Podcast appearances and mentions of adam chambers

Adam Chambers joined Racing Pulse as he takes Major Share to the Bendigo races on Thursday. See omnystudio.com/listener for privacy information.

Conservative Member of Parliament Adam Chambers discusses his party's opposition to the Trudeau government's capital gains tax increase, the case for a tax task force, and restoring a policy focus on economic growth. The Hub Dialogues features The Hub's editor-at-large, Sean Speer, in conversation with leading entrepreneurs, policymakers, scholars, and thinkers on the issues and challenges that will shape Canada's future at home and abroad.If you like what you are hearing on Hub Dialogues consider subscribing to The Hub's free weekly email newsletter featuring our insights and analysis on key public policy issues. Sign up here: https://thehub.ca/free-member-sign-up/. Hosted on Acast. See acast.com/privacy for more information.

A Glimpse into the New Federal Conservative Movement and its Impact on Canada

Adam Chambers is the founder and president of Nurse Recruitment Experts, an online business that has sourced and hired 10,000s of Nurses for health systems across the United States and Canada. In today's episode, we talk about: Learning to salsa dance How playing Fifa led to his first entrepreneurial venture Starting a business from scratch with no funding or network Becoming a digital nomad An accidental taxi ride with a billion-dollar CEO The power of investing in yourself His mum walking in on an important sales call (In her dressing gown) The importance of being supremely confident Why he plans on moving back to Northern Ireland (And what he wants to do when he comes back) And advice he'd give to a younger version of himself. Check it out: https://bestofbelfast.org/stories/adam-chambers

In this week's episode of Disrupting Recruitment, Brad talks with Adam Chambers about the challenges of recruitment in Healthcare today. Listen as they discuss things like: How to attract nursers How to re-engage previous candidates in your ATS Puttent the Human back in Human Resources (well TA anyway) with personalized journeys Capturing candidate attention Converting more candidates If you are recruiting in Healthcare, this is an episode you won't want to miss.

American agriculture contributes about 10 percent of this country's greenhouse gas emissions, but done right, it can absorb rather than produce carbon and help overcome the problem of man-made climate change.  This exciting possibility is the subject of a Telluride Science panel moderated by Adam Chambers of the U.S. Department of Agriculture.  Panelists include Tony and Barclay Daranyi, who practice regenerative agriculture at their farm 33 miles northwest of Telluride; Chris Hazen, from the San Miguel County Payment for Ecosystem Services Program and Cindy Lair, deputy director of the Colorado STAR (Saving Tomorrow's Agricultural Resources) program.Our podcast is hosted by award-winning broadcast journalists Judy Muller and George Lewis.

With Parliament about to break for the summer, exchanges between MPs in the House have gotten tense. But is it just June — when the hours run long and the frustrations high — or has decorum in the chamber taken a nasty slide? This week on “It's Political,” we survey MPs about the tone in the chamber and what it is leading to outside the House, and we sit down with three insiders, former Liberal MP for Northumberland—Peterborough South Kim Rudd, former NDP national director Karl Bélanger, and former spokesman for Pierre Poilievre, Anthony Koch, to unpack the strategies behind the aggressive, personal, and often vitriolic attacks.   Finally, we'll look forward to Monday's byelection and survey the current political landscape with Abacus Data CEO David Coletto. In this episode: Former Liberal MP for Northumberland—Peterborough South Kim Rudd; Traxxion Strategies President Karl Bélanger; AK Strategies' managing principal Anthony Koch; David Coletto, CEO of Abacus Data; Randy Boissonnault, MP for Edmonton Centre; Adam Chambers, MP for Simcoe North; Dan Vandal, MP for Saint Boniface-Saint Vital; Kelly McCauley, MP for Edmonton West; Pierre Paul-Hus, MP for Charlesbourg–Haute-Saint-Charles; Mark Gerretsen, MP for Kingston and the Islands; Brendan Hanley, MP for Yukon; Omar Alghabra, Minister of Transport; Conservative MP Rick Perkins from South Shore—St. Margarets; and John Aldag, MP for Cloverdale–Langley City. Hosted by Althia Raj. Some of the clips this week were sourced from the House of Commons, CPAC, CBC, CTV, and Global News. This episode of “It's Political” was produced by Michal Stein and Althia Raj. Kevin Sexton mixed the program. Our theme music is by Isaac Joel.

Greg Fergus, Liberal MP; Adam Chambers, Conservative MP; Tim Perry, WestJet Captain & ALPA Canada President; Graham Thomson, political columnist; Kelly Cryderman, The Globe and Mail; Christy Clark, former B.C. premier; and Darrell Dexter, former N.S. premier.

Send us a Text Message.What is a gaffer and how do you become one?Just ask Adam Chambers, the Chief Lighting Technician who's quickly become Hoyte Van Hoytema's right hand man. He's worked with some of the top DP's in the world and has some of the most incredible stories about working in the industry. Join host Jonny Diaz as he interviews Chambers about his incredible journey from selling drugs to rock stars to directing award winning shoots as a man named Whitey Bel-Air III.Please meet Adam Chambers & the ballad of Whitey Bel-Air III.For More please visit: www.SoloPictureStudios.comFollow: @SoloPictureStudios - InstaGram & Youtube. Like, Rate & Subscribe Thanks!

On this episode of the Adventures of Pipeman, Pipeman interviews Adam and Sean from the band WHYTHRE. The band's sound is primarily thrash metal, and Pipeman noted how he was able to pick up on the genre without having read the press release before listening to their music. Adam and Sean both agree that the thrashy parts of their songs were derived from their love for thrash metal from the '80s and '90s. Sean started the project in 2010 as a solo project, and Adam joined in 2015 after they met at a pride parade. Adam was busking with a bucket drummer, and when Sean walked by, he handed Adam a link to his latest album. Adam went home, listened to it and messaged Sean to tell him, "Let's do it." Although Sean wasn't sure about Adam's situation as he saw him busking, he showed up on a Harley, and the two of them have been working together ever since. They both bring their influences to the table and continue to grow their music together. As the interview progresses, Sean and Adam talk about their music and their plans. Sean talks about how he is excited to play their songs live and hopes to make it to as many shows as possible. They also talk about how their music is received and how they are always trying to improve and refine their sound. They hope to continue making music and sharing it with others. You can check the band out on Bandcamp and on Spotify for the music. As for their socials, you can find them under @whythreofficial on Instagram and over on Facebook too, and finally be sure the check out the merch too WHYTHRE (Melodic Death Metal – USA) – Unveil Video For “Scorchbreath” From New Album “Impregnate My Hate” Out May 2023 The single “Scorchbreath” describes adventures Adam and Shon experienced on trips to Colombia (Santa Marta) and Detroit (Movement music festival). “Scorchbreath” chronicles a code word that was spoken to engage in after-hour events and various forms of libations. These travels hold a special place in the hearts of Adam Chambers (vocals/guitars/synths) and Shon Petrey (guitar/synths) and this song brings back fond memories. Musically, the single has some punchy/thrashy verses with a big carnival vibe of a chorus, all while incorporating fun shred moments. The band explains the single and the album further: This article has a review & links to both singles/videos out from our upcoming album "Impregnate My Hate" https://www.nocleansinging.com/2023/04/19/an-ncs-video-premiere-whythre-scorpions-of-sinai/ Link to MP3's: https://drive.google.com/drive/folders/1mls2H25MT3Zf9WkdQFWYuDFGsf5IjIhP?usp=share_link Play 'Scorchbreath' on the radio show Press release: https://kickassforever.com/whythre-melodic-death-metal-usa-unveil-video-for-scorchbreath-from-new-album-impregnate-my-hate-out-may-2023-whythre/ Our website: https://whythre.comTake some zany and serious journeys with The Pipeman aka Dean K. Piper, CST on The Adventures of Pipeman also known as Pipeman Radio syndicated globally “Where Who Knows And Anything Goes”. Listen to & Watch a show dedicated to motivation, business, empowerment, inspiration, music, comedy, celebrities, shock jock radio, various topics, and entertainment. The Adventures of Pipeman is hosted by Dean K. Piper, CST aka “The Pipeman” who has been said to be hybrid of Tony Robbins, Batman, and Howard Stern. The Adventures of Pipeman has received many awards, media features, and has been ranked for multiple categories as one of the Top 6 Live Radio Shows & Podcasts in the world. Pipeman Radio also consists of multiple podcasts showing the many sides of Pipeman. These include The Adventures of Pipeman, Pipeman in the Pit, and Positively Pipeman and more. You can find all of the Pipeman Podcasts anywhere you listen to podcasts. With thousands of episodes that focus on Intertainment which combines information and entertainment there is something for everyone including over 5000 interviews with celebrities, music artists/bands, authors, speakers, coaches, entrepreneurs, and all kinds of professionals.Then there is The Pipeman Radio Tour where Pipeman travels the country and world doing press coverage for Major Business Events, Conferences, Conventions, Music Festivals, Concerts, Award Shows, and Red Carpets. One of the top publicists in music has named Pipeman the “King of All Festivals.” So join the Pipeman as he brings “The Pipeman Radio Tour” to life right before your ears and eyes.The Adventures of Pipeman Podcasts are heard on The Adventures of Pipeman Site, Pipeman Radio, Talk 4 Media, Talk 4 Podcasting, iHeartRadio, Pandora, Amazon Music, Audible, Spotify, Apple Podcast, Google Podcasts and over 100 other podcast outlets where you listen to Podcasts. The following are the different podcasts to check out and subscribe to:• The Adventures of Pipeman• Pipeman Radio• Pipeman in the Pit• Positively PipemanFollow @pipemanradio on all social media outletsVisit Pipeman Radio on the Web at linktr.ee/pipemanradio , theadventuresofpipeman.com, pipemanradio.com, talk4media.com, w4cy.com, talk4tv.com, talk4podcasting.comDownload The Pipeman Radio APPPhone/Text Contact – 561-506-4031Email Contact – dean@talk4media.com The Adventures of Pipeman is broadcast live daily at 8AM ET.The Adventures of Pipeman TV Show is viewed on Talk 4 TV (www.talk4tv.com).The Adventures of Pipeman Radio Show is broadcast on W4CY Radio (www.w4cy.com) and K4HD Radio (www.k4hd.com – Hollywood Talk Radio part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). The Adventures of Pipeman Podcast is also available on www.theadventuresofpipeman.com and www.pipemanradio.com Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

