RecruitingTools.com » In the Biz

Let the cold calling begin – #Recruiting @Google vs. @Apple vs. @Intuit vs. @Adobe and more.

admin — Tue, 28 Sep 2010 01:13:24 +0000

I can’t tell you how much I hate these conversations. This client or that client is hands off. I get it. Business is business but as a recruiter it’s one of my biggest peves. As job seeker I would be outraged. Being in the busness I understand why these measures are in place, but I can’t move off of the feeling that these measures seriously stunt the growth of talent both in your company but in the industry as a whole. I don’t care that company A could care less about company B, however the employees should care that they are being restricted to work with other industry leaders and potentially seriously advance their careers.

Top 10 HR and Recruiting Apps with HRE Online

admin — Mon, 20 Sep 2010 12:28:38 +0000

Do you subscribe? You should, we give away really cool things for free: Click to Subscribe

HR and Recruitment technology is at the forefront of our industry today. From mobile apps to enterprise based systems for tracking and data warehousing there are new products to learn about each and every day.

This past week Kenexa (Disclaimer: The company I work for and this is unpaid) was honored in the HRE editorial Top HR Apps. You can see their article in full here and I recommend that you take a look at it to learn more about the tools that are available.

Kenexa recently released Kenexa 2x Mobile. It’s specifically designed for iPhone and Blackberry and of course more compatibility to come. The crux of the system is that hiring managers can approve job reqs and final say on hiring’s anywhere, anytime. You can read much more on 2x Mobile here.

The other top contenders listed were: (From the HRE release)

Rypple , Toronto is a web-based, Software-as-a-Service application that is designed to provide managers with better visibility into the performance and activities of employees..

Kenexa 2x Mobile is an application designed for the iPhone and BlackBerry (with Android and iPad apps planned for 2011) that allows hiring managers to approve job requisitions and hirings no matter where they are.

Saba , Redwood Shores, Ca. is a performance-feedback tool that opens the process to all co-workers and expands the time frame from once or twice a year to every moment of every day. It uses a Twitter-like platform that enables individuals across the organization to enter comments, regardless of reporting structure.

Accero Workforce Intelligenc , Lake Oswego, Ore. is a reporting and analytics tool designed to quickly uncover actionable HR information.

Voice Advantage HarQen , Milwaukee is a candidate-interview program that lets recruiters use their phones and a simple web-based dashboard to create and distribute custom, recorded phone interviews.

Power Resume Search Monster Worldwide , Maynard, Mass. is a new technology that can help recruiters find the most qualified candidates when searching Monster’s immense database.

Aquire Inc ., Irving, Texas is a hierarchy-driven workforce-analytics solution that provides trend analysis, talent-management measurement and scorecard metrics for HR executives to align workforce analytics with a company’s strategic goals.

Jobvite , Burlingame, Calif. is a social-networking application that focuses on referrals to promote jobs and find qualified candidates. Jobvite uses propriety matching technology to source, match and recruit candidates using employee referrals, social networks, such as LinkedIn, Twitter and Facebook, and web searches.

mResource , Chicago Mobile Talent 2.0 is an interactive text and mobile web platform that enables organizations to use cell-phone texting and mobile web applications in the recruiting process. Job candidates opt in to the service — which organizations can promote on corporate or external career job sites or on social media.

Englishtown Inc ., Hong Kong is an online program designed to teach students how to speak, read, write and understand English. Its interactive approach offers a variety of learning activities that mix and match sounds, words, letters, pictures, games and videos.

Recruiters are full of SH*T…

admin — Mon, 16 Aug 2010 16:52:12 +0000

Recruiters are full of Shit. I know I am one.

We are in the running to present at SXSW this year and we need your vote. I’ll be paneling with some of the craziest personalities online in the recruiting world and we’d love your support. We’ll have a room full of hungry eyes looking to hear the dirty little secrets of recruiters and why we are full of Shit.

This session will be unedited, direct and in your face jam packed with hundreds of people listening in!

Your vote counts and it’s the only way we can get in to present! Bring the pain.

Click here - set up your profile
Click the green thumb in the upper left corner and that’s it.

Thank you again! Please help us out by submitting your vote.

Questions Answered during this session:

What’s the quickest way to gain the attention of headhunters?
Do you really “need” a recruiter?
The biggest myth in the job search industry.
Why is turn over in the industry so high and how does it affect me?
Where’s the best place to “be seen” while looking for a job?

