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Dave Graziano
- Male
- Exeter, RI
- United States
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Member # 15135
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- Discussions (6)
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Dave Graziano's Page
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I have never liked the phrase Cold Call. When I was trained to become a Recruiter, we learned to use the phrase Warm Call. Well, after all, that is what the inititial call is isn't it? If the call is cold you will, well be cold. The candidate or c...
Jerry, This is a GREAT Post. If the job for your butler is still open I am available, virtually:)! I agree with all of the posts here. These "experts" are an insult to our profession and integrity. Everyboby is a guru...I have learned to despise t...
Yes Veronica! That is my exactly my view.
As I'm doing research and getting ready to do a little sm presentation to my team I keep seeing these kinds of posts and think "ok, what message do I bring back?" I think, maybe the message is balance and understanding these tools are just one mor...
Yes, I agree. Nothing will replace our skill to qualify the candidates and the clients and close them, to state it most simply Steve.
It's human nature to latch onto the latest and greatest - Hey, I'm on the edge, I'm Twittering! I'm hot!
But in most situations it's like slapping a new coat of paint on a house with a rickety foundation and with timbers being eaten by termites. ...
Thank you Steve! I agree completely! I will be on Animal's Radio show Wed 4/15 12EDT. I am going to get edgier then. I am writing the next post but it has not sorted itself out in my head yet.
I appreciate the support Steve, Thank you.
Profile Information
- Name:
- David Graziano
- City:
- Exeter
- ZIP/Postal Code
- 02822
- State/Region (spell it out please, no abbreviations!):
- Rhode Island
- Country:
- United States
- What kind of networking are you open to?
- Open networking, Referrals between friends, Very targeted/niche
- Who referred you to RecruitingBlogs.com?
- I found it online.
- Which combination best describes your professional profile?
- Corporate, Contract, Independent, Recruiter, Virtual
- How many years have you been in the business?
- More than 15 years
- Which industries do you work in now?
- Services, Technology
- Are you open to split placements
- yes
- Which online communities do you actively participate in?
- What recruiting tools can you not live without?
- This one, LinkedIn, Google, Twitter
- LinkedIN URL
- http://www.linkedin.com/in/davidgraziano
Dave Graziano has over 27 years of experience in the IT Recruiting, Staff Augmentation and Corporate Recruiting market space. Dave has extensive expertise in Virtual Recruiting and Web 2.0 technologies.
Most recently he has been with Envision as a Virtual Recruiter and completed a contract recruiting assignment with American Power Conversion, a Schneider brand company, recruiting Technical Sales professionals for Network Critical Power and Cooling Infrastructure products for the Data Center.
This included recruiting Enterprise Account Managers, Partner Development Managers, Sales Engineers, and Inside Sales Representatives for the Enterprise, Small to Medium Business and Partner Development space.
Dave’s IT Staff Augmentation, Contract and Corporate Recruiting market space experience includes in the following:
• Conducting searches for candidates using traditional, Web 2.0 and creative sourcing methods including internal database searches, LinkedIn, online searches, Internet postings, referrals, user/technical groups, third parties, networking, and cold calling.
• Pre-qualifying candidates for positions to insure skill set and cultural fit and presented to clients.
• Successfully negotiating compensation and benefits with consultants in order to maximize profitability.
Additionally, Dave has successfully developed Recruiter Training Programs, trained Recruiters, marketed and managed IT Staff Augmentation and Contingent Workforce Consulting services to EDS/SWB, Anheuser-Busch, Memorex-Telex, Houston Power and Light and Bank of America.
Most recently he has been with Envision as a Virtual Recruiter and completed a contract recruiting assignment with American Power Conversion, a Schneider brand company, recruiting Technical Sales professionals for Network Critical Power and Cooling Infrastructure products for the Data Center.
This included recruiting Enterprise Account Managers, Partner Development Managers, Sales Engineers, and Inside Sales Representatives for the Enterprise, Small to Medium Business and Partner Development space.
Dave’s IT Staff Augmentation, Contract and Corporate Recruiting market space experience includes in the following:
• Conducting searches for candidates using traditional, Web 2.0 and creative sourcing methods including internal database searches, LinkedIn, online searches, Internet postings, referrals, user/technical groups, third parties, networking, and cold calling.
• Pre-qualifying candidates for positions to insure skill set and cultural fit and presented to clients.
• Successfully negotiating compensation and benefits with consultants in order to maximize profitability.
Additionally, Dave has successfully developed Recruiter Training Programs, trained Recruiters, marketed and managed IT Staff Augmentation and Contingent Workforce Consulting services to EDS/SWB, Anheuser-Busch, Memorex-Telex, Houston Power and Light and Bank of America.
Dave Graziano's Blog
A Warm Cold Call for the Passive Candidate
I have never liked the phrase Cold Call. When I was trained to become a Recruiter, we learned to use the phrase Warm Call. Well, after all, that is what the inititial call is isn't it? If the call is cold you will, well be cold. The candidate or client for that matter will be cold. It is really that simple. I don't need any "guru" to tell me differently.
I was recently interviewed on the @Animal Radio Show http://snurl… Continue
I was recently interviewed on the @Animal Radio Show http://snurl… Continue
Posted on April 21, 2009 at 8:59am —
Social Recruiting...all Twitters is not a Glitter.
After I participated in the@animal http://cli.gs/DBSPy9 Radio Show I became more introspective about how I use Social Media as a Social Recruiting tool. What do I use SM for? How do I integrate SM with Full Life Cycle Recruiting? How do I use SM to source new Client Partners and new Human Capital Partners? I am defining SM as LinkedIn, Twitter, Facebook, MySpace, YouTube and Blogs. I am sure there are more, but for th… Continue
Posted on April 8, 2009 at 3:30am — 8 Comments
Some Thoughts on Social Recruiting
In case you have not heard, there is a Group on Twitter #socialrecruiting. This appears to be have been spawned by @dmanaster of ERE fame and @scottbaxt as far as I can determine. Another great site for this @socrecruiting. Follow these people and Sites.
This is a terrific and timely idea for the direction that t… Continue
This is a terrific and timely idea for the direction that t… Continue
Posted on March 25, 2009 at 10:08am — 10 Comments
The Dreaded Word...Metrics
In my experience most Recruiters or Human Capital Sourcing and Talent Acquisition Specialists (I like writing that:)) dread the word Metrics. I will agree that in our profession the most basic Metric is number of hires in a defined time frame ie 30, 60, 90 etc days. Oversimplified? Yes I do believe it is.
Metrics is much more than that. Metrics, when used correctly, is a road map for the successful hires. Allow me to outline some KPIs.
Date position was opened and made available to the Tal… Continue
Posted on March 19, 2009 at 4:02pm —
Thoughts on where we are..........
I am very confused. Not that is not a normal state of mind for me lately, but more so than ever. My confusion is about the current state of our profession. There are many excellent Recruiters, Talent Acquisition Specialists and Sourcers employed and looking for employment. From the many on line resources we have access to we all see much of the same information regarding all of the open positions in virtually every occupation. We are all overwhelmed with 24x7 information from all media with unem… Continue
Posted on February 27, 2009 at 2:30pm — 1 Comment
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