RM Rebelcast

Nothing ever…. Why nothing gets done? Deceitful, distrust, power, control, EGO, sounds like an upcoming Drama series on Netflix. Nope, sorry folks I will be addressing the topic of managers. In this episode I'll highlight the area of bad managers and why people are fed up. I want you to remember a time in which you had a horrible boss, don't lie we all had one, two, or several managers that lack of a soul. A manager gets in their role and all the sudden their ego leads in everything they do. Right? I am not saying all managers are jerks but unfortunately the bad ones outnumber the good ones. Let's chat about emotions, respect, trust, and being a good human to others. It isn't hard. The bad managers literally overnight become a monster, well maybe within 5 minutes they become a manager. They undermined the best employees especially women more so than men. They chase people off the job. Stop doing this please! What does not work? Diversity/ Inclusion courses or group work activities since it is the employees' fault that the manager is this awful. Managers and their minion's group against you. (Flashback from first grade bully on the playground) Threats for calling in sick for yourself or others in your household including pets. (Passing of a loved one as well), Threats that are emotional and physical. Making your employee's feel guilty. (This is huge) Writing up an employee for calling you out on your inappropriate behavior or something you weren't supposed to do and did it anyways because you're a manager! Threats of firing. Therefore, nothing gets done. Duh……. stop treating employees like crap! Possible solutions for horrible bosses? Required Implicit Bias Training for all managers/CEO's, like the Police have.. This would be monthly sessions. If this doesn't work, they're fired. It is on them they caused the behavior not the employees. Shock treatment, I am kidding. Employee's leave for several reasons but having a horrible boss has been at number 1 for decades more so now than ever. Here's your homework. Documentary: Stanford Experiment (trust me) Movies: Horrible Bosses, Star Wars- Darth Vader (ha, bet you didn't see that one coming), Devil's Advocate (yeah, that is messed up), 9 to 5, Working Girl, Weekend @ Bernie's, The Devil Wear Prada, Office Space. Grab some popping corn and choice of beverage and enjoy.  

The dreaded application form process. Do you remember a time in which you applied for a job? Do you remember how much time it took to fill out a paper application or electronic one? I do, it mentally time consuming it is also a waste. Problems with application forms Time, depending on the job position it can take up to 2hrs to complete application form when your resume has all the information on it. Highest level of education posted first then scroll to the bottom of the page to find another question. Did you graduate from High School/GED? Upload resume then type up all the information in a 10 font box or type on a line that does not lineup. GPA & Transcripts -Why? What college did you attend? Did you get a degree? Federal Gov. applications can take up to 2 to 4 hrs. to fill out. (I mean don't they already have information on people) These are just a few problems there are more. Why are we still living in the past? Did you know that newspapers still advertised for jobs; people still read those. Candidates don't get the recruiting process at all. Why is it taking so long for this company to email me for the next step? It's been 2 hours with no word. I'll tell you why I am reading your life's story that's why? By the way it's the companies fault on this one. Hey companies the law enforcement are too busy to address the issue of the application form! You will not get arrested or go to jail. Problems recruiters run into Application forms too tiny to read. Reading through unrelated information such as college, degree, and reviewing transcripts that don't align with the job position. Aligning resume with application form Horrible non negotiable hiring managers (this should be #1) (Compliance) TIME Application forms are from the past No personality quiz questions ( this is not a dating site) Ideas in place of the application form Resume Candidates video with four questions RELATED to the position, and of course a bonus question about hobbies, etc. Remove the paper application process from companies and mom & pop shops save the trees, the forest critters will be quite happy and so will recruiters. P.S. Fix the problems and people could do small things and these things can get done.