On this episode of the Adventures of Pipeman, Pipeman interviews Adam and Sean from the band WHYTHRE. The band's sound is primarily thrash metal, and Pipeman noted how he was able to pick up on the genre without having read the press release before listening to their music. Adam and Sean both agree that the thrashy parts of their songs were derived from their love for thrash metal from the '80s and '90s. Sean started the project in 2010 as a solo project, and Adam joined in 2015 after they met at a pride parade. Adam was busking with a bucket drummer, and when Sean walked by, he handed Adam a link to his latest album. Adam went home, listened to it and messaged Sean to tell him, "Let's do it." Although Sean wasn't sure about Adam's situation as he saw him busking, he showed up on a Harley, and the two of them have been working together ever since. They both bring their influences to the table and continue to grow their music together. As the interview progresses, Sean and Adam talk about their music and their plans. Sean talks about how he is excited to play their songs live and hopes to make it to as many shows as possible. They also talk about how their music is received and how they are always trying to improve and refine their sound. They hope to continue making music and sharing it with others. You can check the band out on Bandcamp and on Spotify for the music. As for their socials, you can find them under @whythreofficial on Instagram and over on Facebook too, and finally be sure the check out the merch too WHYTHRE (Melodic Death Metal – USA) – Unveil Video For “Scorchbreath” From New Album “Impregnate My Hate” Out May 2023 The single “Scorchbreath” describes adventures Adam and Shon experienced on trips to Colombia (Santa Marta) and Detroit (Movement music festival). “Scorchbreath” chronicles a code word that was spoken to engage in after-hour events and various forms of libations. These travels hold a special place in the hearts of Adam Chambers (vocals/guitars/synths) and Shon Petrey (guitar/synths) and this song brings back fond memories. Musically, the single has some punchy/thrashy verses with a big carnival vibe of a chorus, all while incorporating fun shred moments. The band explains the single and the album further: This article has a review & links to both singles/videos out from our upcoming album "Impregnate My Hate" https://www.nocleansinging.com/2023/04/19/an-ncs-video-premiere-whythre-scorpions-of-sinai/ Link to MP3's: https://drive.google.com/drive/folders/1mls2H25MT3Zf9WkdQFWYuDFGsf5IjIhP?usp=share_link Play 'Scorchbreath' on the radio show Press release: https://kickassforever.com/whythre-melodic-death-metal-usa-unveil-video-for-scorchbreath-from-new-album-impregnate-my-hate-out-may-2023-whythre/ Our website: https://whythre.comPipeman in the Pit is a music and interview segment of The Adventures of Pipeman Radio Show (#pipemanradio) and from The King of All Festivals while on The Pipeman Radio Tour. Pipeman in the Pit features all kinds of music and interviews with bands & music artists especially in the genres of Heavy Metal, Rock, Hard Rock, Classic Rock, Punk Rock, Goth, Industrial, Alternative, Thrash Metal & Indie Music. Pipeman in the Pit also features press coverage of events, concerts, & music festivals. Pipeman Productions is an artist management company that sponsors the show introducing new local & national talent showcasing new artists & indie artists.Then there is The Pipeman Radio Tour where Pipeman travels the country and world doing press coverage for Major Business Events, Conferences, Conventions, Music Festivals, Concerts, Award Shows, and Red Carpets. One of the top publicists in music has named Pipeman the “King of All Festivals.” So join the Pipeman as he brings “The Pipeman Radio Tour” to life right before your ears and eyes.Pipeman in the Pit Podcasts are heard on Pipeman Radio, Talk 4 Media, Talk 4 Podcasting, iHeartRadio, Pandora, Amazon Music, Audible, Spotify, Apple Podcast, Google Podcasts and over 100 other podcast outlets where you listen to Podcasts. The following are the different podcasts to check out and subscribe to:•The Adventures of Pipeman•Pipeman Radio•Pipeman in the Pit•Positively PipemanFollow @pipemanradio on all social media outletsVisit Pipeman Radio on the Web at linktr.ee/pipemanradio, theadventuresofpipeman.com, pipemanradio.com, talk4media.com, w4cy.com, talk4tv.com, talk4podcasting.comDownload The Pipeman Radio APPPhone/Text Contact – 561-506-4031Email Contact – dean@talk4media.com The Adventures of Pipeman is broadcast live daily at 8AM ET.The Adventures of Pipeman TV Show is viewed on Talk 4 TV (www.talk4tv.com).The Adventures of Pipeman Radio Show is broadcast on W4CY Radio (www.w4cy.com) and K4HD Radio (www.k4hd.com) – Hollywood Talk Radio part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Pipeman in the Pit Podcasts are also available on Pipeman Radio (www.pipemanradio.com), Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Joy Malbon, CTV News; Rachel Bendayan, Liberal MP; Adam Chambers, Conservative MP; Niki Ashton, NDP MP, NDP MP; Tom Walters, CTV News; Judy Trinh, CTV News; Greg MacEachern, Liberal Strategist; Garry Keller, StrategyCorp; Anne McGrath, NDP National Director; Rachel Aiello, CTV News; Susan Delacourt, the Toronto Star; and Greg Weston, Searchlight Strategy Group.

On the second episode of 2023, the guys are coming in hot with a review of Disney's Girl vs. Monster - a completely bonkers movie from 2012! Why can't we have more ghosts, or monsters in a movie with 'Monster' in the title? Are these good parents, or should social services be called? And how about those random callouts to past horror movie staples, such as IT, Beetlejuice, and Ghostbusters?Girl vs. Monster is directed by Stuart Gillard, and stars Olivia Holt, Luke Benward, Katherine McNamara, Adam Chambers, Kerris Dorsey, Brendan Meyer and Brian Palerno.Here's the Lineup for today's episode.00:00 - Cold Intro01:33 - Intro/What is this movie/Summary 06:13 - Characters14:59 - Scenes33:04 - Intermission35:19 - Favorite Ghosts45:35 - Final Thoughts/OutroBe sure to hit like if you like this podcast.Email us at: thebackseatcritics@gmail.comFind us on Instagram at TheBackseatCritics. Follow us @BackseatCritics  on Twitter.Also be sure to follow our friends over at Play No Games Podcast on YouTube. They are also on Instagram @lookhere.fri.Be sure to hit like if you like this podcast. Email us at: thebackseatcritics@gmail.com Find us on Instagram at TheBackseatCritics. Follow us @BackseatCritics on Twitter. Also be sure to follow our friends over at Play No Games Podcast on YouTube. They are also on Instagram @lookhere.playnogamespod.

Jon Erlichman, BNN Bloomberg; Rachel Bendayan, Liberal MP; Adam Chambers, Conservative MP; Daniel Blaikie, NDP MP; Naureen Rizvi, Cheuk Kwan, Toronto Association fro Democracy in China; Genevieve Beauchemin, CTV News; Bob Fife, the Globe and Mail; Fatima Syed, The Narwhal; Louise Blais, former Canadian Ambassador to the U.N.; Max Fawcett, National Observer; and Shannon Phillips, Alberta NDP MLA. 

Stephen Lecce, Ontario Education Minister; Laur Walton, CUPE Ontario School Board Council; Rachel Aiello, CTV News; Peter Fragiskatos, Liberal MP; Adam Chambers, Conservative MP; Daniel Blaikie, NDP MP; Robert Benzie, the Toronto Star; Lisa Raitt, former Conservative cabinet minister; and Nik Nanos, Nanos Research.

Judy Trinh, CTV News; Rachel Bendayan, Liberal MP; Adam Chambers, Conservative MP; Rachel Blaney, NDP MP; Jeremy Kinsman, former Canadian high commissioner to the U.K.; Joyce Napier, CTV News; Robert Benzie, the Toronto Star; Matthew Dubé, former NDP MP; and Laura Berger, Canadian Civil Liberties Association.

Peter Fragiskatos, Liberal MP; Adam Chambers, Conservative MP; Taylor Bachrach, NDP MP; Melanie Nagy, CTV News; Paul Workman, CTV News; Rachel Aiello, CTV News; Zi-Ann Lum, Politico; Joel Harden, Ontario NDP MPP; and Lori Nikkel, Second Harvest.

Hub Dialogues (part of The Hub, Canada's daily information source for public policy – https://www.thehub.ca) are in-depth conversations about big ideas from the worlds of business, economics, geopolitics, public policy, and technology.The Hub Dialogues feature The Hub's editor-at-large, Sean Speer, in conversation with leading entrepreneurs, policymakers, scholars, and thinkers on the issues and challenges that will shape Canada's future at home and abroad.This episode features Sean Speer in conversation with Conservative Member of Parliament Adam Chambers on his private member's bill to combat money laundering in Canada and the political and policy consequences of generational change in Canadian Conservative politics.If you like what you are hearing on Hub Dialogues consider subscribing to The Hub's daily email newsletter featuring our insights and analysis on public policy issues. Subscription is free. Simply sign up here: https://newsletter.thehub.ca/.The Hub is Canada's leading information source for public policy. Stridently non-partisan, The Hub is committed to delivering to Canadians the latest analysis and cutting-edge perspectives into the debates that are shaping our collective future.Visit The Hub now at https://www.thehub.ca. Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Peter Fragiskatos, Liberal MP; Adam Chambers, Conservative MP; Rachel Blaney, NDP MP; Beverley McLachlin, former Supreme Court chief justice; Richard Madan, CTV News; Joyce Napier, CTV News; Justin Ling, freelance reporter; Kevin Page, Institute of Fiscal Studies and Democracy; and Melanie Paradis, former director of communications for Erin O'Toole.

Today Aidan is joined by Adam Chambers the MP for Simcoe North and the Deputy Shadow Minister for Finance and Middle Class Prosperity. On today's interview Aidan and Adam discuss his career, budget 2022, and his work in the house. Check out Adam's work here https://www.adamchambersmp.ca/ Recorded on 04/11/2022 Adam Chambers was born and raised in Midland and currently lives there with his wife Jane and their two children, Davie and Cooper. Adam attended St. Theresa's High School in Midland before going to Western University to complete law and MBA degrees. Previously, Adam worked as a senior advisor to Canada's Minister of Finance Jim Flaherty, as Canada successfully navigated the global recession and financial crisis. Most recently, Adam served as Assistant Vice President at one of Canada's largest life insurance companies. Adam is also an entrepreneur, founding an online education platform to assist college and university students with licensing exams. To date, they have served over 13,000 students. Adam has been an active volunteer in the community having served as a member of the Board of Directors for Waypoint Centre for Mental Health Care in Penetanguishene from 2015 to 2021. Adam was also a founding board member of Building Up, a non-profit whose mission is to create employment opportunities in the skilled trades for at-risk youth.

Rachel Bendayan, Liberal MP; Adam Chambers, Conservative MP; Rachel Blaney, NDP MP; Patrick Oppmann, CNN; Nik Nanos, Nanos Research; Greg MacEachern, Proof Strategies; Laryssa Waler, GT & Co.; Anne McGrath, NDP National Director;  Greg Weston, Earnscliffe Strategies; Omar Sachedina, CTV News; Rachel Aiello, CTV News; and Susan Delacourt, the Toronto Star.

Hub Dialogues (part of The Hub, Canada's daily information source for public policy– https://www.thehub.ca) are in-depth conversations about big ideas from the worlds of business, economics, geopolitics, public policy, and technology. The Hub Dialogues feature The Hub's editor-at-large, Sean Speer, in conversation with leading entrepreneurs, policymakers, scholars, and thinkers on the issues and challenges that will shape Canada's future at home and abroad. This episode features Sean Speer in conversation with Conservative Member of Parliament Adam Chambers on economic and fiscal policy, his policy goals as a new MP, and the implications of generational change within Conservative politics. If you like what you are hearing on Hub Dialogues consider subscribing to The Hub's daily email newsletter featuring our insights and analysis on public policy issues. Subscription is free. Simply sign up here: https://newsletter.thehub.ca/. The Hub is Canada's leading information source on public policy. Stridently non-partisan, The Hub is committed to delivering to Canadians the latest analysis and cutting-edge perspectives into the debates that are shaping our collective future. Visit The Hub now at https://www.thehub.ca Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Amanda Lang, BNN Bloomberg; Carlene Variyan, former Liberal chief of staff; Jenni Byrne, former deputy chief of staff; Farouk Karim; former NDP press secretary; Perrin Beatty, Canadian Chamber of Commerce; Jasmin Guenette, Canadian Federation of Independent Business; Glen McGregor, CTV News; Kevin Page, Institute of Fiscal Studies and Democracy; Jagmeet Singh, NDP Leader; Cindy Blackstock, First Nations Child & Family Caring Society of Canada; Amita Kuttner, Interim Green Party Leader; Scott Reid, CTV News Political Commentator; Jean-Denis Garon, Bloc Québécois MP; Adam Chambers, Conservative MP; Chrystia Freeland, Deputy Prime Minister and Finance Minister; Peter Bethlenfalvy, Ontario Finance Minister; Joyce Napier, CTV News; Stephanie Levitz, the Toronto Star; and Ian Bailey, the Globe and Mail. Erin O‘Toole, Conservative Leader (Live News Conference).

