as interested in seeing how someone did the job; they are more interested in the facts. They prefer to cut to the chase: “This will be your starting salary, there will be a review in six months, and we give performance raises.” They are more focused on the task and less on other people. They will be perceived by others as not being as emotionally sensitive. Information technology experts often have straight eyebrows.
Finally, angled eyebrows belong to the control people, those who step back to check things out. I call these the “don’t jack with me eyebrows” because the natural human response to this eyebrow shape is a feeling of alarm or intimidation. Angled-eyebrow people are impressed with neither people nor facts. A good approach when interviewing these people is to ask what they are looking for in a job before presenting them with any information. They are often in positions of authority because of the natural reluctance other people have to challenge their eyebrows. Have you checked the shape of the boss’s eyebrows lately?
Creating a Win-Win by a Nose
In hiring, it is not enough to merely find a person who can perform the job. The challenge is in finding a person who really enjoys that particular type of work. We all perform better when the work and the environment are compatible with our personal work style, but how can we spot that compatibility in an interview? Part of the answer is as plain as the nose on your face.
We have all heard the expression, “You have been keeping your nose to the grindstone” to describe someone who is a hard worker. If you were to literally put your nose to a grindstone, you would end up with a bobbed-off nose. In face reading, people with very small noses are people who are motivated and have a capacity for hard work. This is not because they like hard work anymore than anyone else; it is because their life experience has shown them that they can often finish a task faster than they could explain it to someone else. They also know that if they do it themselves, they will not have to worry about whether or not the task was done correctly. If you need someone who can be a real worker bee, check out the nose size.
People with a high nose bridge enjoy an environment where they can work independently without interruption or interference from others. Once people with a high nose ridge start a task, they may often view additional suggestions or interruptions as unnecessary micromanagement. They like getting the credit for their individual effort and knowing that their finished work product had an impact. If forced to work in a crowded room full of talking people or in situations where their work is cut from the project and not used or needed, they will be miserable.
On the other hand, people with a low or no nose ridge (where the cheeks are not separated by a high ridge) usually enjoy working in a room full of people so they can see and talk to others. To them it is important to feel like they are part of a team effort, and they want the chance to interact. They would suffer if they were forced to work all day in a cubicle or a room where they never saw or spoke with another person.
Long after they forget what they were told, customers and co-workers will remember how they were treated, and if those they interact with actually connect on a personal level, the memory will be a positive, meaningful one. Due to advances in technology, globalization and other related trends, our business interactions have become more and more depersonalized, resulting in a loss of that personal connection. Face reading reintroduces the personal touch that allows people to feel seen, heard and validated. Face reading also helps eliminate the stereotyping that creates barriers to our true understanding of another person, and finally, it restores the human in human interactions.
Mac Fulfer
Author of Amazing Face Reading
3604 W. 6th St.
Ft. Worth, TX 76107
(817) 336-3445
At the most basic level, we are all face readers. It is how we recognize a familiar face, and we all know the difference between a smile and a frown. However, on a deeper, subconscious level we also pick up feelings about each other that we usually don’t realize we gleaned from something on the face. I wrote the book Amazing Face Reading to serve as a tool to bring that unconscious awareness to light.
One challenge we occasionally face when interviewing is unconscious face reading. While almost no one would openly admit it, on an unconscious level we often stereotype each other based on our personal life experiences. For example, if your favorite uncle was a big guy with a beard, on an unconscious level you may be partial to big guys with beards. If there was a mean, angry man next door when you were a child and he was a big guy with a beard, you might develop the opposite reaction. Face reading is a tool that can help us see each other more objectively, without stereotyping, while providing useful information.
Here are a few tips on what you can see on a person’s face during the interview process. This added awareness will not only create a deeper understanding of others, but also will help you find the right person for the right job.
Spotting a Communication Breakdown
How can you identify failed communication? Watch the eyes. When we are interested, attentive and truly hearing what the other person is saying, there is a physiological response that shows on our faces: our eyes open up to let in more light. By watching the bottom eyelids (right where the bottom eyelashes attach) you can quickly discern a person’s interest and attentiveness.
If you notice that a person’s bottom lids are round and the eyes are very open, it indicates interest and engagement. If, however, you suddenly see those bottom lids go flat or straight, at that very moment the person has just gone internal. Even though he may still be nodding his head, he is actually having a hidden conversation with himself in which he is analyzing or judging your words. The person may have become wary, suspicious or guarded about what you just said.
