Hello and thank you for coming to my blog!
If I were in your shoes, I guess my two questions would be who are you and why should I listen to what you say. I hope to answer these two questions here.
To start, I am a 14 year veteran of the recruiting industry in the Twin Cities area – so if you are in the area, you may know me or know of me (as I have a rarely seen last name of Putkonen – pronounced Put-kuh-nin). See my LinkedIn Profile here and feel free to send me an invite to connect with you.
I have a broad range of recruiting experience. I have recruited nationally and a bit in Canada. I have recruited for both third-party agencies/consulting firms and corporate. I have recruiting for temp, contract-to-hire, and perm. I have recruited for entry-level to C-level. I have recruited within very small companies up to a Fortune 15 company. Most of my career has been IT recruiting, but I have recruited for all departments (i.e. accounting/finance, marketing, sales, operations, call centers, warehouse, HR, clinical, legal, customer service, procurement, merchandising/buyers, planning & allocations, retail, etc.)
I have an interest in marketing (I have read a lot) and video production…and I am a serial entrepreneur who had a small business doing video production for small businesses. I produced ‘about us’ type videos and testimonial videos mostly through a small business I had called Peek Productions. The video I am most proud of was called “From Donation to Dinner” for the Emergency Foodshelf Network (now called The Food Group). I also had small niche job board called MinnesotaTechJobs.com that has been discontinued. Got to see first hand how companies used a job board and I must say many use them poorly.
Also, I have been a long time member of the Minnesota Technical Recruiters Network (MNTRN) and currently I am the Director of Communications (working on the website, social media, and email communications). I have been at many Minnesota Recruiter Conferences. I once presented at a Minnesota Recruiters Conference “Winning the War for Talent Through Effective Job Posts.” Click the above link to check out the summary on Staffing Talk by David Gee.
Also, I have taken AIRS Internet Recruiter training twice. The first was in 1999, when AIRS was 2 years old and had not yet created any certifications. The second time was in 2008, and I let my CIR certification lapse in 2010. I still remember everything and use it. In 2008, I also took the Adler Group’s course in Performance-based Hiring and completed their certification as well. I would like to see more companies adopt some performance-based hiring.
I will also include this portion from the About This Blog page…
I believe that Talent Acquisition, Employment Brands, & Leadership can be so much more (than it is) and I believe in challenging the status quo & sacred cows to find better ways of recruiting and retaining talent…based on research, testing, & metrics.
I believe Talent Acquisition should use modern marketing (using direct marketing theory with metrics), copywriting, & transparency. I believe employment branding should use Whys (causes) & USPs (Unique Selling Propositions). I believe leaders should have the employees’ backs, create a tribe, give up control and empower employees to think & decide, and treat employees like volunteers (and showing appreciation that they choose to help us out by working for us).
That is a bit about me.
Feel free to connect with me or send me invites to connect: