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Carmen Hudson

Carmen Hudson wears several hats. She is currently Engagement Manager, Sourcing and Social Media Strategy for Recruiting Toolbox and Founder and CEO of Tweetajob, Inc. Carmen draws from over 15 years of recruiting experience, with a strong focus on helping organizations attract, source and recruit top talent. Carmen's expertise is in helping clients build the right sourcing and recruiting strategies, and then implementing them in the real world of limited budgets, competing priorities, and highly competitive recruiting environments. She consults and trains companies to help them leverage high ROI solutions for big sourcing, social media, and technology implementation initiatives.

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Tater Tots, Innovation, and the Hard Sell

by Apr 4, 2012, 2:08 am ET

Spring ERE Expo in San Diego wrapped up last week, and I have to say that, like many of my colleagues, I had a blast. This year, I didn’t have booth duty, so I could participate fully in the sessions, catch up with my pals, and meet new folks.

Sadly, I missed the charity poker tournament (I was having too good a time in the Gaslamp district). The event raised $7,500 for autism. Congratulations to Jason Martorana, the winner. I’m coming for that bracelet next year!

I did manage to enjoy a great dinner at a fun place run by Top Chef season 5 contestant Rich Sweeny (“Spanky”), who served up gourmet tater tots (seriously, the best you’ll ever eat) and the dish on Fabio, reality TV, and Top Chef drama. Nothing like great food and geeky discussions about talent, recruiting, and creepy social recruiting tools.

One of the best experiences at ERE this year was visiting the vendor booths to get a look at some of innovative technologies. Some of the highlights: keep reading…

These Are Real Lives We’re Dealing With

by Jul 28, 2011, 12:52 am ET

I received some sad news yesterday. A friend committed suicide. He was despondent because he had been unemployed for over two years. He likely had other emotional problems. After years of looking for work, getting rejected or ignored, and financial difficulties, he gave up.

This isn’t uncommon. Joblessness increases the risk of suicide.

And yesterday, the New York Times ran an article about companies that discriminate against the unemployed.

As recruiters, our routine actions can be a direct blow to the emotional health of hundreds — even thousands — of people we’ll never meet. Our inaction, our silence, our casual attitudes, can add to someone’s set of worries. Our decisions impact families. Lives.

Stop. Think. Before dismissing entire categories of people. Our economy, this job market — they are complex. Simplistic thinking (e.g., “all the good ones are working”) doesn’t hold up. “Unemployed” is an easy filter to apply. Just like “years of experience.” Only junior recruiters and rookie managers rely on such criteria to assess talent.

Real recruiters and real managers ask: keep reading…

The Discipline of Recruiting Leadership

by May 26, 2011, 5:14 am ET

Way back in the ‘90s, two consultants published a Harvard Business Review article, and subsequently, a book on strategy – The Discipline of Market Leaders. It was among the first management books I’d ever read and its concepts continue to impress me to this day. Full disclosure: I worked at the same management consulting firm as the authors, and even briefly worked on the controversial marketing strategy for the book. The company no longer exists, but the experience remains as one of the best of my career. The premise of The Discipline of Market Leaders is fairly easy to understand. The authors assert that successful companies compete by exploiting a specific “value discipline” and dominate the market year after year by providing extraordinary value. These companies pick one — and only one — of the three values disciplines to conquer:

  1. Operational Excellence: best price with lowest inconvenience
  2. Product Leadership: innovation that delivers the best product
  3. Customer Intimacy: deep customer relationships for customized results

The book is full of great (albeit a bit dated) examples of companies that “choose their customers and narrow their focus.” A few modern examples of my own: Apple comes to mind as a Product Leader. Customers expect the folks in Cupertino to turn out innovative products. They will pay more for the privilege of being the first with an i-anything. Wal-Mart is the long-standing example of operational excellence; Amazon is the Internet equivalent. Customers expect the best price, convenience and speed. Starbucks is great example of customer intimacy. Half-pump skinny extra hot vanilla latte? Not a problem for the Starbucks baristas.

The Disciplines Applied to Recruiting Leadership

Each time I approach a new recruiting challenge, or am asked to lead a new team, I interview the “customer” – the hiring managers (or their leaders). (And by the way I’ll be talking sourcing leadership in Florida.) It’s become habit to understand what they’re after – a fast, low cost process, the best talent in the marketplace or something else altogether. Of course, many managers will reflexively declare that they want a fast, low cost process and the best talent. As a recruiting leader, you would be foolish to promise both. Yes. Foolish. keep reading…

The (Broken) Promise of Social Recruiting

by Dec 1, 2010, 12:54 pm ET

Have you ever watched Numbe3s, the now-defunct crime drama that featured a geeky math genius who used quadratic equations to help the FBI get the bad guys? I happened to watch a rerun the other night, and a scene between Don Eppes (the tough, FBI agent brother) and Charlie Eppes (the math genius brother) struck me like lightening.

In pursuit of a gang of home invaders, Charlie the math genius instructs his FBI agent brother to get him “tons of data” about the people of Los Angles. The brother, a math Luddite, wants to know why he needs more — not less — data to find the criminals. Charlie explains that he’s built an algorithm that can filter through all of the social connections in Los Angeles. The more data he has, the more likely he is to find the pattern that will identify the robbers. Or something like that. I’m more like Don, the tough brother.

What struck me is that Charlie’s television math describes our expectations of social media when applied to recruiting. keep reading…

Become the Mayor of Recruiting

by Apr 1, 2010, 2:11 pm ET

About a year ago, a colleague — someone I admire and respect a great deal — introduced me to I can’t resist a new tool, so I immediately checked it out.

Essentially, Brightkite, like its competitors in the location-based social networking space, allows users to tell others where they are, using real-time geolocating technology. Why, I wondered, would I want to know where my online (or even real-life) friends were at every minute of the day?

Turns out my colleague was a year ahead of his time. keep reading…

Six iPhone Apps for Recruiters

by Aug 13, 2009, 5:31 am ET

I have not always been a cell phone technology enthusiast. Until my last phone — the world’s smallest brick — refused to charge. This sent me sauntering into the AT&T store, determined to keep my existing pre-historic calling plan. When it comes to cell phones, I am pretty cheap. I root for the vigilant “Rollover Minutes Mom.”

“I never use data services,” I haughtily told the salesperson.

And then it happened. I palmed (pardon the expression) an iPhone. Sheepishly, I upgraded my plan. I am a convert — to unlimited everything! The iPhone makes handheld technology fun and accessible. (I still get a kick out of the level application. I fire it up to randomly to test the lopsidedness of tables. I also play mobile Scrabble. Hours of geeky fun!)

In addition to entertainment value, the iPhone also provides opportunities for recruiters to improve productivity. Joel Cheesman and Michael Marlatt have written extensively about the coming mobile revolution. Joel, who has launched a mobile recruiting marketing agency, outlines why recruiters should be paying attention to mobile technology in an excellent whitepaper.

Most of the recruiting/job-related iPhone applications were developed for jobseekers. Here are a few apps that will help recruiters save time, allow greater mobility, or improve communication with networks and contacts. You may very well have some favorites to add; please include them in the comments. keep reading…