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Career plan - getting the fundamentals right
2008-05-29 06:30:00
Career planning cannot be output of a wizard. This is not an attempt to point you to your dream job position. The approach is to trigger your thought processes so that you build your career plan with the right input. Job vs career: This can look like a mere play of words. Let us demarcate before we get into career planning mode. A career is the pursuit of a lifelong ambition or calling. A job is a stint of employment. You can say, that a career is a collection of job stints. Yes, with one important underlying condition: that you allow good amount of time in each stint, and all stints come together to make a coherent plan. “Good amount of time in each stint”, “What is good amount of time?” – This varies with each job seeker, the company, the sector or domain that you are working on. Overall, we can say, that it is enough time so that you have learned and delivered results. However, if you keep building your career in stints, somewhere it can start looking ugly. Too many od...
More About: Career , Plan

Log out of fool’s paradise, focus on recruitment value creation with GoRe
2008-05-28 10:59:00
There is some bad news for the recruiting world: job creation rates are slowing down to 6% - 4%. There is some great news as well: As global markets consolidate, recruiters get the fantastic opportunity to revamp their head hunting machinery. In addition, this is a great time to focus on the long-term value creation and on quality of hires, as volumes go out of focus. Here are some important aspects of value creation powered by GoRecroot. Your business is focusing more on bottom line reality and less on top line activity. You need to do the same for your recruitment metrics: it is not the number of resumes, the number of phone calls or email, or even the number of interviews anymore. What matters is the number of positions filled and quality of hires. You created a job order over the weekend and have your mailbox flooded with responses. Are you thrilled? You should not be, in 2008 and moving forward. What would be of relevance is how many of these resumes map to your job order. Yo...
More About: Gore , Paradise , Focus , Creation , Recruitment

Emergence of business impacting new technology: Online recruiting demands
2008-05-22 06:44:00
One of the facets of being progressive is keeping an eye on what business leaders are doing. So we ventured out, with our recrooter hats on. We wanted to see, what are functional benefits (read time, effort, money saving, results producing) from web 2.0 and all the buzz around re-emergence of online recruiting. On one hand, gurus like Adler are snubbing transactional models in job boards. On the other hand web pundits are dumping social networking sites. Just to save us the clutter we put together a simple wish list. Like always, we want the best of both worlds - progressive recruiting tools, social networking based passive candidate reach out, and more. Online recruitment is growing at (up to) 40% - so we want online recruiting. Off line work flow tools, we would like to avoid. We want web based accounts so that we can work together with as a team, with peers and with customer teams. Collaboration is the key. Job order posting has got to be easy. As much we truly accept that gar...
More About: Business , Demands , Technology , Recruiting

Job order basics - essential information
2008-05-09 14:41:00
Tips to create an effective job order • Mention time and date lines • Introduce the company and the division, department or team involved. • Give a clear description of the position. Use the right keywords or tag words. • Describe responsibilities that come along with the position. • Provide an overview of required competencies. • Clearly indicate the required levels of education and experience. • State whether it concerns a part-time or full-time job, for definite or indefinite time. • Provide information on remuneration and terms of employment. • Inform the candidate on the recruitment process • When showing an overview list of vacancies, provide each vacancy with a clear title and a short summary.
More About: Information , Order , Basics , Essential

Recruitment in changing business scenarios
2008-05-09 14:19:00
Here are important pointers to cope in changing business - economic conditions. 1. Job positions that involve duplications of skill sets are prone to be cut down. 2. Focus on value additions - if you are delivering mass quantities of common place talent, immediately focus on value additions. Non value added transactional operators and job boards will be cut in size. 3. More active candidates in the talent pool directly translates to greater demand for passive candidates. Can you reach out to passive candidates effectively? Is your job order to resume mapping software intelligent enough? Is your passive candidate communication multi media enabled and interactive? 4. Tough economic conditions create significant demand for specializations - 9/11 created positions in defense, construction, legal. Sub prime is creating positions for specialty real estate professionals or analysts in banking. 5. Recruiter collaboration and networking is important. You need to network synergies with f...
More About: Business , Changing , Recruitment