What a powerful tool, to be able to see the exact moment a person mentally left. You can then say, “You look like you might be having a problem with that.” How many times have you spoken with people and thought they understood what you said, only to discover later that they didn’t get it? Being able to spot these breakdowns when they occur not only prevents confusion and miscommunication, it will also make people feel truly seen and understood.
Presentation Style
Some people are good listeners and can easily retain what they hear. Other people take in information best when they can see it. For example, if you are interviewing someone with small ears, the person needs to see what you are talking about. Show the charts and diagrams, drag out the spreadsheet or use the PowerPoint. It is most effective to talk to these people in visual terms: “Where do you see yourself in five years?” or “How does this look to you?” or “I see what you mean.” Additionally, giving them an opportunity to write down information will also help them understand and retain what you said. Small-eared people appreciate it when you paint a verbal picture of what you are trying to communicate. Communication is always most effective when you can understand and operate within a person’s perceptional comfort zone.
Understanding at a Glance
One of the main purposes of any face-to-face interview is to develop a better understanding of the person being interviewed. Face reading takes understanding people to the next level, but where do you look first? A glance at the eyebrows can give you instant information about a person’s thinking style.
Round eyebrows belong to a people person. These people understand the world in terms of their connection with others and feel most comfortable when they can understand how the information being presented works in the real world. They work best when they can work with other people, and from an eyebrow standpoint, others will perceive them as nice people. They appreciate on-the-job training and being able to see how the job was done in the past. A human resources manager position is an example of a natural fit for this type of person.
Straight eyebrows belong to fact people who prefer hard data. They are not as interested in seeing how someone did the job; they are more interested in the facts. They prefer to cut to the chase: “This will be your starting salary, there will be a review in six months, and we give performance raises.” They are more focused on the task and less on other people. They will be perceived by others as not being as emotionally sensitive. Information technology experts often have straight eyebrows.
Finally, angled eyebrows belong to the control people, those who step back to check things out. I call these the “don’t jack with me eyebrows” because the natural human response to this eyebrow shape is a feeling of alarm or intimidation. Angled-eyebrow people are impressed with neither people nor facts. A good approach when interviewing these people is to ask what they are looking for in a job before presenting them with any information. They are often in positions of authority because of the natural reluctance other people have to challenge their eyebrows. Have you checked the shape of the boss’s eyebrows lately?
Creating a Win-Win by a Nose
In hiring, it is not enough to merely find a person who can perform the job. The challenge is in finding a person who really enjoys that particular type of work. We all perform better when the work and the environment are compatible with our personal work style, but how can we spot that compatibility in an interview? Part of the answer is as plain as the nose on your face.
We have all heard the expression, “You have been keeping your nose to the grindstone” to describe someone who is a hard worker. If you were to literally put your nose to a grindstone, you would end up with a bobbed-off nose. In face reading, people with very small noses are people who are motivated and have a capacity for hard work. This is not because they like hard work anymore than anyone else; it is because their life experience has shown them that they can often finish a task faster than they could explain it to someone else. They also know that if they do it themselves, they will not have to worry about whether or not the task was done correctly. If you need someone who can be a real worker bee, check out the nose size.
People with a high nose bridge enjoy an environment where they can work independently without interruption or interference from others. Once people with a high nose ridge start a task, they may often view additional suggestions or interruptions as unnecessary micromanagement. They like getting the credit for their individual effort and knowing that their finished work product had an impact. If forced to work in a crowded room full of talking people or in situations where their work is cut from the project and not used or needed, they will be miserable.
On the other hand, people with a low or no nose ridge (where the cheeks are not separated by a high ridge) usually enjoy working in a room full of people so they can see and talk to others. To them it is important to feel like they are part of a team effort, and they want the chance to interact. They would suffer if they were forced to work all day in a cubicle or a room where they never saw or spoke with another person.
Long after they forget what they were told, customers and co-workers will remember how they were treated, and if those they interact with actually connect on a personal level, the memory will be a positive, meaningful one. Due to advances in technology, globalization and other related trends, our business interactions have become more and more depersonalized, resulting in a loss of that personal connection. Face reading reintroduces the personal touch that allows people to feel seen, heard and validated. Face reading also helps eliminate the stereotyping that creates barriers to our true understanding of another person, and finally, it restores the human in human interactions.
