PLEASE ACT BEFORE APRIL 20TH!!  I’m raising money in the fight against Multiple Sclerosis and need your help!!!  NO CONTRIBUTION IS TOO SMALL!!

Chances are you know someone with MS, I personally know two people and I have become familiar with how the disease can impact one’s life and their ability to execute the most basic daily functions. Over 2.5 million worldwide suffer from MS and every week several hundreds more people are diagnosed.

Living with MS could mean paralysis one day, loss of vision the next or impaired memory the day after that. To put it plainly living with MS means living with uncertainty. The goal of the National Multiple Sclerosis Society is to move research forward by relentlessly pursuing prevention, treatment and hopefully one day a cure.

With that said I recently committed to join a team to ride in the MS 150 which is a 2 day ride from Houston to Austin, about 200 miles in total. As a part of my commitment I’m required to raise a minimum of $1000 per team member. This might be lofty goal but over the years my faith has taught me to never under estimate the power of generosity, especially when it comes to friends and family.

Please join me in the fight by donating to the cause …again no contribution is too small, so please give what you can….and ASAP

Thanks in advance for your generosity & God Bless ~Hino

BTW as I accomplished last year I plan on doing the same, the guy in the photo with me is my good buddy Craig Baldwin. My commitment to you, assuming you donate, is to beat Craig up every hill on the ride as displayed in the photo above.

http://main.nationalmssociety.org/site/TR?px=8106464&pg=personal&fr_id=17896&et=0F4Cx15E0cLICghzNJCaTA&s_tafId=230775

If one thing is for certain in today’s business environment, it’s that you’re either in mobile, moving to mobile, or headed for extinction. My client has rapidly grown from zero to 200+ people with revenue to match in a little more than two years. Mobile is inevitable and if you’re not moving toward it, you’re asking to be left behind. This vendor has a profitable model to bring custom mobile apps to market, is getting great press and backing, and is in need of senior level Account Managers that can handle very large accounts while bringing home a book of business.

If you’ve consistently overachieved with a 1M+ quota as an enterprise salesperson or led large professional services engagements to great success, and have the experience in mobile to help my client change the market, please reach out. I am happy to discuss specifics of the position, provide a position description, and elaborate on the company if you fit the above criteria. Experience with large agencies or consulting firms like Accenture (Mobility) highly desirable.

Yuri@YKRecruiting.com
YKRecruiting

Actual notice:

More than a year ago we announced that Google Wave would no longer be developed as a separate product. Back in November 2011, we shared the specific dates for ending this maintenance period and shutting down Wave. Google Wave is now in read-only mode. This is reminder that the Wave service will be turned off on April 30, 2012. You will be able to continue exporting individual waves using the existing PDF export feature until the Google Wave service is turned off. We encourage you to export any important data before April 30, 2012.

If you would like to continue using Wave, there are a number of open source projects, including Apache Wave. There is also an open source project called Walkaround that includes an experimental feature that lets you import all your Waves from Google. This feature will also work until the Wave service is turned off on April 30, 2012.

For more details, please see our help center.

Yours sincerely,

The Wave Team

SXSW survival: A Twitter list to keep you constantly updated http://austin.culturemap.com/newsdetail/03-02-12-15-05-sxsw-survival-a-twitter-list-to-keep-you-constantly-updated/ via @culturemapATX

CNET: http://news.cnet.com/8301-13772_3-57392894-52/how-to-endure-sxsw-and-live-to-tell-about-it/

Coming out of school you have little experience interviewing.

To get a job you need to interview well.

Thoughts on Interviewing From YKR:

Aggregate available information about the company and position. What questions do you have as you read through the information? Those might be good questions to ask in the interview.

First impressions: Companies are looking for smart and high energy. The questions you ask will tell them if you’re smart and your disposition in the interview will tell them if you’re excited about the company or just want a job.

Start transitioning your profile from college student to professional. Build your Linkedin profile and start adding connections. Your network is something to be nurtured and grown. Fair or not, companies are increasingly screening networks like Facebook to get a fuller view of candidates. Do you really want your future boss to see that post?