The End of Resume Search – Next Level Results with Simple & Effective
2008-05-07 04:53:00
May 5, 2008 Massachusetts, USA & Chennai, India We have come to the end. This is the end of resume searching, with all its inefficiencies. Jennifer, Chan and Ram are talent sourcing specialists. They spend a good portion of their workday searching, mapping, and sourcing talent. They receive job orders from their hiring managers and corporate clients. They then extract keywords from the job orders and search for resumes. They then filter the search, sample results, tweak, drill down and finally arrive at a short list. There are more steps to take before interviews can be scheduled. This process can be a grueling routine, but it is the bread and butter for most recruiters. GoRecroot offers improved sourcing and mapping powered by Intellifit for Jennifer, Chan and Ram. It is simple, it saves a lot of time. Here is how it works like 1, 2, 3. Welcome to GoRecroot and its efficient talent sourcing and mapping methods for progressive recruiters. At GoRecroot your process gets simple...
More About: Results , Search , Resume , Simple , Effective

Mr Change visits online recruitment advertising and employer branding
2008-04-30 13:34:00
Online recruitment, e-recruitment, employer branding, internet employment posts, online branding solutions - many different names for recruiters using the internet to search and source talent. We call it ads & branding solutions for recruitment. Essentially you advertise as part of your talent or job search or you build a brand. A recruiter or staffing consultant builds a long term brand to source both job orders and talent. A hiring manager builds brand to attract quality traffic to his career site. Quality here is determined by how well his ad is targeted for, his keywords of choice. Or, it can be a job seeker showcasing his profile with a voice clip to solicit global positions. How this any different from traditional online advertising? In several ways: 1. Pay for impressions, pay for eye balls - are phrases that are severely admonished 2. Recruitment ads have quantified results - typically sourcing targets 3. Targeted - segmented advertising is essential for recruiting 4....
More About: Branding , Advertising , Change , Online , Employer

Are you a progressive recruiter? Do you want to be a big biller?
2008-04-30 11:53:00
Let’s face it – recruiting is a challenging job. The better the challenge, the greater is the reward. If you do more than a million dollars a year, you belong to an elite club – big biller. We know that you want to be there and we put together a list of what you should do: 1. Wear a big biller attitude 2. What is the big biller attitude? Check out Adlerconcepts.com or BillVick.com 3. You need to handle a lot of data – and should be able to source, search, filter, connect, schedule and more 4. You should not be wasting time in data entry – as a big biller your time is better spent in networking and hunting 5. You need to know how to keyword search for resumes and arrive at your selected special bunch 6. You must be thinking: Move over resume search it is job to resume mapping time. You need an intelligent mapper 7. You need to be on the move – mobile access is very important 8. You need to get the word out, your job order cannot be found in just one or two job boards (no...
More About: Progressive

A widget and how it can help talent or job search
2008-04-30 06:28:00
Widgets by definition are a self-contained piece of code that you can move into, out of and anywhere. Widgets are one of the exciting ingredients of the new web (or web 2.0 or 3.0). In layman terms, a widget is a wrapper that help you distribute content. For example, YouTube. At YouTube you upload a video, extract a link and post it in your website or blog, or you email the link to a friend. The recipient clicks on the link and watches the video. No large attachments, no need to download a player. A simple method to share video content. Now, we all know how YouTube is used and abused. Talking about distribution of content, as relevant to talent sourcing and job searches - obviously both job orders and resumes form distributable content. Eureka!? Not yet. As a recrooter I would love to have a job order widget that I can distribute in the internet - especially in passive recruiting. I can post this widget in Facebook or Orkut. How will interested jobbers (job seekers) get in touch...
More About: Widget , Search , Talent

Recruiter split - Share income or split relationships?
2007-10-17 09:07:00
A particularly unique job order needed some ‘tweaking’. Couple of us recruiters and our good client met over coffee. We could not help over hear the next table - also recruiters (is this cafe a recruiter hang out or what?) were on to their banter. Their conversation was getting hotter than the brew. Long story short: Your job order, my resume, how do we split the income. Our client asked, does that happen all the time. We volunteered a guess, on the negative. Heading back, we googled out “recruiter splits” and you would be surprised to a lot of dirty linen in public (IPs - so to say). Green opportunities beckon - you have the job order, I have my resume archives gathering dust. We jump in, all in good will. When there is income to share, goodwill is under stress and, relationships split. What’s a good method: 1. The side that brings the opportunity takes the larger share (The risk is taken by this recruiter in dealing the business) 2. The person sendi...
More About: Relationships , Income , Share , Split