Chats with Smart People Featuring Jeanne Achille. Tremendous amounts of talent are being lost to our society just because that talent wears a skirt. Shirley Chisholm (New York State Representative, educator, and author) Have you ever met someone and was like wow! You're amazing! Can we be friends! Well, this is the energy that Jeanne brings. Jeanne is the Guru of the Women HR Tech conference. She is an original OG in the battle to raise the voices of women in HR technology. 28 years ago, in 1994, Jeanne created The Devon Group which is a PR (Public Relations) agency.  She has supported thousands of new products, services, and companies throughout her career.  She is the FIRST woman chair of the HR Technology Conference. (Virtual & In person) Superhero powers: PR, marketing, public relations, social networking, social media, speaker bureau, analyst relations, writing, case studies, and content marketing. Today's episode includes the following Jeanne shares her experiences of being a CEO. Pros & Cons Proud moments  SEXISM Women in HR Tech Asia, Is there a different vibe? Internal Equity for women driving start-ups and why they don't move up the ladder. Value of Diversity Belonging to an organization What women feel and think when working or going anywhere in public. Does the underlying alertness, make for better visionaries? The Pandemic and showing up for you.  The impact of women in HR Tech supporting each other. Expand your HR Tech network and insights by joining the HR Tech Conference. March 1-4,2022. https://www.hrtechnologyconference.com/    Reservations are FREE, so you have no excuse Find Jeanne on: Linkedin.com/Jeanneachille Website: devonpr.com Twitter: jeanneachille and devongroup

Happy Friday Everyone, In this episode shares information about transformation. A short recap about the holiday celebrations and a candle with good advice. Let's chit chat about change. You have a change that needs desperate attention because it isn't balancing your business or perhaps your lifestyle. You decide what that change you are planning to address to your stakeholders.  You type it up in an email and click send. Off into the universe it goes. Then you being to think was that a good idea, oh shit! I need to go and delete it. You over think didn't you. Why are you giving away your own power? Why are you telling the whole world about the changes that you are making, stop asking for permission for approval? Why are you invested in their thoughts and feelings of what you are doing to make something spectacular? I get it is exciting news, but it can wait until you have transformed. “Don't let people talk you into what they think of you.” Oprah Winfrey Why aren't people doing what you want them to do? Honestly, people hate change, when they don't like something their behavior changes, and they don't want to do it. Change needs to happen we NEED TO MOVE FORWARD! It's hard and scary but it's exciting also. You need to remove the old to make way for new ideas and growth. The world will move past you if you stay in your comfort zone. Here's a Tip. Get out your Crayola markers, pens, and crayons, paper large enough for your amazing ideas, and brainstorm the shit out of that plan of yours. Or if you prefer a vision board, find pictures that you love, words, quotes things inspire, motivate you and paste, glue, and tape these on a bulletin board or put them in your journey book. Maybe you're not the creative type and you prefer to use word or other writing format. Go find something that will work for you to execute that change! Or “Fuck it” it's up to you to decide. I leave you with this,  “Never water yourself down, just because someone can't handle you at 100 proof.” (can't seem to find who wrote this? It is Badass!) P.S. Go buy that candle,

What has been happening? Worqdrive pitch fest at HR Tech in Vegas! SUCCESSFUL!!! User logging in every 9 days! *Q3 Voice of the Candidate Study in June: What is job seeks chatting about on SM? What's the word of mouth on applications, job hunt, and quitting? Starting a new path. Building modules, talking to people and consulting. Job seekers, online public conversation. Pandologic- HR Tech company that does job assessments, they help with every stage of the recruitment process. Breakdown: They find the right fit for job seekers. You Know Your Worth Ladies! Word on the net driven by men is that hearing about that job offer is a dud. This is surprising since women are more engaged on social media and there's no conversations happening. Ladies, we need to chat I know you're angry about the workforce, but I can't hear you. The study found that in the past job seekers complained about the job process but when they finally got to the job offer, they were super excited. The word on social media sites is that job offers is at a low were talking about a disappointment. Data doesn't lie. Here is an example: Ava applied for a director in marking position for a company. She was super excited when HR called her. While the HR manager spoke about the salary, benefits, travel, vacation. Ava, we need you to start Monday, and oh here is a pen, welcome to our company glad you're here. Wait, what? Where's the welcome package that the company heavily advertises? Let's be honest here we get you Ava, oh we get it because we have been there. So, what happened? Why aren't job seekers excited about the finish line? The 3 main issues why? 1.      PAY- women are paid less in the same position a man has 2.      $$$- childcare, bills, etc. 3.      Quitting – Not feeling your valued or worth Did you know? The pandemic has set women's labor force participation back more than 30 years. Many women were laid off and the strain of the lack of childcare forced women out of the workforce. Start conversations about actions to drive women back into the workforce and stop living in the past, continue to move forward.

