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Posts Tagged ‘Richard Cho’

Member Spotlight | Richard Cho, Facebook Recruiting Lead

Tuesday, February 22nd, 2011
Facebook
“I’m passionate about my job because of the impact that I get to make with people. From a decision standpoint, a job and a career is probably one of the most important decisions that you’ll ever make.”

Richard Cho
Recruiting Lead, Facebook

Bureau of Labor Statistics data reports that employment of computer and information systems managers is expected to grow 17 percent over the 2008-18 decade, which is faster than the average for all occupations. For a company like Facebook, as the company’s career site reads, “Innovation is paramount.” That’s why it’s vital to have recruiting pros like Richard Cho on hand. Cho is a recruiting lead at Facebook with over 10 years of experience at companies such as Cisco, eBay and Echelon Corporation.

Facebook is one of the newest member companies of DirectEmployers Association. Prior to joining, Cho spoke at last year’s DirectEmployers Annual meeting and Conference. We were able to pull him aside and learn more about his role, how he landed at Facebook and the company’s focus on OFCCP compliance.

Richard Cho

Richard Cho showcases a contest used to recruit top talent for Facebook.

Can you introduce yourself?
Hi, my name is Richard Cho. I’m a recruiting lead at Facebook and I joined the company in September of 2008, when we were announcing 110 million active users and we had about 15 people in the recruiting group.

What do you do in your job at Facebook?
My role as a recruiting lead is to manage a handful of recruiting professionals that support product management, design and parts of engineering.

Tell me a little bit about your journey to Facebook and how you found yourself there.
Incidentally, Facebook was probably the biggest impetus behind my discovery of a job at Facebook. A person that I worked with almost 8 years prior to me joining Facebook had just landed a job there and became the recruiting manager. Someone I highly respected, someone I trusted and had a lot of credibility with asked me if I would be interested in a role there. There was some hesitation because the thought of working at a social networking company didn’t resonate with me as much as, say working at the network leader like Cisco, or a company like eBay. But since I trusted the recruiting manager, Andy, he compelled me to consider a job and obviously, I joined and it’s been one of the best decisions I’ve ever made.

The fact that Facebook is just growing by leaps and bounds means that you’re having new challenges with recruiting and talent acquisition and everything that goes on with being an HR practitioner. What does that look like for you on a regular “nuts and bolts” basis?
It’s like driving at 125 miles per hour essentially. In September of ’08, there were 15 of us in recruiting. Now we have somewhere north of 120 recruiting professionals. The employee count, just generally speaking, was right around 600 people in 2008. We’re somewhere north of 1700 people worldwide and opening up offices in India and Seattle. These are things that a growing company like ours has to deal with and the best way I can describe it is you never slow down. There’s never a dull moment there.

What are some of the challenges that come along with that?
The challenge, really, is to ensure that we sustain the things that are core to why we’ve become the company that we are today. The best way to describe this is to break out the three core values of motivation that Daniel Pink articulates in his book Drive- mastery, autonomy and purpose. Whether we know it or not, at Facebook the three values that Daniel brilliantly articulates are the core values that motivates every employee at Facebook. When you get to the size of a company that we currently are today, you’re trying to mitigate dilation of mentorship that typically occurs when companies grow too quickly. So most companies end up adding a lot more leaders which could impact the ability for employees to retain the scope of work and creativity that have been integral to their success. So the biggest challenge for Facebook is to keep all of the core values that drive our employee’s while not overwhelming our leadership group or ignoring the need to grow the skills of every employee.

This ties into my next question, which is how did you come across DirectEmployers?
I came across DirectEmployers when I was asked to present at the 2010 Annual conference. That connection was serendipitous because of the fact that Facebook reached a point where we have to take a very serious look at things like compliancy, diversity, inclusion…things that most larger, more established companies have to deal with, with much more resources. We needed to establish these things quickly with limited resources. From what I’ve read online and having informal conversations with current DE members, I got the sense that DE is the best partner to have when a company is tasked with quickly implementing a comprehensive compliancy, diversity/inclusion programs.

What are some of the things about DirectEmployers that are attractive to you and your team?
OFCCP compliance is probably the biggest one. The ability to connect with other DE members that have gone through the process of setting up OFCCP compliancy programs and to have access to industry experts in the field of compliancy, diversity/inclusion is going to be invaluable for a company like Facebook. The ability to benchmark against 5 or 6 different companies and learn from what they’ve done in order to be successful, but not overly bureaucratic is worth the price of membership. This is not something you just find in any other service that’s out there.

What’s cool is though Facebook is cutting-edge, the company also learns from other people who are in the industry, who’ve been doing this for a long time and is wisely figuring out how to walk in the footsteps of people who’ve paved the way before you. As somebody who’s in your position, what does the membership aspect of the Association mean for you?
Yes, three things. One, having access to the level of expertise in peer members and the association is important. Number two, it allows Facebook to establish ourselves as a company that is taking diversity, inclusion, and OFFCP compliance very seriously. Three, the tools that are available to the members of DE will help us to shortcut many of the steps involved in establishing the various compliancy and diversity programs. I’m going to look to this membership as a great bi-lateral partnership with not only DirectEmployers staff, but also with other Members of the consortium.