P.S. Do you subscribe to this kickass blog? Subscribe me so I can win so cool stuff.

#socialrecruiting and My apology to @Researchgoddess Amybeth Hale

admin — Mon, 17 May 2010 23:56:46 +0000

So I normally don’t post things like this, but I need to clear the air on something that happened during the social recruiting summit. As many of you were doing, I logged into the live stream and joined the chat for a few moments. When I logged on I saw @Jerry_Albright and @Dmanaster chatting among a few others so I joined in, only to realize that my name @ryanleary was attached to some extremely rude comments towards Amybeth @researchgoddess. (Thanks Dave for asking me why I thought Amybeth’s presentation was lame. Otherwise I would not have ever realized this whole thing)

First things first, I simply did not write these comments. Amybeth is a great person. I invest a lot of time in connecting with people and Amybeth was once of the first that I connected with online a few years ago. The comments that were made were rude and simply not true.

I am aware of how the posts showed in my name, and I get it. Who did it, I don’t know. Why, I really don’t care. In fact under the circumstances I am not sure they even know that the comments appeared under my name. (It’s a network issue mixing with static IP’s and other things I don’t understand). Thanks to @DZittel for letting me know that you noticed the frequent name changes under my name.

But to the person who decided to do this, just know that it takes guts to get up in front of a large group and present, not to mention the multiple hours it takes to prepare for something like that. After Social Recruiting is complete I will connect with Amybeth to personally apologize and be sure she understands the entire situation.

Sorry for the rant but I needed to clear the air.

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Recruiting Blitz 4-9-2010

admin — Fri, 09 Apr 2010 14:00:00 +0000

Two great article apssed on from @GeoffPeterson this week that I loved.

12 Social Media Secrets From World’s Top Superstars http://bit.ly/a5qS4y

How smart entrepreneurs are finding money and happiness in an office-free life. I found this article to be pretty interesting and with a little creativity you can make the connection to your recruiting business. Thanks to @GeoffPeterson for passing this along

Full story at: http://bit.ly/cDyNEh

Michael Marlatt of cloudRecruiting.net offered up some great info on Recognizr a short while back. I was re-reading this today and wanted to share. An app that meshes mobile, digital information and images matching social apps and more. It got me thinking about the possibilities.

Full Story at: http://bit.ly/b7CDi6

ZaPoint Acquires Jobster: Interesting news and an even more interesting take on some of the more related articles around domain selling etc. http://bit.ly/cJtvDd

School Day – The fundamentals of #Recruiting

admin — Fri, 29 Jan 2010 01:05:32 +0000

One of the things I love about my career has been teaching others our profession. My first boss looked at me and said “You know Chernee, this is not rocket science. Don’t over think it.” While I agree with that statement wholeheartedly, there are certain skills and attributes that can help you go a long way in recruiting.

It has been over a year since I have trained someone on how to recruit. So as I prepare to train my new recruiter for our company, I took a step back and reflected on what are the KEY skills required to be a great recruiter.

Listening: the most important tool in our job is the ability to listen. We need to listen to our clients to understand their business objectives. We need to be able to effectively listen to the candidate to see what they are looking to do next and make the best match.

Building Trust/Rapport: many times, we only have a couple of minutes, even seconds to build rapport with our clients and candidates. We need to make them comfortable and show them we really do know what we are talking about and can add value to their organization or career decision making process.

Building Community: as I have mentioned in other posts, it is very important as a recruiter that you are able to build a network. This community can go a long way when trying to locate the talent you need.

Coaching: part of the job is educating our clients and candidates on what we are seeing in the marketplace. We need to become proficient at coaching clients on the correct way to pitch an opportunity or coaching candidates to put their best foot forward.

Honesty and Integrity: let’s face it, sometimes recruiters do not have the best reputation and that can be in the back of the candidate’s or client’s mind. We need to show them why we are different and that we care and are going to add value to their search. Think of the Golden Rule.

Sense of Urgency: my former manager’s favorite saying is “Time kills all deals.” Especially true in recruiting. You need to be proactive – show your client that you have the candidates that they need in a timely fashion (less than 48 hours) or they will start thinking that you do not know what you are doing or have the network that you say you have. Check in with your candidates even if you do not have an update to keep them in the loop. Communication, Communication, Communication. Which leads me to my next skill:

Communication: effective communication is one of the keys to any search. If you are not communicating with the players involved you are not going to have an effective process. Requirments change as the process elves, feedback on the interviews feed into your search and all this information is important to make the search successful.