Allyn & Tracey break down the emotions behind navigating moments when transformation programs fails. The spawn for this article is based on Allyn's personal experiences with disappointment and feelings of failure she articulated in her article, "The Truth Is, Sometimes Good Things Go Bad". The best analogy came from Tracey, "They blew up your Alderann".

Allyn & Tracey have a fascinating conversation with Coby Schneider from Intel. Coby has a an intriguing career path from TA operations and recruitment marketing focus to embedding within the business to drive workforce strategy and workplace of the future programs.

Tracey & Allyn welcome Derek Murphy-Johnson from Kindercare Education to the Rebelcast. Derek unpacks the concept of one size fits one, a message on the importance of treating each candidate as a unique individual and addressing each recruiting challenge with a unique recruiting solution.

As we move through the summer, Allyn and Tracey tackle the challenge of hiring for jobs, when so many jobs are new, evolving or have never existed before.  How do you market the work do work when everything is in such flux?  Are we all just making SH**t up because we have no clue what any of us are even really hiring for.

Ok let's get Real.  How many career sites are actually valuable to candidates?  How many are just vanity projects for recruitment marketers, companies and over zealous digital marketing teams? Given today's candidate behavior what value does a career site even provide?  Is it time to rethink the whole strategy?  Allyn and Tracey taken the topic of career sites and debate whether creating one is even worth it.

Join Allyn and Tracey for a fascinating conversation with Julia Levy, Head of Global Talent Acqusition at CommScope.  Julia brings a unique perspective to the podcast as a leader of a global TA team who is also a leading voice in Recruitment Marekting. We talk which came first the RM passion and focus or the TA leadership role.  Julia has some fascinating learnings to share with RM professionals who want to expand their career and TA leaders who want a way to drive TA and business priorities while working to meet candidate needs and expectaitons.  Don't miss this insightful convo with the magnificent Julia!

Buckle up everyone you are in for a deep and thought provoking podcast.  Allyn Bailey & Tracey Parsons explore the topics of what it takes to be an entrepreneur and especially a woman entrepreneur with Lauryn Sargent the founder and partner of Stories Incorporated the premier employer branding agency focused on leveraging stories to create impact.  What is amazing about talking to Lauryn, is that immediately the dialogue began to center around each of the ladies personal stories.  The result is an amazing, raw and real conversation.  Enjoy! 

This week Allyn & Tracey spend some time unpacking the the Great Awakening that is occurring in the world of work. Is everyone getting it wrong or right?  Is this about people not wanting to work because they are receiving government subsidies and they are afraid of COVID and child care concerns or is this really something bigger?  What do we think is happening?  What do you think is happening? Pull up a chair, pour a drink of your choice and let's discuss.

Welcome to our first episode of our new podcast series Chats with Smart People.  This month we are joined by Tyler Weeks, Head of partnership and Strategy at Hiredscore.  We talk about his move from a corporate role to HR technology company.  That is just the start though, we talk about so many interesting things. Have listen but don't blame us is you start laughing and spray coffee out your nose.

Tracey and Allyn go deep in discussing the implications of the game-changing research Tracey conducted with @PandoLogic on the what real candidates are talking about.https://www.pandologic.com/employers/recruitment-industry/spilling-the-tea-on-the-candidate-experience/ 

Lets face it as recruitment marketers we are often in the position where we feel like we are putting lipstick on a pig.  Marketing work is challenging and marketing a company as a place to do that work and enjoy it is just plain tough.  In this pod we discuss the implications of being responsible for marketing a company as a great place to work when we face challenges wanting to go to work ourselves.