Just starting out, that may not mean a whole lot to you, but it could be great for Facebook in the future, because of how much influence you have in your own direction. In your opinion, what does that mean to you?
I think it’s going to mean a lot. You know, we’re a company that is doing things that are not considered “typical”. We’re innovating on how people are sharing and being transparent. I’d like to feel like Facebook has been an impetus behind a societal change. We’re capable of doing this because we weren’t beholden to a strict standard of law – in fact, it’s encouraged to think out of the box. In this same vein, having the ability to influence, or at least have an audience with those that define what it means to be compliant, what it means to define diversity and inclusion (like the former Chair of EEOC), is going to be incredibly important because we’d like to partner with people and entities that would be open to considering a non traditional approach to these issues.

People that I’ve talked to and interviewed don’t come into HR “because my dad was in HR so I’m in HR.” You’re passionate about working with people and making sure that they’re in the right fit. Why are you passionate about your job?
I’m passionate about my job because of the impact that I get to make with people. From a decision standpoint, a job and a career is probably one of the most important decisions that you’ll ever make. I love the fact that I can partner with the candidates to help them make the right decision on their career – even if it means that the best decision for them is not to join the company for which I am representing. When the candidate comes to a company like Facebook, and they express how much they appreciate the guidance that I’ve provided, I get a strong sense of satisfaction and pride. Also, I enjoy the fact that some of those people are making a huge impact at a company like Facebook. I look back and say, ‘you know, “that person” that I’ve hired has been responsible for “xyz” thing at Facebook and that’s made a huge impact’ and I can selfishly try to take a little bit of credit – I enjoy that aspect as well.

You guys are so forward thinking and you’re changing and evolving so much, but you’re pretty heavy hitters with that changing and evolving. Looking forward, how do you think a partnership with DirectEmployers may help the face of Facebook in the future?
Well, it’ll certainly help us to mature as an organization. The ability to learn from the industry experts and peer members, and utilizing the tools that DirectEmployers provides to members is going to be invaluable to us. My hope is that we will be able to interact with the association to come up with various compliancy and diversity programs that will not limit our ability to move fast and be nimble as an organization. Thus I envision that the product of our relationship with DE will be that we are considered a world-class organization that values diversity/inclusion while maintaining the identity of the company that makes us unique.

The Employment Line, Episode 2

Tuesday, February 8th, 2011

This is The Employment Line: your direct connection for trends, tips and tools in the employment industry.

In this episode:

  • Diversity and Inclusion
  • Cari Dominguez (former EEOC chair)
  • Companies making a difference

Keeping you connected, with no waiting—The Employment Line. Thank you for watching.

The Employment Line is brought to you by DirectEmployers, a non-profit association of global employers, which provides simple, sophisticated solutions for Human Resources and Recruitment.

What Happened in Vegas?

Monday, October 18th, 2010

The DirectEmployers Association Annual Meeting & Conference 2010 (#DEAM10) was a celebration of 9 incredibly successful years, as well as kicking off our 10th year anniversary. DirectEmployers Association was established in October 2001 making October 2011 our 10-year anniversary. There was a subliminal “10” theme over the two days reflected by the prizes, videos and activities.

Opening day one, Executive Director Bill Warren welcomed Members and honored Rhonda Stickley for her tremendous leadership over the past 12 months, as well as the service of Shelia Gray for her exemplary service on the Board of Directors.

Bill Warren recognizes Shelia Gray (left) and Rhonda Stickley (right).

The conference was free for Members and invited guests of DirectEmployers Association. It was a who’s who of attendees including decision-makers from IBM, Xerox, McGraw-Hill, AT&T, Hyatt, Pitney Bowes, Research In Motion, John Deere, Siemens Corporation, Kellogg, Wells Fargo and hundreds of others. Attendees enjoyed fantastic networking, sharing of best practices and several terrific presentations.

The Zen of Social Media Marketing author Shama Kabani shared insights and research about the best social media recruitment sources and implementation of the selected methods.

Shama Kabani

Shama Kabani shares her expertise on recruiting through social media.

Author & Former 12th Chair of the U.S. Equal Employment Opportunity Commission (EEOC) Cari Dominguez shared a glimpse of her Cuban heritage, and spoke about ‘Ganas,’ meaning inspired motivation—inner desire to succeed; captures the animating spirit within each person; drive plus discipline; values plus business sense; accepts and includes; develops and promotes; goes above and beyond. Dominguez also shared excerpts from her recent book, Leading with Your Heart: Diversity and Ganas for Inspired Inclusion in the Workplace. Attendees walked away from this presentation inspired to evaluate their motivations in leadership and whether they are truly going above and beyond.