Dave Eustace, Matt Cumani, Troy Corstens, Julius Sandhu, Shane Fliedner, Lindsey Smith, Adam Chambers, Pat Carey, Mathew Ellerton and Ken Keys preview the chances of their runners.

Max: Hello, welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster and today, on the show, I'm super happy to welcome Adam Chambers who is the founder, CEO of Applichat Healthcare. Applichat is a company I've first found about on another podcast The Chad and Cheese and was one of the first companies, along with  mine, to move into the chatbot space and applying chatbot specifically to the challenges of sourcing and sourcing on social media. Since then, Adam has focused his company on the healthcare, on the booming healthcare sector, which has gone through so much changes in the last year and we're here to talk to him about sourcing and how to source for nurses and healthcare professionals and anything else that where the conversation might take us. Welcome to the show, Adam.Adam: Thank you so much. To everyone listening, I just wanna say Max is amazing. Really helped me with my career. So, you should keep listening to the show and buy his stuff.Max: Thanks, buy my stuff, yes, and I'm not selling on this show. I'm just using it to remind ourselves that recruitment never stops, that never stops changing and that to stay abreast of what people are doing and maybe get a couple of ideas for my own business, as I hope some of the listeners will. So for the people who are new to Applichat and Applichat Healthcare as newly-rebranded, can you say in your own words what you guys do?Adam: Yeah, so, we really specialize in connecting nurses, employers in under 48 hours. So sort of means you guys pay, because whenever it comes to job search as a nurse you have four or five different options and the one that's gonna give you an offer quickest is usually the one that you're gonna take. Like they don't have a time to mess about. So what we do is we make tough application process, like you do with your chatbots, simple as possible, 60 seconds, five to ten questions. And then we immediately get them in front of a recruiter, at one of our clients. So, it's an instantaneous process.Max: Front of the panel, before it hits the ATS?Adam: Yeah pretty much, like before even they send their resume. We try and call them within one hour, get them booked in. And one we sent one on Friday, so today's Monday, we sent one on Friday and she just got made a job offer today plus two working days, we can say to the nurses that we're the best cause we have these relationships with our clients where we can move you quickly and then to the clients we say, nurses want to be moved quickly so when can I do that for them?Max: Mhm. The time element with nurses, is it more acute than you know I guess other jobs? I guess the time elements become more pressing the lower the salaries are, it seems like you know. The people who are less paid on the great you know pyramid of things, are the ones who need the money the most, and the highest time pressure, I suppose, to act on things. But generally speaking, I would imagine that healthcare workers, presently, are very well-paid, that they would be in their comfortable category.Adam: Yeah, I think a nurse could expect to get 70 thousand dollars a year, depending where they are, it's an average. The speed thing is not so much that they need the money, it's more so that the employers need them. So, they'll make four, five applications and then it's a matter of sort of who can get to them first. So, I think there is like—where like the first employee you speak to, the first one you interview to, the first facility you visit, it has an improved impression compared to the other ones. So, that's why it's so important to be the first one to get an active job-seeking nurse because here she already has four or five applications and there'll be a couple offers by the time you speak to them.Max: Absolutely. So, I think that's true for most jobs and certainly in a hot market like this, it's a race. So, the diss on social media and social media sourcing is that, yeah, you can get leads but they're not good quality leads. These people don't even pick up the phone, they're not qualified candidates. How do you work around that objection and what are your thoughts on social media versus job boards?Adam: I think, if you could get a hundred applicants from Indeed, more would get hired than the hundred that you get from Facebook. So I don't think it's a black and white diss of saying that social media doesn't work for recruiting, it's a spectrum. Social media works for recruiting, you just need to get more candidates and that's actually a good match because 70, 75 percent of nurses, at least, will go on Facebook or Instagram every single month compared to  five, ten  percent go on Indeed. So, you've got a bigger market of candidates, but less competition when it comes to employers. So, I love the spectrum ranges, from just looking to ready-to-apply on social media. The fact that there is that portion of ready-to-apply, means you can still make placements and just as many placements as from job board seem to get more people. And at the same time, that perception of rubbish leads who don't pick up the phone. I think it is ingrained in the people because they're so used to getting their candidates from Indeed or through this career site. Like people who take loose steps to find a job and they don't know how to treat a lead, like they don't even call a lead, in our space at least, they just say, as a nurse, he isn't interested. Whereas, we know, like you have to market to those people and you have to send them emails and a text every so often and like build the candidate pool and then you can use those. So...Max: So you're building the talent pool by getting their attention, but once you've got them looking, it may take a few ads, a few messages before you can activate them into a job-seeker.Adam: Yeah. It's more like a few months, and sometimes none of them will, but you have to do something.Max: You know. That's how to make the economics work is to have that re-engagement strategy. So, maybe from practically speaking, what are the initial steps if somebody says you know, well, I don't wanna create competitors for Applichat, but if somebody says, I'm a healthcare provider, I wanna hire some nurses and I haven't tried, I don't know, Facebook or Instagram, is that where you're advertising?Adam: So, we don't really talk about so much like in those presentations whenever we're selling to someone because if we say the word Facebook, like, that has so many connotations to them that it sort of distracts them away from the point, yeah. But if we are advertising there, like, we use the traffic that go onto that site, advertise to them. That's how you utilize it.Max: Okay, yeah. I think most marketplaces are the same way. Everybody goes to the same places to get traffic, which is you know you go where the people are, which is TikTok or Facebook or Instagram, and then you drive people to a website. And so, you've stopped maybe doing the whole native lead capturing where you do everything on Facebook, and now you drive them to a more, let's say, traditional website?Adam: So yeah, well it depends what channel we're advertising on. So, if for example, if we're doing it on Instagram like then, it get real easy for someone to input their information, like natively. But if it's on Youtube, it's better if you send them off Youtube, on the website. So it really depends, I think, on how people are used to using the channel and then what technology the channel provides to enable you to take advantage of the people who are using it. Not on a bad way, that sounded bad. Take advantage of their behaviors.Max: For example, with the retargeting or being able to, you know, to organize the profiles and categories?Adam: Yeah, exactly.Max: So, um.Adam: Retargeting, it comes back to, like, the spectrum I was talking about. If someone isn't ready to apply, then it would be a good idea to retarget them with an ad which acknowledges that. So, if for example, you have Talkpush as a CRM, for example, and a candidate's been stuck on a stage for a couple of weeks, then I like them to start a campaign which has a message directed to people who are still thinking about it. It's a much smarter way to advertise and just like pushing jobs to like people who aren't listening. Max: Mhm. And for example, that kind of content would be a video about, you know, career reconversion. Would you advertise directly some employer branding materials and videos about this is why it's so great to work here. How do you do it in a more subtle way than just push job description?Adam: Yeah. There's two useful ways. So, the first is what you mentioned, employer branding stuff. Stories of real people really resonate well with nurses because a lot of them have a calling to care for people, so they really value personal connection, and also they value the opinions of other nurses, more than anything. So, personal stories like that, people speaking to the camera. Or, you can just, sort of, call, what's the saying, call a spade a spade, and say like, hey we saw you clicked in our ad recently, still thinking about it,  and just sort of call that out and then revisit some of the reasons why they might have clicked the ad in the first place.Max: Right, reminders and retargeting that way. I agree with you that these personal stories would be great, sort of, bait. And for Applichat,  are you bringing stories during marketing, you bring stories from your different customers in the healthcare space, and you go straight to the candidates to share their stories or you have more targeted campaigns that are customer-specific? Is it branded Applichat or is it branded for your customers?Adam: Yeah, I think of like, you're gonna tell the story of the place of work and the people that they will work with. They don't really care so much about our process and how we help them. They care about what their life will be like in this new job. So, you wanna, like, show them what it could be like, show them that beautiful reflection could be them, if they do it.Max: That initial lead that you engage with, so if somebody wants to get started on sourcing on social media, they wanna make their own mistakes, and they wanna figure it out without going through your company, how would you advise them to get started? You know, to get more familiar with social media sourcing. What would be step one?Adam: So, step one, get a hundred dollars from someone.Max: Their parents?Adam: Just get, say, cause you always have to think like, of the practicalities first I think. So in the past I've done webinars on using Facebook for jobs, but no one ever does it. You just think about the practicalities and the settings. So, you need to get approval from someone and a hundred dollars, a small budget, from someone who has decision-making authority and say, I wanna try this new thing. And then it's just a case of starting going on Google and Youtube and looking up how to create ads on Instagram or Facebook or Youtube. Follow that through, create an ad, and I think the most important thing is your ad shouldn't be a job description, it should be an offer. Because on these sites, you're not competing with the retirement home next door or the hospital next door, you're competing with Coca-Cola, McDonalds. Everyone trying to sell everyone else's stuff. So, it's so important that you are able to catch people's eye, awaken something inside them, make them feel a bit of emotion, and you can't do that with a job description which says the working hours and the responsibilities. You have to come in with the PN points and the potential solutions. So for example, one of our ads is for relocation to North Carolina and we're targeting travel nurses. So, we will go wide with a message to those travel nurse that talks about how they might be tired of moving about so much, that talks about how they might be frustrated with the inconsistency of their lives, and then comes in with the opportunity that get like consistency, stop moving about, and still live somewhere which is beautiful.Max: Put your life in order and go watch the beautiful trees as autumn comes to North Carolina.Adam: Yeah.Max: Like a travel ad.Adam: Yeah, we need to like, recruiters need to go away from like the science of like number, well numbers are important but like, don't just say the facts, you know, tell the story as well. We need to move towards being like poets and artists and writers. I think we need to think of ourselves as higher than recruiters cause we're all doing so far more than just creating jobs and filling jobs. At least that's how I think about it.Max: Everything that you just said is quite opposite to some of the advice I've been delivering myself, which isAdam: Oh yeah?Max: You know in some market, you have very direct advertising, just don't forget to put the salary, you know, don't forget to be very specific because you don't wanna mislead candidates into not knowing what they're looking for. But, I suppose, I'm thinking more about active job-seekers. Even before that you're opening their mind to the possibility of a different career or relocation and still today, I think, Facebook and Instagram, or Youtube, they don't allow you to target specifically job-seekers, right? It's not like you have a cookie on their browser and you know that they were on Indeed and Zip last week.Adam: Yeah, you need to target them with what you say in the ad. SoMax: Yeah.Adam: That's what you need, something that's gonna make them click on it.Max: Yeah. Right. Well, I think we've got some great bits of information and advice here for our audience. So, thanks a lot Adam for sharing, and how can people get ahold of you and Applichat if they're in the healthcare space and looking for help in hiring more nurses?Adam: Yeah, just add me on LinkedIn. Adam Chambers. C H A M B E R S.Max: Great. Adam: That's it. Max: Thanks a lot. Thanks for joining.Adam: All right, thank you for inviting me. Cheers. Max: If you're sourcing on social media, the best thing to do is to tell a story more so than in other medium, a job description won't do it alone. You need to tell the story of the people whose life you're going to effect. Adam Chambers has been doing that for nurses, but the same holds true for other professions. Hope you found this interview inspiring that you got something out of it, and that you'll be back for more, remember to subscribe and share.