Balance is hard to find for all of us.  In this episode Allyn and Tracey discuss the importance of finding balance in our lives and work and how it impacts ourselves and those around us.

"It's a dialogue, not a monologue, and some people don't understand that. Social media is more like a telephone than a television." - Amy Jo Martin, Author of Renegades Write The Rules. In this episode Allyn Bailey and Tracey Parsons talk shop about the impact of using social media to engage.

In this episode of the RM Rebelcast Allyn and Tracey address the truth we all know but hate talking about.. application processes are bad experiences for candidates and we know it, but we are just ignoring it.  Today we take a deep breath, stop being ostriches and pull out heads out of the sand to admit we need to fix the apply process if we are serious about making an impact in RM.

James Ellis, the author or Talent Chooses You, joins Allyn and Tracey this week to talk about the impact of "epochal memories" on recruitment marketing and talent acquisition.  "Brands need to look beyond customer sentiment, activities and context in charting their next course. Therefore, they need to factor in the memories consumer are likely to have following this strange period of upheaval. Despite the enduring hardships and struggle that greets 2021, the impact on consumers’ memories will introduce incredible opportunities for marketers to modernize and humanize brands in 2021 and beyond."The concept of epochal memories comes from the great Brian Solis in his recent article in AdWeek, How Covid Memories Will Open New Connections Between Brands and Consumers.

Are you ready for the new year?  Have you had your coffee?  Have you sorted your inbox, organized your computer files and set up your reoccurring meetings yet?  Hope so, because here comes 2021 and it is a huge tsunami you can either surf like a pro or drown under the crushing waves.  Allyn & Tracey share what they think you should be doing to not just survive but thrive in the new year.  

Everyone is waiting for the new normal to emerge so they can take a deep breathe, feel in control, know how to move forward and what RM success will look like.  Allyn & Tracey pose the uncomfortable frame that there will never be a new "normal". Change will be a constant.  What does that mean to your Recruitment Marketing strategy?

In this episode of Allyn and Tracey's stream of consciousness we talk about the importance of reading the room.  We get there by focusing on how to plan for 2021 when 2020 has been so chaotic.  Trust me it all connects.

Allyn and Tracey talk about the demon in the room, planning.  How do we plan for 2021 when nothing that happened in 2020 was as expected?  Do we plan?  Should we plan?  What did we end up spending our time and money in 2020 and is it a sign off what is to come in 2021?

As we navigate this "new normal" which includes pandemics, economic uncertainty, political thrash and just plain 2020 chaos, Tracey & Allyn discuss what it means to shift from going to extremes in our work to finding balance.  The RM space has been a magnet for big ideas, big change and big projects.  What does it look like to focus on "good enough" and still feel successful.

Allyn & Tracey unpack the article, In An Era Of COVID-19 Disruption, Brands Must Rethink Marketing As Empathetic Customer ExperiencesForbes by Brian Solis, through the lens of Recruitment Marketing.  What lessons can we take from the consumer marketing disruption occurring and apply it to recruitment marketing?  

This week Allyn & Tracey explore how the changing ecosystem in midst of economic uncertainty, the COVID pandemic and increased geopolitical angst impact candidate's priorities and needs.  Does the content and experience you were driving for candidates yesterday really resonate given what they are going through today?  Using Maslow's Hierarchy of Needs is it time to reframe your recruitment marketing? 

Allyn & Tracey are not afraid to tackle the conversations many of us are having quietly with our friends. We are all wondering these days about what companies really value versus what we say in all our HR propaganda.

The RM Rebelcast officially has entered its 2nd year with a fresh sound and a renewed focus on providing TA with a place to discuss and think about the issues happening under the surface. In our 21st episode we ponder.. what if TA was a musical? Are we the plucky heroine or the misunderstood villain? Do we have singing forest creatures supporting us or minions helping us try to cause havoc for the world around us?