Mac Fulfer
Author of Amazing Face Reading
3604 W. 6th St.
Ft. Worth, TX 76107
(817) 336-3445
Wednesday, September 17, 2008
How to Effectively Advocate…..For Your Business!
By Jake Posey and Steve Koebele
TAPC External Lobbyists
What is legislative advocacy? For a lobbyist, legislative advocacy might mean the efforts to influence the introduction, enactment, or modification of legislation. It can also include lobbying, ballot initiatives, legislative networks and campaigns, and explanations of legislative processes. Legislative advocacy can also include the instruction on how to conduct campaigns, educating legislators, communications strategies to implement lobbying campaigns, rules regarding lobbying, building legislative networks, and tracking legislation and committee votes.
And while the above activities are all crucial to the advocacy process in Austin, one simple method of advocacy should not be overlooked. That method belongs to you, the business owner, and that is the element of local grassroots advocacy. Perhaps the most effective tool in grassroots advocacy is for business owners, such as yourself, to develop a relationship with the legislator(s) where your business is located. Begin by simply calling your legislator's district office and telling them how many employees and offices your company has in their district. Next, make a request to meet with your legislators to discuss your business. You can even invite your legislators to come to your office in order to provide a brief tour of your company and its operations. This is a great way to assist your legislators in obtaining a better understanding of your business and how the staffing/recruiting industry works.
Regardless of what you choose to do, the idea is to get to know your legislators at the local level and to develop a relationship of trust and mutual understanding between you, your company, and your legislators. This connection will allow you to express some of your concerns that involve state government, such as business taxes, unemployment laws, workers' compensation issues, health care or other business related matters. Your legislators need to understand how the policies created in Austin are affecting your business and the consumers in their district.
Today, local grassroots advocacy is one of the most important parts of the lobbying process in Austin. The 80th Legislative Session will begin in January 2009 and the TAPC may ask you, as a member of our association, to contact your state legislators in order to express important views on state policies that the TAPC will support or oppose during the upcoming legislative session. Effective contact with these elected officials can be essential to passing or defeating legislation in Austin and could also impact your ability to operate your business and make a living. Your local grassroots advocacy, on behalf of your business and the TAPC, is significantly enhanced if your legislator is already familiar with your business and has developed a personal relationship with you or your employees.
So, go on, give your local legislators a call and start developing a relationship with them, teach them about your business, teach them about our industry, and communicate the challenges facing the members of TAPC!
Thank you again for your genuine support and excitement about the TAPC. Your dues contributions help to defray the expenses associated with the commitment toward fighting legislation that is detrimental to our industry and to supporting issues which are favorable. As always, if you have any questions or ideas, please call Jake at (512) 646-0828 or Steve at (512) 646-7406.
TAPC External Lobbyists
What is legislative advocacy? For a lobbyist, legislative advocacy might mean the efforts to influence the introduction, enactment, or modification of legislation. It can also include lobbying, ballot initiatives, legislative networks and campaigns, and explanations of legislative processes. Legislative advocacy can also include the instruction on how to conduct campaigns, educating legislators, communications strategies to implement lobbying campaigns, rules regarding lobbying, building legislative networks, and tracking legislation and committee votes.
And while the above activities are all crucial to the advocacy process in Austin, one simple method of advocacy should not be overlooked. That method belongs to you, the business owner, and that is the element of local grassroots advocacy. Perhaps the most effective tool in grassroots advocacy is for business owners, such as yourself, to develop a relationship with the legislator(s) where your business is located. Begin by simply calling your legislator's district office and telling them how many employees and offices your company has in their district. Next, make a request to meet with your legislators to discuss your business. You can even invite your legislators to come to your office in order to provide a brief tour of your company and its operations. This is a great way to assist your legislators in obtaining a better understanding of your business and how the staffing/recruiting industry works.
Regardless of what you choose to do, the idea is to get to know your legislators at the local level and to develop a relationship of trust and mutual understanding between you, your company, and your legislators. This connection will allow you to express some of your concerns that involve state government, such as business taxes, unemployment laws, workers' compensation issues, health care or other business related matters. Your legislators need to understand how the policies created in Austin are affecting your business and the consumers in their district.