Welcome to the think  like marketeer: marketing  strategies for recruiters webinar.Talkpush created these webinars that we do believe that with a couple of gifts from marketing, we can definitely level up the game of each recruiter in the recruiting industry.I'm going to stad eating the welcome to Max. We're very lucky to have you. He's our CEO at Talkpush. So max, the word is yours. Hello everybody. Good morning. Good afternoon. And good night wherever you're logging in from. I'm the CEO of Talkpush. We are a recruitment software company, which deals with really high volume and we've  built a bunch of technology that helps us  manage wide recruitment funnels, which requires.Very wide advertising and marketing funnels. So naturally we've had the opportunity to work with cutting edge recruitment marketing teams who are spending hundreds of thousands of dollars in marketing and investing in their content strategy. And so on. And in our years in the space, we've come across some really like I said, cutting edge professionals and people who are deep experts in the field of recruitment advertising and so I'm really excited to see what we're going to hear from our two speakers today. Adam Chambers and David Lim who represent Applichat and ThinkCrumbs and who are two experts in the field of digital advertising particularly on Facebook and other high volume channels.I thought I would kick it off by saying, well, first of all, we live in a world where it's never been easier to have  a lot of data and so the problem has in a way shifted from where can I get candidates to, how can I get, how can I manage all those candidates, which is a very different problem and this is not simply a trend which dates back from, I mean, this trend staded a long time ago, 20 years ago. But it's actually still accelerating, meaning. In 2020, you can get way more leads than we can get in 2019, strangely, even though in 2019. And it was already probably an age of plenty full in terms of generating leads and candidates in 2020, it's even more so we were just commenting on the fact that the cost per questions, cost per leads has dropped considerably over the course of this crisis and and on top of that, the trends that had already staded with some of the aggregators that are providing free traffic to employers, such as Facebook jobs and Google jobs are further accelerating during this time.People have more time at home, more time to browse, more time to search, more time to apply for jobs. And so the volumes are going up and I Talkpush. We were lucky enough to work with some of the largest employers in the world, and we can see their candidate traffic has increased considerably in a while.Companies were still feeling a little bit, and shy about hiring. We have more than double the volume of candidates that we had back in March in the month of June and that is not driven by advertising. You know, people have not increased their advertising budget but they are getting more volume, nonetheless.So does this mean that advertising is over advertising is dead, not at all. I think  there's two facets to advertising. One of them is indeed finding your audience. The other one is making sure that you're attracting the right kind of audience and today the opportunity is there for you employer you know, employment branding, experts to attract the right kind of audience by having a very differentiated message which is where the battle lies today.Anybody who spends time on LinkedIn and I assume everybody  on this webinar has spent time on LinkedIn as a talent acquisition professionals do we'll agree that it has become an overload of spam of noise. And it's very hard to get hurt, very hard to stand out kind of the way Facebook was a few years ago.and in this environment I've seen over the last few weeks, some advertisers who were able, some employers were able to adjust their strategy very quickly, sound more authentic, create more unique content and win market share in that sense and in the war for talent, win market share and win mind share by standing out from competition in a world where everybody is advertising everybody is moving online, where every company is doing webinars as well. It's not just Talkpush then. It really boils down to the quality of the content and, you know, the authenticity of the message. So that's kind of leveling the playing field. It means for people who are on this call, who do not have a big advertising budget.Okay. We don't expect that you do, you know, entering into Q3 2020. Obviously your finance department is not going to give you an increased social media advertising budget compared to the beginning of the year, considering the recession. But  even if you move 20% of your ad spend from job boards to social media, you're going to be able to experiment and do a lot of things with that tiny 20% bunches because if you have a real differentiated message where you can talk about something that you're doing, that's uniquely speaking to our time. For example, you could talk about how you're taking care of your work from home program or your company culture, or how you're adapting to the new normal, this kind of messaging.We'll find an audience in this current climate and will allow you to attract. A lot of candidates for a fraction of the cost that it would cost you under normal circumstances and that it would cost to only six months ago. So this is a great time to experiment. And I think that this is what we're seeing  with our customers.Pablo if you could share the slide that I sent you with the data. Thank you. This is the number of job applications that are coming through our software and through Facebook jobs and Facebook job currently does not charge for advertising.Meaning these applications just come in free of charge and are passed on directly to our customers and so far Facebook is not advertising for it. They will, at some point in the future we have the same trend actually happening with job boards and with aggregators like Google jobs.And so, you know, as I said,  there's more volume, more volume than ever. So I think the battle has shifted a little bit to who has the biggest budgets to who has the most unique voice. And I think there's nobody better qualified to speak on this particular topic  than Adam who has staded a company called athlete chat, who specializes in conversational interfaces for recruitment and, and social media sourcing.So with that, I'll pass it over to you, Adam.All right. Thanks very much, Max. I appreciate your introduction. Yeah, we're using Facebook jobs a lot, so in my age, We help recruiters like you all source for hard to fill in roles using social media. So we're all about getting in front of account continents, where they like to spend time on making it very easy for them to apply to your jobs.So what I'm going to talk about today is how we're using the hub specifically for nurse hiring, which is a major job shortage in the USA, but  this can work for any role really using social media. So yeah, I'll reach out. So our specialty is really a consultative approach. Sourcing difficult possessions. So clients will come. They often say, Adam, we can't hire enough nurses. We've used it indeed. We've used it onLinkedIn. We've tried cold calling it, but it just isn't working. Hi, can we get in front of our ideal candidates?And how can we actually get them to change their lives and come on, work for us, the solution and  the way you do that is by making them offers. So what I'm going to discuss today is really about how we can make offers to our candidates and how we can disrupt the patterns of scrolling on social media to make them stop, look at the ad and actually take action on it.So I, first of all, outline, if you're not really convinced of the route, either the impressive opportunity which exists so much over there, I'm just going to reiterate it and make it relevant for jobs. So 10 times, many people. Every single month would go on Facebook or Instagram all the job boards and on indeed.So yeah, people are going on okay. More people are going on. The job board is on, I think about 60 to 70% of nurses would go on Facebook or Instagram every single day. And the average person with him has a demographic mood span, two hours or more on the sites.So charge the people who are scrolling for two hours or more. Each day, 60 to 70% of them are doing it. And these platforms run off advertising. So, you know, Facebook owns Instagram as well, and they make money by serving odds to customers. In this case candidates, whenever someone clicks on the ad Facebook makes money.So they will share that ad. The opportunity compared to job boards. I just want to make it a little bit more clear if we looked up our demographics. So we looked at Toronto and Canada and we just looked up nursing jobs and we found 974. Next step. We looked at those hospitals, agencies, health authorities that  advertised on deed, and we only found 20 of them posting jobs on Facebook.So nobody else you think about the visitors to jobs posted ratio for Facebook? It's over 3000, but on the job board, it's five to 10. So massive opportunity, massive market, and a massive opportunity to get ahead of your competition here, trying to recruit the same people. However historically the reason my agency exists is there's a bit of a problem with sourcing on Facebook.So of all the different categories of jobs or of ads posted on Facebook and Instagram jobs are to get the lowest amount of clicks. So less than a third of the best performing category, which is legal ads. And my opinion, like the reason for this is threefold. So a lot of job ads just stad with saying, we're hiring.This is what you get, submit your resume here. The fact is most people on Facebook are scrolling. They're looking at pictures of cats that they are selling to their friends, and they're rarely gonna have time to go away and create a CV. And because there are what we call passive candidates. So mostly not seeking a new job.They're rarely going to have an up-to-date CV to Sandy. They're just not gonna disrupt their schedule and disrupt their crucial experience to go off and go over to their computer and create a resume that kind of leads into 0.2, which is making a direct call to the options. So asking people who have seen your ad for the first time, perhaps to learn about your company, your hospital for the first time, to create a whole job application for you.The third would be really shouldn't be yourself in the food. If you do a great job on the ads, but not on the targeting, whenever someone clicks the ad, if they go to a career site where they have to meet a client, create a password, tell their life story, and register all that stuff it disrupts the experience for the candidate.It actually results in Facebook showing your ad less. So Facebook prefers to show out which gets more engagement and results because then. Customers will pay Facebook more money. So whenever you put up an ad, which links to a career site, which doesn't generate applications and isn't more optimized for mobiles your ad is going to perform less.You're going to waste money. You're going to sort of go around in that circle of wasting budget, not getting enough candidates, looking for another solution and wasting money. So what is the solution to that? I want this to be very actionable, something which you can all Google and implement in the next couple of weeks to source more candidates from these sites.Sum it up in three words, it's called pattern breaking offer. So to help me visualize this I've split it into three. As three separate divisions, which I'm going to sort of use as the structure for my presentation here. So a pattern break and offer is something which stops your ideal candidate from scrolling, convinces them to engage with your job up and then provides an easy way for them to exchange information with you.Whenever you advertise outside of job boards  on sites like Facebook and Instagram, you're competing against McDonald's, you're competing against the gap bowl. All the biggest brands in the world are vying for attention and they will use this exact same strategy. So they will post an offer, which stops the target customer from scrolling.Keen to engage in and provide an accessible guy for them to make a purchase. So this isn't something I invented, like in my bedroom here this is something which has been tried and tested and billions of dollars being spent on this. So before we get started, I just want to do a little bit of a pool for everyone watching.You're going to have the opportunity to vote on this and have a guess how many feeds does the average person scroll on their phone each day. So just sorta like there's are many feeds, would people scroll on their phone per day?Drum roll.All right. So I'm just going to give a few seconds, Mary. There it is. So those are the results. 600. Okay. I'm interested. If anyone here scrolls 600 feeds a day and what are you looking at if you do? So I think I would be in that 600 mark, cause I'm just always like on Facebook for some reason. The answer is I can go to the next slide.Here are actually 300 feeds a day. So that's the size of the Statue of Liberty, pretty hundred feet today. You need to do something which is going to stop that person in that 300 feeds Germany. And that's, that's really what I mean. When I say stop the confident scrolling, you need to put something in front of them, which makes the form pause mixed up.This is interesting. This breaks the pattern, and this makes me want to do something about it. The biggest stung, the most effective way to do that is through an image. So we, as humans, love to look at things. We're very curious creatures. And whenever someone sees a striking sort of emotional image, which has bright colors, which is shiny objects, they will usually have a look at it at least for a few seconds and give it some of their attention.I also want to know a bit about what images do you think work on? What images do you all use for job ads? Could you let me do one another? Paul, who would use stock photos like this one in your job?Alright, perfect. So with people answering there is let me share those results with you.Oh, cool. So we got absolutely. No, I mean I'm 30%. Yes. 30%. Sometimes I would probably fall into like, I think sometimes if I have to its,  fair enough. I would say if you're a staff. It's fair enough. Sometimes you can't go under the employer and put an ad up, but  if you work in a hospital or if you're working in house, in my opinion, really, there's no excuse for using stock photos because it's so easy to just take your camera go and take a picture of people working doing their jobs.So we actually tested this, we put up a stock photo like this one on the right, and now we put up a photo like this one on the left of real people. This one on the left hair dog, 50% better conversions. Whilst we can't be a hundred percent sure why few things, if I'm scrolling that 300 Feed a day, one of the things that is gonna make me stop is if I see someone who's exactly like me, who is in a similar situation to me, So if I was a nurse I saw the one on the right here.Let's just talk a little bit about what would interest me. So there's three nurses in this photo or three medical staff, at least you've got a one smiling looking on in the background. You've got a sort of mother and father type figure here, and you've got a child in the middle, in a car. The research behind this was we talked to the hospital and said, what sort of situations do your nurses enjoy being in?And they said, Hey, Joey, caring for families are seeing their patients happy whenever you compare that to this photo. Here it's a much more realistic situation. It's a much more natural situation. It really just breaks the pattern of other stock photos on social media, because even though we saw.Like a percent of people use stock photos and really most recruiters people's job out. Something really got to the stage yet where they're not using them. I even heard reports of like different hospitals using the same stock photo to advertise their rules. Whenever you use something, like I said, it captures attention.It helps people's eyes looking deep into the soar, the, of it. And it really just sort of makes them stop looking at it. And that's really all you got to do with the image in your social media job, replace the stock with the reality and get people to stop and sort of drink in the photo. So once you've done that, you've made them stop.You've used an interesting photo. Maybe you've got it from your branding team, your marketing team, or even if you've just gone into the office and took a photo. How can you convince people to actually engage with your advertisement? Because. If you look here less than half percent of people on Facebook would ever click a job, this is the most important thing, the most important part of your offer.Really this is about, as I said, being like big brands making offers, which got people clicking. So again, I want this to be really actionable. So if you're taking notes, split this into four parts, and that will be calling out your ideal candidates, pinpoints, which they would currently name the clear reason for taking the option.Let them know why the new rule will be of direct benefit to their lives. Highlight the urgency of taking action. So I'm going to show you an example of a job ad for nurses. ICU nurses. In Toronto. And we actually managed to hire two nurses for three and a half thousand dollars using this ad, using this offer which see if the client paid 30,000 and what they would have paid staffing for.So here's this $30,000 job. And I'm going to explain that if you look in the second paragraph, you can see, you know, we even had a mistake in the punctuation. We didn't put a question mark after the nurse even though  it still performed really well. That's because we made a direct offer to our ideal candidates.Talk through this. That's how it will look on how this is structured and how this was built. You can see in the first line, we stand off with calling out the audience. So again, if you want people to stop scrolling so much, you have to communicate directly with them. If you put in the first line of your advertisement, their location and their job title, it's gonna trigger something in their brand compared to, if you just say we're hiring.So it says, Hey Toronto, I see nurses whenever we just sorta, yeah. Check, check off each of these, we're going to call them like their pinpoint next. So the way you do this is you talk to your current employees. You talk to your current candidates and you talk amongst yourselves as recruiters. And you say what the ideal candidates our employees dislike about either their current job or their previous job.So with this hospital, it was ICU nurses having to do administration. So that's the pinpoint. We have identified that they don't like doing administration. They want to focus on caring for. The sickest of the sick when they need the nurses the most. So that's what we did. We called it the pinpoints they experienced in their current job.We drastically reduced the album. So again, think about it, think about what difficulties your ideal candidates are facing, and then employ that in our advertisement. Next, you want to name the clear reasons for taking option and then kind of let them know how it will be of direct benefit. So you can see here, we put sort of three little texts and the main reasons they would get an education bursary and to get the opportunity to do less admin and follow their calling.And then they could experience working in a digital age. So really kind of drilling home. The benefits of taking action is going to make someone do it. It's much better than talking about yourself, saying we're a world-leading hospital, and have this many patients spending beds. People don't care about that so much.They care about how the ad is going to change their lives and their career. So if you say we're a world-leading hospital, what's that going to do for me? We could have said , we're a technological hospital. We've got an advanced theater. We did bring that in. We say we have a digital command center, but the benefit of that to you is informing your decisions better using hospital idea.So make it all about the benefits to the candidate. Really focus on them instead of yourself. Final one I want to point out is the urgency aspect. So a lot of major Browns will do this as well, say limited to a mine or a limited time only. And even if you can hire anyone you gathered, there's always going to be a limit to the amount you can process.So I would encourage you to say no where, either we're seeking one person, two people, five people for this rule, a soup that people take action on, have a bit of urgency there. So that's an offer. That's an example of an offer. If you would like after this webinar. Create something a bit like this.Even you can do it on a job board or on social media and then send it to me. Chambers on LinkedIn on our that, you know what I think about it, again, review this slide. So here's the four points about making an offer and take massive action, put something out there, see how it goes. The final point I want to make.So we had our image, which makes them stop. We have our offer, which makes them want to take action. Now we need to provide an accessible way for them to take the next step. So don't ask for a resume and don't send them directly to the homepage of a career site where they need to search for a rule. That's very difficult to track. There's several ways you can play this. So instead of actually putting on your Joe about applying, you could say click, learn more to find out if this is a good match for you. Or fix our message to find out how much actually you can earn. What this does is this gets more people to engage with your ad.So Facebook will know that people enjoy engaging with. We're going to promote that above. Say the competitors are, who only get people click and who won't they apply. I always recommend putting a bit of automation screening in between the click on the application. So you can use a landing page or a chat bot, like Talkpush to ensure only qualified people get through.But just because social media sites are built on a paid advertising model, they always promote the outlets, which get the most interest and engagement from the users of the site. So it's really useful to trial these different calls to action, to see which one your convenience respond best to.Just to sum up, I'd love to answer any questions you have at the end. There are three kind of main points that you want to follow here in advertising on social media. So, number one is you want to stop people scrolling about 300 Feed a day by using a real life image. Then you want to convince them to engage with the ad with a relevant offer, which speaks to their deepest desires and highlights the benefits of why you can solve their problems.And then number three, you want to provide an accessible way for them to exchange more information, stad a conversation with you. So I hope this helped sell me a message on LinkedIn. If you have any questions, I have this, my name, this is my LinkedIn COVID or whatever. Thank you so much for that. Thank you. Those are great advices. I really appreciate it. And like you said, any questions, please feel free to put it on the shack and we're going to go over at the end of the webinar, answering those questions as well. So we do have our next speaker which is David Lim.Let's really have you. Thank you so much, Navy. He is performance marketing lead for think trumps was gonna, who's going to talk now and give us some great advice, some to just thank you so much, David. Awesome. Thanks, Pablo. So hi everyone. My name is David and I am the founder of ThinkCrumbs.We are a performance marketing agency, essentially. We utilize all types of paid advertising across the board in all of them. And one of them is also in, in the, in the jobs industry. So today I actually wanted to go over some action steps that you guys can take immediately to actually elevate the processes that you already do at the moment.So let me just share my screen.Awesome. All right. So first things first, what I actually wanted to go over was how we communicate with our existing audience, right? Today, I actually want to go about controlling the narrative. And it's more on optimizing your ad strategies for your ideal customer experience. And when I say customer for you, for some of the people we have today, it may be candidates that you are ideal candidates that you are looking to hire, or it can even be customers that you want to get.So these fundamentals can be essentially used across. So are we communicating the right way, the talent in the context of actually hiring and talent acquisition, we want to make sure that we fully understand who we're speaking to. Right. So let's say we go into more specific, such as are, do we know how we should be speaking to people based on their position based on their technical requirements or be based on certain talent personas the way I would speak to somebody on the rank and file level versus somebody I'm speaking to at the C level or managerial level is definitely different.They both have different aspirations. They both have things they are both comfortable with and they both have different drivers of motivation. So going back to what Adam was actually saying before in hand and how we draft up your actual ad in terms of copy you want to make sure you first understand how you can actually speak better or communicate better through your talent personas.This way you have a higher chance of actually stopping them, but from the very onset of advertising, right? You don't want to be like every other market  out there just pushing out something, you know, I'm applying now just to go to a job that ends up in the career page. So those things, every other person, every other company will be doing.So how you can essentially stand out is from looking at and scenario working backwards, right? So based on your customer personas, based on your higher purpose thousand personas you want to make sure to understand what they really want. And what their fears, their motivations are and utilize those data points to actually improve the copy.A fair advertisement. So that's the first part, right? So let's say we already understand who we're speaking to. We already understand who, how we need to speak to these individuals. The next up is we have to now understand how to utilize the existing platforms. Right. When I say existing platforms, this is for the example of Facebook.So let's talk about your ad objectives. Now, for most of you out there who have already done advertising that say on Facebook you're probably know that Facebook offers you different types of ad objectives. Now why it's important to actually look at this in the first place. Number one it will heavily affect the cost of advertising that you do for your business.And again, this isn't just for hiring. It's also for other industries as well. Now how it works essentially is that you have a little bit of machine learning involved in advertising which is why myself as a performance marketer, we always make sure to take a look at the data. So let's get into it.From the leftmost side of my screen you'll notice that  it says brand awareness or reach. Facebook offers an ad ad objective called brand awareness or reach, right? So with brand awareness and reach the you're telling Facebook, I actually want to find more people or just reach more people regardless of the quality of the audience, or regardless of the quality of who you're speaking to the, the ad will help you find more people how you can actually augment this type of advertising is of course you do more detailed targeting, but overall brand awareness and reach objective will help you find more people.Now I do suggest to use the brand awareness or reach if you're at the scale, if you're a bigger company and really want to reach out to a massive scale, right? Not just something that's hyperlocalized or something that's focused on on just one city. Although it is a possibility the brand awareness and reach objective is really for a massive scaling in terms of getting people aware in terms of brand recall people are aware of your brand in general.The example that I actually placed here is by McDonald's. So McDonald's was hiring, not just a rank and file level but more on at the managerial level, right? They were hiring restaurant managers. So what they did is that they push out this ad towards here towards a local group, a local asset.And the goal of it is really to make sure people are aware that they are hiring as a map for managers now that's one, this very specific case scenario when you're using brand awareness. Where you want to just reach more people. if you're a bigger company again, and your budgets   maybe  not really infinite.But then in the higher average level, then you may want to explore this type of objective because the cost of actually reaching the certain users is cheaper, essentially overall. Now the next ad objective in the middle is what I call a page post engagement or BPE as we call it now.The page post engagement ad objective I believe is much more specific in terms of campaign oriented push. The ad I did place here is from VSI via the call center. And what they did is they grabbed a group of individuals  from their company and they place a credit in the middle, right.Middle of the room. And in the each side of the curtain, You have two individuals, right? One individual who is an actual call center employee. And one, who's probably just a random bystander. And what they did was is that they asked the bank standard to give their opinion of what they think about call center employees.And, you know, the, mostly the opinions were kind of harsh. Call center employees are barbaric. They're not educated. So on the other side of the curve, then you have the call center employee just listening to all this. And what this triggers essentially in terms of advertising is emotion where I would use the page post engagement ad on Facebook is if you are.Very much running our campaign level specific type of execution where in it's for a limited time only I would say probably around the three to six month period, if you're running a very campaign specific, you know, you've got a production company, you made a very engaging video and you want to push it to a good degree.Then you may want to explore the page upon page posts and location. So how is it different from the brand awareness part? So in terms of actual optimization and machine learning the page post engagement gets people through their app, more to your certain posts. Okay. It's very different from getting people aware about your brand versus getting people aware of the type of campaign you are running at the moment, you know?So a brand awareness type of campaign, you can probably run for a longer period of time for a page post engagement campaign. If you're doing a very campaign specific objectives, then this is something that you want to do as well. Now onwards the third type of objective. And this is something that I believe more businesses are used to doing.It's more of a direct response type of marketing, which is direct and messenger or direct a messenger essentially means that you are optimizing your advertising to get people to message you on Facebook, right? As more specifically the messenger platform. And what this does is that the type of creative you can essentially use is more focused in terms of the benefits you are giving to your talent personas.And in my example here, if the salary is something that's very important to the people you're speaking to, then I see no problem why we cannot highlight the salary at the first onset of the ad itself, meaning the creative. So that's something that we can definitely do. Now, the thing about this is that you can be smad about it, right?So if let's say you are a multi hub type of business right now, and you're across the board, dealing with different types of languages, different types of people. So we can do hyper localized targeting that matches up with your advertising as well and direct messenger this way, it becomes more personal as well.And you have the ability to change the creative as you please. So that way you have a higher probability of actually getting people to respond to your ad. At the end of the day what I'm trying to say is we just have to make sure to take a look at all the different types of optimizations we are doing, right.Because if we are certain and if we're not really sure how each of these objectives have played for us, then there's really no benchmark. But then as we move forward, as we do a lot of more AB testing you'll be able to find out which one works for you guys better. Now. One very important thing to note is that the goal of an ad is to get a click.The goal of an ad is not to get a sale. It's not to get somebody hired immediately. The main goal of an ad is to get a click.  