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La Donna Lokey

La Donna Lokey has more than 15 years of experience in talent acquisition working for Fortune 500 companies including Charles Schwab, Countrywide, and Microsoft. Most recently, she served as vice president/strategist for Citigroup, helping to lead social recruiting, innovation, and sourcing strategy on a national level. She attended the George Washington University and currently resides in Phoenix.

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The Future of Work

by Jul 3, 2013, 6:45 am ET

gigwalk_logoImagine a world without resumes. For some recruiters, it sounds like a dream; for others, a nightmare that would make it impossible to find people qualified to do the work.

Admittedly, we’re not there yet. But maybe we’re not as far away as we think.

A host of new apps for iPhone and Android have quietly begun changing the way work is done, and, like Google, they don’t care about your G.P.A., your transcripts, or your ability to answer brain teaser questions.

Most of us have heard of sites like Elance, Odesk, and places like Yahoo Contributor Network where freelancers can make money for their talents in writing, coding, graphic design. But a new wave of apps for iPhone and Android, including Gigwalk, Field Agent, and iPoll, are taking that premise a step beyond, parsing out work in the form of paid tasks, where your ability to complete the task is the only requirement. keep reading…

6 Ways to Measure Your Contribution to Retention

by Jul 14, 2008, 4:21 pm ET

For as long as HR has been a separate function from the business, there has always existed a certain tension when it comes to who is primarily responsible for influencing employee retention.

Business management often argues that recruiters are not presenting the right candidates, and in perfect “hiring hindsight” find fault on the basis of candidate education level, character attributes, work experience, technical skills, compensation, etc.

Recruiters are quick to remind management that they present, but do not select, candidates for hire, and that most employees who leave a position do so because of other issues such as training, keep reading…

Building Deeper Relationships on Campus

by Jul 9, 2008, 7:30 am ET

Part 2 of a 2-part series

In my last article, I talked about the value of relationship-based recruitment in the college arena, and how deepening the bonds with campus contacts and candidates can help any organization be more successful in recruiting. In this piece, I’ll provide specifics as to how you can be more successful at building relationships in the college space.

Capitalize on referrals. We often talk about building a candidate pipeline on campus, referring to branding and attending career fairs, and forgetting that the best method of all is word of mouth. Students consistently cite friends and classmates as the single most influential source when it comes to their job search. So remind your candidates throughout your hiring process that you’re looking for others like them. You’ll be amazed at how many of them begin to refer their friends.

Turn candidates into recruiters. Building relationships with our campus candidates allows us to gain access to a whole network of upcoming grads. Any candidate who has come through a good interview process can speak about the work environment, company culture, management team and philosophy, training, and compensation potential. As a recruiter, it makes my job a lot easier when a candidate has heard about my opportunity from a former recruit, and it adds credibility when I have a small army on campus talking about a great interview process.

keep reading…

Much Ado About Nothing

by Jul 8, 2008, 6:30 am ET

Part 1 of a 2-part series

Almost 10 years ago, when I took my first job in recruiting (third-party search), I read on my new employer’s website: “The difference is in the way we manage relationships.”

At the time, I suppose I thought it was a nice marketing line or one of those great company mission statements that companies use but never live. Sure, we manage relationships. I guess I hadn’t been in the business long enough then to fully comprehend how that might be possible because I was only thinking in terms of filling job orders.

I used to watch as the owner of the company spent endless hours on the phone with executives from all sorts of different companies, and talking about the most random things. He talked with one candidate about how she enjoyed Qi Jong, with another about the joys of piloting small planes, and listened intently as another candidate complained about how frustrated he was with his career at a Fortune 100 company.

All the while I was plugging away, sourcing for my open reqs and wondering how he could afford to spend so much time talking about nothing with so many people.

“Don’t think about the money,” he used to say. Easy for him, I thought. He’s the owner of the company, and I’m still making sure the rent is paid.

Sometimes he’d go for months without placing a single candidate and then suddenly he’d get a huge search worth six figures, and as if by magic he already knew exactly who he should be talking to in order to fill the role. Because he had spent the time building relationships, he had a huge network of contacts he could draw from when the time came. He was sourcing before he ever received a job order, and clients always returned to him because they could count on the fact that his database was filled with all the right names.

keep reading…