Knowledge Development: technology changes so fast that the things we use every day to help in our jobs will be obsolete five years from now. Though the fundamentals of our profession are still the same – the ability to connect with people for a common goal, the way we communicate or find the candidates are not. More and more folks are relying on social media or the internet to be found verses the standard job boards. So you need to stay on top of trends – engage your community and build your brand.

These skills are the ones I use every day, and consistently try to improve within myself. They are the skills that have made me a success as a recruiter. It will be my job to make sure my new employee can develop these skills and enjoy the same kind of success.

About the author:

Chernee Vitello, president and founder of Whiting Consulting, has more than 14 years of experience in sales and recruiting for high-tech companies. She has managed in-house recruiting teams for high-tech organizations including enterprise software companies and IT professional services organizations. As both a staff recruiter and an outsourced consultant, she helped numerous technology companies meet their aggressive hiring goals in periods of rapid growth and high competition for top candidates. She has consistently won awards for exceeding recruiting goals.

3rd Party vs Corporate Recruiters

admin — Thu, 21 Jan 2010 02:54:32 +0000

I started my career in recruitment as a third-party recruiter, in a contingency environment. I then moved into a Corporate Recruiter role, back into third-party in a retained environment, followed by over seven years as a Consultant in a Corporate Recruitment environment.

I still do not understand the rivalry between Corporate Recruiters and Third Party Recruiters. Can’t we all just get along?

As a consultant, I mostly joined an organization as the only recruiter. I have worked with companies with over 1000 employees, and as little as 70. I have always had good relationships with the third-party recruiters I’ve worked with – some I’ve brought with me into the organization, some heard of where I was and contacted me.

That is why I am always surprised when I hear or read about the enmity between the two. I often compare it to sibling rivalry, both competing for their parents’ attention (Hiring Managers), longing for their exclusive love (hiring their candidate).

Let’s face it each group has a main complaint:

Third Party Recruiters complain that the Corporate Recruiter prevents from accessing the hiring Manager; therefore sabotaging their success, while Corporate Recruiters whine that Third-Party Recruiters disregard them by bypassing them and contacting the Hiring Manager directly.

The Solution is simple.

Third Party Recruiters: Make sure you contact the Corporate Recruiter first and Corporate Recruiters: Give access to the Hiring Manager when working with Third Party Recruiters.

As a Corporate Recruiter, Third Party Recruiters and I always agreed on a process we will be working:

Third Party Recruiter contacts me if they have a Candidate they want to present (but no requisition they are working on), or if they saw a posting on our site they want to work.
I confirm a) if we have a need for the candidate or b)if we need help with the req, and 3)if we have the budget
Once it is confirmed that we need to work with a Third-Party Recruiter, and after the initial call between said Third-Party Recruiter and myself, and an introduction to the Hiring Manager, I give them full access to the Hiring Manager. Often, they still have to come back to me to complain – I mean inform me – that the Hiring Manager is not getting back to them.
Third-Party Recruiter keeps me abreast of any conversation / emails between them and the Hiring Manager
We all live happily ever after…

I believe the biggest mistake Third-Party Recruiters make is assume that Corporate Recruiters are the gate-keeper to the Hiring Manager. Corporate Recruiters are aware that they sometime need help, and that the best help will come from the Third-Party recruiters who specialize in a particular industry or skill. The main reason Corporate Recruiters use the “You are not on the Vendor List” line is because the Third-Party Recruiter has showed them disrespect by simply ignoring.

I truly believe that Third Party Recruiters and Corporate Recruiters can live in piece if they both respected one another. Or I might have been living my own fairy tale of Third Party / Corporate Recruiter Heaven, and no one will get to live it again.