It's a different way of saying  the main goal of an ad is to sell the next. Right. So that's what I want to talk about as well. So the next step is actually what happens in your, we have a couple of use cases that can happen, right?So for example, On the left side of my screen. You'll see that. Okay. We have an ad. All right. It's a more direct response. Creative. Let's say rather when it's creative, we're looking for you. And what happens is that if I click on it, it might bring me to a landing page. Right? So that's use case number one.When somebody clicks on the ad. You can choose to bring them to a landing page. But something here that I see a lot of marketers and the businesses don't do as well, is that sometimes their landing page isn't conversion focus as we call it. So a conversion focused landing page is something where in, it's not just a big deal, some texts and an apply now button, right?It's not just that. Every other page looks like that. And we don't want to be that a conversion focused landing page in the context of hiring with include maybe a campaign video that I showed you earlier, a main power statement that you could actually implement on the page highlight the pains, benefits, and pain points of the thousand persona of your customers, or ideal hires that you're actually talking to this way.When somebody goes through the actual landing page, you will you, there's a, there's a conversation, right? I see it as relationship building. And as we go through the slides later on, you'll see why, how this can add up to your entire ecosystem. But the general idea is we don't want to just waste your budget to bring your hires and bring traffic to a landing page that isn't conversion focused to begin with.Otherwise you might see potentially 50 to even a hundred percent increase in our advertising. If you're just bringing them to a landing page that is not conversion focus. Right? Of course there will always be opt-ins and calls to actions on the landing page. It's just a matter of how we lay it out.How we communicate in terms of copywriting and making sure that we really know who we're speaking to now. The good thing about this is that you can actually automate the landing page as well with other solutions, right? Maybe you want to add in a scheduling system, maybe you want to add in a qualification questionnaire or maybe some third-party solutions.The cool thing about this is maybe you can even add a feedback loop, right? Where in the landing page essentially can qualify the audience before they actually get to you and be considered as a lead cause. If you're doing really massive hiring and you're reaching out to a huge number of people, you don't want to spend every waking second and every waking minute of your day, just trying to qualify these individuals.What you want to do is make sure that you also have a system in place where it automates that, that part. And eventually all you have to do is make sure that the final interviews, or probably just making sure that this really is a person that you want. Right. So definitely this is something that doctors can do.I do believe in learning, you can build very conversion focused landing pages. On top of Bush. Now the general idea of a landing page is to qualify and convert, right. Again, if we think about it, the fundamentals are the goal of every step right. Prior to actually getting the lead is to sell the next step.The goal of an ad is to sell the next step, which is to get them to visit the landing page. And the goal of the landing page is to sell the next step, which essentially is get them to opt in. Now again, this is where we have to make sure it's conversion focused, but at the end of the day, it's the qualification and conversion.Now, if this is something that you guys aren't doing, this is definitely  I do encourage you guys to explore how to improve  or let's say make your landing page a little bit more conversions. So let's go to use case number two. Now for use case number one, we're talking about landing pages, but for use case number two, and this is what I believe you guys do a lot of as well is instead of leading them to a landing page, you lead them straight to messenger.So. How that works is the main benefit of a direct messenger campaign is that somebody there's a need to leave Facebook to actually build a relationship. Right. What happens is if I click on the ad it probably leads me directly to messenger probably. It's an iframe inbuilt type of pop-up and I'll have the messenger chat right there, similar to what you see on my screen.Now the general idea is the same. The goal of the messenger is to always qualify and convert. And I do believe this is something that top push does very, very well. Where in if you're running. A response type of marketing, right. And you know, the benefits and features that you want to highlight. Based on the pain points we know of your talent personas, then there's a high risk more there's a likely chance at that. Your ideal personas or ideal hires will actually click through the ad. And we have a metric in marketing, it's called a click through rate, or as we call it a CPR which is the percentage of people  who click through after seeing an ad, right. Essentially doing everything that was just we spoke about over this webinar will help you improve your CPR.If you're spending a lot of money and you notice that your CTR is looking kind of monotonous, then it might be a good thing to actually take a look at improving your creativity. But then let's say you do realize that you are getting a lot of traffic, but not getting leads. Then you might consider improving your landing page or improving the copy on how your messenger bot the setup.Essentially messenger can do that all for you, right? It's just a matter of putting up the system making it a little bit more automated messenger can also qualify and convert all the way to the part where they can schedule a meeting for you. I've tried it myself. I've seen the capabilities and it's something  that I do encourage a lot of talent acquisition departments to utilize.It'll make the process a lot easier. And at the end of the day  you're not left with people who you don't want to hire. Right? You're left with people who are  prequalified and can provide you with value very immediately. So those are the main two use cases that can happen.Once you get a click, right? You can either bring them to a landing page or bring him to the messenger button. But the idea is the same: the landing page or the messenger bot qualify and convert the ad to make sure you get the clicks. So what's next? Right? So we know all of these things, we know how to run an ad.We probably set up the landing page and have probably taken a look at which one works in general in terms of creatives. But then I actually wanted to take this opportunity to go into a deeper level of understanding. I myself, I am very data oriented and very much focused on the numbers.And something that I'd like to speak to you guys about as well. Let's go into analytics and tracking. Right. You don't know what you don't know. If you're blind in terms of the certain data points or you are unaware of certain data points that could have provided you value, then that means there might be a chance that you're making decisions that aren't very data driven, right? If you're making decisions based on feeling and based on opinion without any data, then how can we be so sure that what's effective or what's ineffective? So that's why it's very much important to go into the deeper level which is the numbers, right? So I'll make it very simple  if you guys don't know, Facebook has something that we call a Facebook pixel. Now a Facebook pixel is essentially a piece of code. And again, this is totally free that Facebook offers for everybody, but you can install it on your own website, a landing page or whatnot now. And on the right side of it, you'll see a Google analytics or Google tag manager.Now Google analytics functions, same way. It's a piece of code that you can install on your website. It can solve on your landing page that can provide you with a wealth of data for you to actually determine if what you are doing is effective or not. So let me go through. Some of the data points that you can actually track.Number one with the Facebook pixel, you can actually track website visits. Now website visits is a very surface level data point that that doesn't really provide so much value other than how much traffic is going through your website right now, what you can actually, the good thing about this is that you can actually track how many people are visiting, which page off your certain way of your website, right?So let's say you have a career page and you have probably a dozen 50, a hundred career landing pages that you have. You know, and you can easily merchandise all of these pages on your website almost immediately. And what you want to do is use the Facebook pixel. You want to make sure you are able to track how many people are visiting which part of your website.And with the Facebook pixel as well, you can track your form submissions, right? So for every person who actually visits a certain page, let's say a certain career page, a certain thing, a job page, how many of them are actually clicking on submit form or actually clicking on your call to action button.Right. And why is it important to track this? If you have if in your IC do believe that you have con conversion focused landing page, and let's say you have a thousand people going to this certain page, 2000 people going to this certain page, but then your form submissions are below a 1% meaning only 0.5% of the people visiting this page actually design the site to actually apply.Then there might be two things that could be the problem there. Number one, you're sending the wrong traffic or number two, your landing page is not as conversion focused as you expected. Meaning you can take a look at adjusting the copy or. Adjusting the layout a little bit, right? So that's a few things that you can get from this data point.And of course you can track link clicks, link clicks is more of a top funnel or an awareness type of a data point where, and you want to make sure that you want to see how many people are actually clicking through your ad. Similar to how Adam was speaking about creating the perfect copy, not using stock photos, making sure that it's very real.Just, just drill down into reality, then you want to make sure if the actual creatives you are using are effective or not now going back to it. For myself, if you guys are using, let's say stock photos or more photos that are more organic either way, whatever it may be, you want to take a look at how much link clicks you are getting to properly evaluate.If it really is, if your hypothesis of this one will work better than the other really is true. Because if you, if let's say if we're running ads and we don't have any visibility on them, our assumption is that probably one way work better than the other, but we always want to make sure to let the data do the talking and not just our feelings, our opinions do the talking, right?So this is where the link clicks. This is where the click-through rates will come in. Another data point that we want to make sure to take a look at is page scrolls. A lot of people stay away from long landing pages, right? Or long form landing pages wherein you have a bunch of copies, a bunch of calls to actions, make it a little bit longer than the usual landing page.For, for myself, I do believe that I wouldn't shy away from long form landing pages. There is a lot of value to long from landing pages. It's just a matter of making sure that the copy you do implement on these pages are very much the right copy. And you're speaking to the right audience.So why is this data point important? And to give you an example, if you have a law firm landing page, somebody who actually goes through the page, let's say 50% of the page versus somebody who goes through 75% of the page. I think it is a valid hypothesis to assume that somebody who scrolls through 75% of the page is more likely to be more interested in the job that they are applying for or the action they are to take.So those are definitely some things that you guys have to consider now. Again, I don't want to take too much time on this, so let's move on to the Google analytics site now for the Google analytics side this is more on checking your bounce rate, right? So to give some context for bounce rate is essentially how many people clicked on your ad and go to the page, but don't end up taking another.Right. So this is the percentage of people who essentially end up not going through to another page or people who exited the page immediately. Right? So that's what the bounce rate is. If you're bouncing this probably around 60 to 80%, then that's a pretty high average. And you want to make sure you bring that down to around 50, 40%.What this means is that you were essentially trying to make sure that our page is more engaging. And we elevate the experience of the customer of the client, of your ideal hire as they go through your page. Another metric you do want to take a look at is tracking the time spent on the pages, right?How long are people actually spending on your pages? If they sculpted the pages, if around, if they scroll through your page 75%, but they are spending only around 10 seconds on the page. That means they just did a couple of swipes and then left. So merging these two data points will help you understand who it is, who it really is.You're trying to look for it. And if this individual already exists in your entire ecosystem, right. Because maybe if we're in our, if we aren't really tracking all of these things, then how do we know that they don't already exist? And this is something that's very important moving forward.Tracking the time spent on pages is a good indicator of how well you have built your landing page or probably some sort of website. It can either be a landing page website, whatever it may be. Right. And what Google analytics can do moving onto the next data point is it can also help you track the top pages being visited on your website.Right? So this goes back to my earlier comment about if you have a career site, that's it. And I really have nothing against career sites. It's just a matter of if it's conversion focused or not. If you have a career site, we'll probably. Then 50 separate individual career pages and each one with their own URLs, each one with their own traffic.You want to take a look at which one of your pages are being visited the most, right? Which one of these pages have the highest amount of traffic, which one of those have the least amount of traffic and why? Right. Is it because the copy is different? Is it because we're pushing out ads to different pages?Is it because if we push ads or the homepage we merchandise these pages more than the others. So it's essentially an ecosystem, right? You want to think about it that way. Where in you have multiple things working hand in hand at the same time, and it's never, it's never just, you know, one as to what there's always moving components of your whole ecosystem.So let me go through some of the action steps that you can actually take immediately. Once you understand what the data is pointing out. So with Facebook pixel, once, you know, everything that I just spoke about, you'll be able to understand which jobs need boosting based on prioritization. So if you have 15, 20 career sites career pages each with varying amounts of traffic and you notice that there are some pages that are not getting enough traffic, and assuming that you have a limited ad spend, you want to think about it very strategically where any move your advertising budget towards careers that are not getting enough organic reach or not getting enough priority.So this way you can essentially match your, your, your pipeline in terms of your, your talent acquisition. And what happens here is, again, this does not only apply to the industry of hiring and can apply to anything as these are the fundamentals. Now. The next question is, how can you actually leverage more on machine learning now with Facebook pixel?As we know, all know there's an algorithm, there's machine learning through it, whatever it may be. How you can actually leverage it is going back to when I first spoke about your different ad objectives, right? Facebook will offer you a ton of ad objective objectives that you can choose from.And there really is no one answer to what works for you. I do believe you need to go through a couple of AB testing which is why you want to do a lot of different campaigns. Take a look at which one works and based on what, what works, then we put more of your budget into it, right? It's really more on the cost effectiveness point of the scenario.At the end of the day, you want to make sure that you're getting the biggest impact with the smallest amount of investment. So that's what you can get. Now knowing what the data points are in Google and the Mythics, here's some things that you can actually learn which pages are getting visibility organically, and which ones are burned.And again, this is a matter of merchandising it on your site or  for lack of a better term organizing the layout on your site map or your website. Right? So if you notice that some of the jobs or some of the pages are not getting enough views organically, then you might as well shift out the way the site is positioned or where the actual URLs and the links  are to the site, right?And overall once, you know, all of these data points you'll be able to understand which pages have a low rate of conversion. And for everybody's context, a conversion rate essentially means how many people go to the website and how many upper, what percentage of those people actually decide to go to the next step or in this case, actually perform an action that you, that you want which is to click on the opt-in, but then submit the form, whatever it may be the higher your conversion rates, then the better it is that your, your, your overall ecosystem is working.The bet your, the money that you spend on Facebook is working harder for you. The lower your conversion rate. That means the money that you spent essentially might be the wrong audience, or it might be an audience with potential, but  it's not just there yet. So there's a lot of back and forth and type of in terms of analyzing this data that you need to do.But Overall, what I really wanted to share with you guys is the power of data. And I think the gap nowadays in terms of advertising is we don't appreciate this data enough as we don't know what actionable steps we can get from it. But really with the power of data, you can do almost anything.Right. So the next question is, are you actually missing out on your low hanging fruits, right? Are there already some ideal customers on your website, on your messenger bot that are already your ideal hires, but then just haven't opted in yet. Just haven't taken the next step. Just haven't taken action.So this is where retargeting comes in. So retargeting is a term  for advertising. We're following people based on the actions they've taken. Right. So, I'll go through this very quickly. On Facebook. If you remember early on in my slides, I did present a video. That's probably around a minute, six minutes long.Now, if you have a very engaging video, that's a little bit in long format videos, more than one minute, more than three minutes. And you have a varying amount of individuals who watch the videos in different types of duration, meaning you have people who watch for 10 seconds. You have people who actually watch it for 30 seconds, you have people who watch it for the overall.Now with the data points that I have explained earlier, you can actually track how many people are watching a bigger percentage of the video. Right? So what does that mean? I do believe it's safe to assume that the people who watch your video longer are people who are more engaged with your brand, people who are more willing to explore our relationship with your brand and people who are more willing to consider taking the next step, which in this case, as an ad is actually clicking, right?So what you want to do here is to take a look at people who are making these high-level events, but not but haven't clicked yet, right? So we're taking a look at people who have watched your video, 75%, 100%, maybe 30 seconds of the video, but haven't actually gone to the next step, which is visit your landing page, visit your bot or whatever it may be.A lot of people ask me  why this happens? And the answer is very simple. As you go through a person's daily life, there's a lot of things that can distract them from their feed. Maybe they need to go to the grocery store. Maybe they need to go do an errand. Maybe they just had to go to the restroom, whatever it may be.When a customer stops their journey at any point in time, as they scroll through their feed then we want to make sure we hook that customer back into the customer journey. And that's what this is essentially what we call it. Customer journey mapping, where you are making sure, you know, each touch point of your customer as they go through your whole hiring process and make sure there are no offs.And if there are ups, we make sure to hook them. And another example of this would be retargeting or based on message responses, right? So let's say you have people who have opted in your messenger bot and you have people who are ready to schedule an interview. But they just didn't click on that call to action button.So what happens here is that two things, number one, you can do automated follow-ups. This is something that talks to push can do as well. Automated follow ups are wherein you can detect when a customer has stopped, actually interacting with the bot and send them a message, right? And this is all automated or in terms of advertising.If you're going to use paid media to actually do this, then you want to retarget people who actually  message you within a period of time. If you're doing very fast scaling in terms of massive hiring on the daily level. And you're spending maybe around more than $500 and more than a thousand dollars every day.At some point what you want to do is take a look at your, your time durations, right? You want to retarget people who have not gone to the next step, let's say within one to three days and within the past time. So this means that people. Who have not opted in or who have not done the next step within the seven day, 14 day period.I'm not really people you're actually looking for because you want people who are more engaged. You want high level hires. You want people who can give you the most value and people who show you that kind of engagement, who show you that kind of interest at this phase already at the beginning.These are people you may actually want to consider retargeting because they can provide you and they have the behavior of what is indication to something that's worthwhile exploring. So that really is retargeting based on message response. And now we move onto the next type of retargeting, right? To find out if you're you do have these low hanging fruits in your website.This is where I think we can get very creative which is based on website visits. And I'll give you a quick example. Let's say I'm afraid of five job pages on my website. And there are a mix of rank and file to C level to managerial level, whatever it may be. Right. And we know how much traffic is going to each of the pages.We know the bounce rate. We know the page scrolls, we know all the data points, but then. It looks like that. With pages with high traffic don't actually end up with a lot of leads. So what does this mean? Again? It might be something because their customer journey must stop. Maybe they got distracted at one point, but then what happens here is that you can actually read, target or follow these people who have visited specific pages on your website.And we can define this by URL. So based on your website company ABC forward slash job title, right? So the specific syntax of each URL, you can actually track how many people and retarget people based on the specific URL they are visiting based on the syntax of your URL. So although  again, this is very surface level in terms of what you can explore in terms of our retargeting, your website visits.There are a whole lot of things you can go about in terms of retargeting, but these are, these are the main key action steps that you guys can already take to make sure that you are tracking all of these data points. And you're actually following up with your high level leads and leads who indicate the high-level value for your business, right?Depending on what they may  do, essentially I'd suggest to let the data work for you. You will always have assumed your actual behavior, and you want to always adjust and optimize.What do you think will happen will not always be the thing that happens and you always want to adapt to it. That's essentially what I want to convey overall. It always will take a village to make sure that your marketing is an ecosystem. I won't go through this. But I do have an example of how the ecosystem will look like we're in, you have your organic and paid traffic going through your pages.And you can request information from your customers all the way to the third part, which is qualifying a lead all the way to scheduling an interview. Thank you. That's great. I hope everybody enjoyed this. I had a good time and enjoyed this webinar. And thank you so much. Thank you, David. Take you out. Thank you Max with time and see you next time. 