Cari Dominguez teaches the meaning of Ganas.

All of the attendees had an opportunity to have their complimentary copies of Dominguez and Kabani’s book signed.

Where’s the Recruitment Industry Going? This was a question posed to four leading recruitment communication organization experts including Ron Blum (TMP), Matt Kaiser (NAS), Andy Katz (Hodes) and Paul Wills (Michaels Wilder). These experts cut through the clutter and hype to share their first-hand experience with tried and true successful campaigns and implementations.

Marlee Matlin

Marlee Matlin shares her life experiences during her keynote address.

Wrapping up day one was the keynote address from Academy Award Winning Actress & Activist, Marlee Matlin. Matlin candidly shared her challenges and triumphs in growing up deaf. From an early age, her parents immersed her into society and she learned how to adapt to a hearing world. Her parents created an environment where she believed everyone else had the “disability.” She encouraged everyone to look at opportunities instead of adversities. Matlin ended by graciously answering questions, then made herself available for photos and networking.

Rick Wehrle

Rick Wehrle leads the discussion around Direct SEO.

Day two began with a lively and interactive “round robin” session where Members were able to “pick the brains” of the DirectEmployers Association staff about key products and services. Members weighed in on the things they love about our services and provided feedback for enhancements. As always, the Members were in the driver’s seat, collaborating toward bigger and better opportunities.

Shirley Olwine and James Emmett stop for a quick photo after their presentation.

A highlight on day two was a co-presentation given by Shirley Olwine and James Emmett representing Indiana’s Vocational Rehabilitation Department. This duo shared many of their successful programs currently in place with companies like TIAA-CREF, Walgreens, and UPS. Olwine and Emmett also provided expert advice on developing programs and employment services for people with disabilities. They both encouraged employers to take full advantage of an underutilized and virtually untapped pool of highly skilled candidates.

Richard Cho

Richard Cho showcases a contest used to recruit top talent for Facebook.

An engaging and interactive presentation by Richard Cho from the social phenomenon Facebook rounded out the morning of day two. Cho provided many great examples of how Facebook uses social media for own recruiting, and why they deliberately incorporate many other tools in their recruitment practices. His presentation gave the audience an inside look at life working for Facebook.

Soledad O'Brien

Soledad O’Brien shares the hurdles she overcame in starting her career.

Following on their heels was our second keynote address from Acclaimed Special Investigations Correspondent and Host of CNN’s In America Documentaries, Soledad O’Brien. O’Brien has witnessed many injustices and segregation first-hand. She shared heart wrenching and unbelievable stories as well as heart warming and encouraging stories of inclusion and humanity embracing differences and diversity. O’Brien explained that she loves the CNN documentaries such as Black in America and Latino in America because they capture the unique and inspiring stories of everyday people, who are all too often depicted negatively in the press. Attendees asked intriguing and pointed questions of O’Brien about her beliefs and favorite interviews. She surprised the audience when she identified an interview with LeBron James as one of her favorites because of his entrepreneurial spirit, especially given his industry. Attendees were treated to a photo opportunity with O’Brien afterward.

NACE

A panel of professionals discusses the economy’s impact on college recruiting.

DirectEmployers Association’s partner, the National Association of Colleges and Employers (NACE), is providing stronger, more enhanced relationships to colleges and universities. NACE’s Jennifer Rutt coordinated a panel of three colleges and three employers, moderated by NACE’s Board President, Tom Devlin. Devlin asked the college and employer representatives questions around the impact of the economy, best practices with reduced budgets, branding strategies and alternative recruiting methods.

Jolene Jefferies, VP of Strategic Initiatives for DirectEmployers Association provided an overview of the new Recruitment Regulatory Compliance Committee (RRCC). The committee is designed to help Members address the challenges companies face meeting compliance regulations. Their first meeting was held in Las Vegas the day before the conference began.

Gerry Crispin, CareerXroads Principal, challenged companies to take a much closer look at their candidate experience and shared his research findings from the past several years. Crispin has applied to many of the Fortune 100 under assumed aliases like Jimmy Knee Cricket. He has received many calls from desperate recruiters wanting to hire his fictional characters proving they haven’t truly looked at the content. Instead, they’re relying on keywords to trigger their response.

Concluding the conference, Lisa Stern with the Department of Labor’s America’s Heroes at Work, helped the audience gain a much better understanding of Post Traumatic Stress Disorder (PTSD) and Traumatic Brain Injury (TBI). Dispelling myths, providing resources and sharing relevant information about the reality of these situations, Stern encouraged employers to educate their hiring managers. Instead of bringing our heroes home to prejudices and ignorance, Stern explained how to prepare and welcome them with the civilian jobs they deserve.

Overall, attendees were educated and enlightened on subjects varying from diversity in the workplace to the zen of social media, while networking with new acquaintances and reconnecting with previous contacts.

Stay tuned for news of our 2011 Annual Meeting & Conference, location, dates and agenda!