Let's get serious folks.. there are very few if any "original" ideas even in talent acquisition and recruitment marketing. Tracey and Allyn make a case for being open and sharing your thinking and ideas in the talent acquisition & recruitment marketing space so we can all learn and get better together. Hiding your innovation under the covers will not help anyone especially you.

We talk the potential impact and value of having a candidate bill of rights and a set of service level expectations we make public to candidates. The pros and cons of holding ourselves accountable to our candidates.This weeks conversation includes:Pondering if its possible to create an employer brand centered around the service provided to candidatesWe like the idea of a candidate bill or rights or a service guarantee, but we wonder what would you do to make it right if your TA team misses the mark with a candidateHow can we help TA teams be intrinsically motivated to provide grate service and experience to candidatesGetting real, actionable feedback from candidates is important!

We are back! After several weeks of trying to figure out how to navigate this new normal amid the unreal reality of the Coronavirus, Allyn and Tracey are reentering the podosphere with an honest and unfiltered discussion about the challenges of figuring out how to move forward in a world that has gone crazy around us all.

How do you sell "work" when its actually work?  In this episode Allyn and Tracey get real about RM and discuss:Are RM teams the "Mad Men" advertisers of Recruiting?What do you do when the work you are marketing just plain Su**sDo we need work lemon laws?If there are only 9 core values in the world what good does it do to use them as your marketing pitch?Where do we prove to candidates what we market is real?Does tech help us or hurt us a marketers of truth?Can assessments help you market?What is the value of doing real human research?

Allyn & Tracey focus on connecting dots this week and do using the word "Gravitas" more then once.  We talk about:How castles make you smarterWhy RM needs to get its head out fo the sand and start really learning about its customers (Candidates)How Consumer and Recruitment Marketing are different The connection between cults and strong brandsHow RM maybe should focus on identity marketingThere are three types of work according to Tracey: Jobs, careers and callingsConversion dashboards are more powerful then conversion rate trackingFriction is the most powerful RM weapon in your arsenal

Allyn and Tracey talk about what it means to be a cult brand and if employer brands have been, are or could be ones? Dive in with us as we think big about whether the real brand is the talent or the company.

Research proves most candidates choose to apply or get connected to your company through friends, family and recommendations from people they trust. Does that mean we should be rethinking who our target market is for RM? Should we be focusing more energy on those that can influence our ideal candidates to consider us versus just focusing directly on candidate marketing?

Not everyday in recruitment marketing in sunshine and roses. In this episode number 13, Allyn & Tracey talk about the uphill struggle we face as we try and incorporate recruitment marketing into the talent acquisition world.  Listen to us talk about:The frustration of having the same conversations over and over again and not seeing real substantive change happeningThe importance of removing cognitive escape routesThe challenges posed by trying to get TA leaders to lead their teams to changeHow what we measure impacts what we actually end up doingThe importance of the big WHY

Allyn and Tracey tackle their new year's slump by anticipating what all the buzz is going be in recruitment marketing and TA in 2020. Listen to hear what they think you will be talking about this year.  Do you a agree?

It should come as no shock to you that the RM Rebelcast is born of our love of TA and an ethos cultivated through our passion for all things Star Wars. As the final episode of the Skywalker Saga launches into a movie house near you, Tracey and Allyn take on a topic four decades in the making... Talent Acquisition in the Star Wars universe. Grab some popcorn, pull up a comfy chair and listen is as we geek out on the galaxy far, far away.