This week was one for the books ladies and gentlemen... well books as in audio books... you know cause it's the podcast! It was just the grand re-opening weekend at Loft Ensemble with the brand new play CODE PINK, written and directed by our guy Adam Chambers! We talk about the feeling of being back LIVE with an audience with such an amazing cast and crew, and also we dove deep into the origin story of how Code Pink came about in the hospital when Adam's daughter was born! Also, you know we had to have another segment of Paul's Love Life because we know you all love hearing about it like we all do! Thank you for all the support to our live shows so far, and hey please go check out Code Pink every single weekend at Loft until August 15th! Code Pink - Tickets Thank you all for subscribing, hooking us up with a 5 star rating, following us already, and telling all your friends! We really appreciate it and love you for it! We have our LIVE show Another Late Show Tonight! at Loft Ensemble every single month and we would love nothing more than to see you there! Get tickets right here for the next one on THURSDAY 7/29 at 8:00pm PST https://anotherlateshowtonight.eventbrite.com and check out past live episodes at http://www.youtube.com/PerkProductions1986 50% of our ticket sales for every show is donated to local charities and non-profit organizations. Welcome to Another PODCAST Tonight! A podcast where we go behind the scenes and get to know all the guys from the comedy talk show Another Late Show Tonight! which is LIVE from Loft Ensemble in North Hollywood every single month! Get to know Mike, Paul, Adam, and Sean as we talk about what it takes to put the show together, talk to past guests, and really this is just a podcast where some best friends sit around and talk about life and whatever else comes to mind!