Today, local grassroots advocacy is one of the most important parts of the lobbying process in Austin. The 80th Legislative Session will begin in January 2009 and the TAPC may ask you, as a member of our association, to contact your state legislators in order to express important views on state policies that the TAPC will support or oppose during the upcoming legislative session. Effective contact with these elected officials can be essential to passing or defeating legislation in Austin and could also impact your ability to operate your business and make a living. Your local grassroots advocacy, on behalf of your business and the TAPC, is significantly enhanced if your legislator is already familiar with your business and has developed a personal relationship with you or your employees.
So, go on, give your local legislators a call and start developing a relationship with them, teach them about your business, teach them about our industry, and communicate the challenges facing the members of TAPC!
Thank you again for your genuine support and excitement about the TAPC. Your dues contributions help to defray the expenses associated with the commitment toward fighting legislation that is detrimental to our industry and to supporting issues which are favorable. As always, if you have any questions or ideas, please call Jake at (512) 646-0828 or Steve at (512) 646-7406.
Texas Tour: Barb Bruno
In September, TAPC brought Barb Bruno across the state to 5 different markets for a “Texas Tour”. In each of the 5 cities she presented to, Barb conducted a morning Owner/Manager session and an afternoon Consultant session. Barb’s “Texas Tour” taught hundreds of recruiters across the state and the reviews were excellent. Barb Bruno’s “Texas Tour” was sponsored by TFI Resources, a long time affiliate partner and strong supporter of TAPC. “TFI has appreciated the opportunity to sponsor Barb Bruno’s “Texas Tour”. Certainly, her training and insight to the staffing industry is invaluable in today’s market for seasoned professionals as well as new recruits to the profession”, said Judy Collins of TFI. Look for more “Texas Tours” throughout the year in markets across the state as well as programs in various local associations across Texas. For information about upcoming events, visit www.tapc.org.
Linda McLaughlin Memorial Scholarship
TAPC is now accepting applications for the Linda McLaughlin Memorial Scholarship. Linda was a dynamic force in our association until her life was cut short due to cancer. Linda left a legacy of learning and achieving so this $1000 scholarship, underwritten by Qualitec Group, LP is awarded each year in her name. Applicants must be the in-house or temporary employee of a staffing firm or their spouse, child, or dependent. Recommendation by a staffing firm supervisor or co-worker is required. Applicants must be rising sophomores through graduating seniors. Graduate students may apply as well. Academic standing as well as activities and need are considered. A committee will select the winner each fall from the pool of applications received by the deadline which is October 1, 2008. Applications are available on line at www.tapc.org.
How Loud Is Your Voice?
As a recruiter, your task is to make your client's open position stand out in the crowd. You do this by making your voice louder than all the other recruiters and hiring managers to attract the best candidates.
Imagine you're scheduled to give a presentation in a large auditorium packed to the brim with people…and your microphone doesn't work. What do you do to make sure your
voice is heard by as many people as possible?This challenge isn't so different from the one you face as a recruiter. Your task is to make your client's open position stand out among the crowd. You spend each day
trying to figure out how to make your voice louder than all the other recruiters and hiring managers out there so that you can attract as many qualified candidates as possible for your clients.
So what's the most effective way of doing this? The first place you can start is figuring out your share of voice – a concept that looks at how many qualified candidates you reach in the marketplace with your recruiting efforts. And in order to maximize your share of voice, you need to use a mix of both traditional recruiting tools as well as advertising to ensure you're reaching as many candidates as possible.
Estimating your share of voice is simple. Let's pretend you have an IT position for which you're recruiting, and your client has told you to make it a nationwide search. You've posted the position on online job boards, in newspapers and started networking for referrals.
If there are a total of 100,000 potential candidates out there, and you're reaching 20,000 of them using your traditional recruiting tactics, that means your current share of voice is 20 percent. The other 80 percent is out there for your competitors to influence with their share of voice. While you may not need the full 80 percent, reaching and staying top of mind with this talent pool helps build your pipeline for current and future job orders.
Why add advertising into your recruiting mix? Advertising increases your share of voice by creating awareness, which is essentially a gateway to action. The more awareness you create with one job candidate in the industry, the more awareness you create with others. Awareness then generates interest, which leads to motivation, which creates demand, which ultimately turns into action.
One thing to be aware of is that the effects advertising has on your clients may not always be immediately apparent. The reason is because advertising helps you increase awareness through direct and indirect responses. Both equate to more exposure for your company, but oftentimes, indirect responses can be overlooked because they're much more difficult to track.