Honey! I shrunk the process
2007-10-17 08:57:00
Before: Go to job board Pay for a year Search resumes, filter Worry about accuracy, though nothing much could be done Download resumes one by one Or, depend on the job board’s over used and abused (to the extent of spam) broadcasts Manual resume scavenging Pull out email IDs and phone numbers Call (and be surprised that the candidate has nothing to do with your requirements) Scamper to get some schedules Best case: 500 resumes ran through in a day, and some schedules with luck and the recruiting God smiling at us Now: Search (Oh we do not pay for access anymore) Filter - 19 filters, this is fun Preview samples, fine tune search again Drill down to a good basket of 75 - that’s something that me and my peer can cover in an hour Pay and buy - just the 75 (not for the year, the money I saved will go into business development, you see) I could pick up a basket for Euro 10 - no kidding Download - do not bother Generated a report of just phone numbers and name for us to call Ge...
More About: Honey , Process

1000 things you don’t want in your job hunt
2007-09-26 06:27:00
GOING ONLY FOR BRANDING Do you stick only to the top name job boards or portals? If yes, you are denying your chances of getting into specialized positions. Specialized groups or non-enterprise companies often steer clear of top names. Choose your resume posting based on the kind of recruiters that visit a given job boards. OUTSOURCING YOUR JOB HUNT If you are getting a peer or a consultant to do your job hunt to the level of making contact with a prospective employer - stop doing this now. You can get help to the level of someone gathering job order description or information for you. You make the connect - use the opportunity to create an impression. RESUME BLASTING Do you treat your resume like a promotional mailer? Distribute it all over the place or get a group email ID and broadcast? This means (1) Your cover letter or your resume is not customized for the job order in hand - Resume customization in lieu of arranging the skill sets for the given job order. (2) You do not fol...
More About: Things , Hunt

Are you about to record your first voice CV?
2007-09-24 10:07:00
Congratulations, you are one of the progressive jobbers who have realized that a voice CV is huge positive statement on your job application. Why? Because your resume is probably your best shot - and in many cases the only shot at you getting an interview. Typical busybee recruiter has under 2 minutes for a resume - if at all that. Your voice CV buys you some additional time, if you get some of the smarts: Decide the approach for your voice CV: (A) I am going to present highlights from my resume (B) I am going to add information to my resume (C) I am going to build intrigue with a story or an achievement (D) What are attention grabbers - in a 1 minute voice recording you should have 3 or 4 attention grabbers. Here is your check list: 1. I have a script before I can record 2. I have rehearsed and heard myself, I slept over the script and it looks good 3. Someone listened to my voice CV and gave me feedback (not a patronizing friend) 4. My voice CV adds value to my resume - in 4 or 5...
More About: Voice , Record , Cord

Talking CV, Video resume, Photos, web pages, data - How much does it take
2007-09-21 10:06:00
Is this the end of the two page resume as we know of it? There are some good reasons to say yes. With the introduction of online job boards, international recruiters and hiring managers have the real need to slice n dice through large volume of resumes at a pop. A digital resume portfolio is increasingly preferred over an emailed or snail mailed resume. The essential difference: Provide career data in a marketable fashion in one neat package. The best of new age job services actually provide a full service for the Jobseeker and often times for free. Jobseekrs are supported with the ability to follow and stay ahead of the latest trends in resume presentation with voice CV (or talking CV or audio resume), video resume (like one jobber put in a mini video of his training session in the resume), multiple photos (good old profile shot, shot of jobseeker at work and, in a relax ambience). All that creates a jobseeker branding and all through web 2.0 enabled easy-to-use technology. Jobse...
More About: Video , Photos , Data , Resume , Talking

Between 6 to 20% employers look up your social networking page
2007-09-11 13:55:00
Enjoying the anonymity of the internet in social networking? Are you revealing a bit more in Orkut, Facebook, MySpace, YouTube, or BlogSpot? Extreme political opinions, photos, college pranks, “weekend” preferences and more? An increasingly popular trend, graduates stepping out of universities and looking ahead for their first interviews are closing their social networking pages. Reason: Big brother is watching. Job hunters are increasingly conscious of anything they put into the online sphere—even e-mail, which, of course, can be forwarded to anyone. These are not entirely paranoia. There is anecdotal evidence and some HR reports talk about corporate recruiters are Googling potential employees, having interns log onto social networking sites to check out an applicant’s profile, and using the online world as another way to check references. This trend, combined with the growing population of sites like Orkut, Facebook and MySpace, has many young people uneasy a...
More About: Social , Social Networking , Networking , Page , Employers