Language: Professionals speak a different language. The quicker you learn the language the more successful you’ll be in interviews. Answer your phone with your name (“This is Jeff”), not “hello?” Don’t use slang. In the end the interviewer is looking for someone that could interact with clients and executives.

Attitude: it can be a fine line between arrogance and confidence. Don’t be an ass. A candidate that is enthusiastic and confident is desirable. One that is contemptuous of “getting their hands dirty,” or the mission of the company, is not desirable.

Compensation: It is normal to speak about compensation but there is an appropriate time and its not straight out of the gate. Handle this question in the final third of your interview.

50/50 Rule: An interview is both a buying and selling scenario. As a candidate you’ll need to be sure this is the right move for you, but you also want to persuade the interviewer that you can give a lot of value to the organization.

Don’t lie or fudge. You’ll have reasons why you’re a good move for the company (ability to learn etc) so don’t try to cover lack of experience in one area.

Don’t blather. Try to be concise. Its ok to take a second before you answer a question to form a coherent thought.

Be self aware. If you don’t have any sales experience, your argument is not that you do but that you can (and want to) learn a sales process quickly and be effective.

Create a profile of the company using the net. It shouldn’t be too hard for any company with the information available.

These are some links to help recent graduates get a grip on the process:

Top Executive Recruiters Agree There Are Only Three True Job Interview Questions – Forbes http://onforb.es/qRhYcZ

Dumb Things Said In Interviews http://finance.yahoo.com/news/dumb-things-people-have-said-during-job-interviews.html

Don’t be a stink bomb. http://untemplater.com/business/career-business/job-interview-tips-dont-be-a-slob-or-a-stink-bomb/

Interviewing Tips For Your Future http://voinovichschoolblog.wordpress.com/2012/02/28/interviewing-tips-for-your-future/

6 questions to ask a job interviewer http://management.fortune.cnn.com/2012/03/16/6-questions-to-ask-a-job-interviewer/ via @FortuneMagazine

Good luck!

Gary Stauble, http://www.fordyceletter.com/2012/02/27/less-combat-more-cooperation-with-hr/

I agree with the concept that recruiters and internal HR should have a more cooperative relationship. There is some inherent friction between the two as they both are tasked with filling open positions. Internally, HR may feel that use of external resources reflects poorly on their own performance, whether or not that is actually the case, or that it affects their political capital. Many, if not not most, HR teams are drastically overloaded with reqs per recruiter and third party teams can remove some of that pressure and advance hiring goals. Assisting HR by providing on demand networks to growing companies is one of the main reasons third party recruiting exists. We are market validated as internal HR teams hit critical mass in their ability to fill openings with their resource to expectation ratio. External third party teams may feel that HR is blocking their access to feedback, that they have previously been treated with a heavy hand by internal HR, and/or that HR wants them to go away generally.

However, I don’t agree that Stauble’s conclusion is the way we should frame our behavior in relation to HR. Ultimately your interest aren’t served best by convincing HR that you respect them. Your interest is best served by actually respecting them. I spent ten years as a contingency recruiter before I ever worked inside a start up, and at the time I made the decision because I thought it would round out my experience. What a learning experience! I got to participate in the exciting times of a rapidly growing tech company and met a lot of really smart people. But I also got to experience the position our HR brethren often do. This is the world where as internal HR you’re seen as a cost center, managers have unreasonable expectations, and political capital is low so scheduling takes a correspondingly low priority. Not all situations are that bleak but you get the picture. Like any sales situation, if you can understand your customers pain and communicate how you’re there to help, you should hit more than you miss. If you respect this landscape, you should be able to build a cooperative model with your HR partners internally.

“LinkedIn overwhelmingly trumps Facebook and Twitter as the social network recruiters use to search for job candidates, with 48 percent using LinkedIn alone, according to a recent study by Bullhorn, Inc.“ Read more: http://www.businessinsider.com/infographic-most-recruiters-are-completely-ignoring-facebook-and-twitter-2012-2#ixzz1nLQV52ZR