We're back baby! Sorry we missed a couple weeks, we've been doing a ton of shows and all over the place and hey the LIVE talk show is finally back at Loft Ensemble! We talk about the craziness of getting back out there on stage doing live shows, and of course we had to leave you hanging for one of our favorite segments, Paul's Love Life! We love you guys thank you for listening, we know we missed a few but hey who loves ya baby! This weekend Loft Ensemble is opening up their brand new play called "Code Pink" directed by our boy Adam Chambers! Thank you for all the support and we hope to see you there! Code Pink - Tickets Thank you all for subscribing, hooking us up with a 5 star rating, following us already, and telling all your friends! We really appreciate it and love you for it! We have our LIVE show Another Late Show Tonight! at Loft Ensemble every single month and we would love nothing more than to see you there! Get tickets right here for the next one on THURSDAY 7/29 at 8:00pm PST https://anotherlateshowtonight.eventbrite.com and check out past live episodes at http://www.youtube.com/PerkProductions1986 50% of our ticket sales for every show is donated to local charities and non-profit organizations. Welcome to Another PODCAST Tonight! A podcast where we go behind the scenes with all the guys from the live comedy talk show Another Late Show Tonight! which is LIVE from Loft Ensemble in North Hollywood every single month! Get to know Mike, Paul, Adam, and Sean as we talk about what it takes to put the show together, talk to past guests, and really this is just a podcast where some best friends sit around and talk about life and whatever else comes to mind!