7 to 14% of the global workforce is truly ‘engaged’ - More alar
2007-08-10 09:19:00
Truth# 1: All Organizations need to understand that: quality, productivity and employee retention depend heavily on employee satisfaction, engagement and fulfillment. Truth # 2: Satisfaction, a good engagement, and mutual fulfillment depend on a good fitment. Truth # 3: Good fitment is multi dimensional data, intelligent mapping and an important, guiding component in recruiters’ and the candidates’ gut. Is your job decision driven by the right fitment data? Intelligence in job to resume fitment. Let’s take a look at some of these alarming reports, surveys 50% of employees are unsatisfied with their jobs – according to The Conference Board 25% of the US workforce reveals that they are showing up to collect a paycheck 90% of U.S. workplaces admit that there is some degree of uncivil behavior, demeaning jokes, backstabbing or bullying 91% of employees in Japan are disengaged at work – Published by Gallup 67% of Japanese reveal that they show up to pick up a paycheck 7 to 1...
More About: Engaged , Global , Engage , The G

Talent Capital Management challenge
2007-07-06 13:32:00
Spiraling costs, be it office space, transport overheads or big time salary payouts in any industry headed for some costing / profitability realities - some new important questions will be raised. Especially in the area of human capital management. Unlike the past, when developing Human Resources for the sector, was simply a matter of hiring and on-the-job learning, today’s Knowledge professionals require companies to deploy ‘Best Practices’ that create a conducive environment for achieving customers’, personal and professional goals. Talent sourcing and mapping would come under increased focus. Output from academia is not showing massive signs of industry or vocation orientation and, given that sector’s track record nobody is betting on overnight changes. What is the global recruiter planning to do improve his sourcing smarts? Outreach is probably a given, with fat corporate budgets and multi channel tentacles. You now have all resumes parked in your ...
More About: Management , Challenge , Capital , Allen

SMB challenges, critical factors, solutions
2007-06-29 11:41:00
If you have been with a fast growing start up, boutique – specialty set ups or small divisions of larger enterprises these problems would look familiar terrain to you. Until recently emerging HR practices largely ignored the small and medium business (SMB) challenges. Are they more complex than large enterprise issues – Probably, No. Are they easier to address? No again. What makes it interesting? *Time is of more essence in the SMB world – it means direct impact on revenue and often times survival *There are several multi tasking individuals and teams – impact of a problem is typically multi dimensional *Presuming that there is growth, almost everybody is busy with daily deliverance – there is typically no one focusing on beyond mid term HR planning *Good SMB HR will be tightly embedded small members – who could be vital links of the deliverance chain *Budgets are of course limited *Dirt swept under the carpet is most likely to show up – often there are no carpets (...
More About: Solutions , Allen , Factor , Crit , Solution

Great Expectations
2007-06-24 10:38:00
Over the last several years, the transformation from personnel administration, labour management, industrial relations, to human resource management is hopefully, more than a change in vocabulary. The pressure to deliver exponentially is on the rise for most HR functions. Other job functions are calling for HR to become a “strategic partner” in transforming from a low-level expense center to a more visible and responsive investment center. One key dimension of this transformation is globalization - incorporating the perspectives, customs, and laws of other countries into effective HR policies. Here are a few aspects of increased pressure and forced change: Then: Recruiting was earlier a magazine ad or a listing in the company notice board Now: You are in talent sourcing and head hunting Then: Word of mouth got you enough candidates Now: You need be networking in the recruiting community, have a referral bonus scheme and be a proficient head hunter Then: It was a long t...
More About: Great , Expectations

Global business opportunities for progressive recruiters
2007-06-21 08:54:00
Attention progressive recrooters Breaking news: GoRecroot has entered into a partnerships in Europe and US. This would bring in literally 1000s of job positions available for GoRecroot members worldwide. As a recrooter (progressive recruiter - member at www.gorecroot.com) you can pitch your resumes and candidates for any of these global positions. These positions are not limited to information technology - but are spread over 30 sectors. This simply means more revenue opportunities and exciting expansion possibilities. Visit www.gorecroot.com and sign up or, contact help@gorecroot.com for upcoming partner - affiliate announcements. Please be sure to whitelist / add help@gorecroot.com to your address book so that these important business announcements reach your inbox and not get lost in your junk mails folder. More information coming soon.
More About: Progressive , Business , Global , Opportunities , Al B