About the author:

Maha Akiki has been recruiting since 1998. She started her career in the third party world, working both contingency and retainer, before moving into the corporate world. For over seven years, she worked as an Independent Recruiter, mostly in the Healthcare / Pharmaceutical Industry, as well as Financial, Engineering, and Biomedical Fields. Maha writes a quasi personal/industry related blog http://www.callmeJacques.com, and you can catch her, along with her co-hosts Geoff Webb and Samantha Harris every Wednesday night, 8 PM EST at the Recruiter House Party Radio Show, www.recruiterhouseparty.com. Maha is also involved with the TRU unconferences www.theTRUconferences.com

Employees as Partners in Innovation

admin — Thu, 14 Jan 2010 03:36:19 +0000

Recently the NY Times online published an interesting article titled ‘Seeing Customers as Partners in Innovation‘; a report on how some companies like 3M and the Hershey Company are working much more closely with their customers in the research and design process. The theory is by combining better and deeper understanding of customer needs, their processes, how they actually use existing products with exposure to the latest research and technology underway inside the organization that more and faster innovative ideas and improvements will be generated.

Partnering with customers to drive improvements in the pace and quality of innovation seems to be a sound strategy and according to the NYT piece, both 3M and Hershey have seen some real benefits in their approach.

But after reading the piece, I started to think about the idea of Employees as partners in innovation.

Many organizations like to include ideas or concepts of ‘creativity’ or ‘innovation’ in their core values or mission statements, but when pressed with employee suggestions to try something new, or to modify an existing program or work process, managers often recoil. Doing things ‘the way they are always done’ is generally easier, more comfortable, and sometimes necessary, particularly when many organizations are operating with much leaner staffs than in the past.

Some ways that companies can harness the ideas of the workforce to help promote innovation

Ask for ideas

The simplest way to encourage ideas and creativity from employees is simply to start asking them. Set up a simple discussion forum on your company intranet or leverage one of many easy wiki platforms to ask questions and collect comments and ideas. If you want to get a bit more sophisticated, deploy an ‘idea store’ using software specifically designed for idea generation. Ideascale, Kindling, and several other low-cost solutions are available for this purpose.

Encourage investigation

Innovations are rarely isolated ‘eureka’ moments. More likely they are a product of a long term and concerted effort to try new approaches, explore ideas, and get feedback from across many people and parts of the organization. This will involve commitment from senior leaders, management, and a willingness to fail sometimes. When employees realize that they have the freedom to explore and experiment, without constantly thinking ‘What if this doesn’t work?’, the more lasting and ultimately successful you will be.

Tell IT to back-off

Many innovations to product or process result from the application of new technologies, either to existing processes and products, or to solve previously intractable problems. But in many organizations access to new tools and technologies is controlled by central IT and individual employee workstations are commonly ‘locked down’ to prevent unauthorized, and potentially harmful programs and viruses from being introduced to the company’s network. But if you truly want to get more employees involved in innovation you will likely have to get IT to relax some of these restrictions. The increased level of risk may just be the price you must pay to allow an employee to download a piece of software that just might lead to a breakthrough idea.

Hire the right people

More innovative companies can only be created by having more innovative employees. If your company is in an innovation rut, perhaps expanding or altering the ‘traditional’ sources for talent is in order. Bringing in new blood can be a way of invigorating innovation efforts, and if that is not possible then perhaps some realignment of existing resources can be effective. Asking people for their ideas may also reveal what they are passionate about, and enable you to leverage the existing employee population.

Reward

Contests, ‘best idea of the month’ prizes, or even small cash incentives are sometimes used to help get employees inspired to participate and share more freely their ideas and concepts. If you really want some tips on how to structure an incentive and rewards program to encourage more innovative behavior, check out Paul Hebert is up to at Incentive Intelligence.

Partnering with customers, vendors, and other ‘external’ stakeholders to spur and drive innovation is more common than ever and as seen for 3M and Hershey can lead to impressive results. Perhaps ‘partnering’ with your employees can also yield the same kind of benefits.

About the author:

I have been focused on the implementation of technology solutions to solve business problems for almost 15 years, working with organizations ranging from telecommunications to consulting to higher education.

In the past two years I have developed and served as the instructor for a Graduate course in HR Technology for Rochester Institute of Technology in Rochester, New York. The course focuses on the common applications of technology to solve HR and business issues. We also have fun exploring the latest trends in Hr Technology like Performance and Talent Management, Second Life meetings, Twitter and wikis.

I started this blog mainly to try and get the students another avenue for information and resources beyond the traditional curriculum, from the perspective of someone they knew and (hopefully) trusted.

So, if any current or former students find your way here, please leave a comment and say hello.