A direct response is one that you can quickly and easily evaluate. For example, you can count the number of people who clicked on your banner advertisement on a Web site. On the other hand, you will also have indirect responses to advertising.
For instance, many of us have seen the infomercial with a toll free number to order. Most of us, however, did not buy the item directly from the infomercial. Instead, we later saw the item in the store, remembered the infomercial and bought it there.
This indirect response works in a similar fashion for candidates. Just because they didn't respond directly and immediately to an advertised job posting doesn't mean the efforts you have put forth didn't have an impact on them. It may just take these candidates a bit longer to act.
A good example of how a company has used online advertising to increase response is National City. National City has used a combination of different size banner advertisements to drive awareness for its hiring needs in a variety of locations. When it comes to the display advertising, they do a great job of highlighting specific benefits of working at National City, and they tailor it for their specific audience.
As a result of using best practices for creative and highly targeted recruitment advertising, National City increased the number of job applications by over 100 percent when running banners for those specific positions as opposed to when they weren't advertising with us at all. Just because you don't have that microphone doesn't mean you can't be heard in that auditorium. You just have to find ways to make your voice heard. So the next time you're about to launch a recruiting campaign for a client, ask yourself, how loud is your voice?
About CareerBuilder.com
CareerBuilder.com is the nation’s largest online job site with more than 23 million unique visitors and over 1.6 million jobs. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company (NYSE:TRB), The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT), the company offers a vast online and print network to help job seekers connect with employers.
CareerBuilder.com powers the career centers for more than 1,600 partners, including 150 newspapers and leading portals such as America Online and MSN. More than 300,000 employers take advantage of CareerBuilder.com’s easy job postings, 26 million-plus resumes, Diversity Channel and more. CareerBuilder.com and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more information, visit
http://www.careerbuilder.com or call 1-877-Fill-A-Job.
Tuesday, July 15, 2008
HAAPC Auction
HAAPC Fundraiser Auction: Win Bill Radin’s Time!
Bill Radin, a top-producing recruiter, trainer and manager, is offering HAAPC members a fantastic opportunity to win an hour of his time. Many people are familiar with Bill Radin as a national-level speaker who manages a website called “Recruiters Digest”. Bill’s innovative techniques have helped thousands of recruiters reach achieve peak performance and job satisfaction. His best-selling books and audio programs include The Recruiter’s Almanac, How to Market & Sell Your Recruiting Services and Advanced Strategies for Recruiters. In fact, if you brought Bill into your office it would cost you a minimum of almost $4,000! Why not “go for it” and win this very unique opportunity for you and your firm?
The highest bidder for one hour of his time will determine how to spend that hour. The winner can choose one-on-one time for the firm’s owner, exclusive training for a Direct Hire rookie or top producer, an hour with Bill for the firm’s management team, or training on a specific predetermined issue or skill for a group of recruiters in the firm.
Bill’s time is offered from 1:30-2:30 on Wednesday 8/6/08 at the offices of Burnett Staffing, 9800 Richmond Avenue, Suite 800, Houston.
How to Participate
The auction opens WEDNESDAY, 7/16 at 8:00 a.m.
If you already have a Google account, simply log in and leave your bid amount in a comment to the auction post. If you don’t have a Google account, it’s easy to get one:
1. Go to www.google.com.
2. Click on the “Sign In” link at the upper right.
3. Click on the “Create an Account Now” in the middle right.
4. Follow the instructions to create the account.
5. Click on the HAAPC link above and enter your bid in a comment.
6. Done!
If you are out-bid, you’ll receive a notification through email so that you can post another bid. The auction benefits HAAPC, so bid early and often!
The bidding will be shut down on July 30, 2008 at 5:00 pm and the winning bid will be announced the morning of July 31, 2008 via email.
For more information on the auction, contact Helene Cavanaugh, CTS at 713.653.4000 or 1.888.974.2272.
For more information on Bill Radin, check out www.billradin.com
For more information contact:
Helene Cavanaugh, CTS
Executive Director, Texas Association of Personnel Consultants (TAPC)
13121 Louetta Road, Suite 1175
Cypress, Texas 77429
Website: www.tapc.org
Email: tapc4u@sbcglobal.net
1.888.974.2272
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