Recruitment return on investment calculator
2007-06-20 12:38:00
We all are aware of the time that goes in before we get to a decent set of interviews and hopefully some placements and revenue. Here is a list of cost items that can make or break your work on a job order (We have lost some and made some and focused attention on where we could be losing). Cost of resume: Time, effort and money spent to get to the initial set of resumes - this by no means is ready to be sent to the client Cost of quality resume (Pulling out a quality resume from a pile - either job board, head hunt network or our good ol’ database has become a fairly critical and expensive task). This includes all the time invested by your team in getting to the right resumes, validating the contacts and confirming schedules. Cost of communications: Internet and phone Resource costs: Payroll and incentives, gotta keep the team going Resource overheads: Space, infrastructure, management For a fairly well-oiled set up, yield could cost $200 per slot easily. If it is a niche ski...
More About: Investment , Calculator , Return , Recruitment , Turn

Headhunter brainstorming value additions
2007-06-15 07:15:00
If you do not specialise you cannot value add. Case A: Large team of recruiters multiple cities / states coverage, decent recruiting brand. Clients are willing to share open positions easily but are very clear that the expected output is just resumes. The message is clear from most clients, do not bother value adding. Why? What can be clear value additions from recruiters? Case B: Mid sized team, focused in one or two cities. Do not take ‘run of the mill’ requirements. Specialises in two aspects: Niche skills, high quality of resumes leading to very good yield ratios. Core strength is clearly in head hunting. Creating a network and managing relationships. What are clear definitions of ‘quality of resume’? What is your method to derive returns from your resume archive? Have any of us tried audio resumes or voice resumes, video resumes - for specific positions?
More About: Value , Brains , Brainstorming , Ming , Brainstorm

One size fits all? Its been so for a decade now
2007-06-06 10:44:00
An open job position requirement is sent to recruiters, the details are blurred, probably the job position itself was copy pasted from somewhere and tailored a wee bit. Of course there is a deadline. The recruiter has her own doubts about compensation matching up to skills. But there is a deadline and this is a challenge that the recruiter should take up, to prove her credentials and, perhaps an entry into the recruiter hall of fame. Search job boards, portals, hit the network There is electricity in the air with a good chance of the energy turning into panic Assuming that a new open job position does mean that there are some unique (if not anything rare or nearly extinct) traits… Freeze frame, and let’s ponder a few questions: Why should all job order formats be the same And more important, why should all resume formats be the same Information that is relevant to make a decision definitely varies. Can anyone out here argue - debate that one resume format fits all? Tha...
More About: Size , Cade , Been

Progressive, why this is not yet another blog
2007-05-29 11:33:00
There is synergy and opportunity in Recruiters around the world collaborating progressively. This blog, a platform for recruiters to come together and leverage on information, opportunities or just get jammin. People Process Implementation: 3 common denominators for a bunch of us. The real problem uniting us: Talent sourcing. We all have come across the following statements frequently. We’ve all had heard too much of : “I want this job order filled like yesterday”, “This resume is seriously outdated”, “If this job position is about being on the phone, shouldn’t we rather hear the voice”, “Resumes is not the problem, converting that to interviews and filled positions, the climb is getting too vertical” “There are a few job portals - a lot of data, and that means a lot of data management, and time!” “With all this and not mentioning other risks and guarantees, what is net margins really?” Welcome aboard, post comments, be heard, be known in the global netw...
More About: Progressive , Blog

You are invited - An introduction to Recruiter Blogging at GoRecroot.com
2007-05-29 10:54:00
GoRecroot.com is a progressive webware. What is progressive? 1. Talking, Walking CV - for those of us looking to get a better feel of the candidate beyond paper resumes 2. Fantastic searching and mapping - these guys have done up a algorithm that delivers - I was invited for a backstage pass while they are putting things together. I enjoyed and was surprised at some of the features bang on the buck. 3. There are some solid offerings for a recruiter network and for progressive recruiter communities. Community with the purpose of working together and getting generating revenue. Not just blogging away. If you are: In international (global) recruiting, a recruitment manager, professional recruiters, recruitment agencies, staffing agencies, recruiting services, staffing firms, executive search consultants, placement agencies, management consultants, recruitment careers, recruiter network, corporate recruiters, headhunters recruiters, employment headhunters, professional headhunters, c...
More About: Blogging , Introduction , Invite , Intro , Blogg