Steve Boese

Follow me on Twitter

Send me an E-mail – steveboese@gmail.com

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ARE YOU STILL RUNNING A SPLIT-DESK?

admin — Thu, 14 Jan 2010 03:22:06 +0000

Traditionally, third party recruiting firms are designed so that direct-hire recruiters run a “full-desk” (i.e. both the client and candidate side), whereas temporary recruiters will typically run a “split-desk” (i.e. an inside sales person or staffing coordinator works to fill the job order which was generated by an outside sales person).

This stratification of the sales process works in certain high-volume, low skilled specialties, but for most of today’s niche focused staffing firms, the old “split-desk” model is obsolete.

Here are three reasons why:

1. Always Be Closing.

At its heart, recruiting and staffing is sales. Any successful salesperson or sales trainer will tell you that the most important quality one must have to make it in sales is persistence. Number two (and its close) is a belief in one’s product. Both of these qualities are better achieved by someone running both sides of a desk.

Regarding persistence, it’s very difficult for a recruiter to gauge the level of persistence and follow-up necessary on a particular job order, if that recruiter did not originally solicit or take the order. Inevitably, something is lost in translation from taking the order and passing it off to be filled. In other words, time is wasted chasing a lead or not enough effort is give to an “A” order.

A sincere and passionate belief in one’s product is also critical for sales success. In recruiting or staffing, one’s candidates are the “products,” and a true belief in that “product” comes from recruiting, interviewing and building a relationship with the candidate. It’s very difficult for someone who runs only the client side of a recruiting desk to effectively sell or market a candidate without having the true belief in that candidate that comes from building a real relationship. At times, the client becomes the product when one needs to sell an opportunity to a candidate, and the inverse applies. Again, it’s an understanding of both sides (candidate and client) that creates the basis for a successful sale.

2. It’s the Economy, Stupid.

Spoiler alert – job orders are harder to come by than they used to be. Blame the economy, blame technology, blame bad luck – it’s just a simple fact. That doesn’t mean that business isn’t being done, but it’s rarely being done in the paint-by-numbers format of getting a job order, working a job order and filling a job order. As mentioned above with reference to the level of follow-up necessary on a job order, working both sides of a desk allows one to manufacture placements where perhaps there was no “order.”

Example: Company ABC is going through an ERP software conversion. They planned the conversion for their slow season so that they have enough internal employees to dedicate to the project. They also negotiated an incredible rate from their VAR for help in the form of a technical implementation team. There is zero percent chance that they are going to call a staffing firm to request additional consultants or temporary resources related to this project. However, because of sales activities and meetings with the client, you know that Company ABC has a unique concern about the new ERP’s ability to interface with their inventory system. Since you work both sides of the desk, you remember recently interviewing a candidate who implemented the same ERP with Company ABC’s competitor who had the same inventory system concerns. While you were never going to get a “job order,” because you were working both sides of the desk, you knew your client’s pain points and your candidates well enough to make a very specific skill marketing call that results in a contract placement where no job order existed.

Sure, as the economy begins to rebound, job orders will get more plentiful, but there will also be more competition. Business produced in the manner described above will provide more value to the client, generate higher margins and allow you to work in a space with fewer competitors.

3. The Customer is Always Right.

I’ve been in the recruiting and staffing business for six years, and the number one complaint I hear from my clients about my competitors is that they never know who they’re going to be dealing with next. Our industry is plagued by high-turnover and unscrupulous characters. Clients know this and it takes a leap of faith and a certain amount of trust for them to call out a job order. It likely took a lot of time and effort to build enough of a bond with the client to get that first chance at working a job order. That bond is immediately broken when the client is passed off from the person he knows and trusts to someone else. In every “split-desk” firm, a certain amount of business is lost because the client’s perception is that he isn’t being cared for properly. He feels that if he’s not getting personalized service from the person who he’s built a bond with, then why not go with the competition or shop around to the lowest priced firm?

Selfishly, this point is especially important for the successful future of the recruiting and staffing industry. More and more, recruiting and staffing is being commoditized (read Typo by David Silverman to learn more about how an entire industry can go down in flames due to commoditization). Running a “split-desk” counteracts the relationship building and consultative selling which overcomes commoditization and will be the future of the industry.

Bottom line – taking the recruiting/staffing process from cradle to grave is the best way to effectively manage the sales process and successfully deliver value to the client. It fosters client relationships and will lead to more business and higher profits.