Ben Gledhill, Head of TA from Yodal joined our second cocktail hour to talk chit chat about our TA wishes.  We had such a fun conversation and Ben validated for me my belief that some very interesting things are happening in TA across the pond.  In this cocktail hour we talked about our wishes for TA as we head into the end of 2019 and the beginning of 2020.  Listen to hear us talk about:Dr. Who's TardisThe message we want all TA tech vendors to hearHoliday elvesFairy DustMagicTA Dreams

Allyn & Tracey discuss the roles or recruitment marketers and sourcers and ponder what makes them the same and different. The question this week is are they different roles in recruitment?  We discuss:Are recruitment marketers really sourcers with fancy titles?Are sourcers more like recruitment marketers or recruiters or neither?When recruiters say they source do they really?Is LinkedIn really to blame for, well everything?Is TA tech changing the roles and tasks of recruiting and what will be the downstream implication of that happening?A deep dive in how Intel addressed the need for multiple roles in recruiting.

The episode that almost wasn't, has been found and published for your listening pleasure. Allyn and Tracey talk about CRMs and their value. This episode asks some big questions and pushes all of us to go deeper than the marketing spin of tech suppliers to examine what the real use cases are that drive recruitment marketing work.  Listen in to hear us talk about:Our questions about the use case and viability of recruiting robot interviewers.Could we live without a CRM and maybe even be better off?Why do tech vendors keep trying to tell us what our real world use cases are?

Lets face it in the real world we all have budgets that are never as big as we feel we need them to be. In this episode Allyn and Tracey talk about what to do to create recruitment marketing that both takes your budget into account as well as helps you be impactful.  The chat covers:Tweet rules for your teams that basically boil down to "don't tweet like Trump, and you will be ok"Why talking to people is now and will always be your best and most important tacticEmployees are your best distribution channel and they are already getting paid so go ahead and use them and save some of your RM dollars"Willie Nillie" is a phrase that is not heard enough, but we reintroduce it .. Your welcome:)Want to save money and make an impact.. make sure you always start with a planAlso, we talk the impact and value of job descriptions which brings up Allyn's Recruitment Marketing PTSD

Allyn & Tracey are joined by Julia Levy this week to share some virtual cocktails and discuss the top 10 things every recruitment marketing team needs. This week we talk about:Heated seats a plus or minus?The value of career sitesThe merits of choosing the craps table in Vegas (hint its for the free drinks)Getting the right people supporting your recruitment marketingData, Data, DataIs recruiting more like Survivor or Hunger Games?What it means to be purposeful in your recruitment marking efforts

Allyn and Tracey have a spirited discussion about the impact of thinking about candidates as consumers.  This week we banter about somewhat different perspective on the topic.  Listen in to hear about:Why Tracey thinks calling candidates consumers in bullish***Why Allyn thinks understanding consumer behavior is essential to good candidate experience design

Allyn and Tracey tackle the topic of pipelines this week and discuss what in their opinion is and is not a pipeline.  We chat about:Why an applicant list IS NOT a pipelineThe value of a pipeline is in how up to date it.. Stale contacts are BLAHPrioritization makes a pipeline useful... Do you have a prioritization strategy?Serial applicants are a good thing Serial killers are not 

Allyn and Tracey have a no holds barred conversation about candidate nurturing. This is not the same old tired conversation about keeping candidates warm.  It is time to evolve our notion of nurturing.  Are you ready? In this episode we challenge you to:Engage in two way conversations with candidates... Break down the 4th wallProvide value by actually listening to what candidates have to say and acting on it vs just pushing content at them... Don't be a Sociopath

Fall conference season is upon us and for many of us it can be daunting. This week we provide practical tips for how to get the most out of attending a conference or following along virtually. Some tips you'll get this week:How to prep for the conference ahead of timeWhat type of sessions to be on the look out for to increase your opportunity to make connectionsHow to navigate the expo hallWhat to do when vendors invite you to evening after partiesAllyn's secret tip for managing meet and greets How you can be a participant and follow along even if you don't get to attend a conference in person

In episode #1 Allyn Bailey and Tracey Parsons dive into a conversation about creating "ideal" experiences in recruitment marketing and talent acquisition.We tackle some big questions:What is an ideal experience and should we care?What makes recruitment marketing and product marketing different?Should we be inserting friction in our processes?What do relationships have to do with good recruitment marketing?join the conversation on twitter @rrebelcast