Reflections from Talent42

This is the first conference specifically for tech recruiters and leaders. The attendees were incredible and the speakers provided huge amounts of education. In an effort to share the learning and encourage future participation at Talent42 (next event, future webinars, etc), I wanted to share some of the key “take-home value” points that were shared at the event.

Alice Hill of shared:

  • “The Tech talent market is at 3.5% unemployment, which is virtually fully employed”.
  • The top three of the “10 fastest growing cities in tech YoY” are:
    • Raleigh, NC at +50%
    • Richmond, VA at +40%
    • Houston, TX at +37%
  • “Top tech hiring priorities for 2012” have the top three roles on their list of 10:
    • Java/J2EE Developers
    • Software Developers/Engineers
    • Mobile Developers

You can always count on the GREAT Eric Jaquith to blow your mind with what he’s learned and begun to incorporate into his portfolio of incredible tools and techniques.

  • Check out for a cool mind mapping and brainstorming tool.
  • is a very intriguing tool that is an online collaboration project software that combines best practices in productivity with tools from social networking.
  • Zotero is a Firefox add-on that will help you collect, manage and cite your research sources (replicate success when the same/similar opening occurs in the future).

What a lineup! Carmen Hudson, Dave Mendoza, Gary Conaway, Kay Kelison, and Shally Steckerl on the same panel, sharing incredible tips and tools.

  • is a VERY simple, quick and easy tool to ensure that the email address you have for a candidate is valid (or not). Thanks Dave!
  • is an aggregator of all tech discussions and where the conversations are taking place. Provides incredible statistics, and will also show their mobile and the "signature" of their workplace. Thanks Dave!
  • was offered as a mechanism to (follow me here… this one is a technique and a tool, combined) explore the most common and prevalent terms in a job description and then in the candidate’s resume/CV. Here’s the idea, copy ALL of the text of either/both into Wordpad and then paste them into this site. In summary, this helps you to compare and contrast the similarities but will also surface the most prominent and common SEARCH terms. Thanks Shally!

Keep an eye open for additional “Reflections from Talent42” on our Quintessence™ blog. There was an INCREDIBLE amount of value shared but I’m also conscious of the rule of brevity when blogging!

“A great hire will take your business to the next level…Reveal provides the ladder.”

Marc Hutto, Founder and Chief Encouragement Officer


The True Cost Of A Bad Hire – It’s More Than You Think – Forbes

Sep 28, 2016 – Well-known recruiter Jörgen Sundberg puts the cost of onboarding an employee at $240,000.
And, according to the U.S. Department of Labor, the price of a bad hire is at least 30 percent of the employee’s first-year earnings. For a small company, a five-figure investment in the wrong person is a threat to the business.

The true cost of a bad apple

While the financial impact is quantifiable, chief financial officers actually rank a bad hire’s morale and productivity impacts ahead of monetary losses.

Why? A bad apple spoils the bunch, so to speak. Disengagement is contagious, which may be why employers can’t seem to defeat it.

Link to Forbes Article

Upcoming Webinar to Feature Marc Hutto

Revealed: How to Find and Secure Hidden Talent

Join Tony Restell (Host) and Marc Hutto (featured speaker) as they explore key tips and tools to identify the best “passive candidates.” Learn More