Josh Hale, CAC, CSP has been active in the recruiting and staffing industry since 2004 focusing exclusively on high-end corporate accounting and finance placements. Over his career, he has held every position within a staffing firm, including “rainmaker,” recruiter and manager. Since 2008 he has been an Associate with the San Diego firm, General Ledger Resources, where he primarily focuses on project management and senior-level consulting engagements. He has a bachelor’s degree from UC San Diego and spends his spare time working to improve his golf game. He can be contacted at jhale@gl-resources.com.

http://www.linkedin.com/in/joshhale

http://www.gl-resources.com

Your Business Bucket List: No Excuses in 2010

admin — Thu, 07 Jan 2010 05:00:56 +0000

How many times have you heard people say, recently, that they are doing this?

“…waiting for the economy to pick up.”
“…hoping things get better.”
“…just praying for this thing to turn around.”

Maybe you have said it yourself. Well, I’m not waiting. I don’t think the economy is going to pick up any time soon. In fact, although December 2009 was very productive, I believe 2010 will be extremely flat. There, I said it.

So I’m not the 2010 economic cheerleader, sorry. There are indicators that point to a possible upswing. There are just as many that point the other direction. I’ve done the research. I’m sick of it.

I can’t wait any longer.

I’m not leaving anything up to “the economy”.

And I’m not going to “just hang in there” for another year.

I’m going to set records and kick some serious ass this year despite the freaking economy.

“That’s easy to say…”, you say. Well I say it’s more about your frame of mind than the economy. Let’s play the “what would you do if you only had a year to live” game. I know, I know! My sincerest condolences if you really only have a year to live. I’m not being flippant. But, really, what would you do?

I’m not talking about your free-time, personal bucket list (skydiving, milk a cow, learn Mandarin, host SNL). I’m talking about your business bucket list. This is the game where you want to leave a lasting legacy and plenty of security for your family (or maybe your future self). If you only had a year to make a pile of cash, or drastically improve your career or business, would you wait for the economy to pick up? I don’t think so.

You would fearlessly do whatever it takes.

You would take risks. Sleep little. Innovate more.

You would have to work smart too. Go where the money is. For those of us in the talent business, and for job seekers, this means finding the sectors that are actually hiring. [Author's note: Credit sourcing dynamo, Marie Journey, for encouraging me to take this post a bit further than I had originally planned. Thank you Marie.]

According to a Manpower quarterly survey released in December, 75% of U.S. companies surveyed expect no change in their first-quarter hiring plans.

BUT, per this article on CNNMoney.com…”The survey said companies in the mining, durable goods manufacturing, information and government sectors expect to boost hiring moderately.

Companies in nondurable goods manufacturing, transportation and utilities, professional and business services, education and health services, leisure and hospitality and “other” services expect hiring to increase slightly.”

Temporary hiring is expected to be up. And, according to CIOs surveyed in a Robert Half Technology study released Dec. 1 referenced in this article on eWeek.com, “Health care IT application development is expected to see the largest gains in project funding and hiring in 2010. However, network and Windows administration continue to be cited as the skills most in demand, which is consistent with hiring reports in 2009.”

Yes, I see 2010 as economically flat. But I also see opportunity. So, I say to those of you who are sitting on the sidelines, waiting for things to play out, get out there and play like you have nothing to lose.

Work harder. Work smarter. No excuses.

Think about it, and please share your comments. What would you do differently if you only had a year to make the most of your business? What’s on your business bucket list?

About the Author

Craig Fisher is Co-Founder and Principal of A-List Solutions, an Information Technology Staffing, Executive Search, and Social Recruiting Strategy firm in Southlake TX. His fifteen years in recruiting also include positions as an award-winning Account Manager and Sales Director with Stark Technical Group, and as a top-performing Senior Recruiter with MATRIX Resources. Craig started his nineteen year sales career as a pharma and medsurge rep with Glaxo and Smiths Medical.

Craig is also a speaker and trainer for Social Job Search, Social Recruiting, and Social Branding strategies. He hosts the TalentNet Live social recruiting forum on Twitter, featuring big names in recruiting and social media on the last Wed. of each month from 9-11PM Eastern at #TNL. See www.talentnetlive.com for details. Craig blogs at http://www.fishdogs.com and tweets at http://twitter.com/fishdogs.