Be heard in the progressive recruiting network - YOUR views matter
2007-05-29 10:44:00
Click Here to take survey It takes all of 5 - 7 minutes of your time and your chance to be heard in this progressive recruiter network. Results of the survey can be shared with you basis your request at help@gorecroot.com. It is time well spent.
More About: Progressive , Views , Recruiting , Network , Matter

Busy bee recruiter time split for a day
2007-05-25 11:02:00
This is how us folks (we are a team of around 10 corporate recruiters) split our day, at the end of this blog we are talking about some tools that we are looking for 0830 - List of things to do, typically, new job orders - positions open, follow from schedules yesterday, follow up on no-shows. At around 9:00 we have the list of things for the day and we decide who is on to what for the day. 0900 - Feedback, specific issues, hurdles and a fine tuned plan for the day is ready 0930 - Reminders for interviews - making sure that the candidate is still on and the interview venue (internal or external) is ready with the interviewer or the tests. We ensure that by the interview check listed items have been readied. Different interviewers require their own set of information about the candidate before the interview and we keep that ready. And there is this whole discussion about good resumes. 1000 - Follow ups, phone calls for some of us, and others hit emails and job portals. On specific d...
More About: Time , Split , Busy

HR headache coming up
2007-05-25 07:55:00
HR in India had just about forgotten post y2k and dot com vaporization. 7 years is definitely a long time in Software and BPO parlance. We had all but forgotten that not long ago belts had to be tightened. Hardcore professionals, professional recruiters, and long term players enjoyed the digestion process. Coming up now are the following challenges: 1. An industry force that believes that salaries grow 20 - 30% every year (perhaps twice a year would be good as well) 2. At least for India based companies, the government is talking about having the Techies pay some corporate tax 3. HR that is grapling with attrition issues - not really the rate, but the way it is done HR in other verticals are commenting and do I see a smirk: You reap what you sow. Perhaps it is time to go back, close the loop and pull some good basics from Industrial Relations days. Human Resource Management was (when it started a few decades back in India) just the better dressed + business drink version of good o...
More About: Ming , Headache

What is wrong with conventional online recruiting
2007-05-22 11:18:00
Had the opportunity of working with a group of academic research fellas. This research team wanted to measure the advent of internet in recruiting. More interesting, for those who are clearly hitting the net for recruiting, what were clear problem areas. We all know that there are these large job portals throwing out a lot of big numbers. Millions of resumes and jobs. Now we all know that in the staffing world, having an archive of resumes and a list of job orders does not really mean business. Like my prof used to say, to write marmalade or cheese cake in a silver plate and licking it wouldn’t really taste as good. In our (a small team of recruiters, who have spent a large portion of our recruitment budget monies on job portals) experience, hitting a job portal was only the beginning of the task. We weren’t really getting down to solutions. We were enthused to see how fellow recruiters felt about online recruiting. In other words, what is really wrong with online recr...
More About: Recruiting , Online , Wrong , Line , Vent

Go Getter smart one vs True passion, a challenge
2007-05-19 12:51:00
So, how many job tips do NOT point at the passion element. None. The choice is unanimous, we are all looking for the passion in this lady or gentleman across the desk. We all agree and justify, if there is true passion a few kinks in the skill armour can be filled in. I always looked for these: The candidate was on time or a few minutes early Had read about the company and the job position Asked intelligent questions Indicated that (s)he is planning career here Is bright, articulate, accomplished Knew how a bad day or week could be gotten over The key questions answered well, at the point of making the decision I ask myself: Is (s)he likely to pursue his mission at your company with true passion? Can this candidate go-the-extra-mile with energy and dedication that leads to great things? Or is his apparent zeal for the task ahead all sizzle and no steak? Now experience teaches a few lessons. I shuffle past notes from interviews from the past. How many of my selections of 2005 and 200...
More About: Smart , Passion , Challenge , True , Allen