Happy 10 year Wedding Anniversary to our boy Adam Chambers! We talked all about it and his adventure getting his wife a Louis Vuitton purse! So thank you LV, this episode is sponsored by them! (We wish, but if you know someone let us know!) We also did some random ASMR in the beginning... we don't know why either but it's a gentle whisper for a bit and hopefully the entire episode for you is an extremely loud laugh! Thank you all for subscribing, hooking us up with a 5 star rating, following us already, and telling all your friends! We really appreciate it and love you for it! For even more LIVE fun, we always have Another Late Show Tonight! LIVE on YouTube every month and if you would love to you can get RSVP tickets for our next show on Thurs. 5/27 at 7:30pm PST https://anotherlateshowtonight.eventbrite.com and check out past live episodes at http://www.youtube.com/PerkProductions1986 Welcome to Another PODCAST Tonight! A podcast where we go behind the scenes with all the guys from the live comedy talk show Another Late Show Tonight! which is LIVE from Loft Ensemble in North Hollywood every single month! Get to know Mike, Paul, Adam, and Sean as we talk about what it takes to put the show together, talk to past guests, and really this is just a podcast where some best friends sit around and talk about life and whatever else comes to mind!

The Recruitment Flex is launching a new schedule which this is our first Tuesday episode. Many more updates coming up as well. This week we welcome Adam Chambers President of Applichat! Adam is an impressive person and has created a compelling RPO service targeted at Healthcare around the world. We cover some great topics including - Who is Adam Chambers and why does his mom still does his laundry? - What is Applichat and what problem are they trying to solve? - Facebook Targeted Ads for recruitment. - Influencer marketing for recruitment?? - Where in the world is Adam this week

As we celebrate the big 4-0, we take a look back on some of our favorite audition stories from past episodes!  Follow the show on social media!                 Instagram: https://instagram.com/thanksforcominginpodcast/                 Twitter: https://twitter.com/tfci_podcast                  Facebook: http://facebook.com/thanksforcominginpodcast/                    Theme Music by Andrew Skrabutenas             

Come on down the filtration rabbit hole! Jason discusses all things filtration with guest Maria Peterson of Scott Laboratories. Maria Explains why Scott Labs' lenticular filters are the best tool for the job when filtering your cannabis extracts. Also discussed are bag filtration, large scale cross flow filtration systems and how to build the ideal staged filter system to minimize your downtime and maximize your throughput. EPISODE TRANSCRIPT: Jason Showard - 00:00:10  Hello and welcome to episode four of The Modern Extractor. This podcast focuses on the processes, equipment and science found inside a cannabis extraction laboratory. I'm your host, Jason Showard, and I work professionally in the cannabis extraction field. Here in season one. We're focusing on ethanol extraction and post-processing, with each episode digging deep into a particular stage in that process. The shows are released in an order that follows the progress of material through a lab as it makes its way from cultivar to concentrate.    Jason Showard - 00:00:40  First, let me take a minute to thank all the new listeners that have poured in over the last week. The show went from me being stoked every time I'd get a listener to, who are probably my friends that I sent links to, to absolutely blowing up over the last few days. Putting the show together is taking a lot of hard work and seeing the metrics go nuts makes it all 100 percent worthwhile. So very sincere and heartfelt thank you from me to all of you for tuning in.    Jason Showard - 00:01:03  Now, if I can talk you guys into subscribing and rating and reviewing the show, it'll help me book awesome guests for you in the future. Last week on the morning extractor, we had Adam Chambers on from Delta Separations to give us the latest from Delta. As a long-time processor prior to joining the Delta team, he gave us his go-to S.O.Ps for cold centrifugal extraction, as well as a ton of general extraction knowledge. This week takes us to the next stage, which is the filtration process.    Jason Showard - 00:01:27  Filtration is a difficult concept to wrap your head around. There's a lot of theorizing that goes on when you start to try to pick it apart. It certainly has a lot of feel to it, and it's hard to collect hard data about how and why things are happening. If you're the local filtration expert at your facility, that's certainly worth a feather in your cap. But if you're the filtration expert at the filter company, that makes you a complete boss in my book.    Jason Showard - 00:01:48  And that's exactly who we have with us today. Maria Peterson from Scott Laboratories is joining us on the show to discuss filtration. She's by far the most knowledgeable person I've ever spoken to on the subject. And I learned something new from her every time I get her on the phone. So without any further ado, Maria Peterson, welcome to the show. I'm really excited to have you on today. Tell us a little bit about your journey to becoming the filtration expert at Scott Laboratories.    Maria Peterson - 00:02:10  I was a winemaker for ten, I think about ten years. All over the world and kind of floated from one hemisphere to the next to be able to do two harvests in the same year and get as much experience as I could. Because, you know, you can go to university and get a degree in something. But then once you leave, you really quickly find out that, you know nothing.    Maria Peterson - 00:02:38  You know very little about the practicalities of making wine and getting something into a bottle, you know. That is that is quite the thing. So then my journey eventually led me to the US, and I met the folks at Scott Labs. And, you know, the conversation started like, "We need this person that can talk to other customers about filtration." And

Learn the tricks of the trade for centrifugal ethanol extraction. Jason talks to Adam Chambers of Delta Separations about how their CUP line of ethanol extractors are the best tool for extracting the most out of your biomass, as well as all the other equipment offerings Delta has released recently. Times, temperatures, and SOPs that Delta usually charges for training on are 'extracted' in this interview. EPISODE TRANSCRIPT: Jason Showard - 00:00:11  Hello and welcome to Episode three of The Modern Extractor, the podcast that focuses on the processes, equipment and science found in a cannabis extraction laboratory. I'm your host, Jason Showard, and I work professionally in the cannabis extraction field. Here in season one, we're focusing on ethanol extraction and post-processing. With each episode digging deep into a particular stage in that process. The shows are released in an order that follows the progress of material through a lab, following it from Cultivar to concentrate.    Jason Showard - 00:00:39  Last week we discussed how to select quality biomass to extract from. After listening back to the show, I feel like I said a lot about what could go wrong there and neglected to mention that forming great relationships with your local growers is the absolute best way to consistently get quality biomass. In the second half of last week's show, we talked to Bri Tolp from Futurola about how their shredders can get you to your ideal mill sites for extraction. It was a great show and definitely worth a listen if you haven't already.    Jason Showard - 00:01:08  This week takes us to the next stage, which is the extraction process. We've got Adam Chambers from Delta Separations on today to give us the latest from Delta, as well as breakdown how their revolutionary CUP Series centrifuges will get you the most out of your material. So without any further ado, Adam Chambers, welcome to The Modern Extractor.    Adam Chambers - 00:01:28  It's great to be here. Looking forward to this.    Jason Showard - 00:01:30  Absolutely. Yeah. We're excited to have you as far as starting off with you. Where are you calling in from today?    Adam Chambers - 00:01:36  So today I'm speaking to you guys from the conference room here at Delta Separations in Cotati, California, just north of San Francisco and south of Santa Rosa. It's the main headquarters for Delta Separations and it's where we've been full time for the last couple of years and has been our home, this acquisition, and this strange year that we've had.    Jason Showard - 00:01:59  OK, great. Tell me a little bit about your journey to Delta and how you ended up working there.    Adam Chambers - 00:02:06  Of course, I don't think it would be uncommon to say that a lot of the people here at Delta, their route to the company was somewhat unconventional and I'm no exception. I studied forensic molecular biology, got a minor in chemistry and physics at the Virginia Commonwealth University. After graduating, I moved back over to Europe. I am half British in case that's of any consequence. And my father lives in Mediterranean Spain. I spent a couple of years up there just kind of figuring out what I was going to do.    Adam Chambers - 00:02:43  And I was invited to open an ethanol extraction facility in Southern California and in Coachella. And so I, you know, two weeks later, I was on a plane. And I had, and that was where I'd kind of get my start. And in the middle of the Mojave, really hot, inhospitable environment but we threw together some shipping containers that we retrofitted ourselves. And did the electrical and all of that stuff. And fitted with our own homemade extraction system with pumps and some basic...

The Country Racing Show with Maggie Payne Spinning A Yarn with Warrnambool trainer Adam Chambers and speak with Pakenham CEO Blair Odgers ahead of their Cup meeting Saturday.

The best recruiters are those who are most efficient with their time. Modern tech has given us the opportunity to automate a lot of time intensive, repetitive work freeing us to move up the value chain to business.  Our focus in this week's Brainfood Live On Air will be examining the opportunities to automate at different stages of the hiring funnel, including actual examples of automation by experts in the field of recruiting efficiency.  Joined by the smartest recruiters currently operating at the coalface, these weeks special guests are Sofia Broberger, Marcel van der Meer and Adam Chambers.  Friday 31st July, 3.30pm BST - follow the channel (here) recommended and click on the green button on the top right to save your seat for this event (limited to 250)   Ep70 is sponsored by our buddies at Workable. More than an Applicant Tracking System, Workable's Recruiting Software improves the way teams find, evaluate and hire candidates. Thinking of switching ATS? Grab the free 15 day trial here

Co-hosts, Mike Ciavolino and Donna Cardillo welcome Adam Chambers. Adam is the Founder of Applichat, an advertising agency that specializes in sourcing & automatically pre-screening RNs for North American Hospitals, at 50% the cost of staffing agencies. Over 2.4 million RNs in the USA & Canada go on social media every day. In this episode, Adam shares how to turn them into candidates for your hospital’s roles.

Welcome to Death Match, North America 2020, which took place at TAtech on May 19. For all of you NOOBS who have never experienced Death Match - Death Match is a competition which pits 4 innovative, early-stage companies against one-another, only one can win and emerge with the coveted Death Match Chain of Champions. This Chad and Cheese Death Match episode feautures Adam Chambers founder and CEO at Applichat. COVID-19 might've locked us all in our homes but never fear! The home bars are always stocked, pints were flowing and Chad and Cheese questions and slurring snark was flying. Luckily Joveo's CEO, KJ, stepped in to provide a smart and sensible judging voice to this TAtech event... Enjoy while Adam picthes Applichat, then ducks, bobs, and weaves for the balance of his 15-minutes on the virtual Death Match stage. 

Adam Chambers discusses the Academy Award winning film he was ALMOST in, his new play "Code Pink", and more!   This episode was recorded weeks in advance, prior to the murder of George Floyd. Please make a donation (if you can) by visiting this link and see how you can help: https://blacklivesmatters.carrd.co/  Theme Music by Andrew Skrabutenas Follow the show on social media! Instagram: https://instagram.com/thanksforcominginpodcast/ Twitter: https://twitter.com/tfci_podcast Facebook: http://facebook.com/thanksforcominginpodcast/ 

In this series Season 4, Louise Triance of UK Recruiter chats with a range of specialists within the recruitment industry to bring you "the need to know" to keep your business up to date. Today we chat with Adam Chambers of Applichat where he discusses helping recruiters source, automatically pre-screen and assigns candidates from their Facebook and Instagram to their workflow.

Applichat helps BPO clients in the Philippines reduce their recruitment costs by 50% whilst delivering more qualified applicants. Through Facebook sourcing & messaging automation, Applichat streamlines the BPO recruiting process, enables candidates to apply through conversation, & gives Filipino HR professionals more time to make better decisions.

Adam Chambers, Founder of Applichat discusses the role social media advertising plays in the recruitment process. How he bridges a gap in the market for social sourcing. 

Is it a chatbot? Is it a Facebook advertising platform? Is it bound for global domination? Well, let's not get carried away here, but Adam Chambers and Applichat bring its goods to the Firing Squad. To say Chad & Cheese are split on this one would be an understatement. Opinions clash on this episode for sure. Brought to you by Talroo.

DJ Napkin spoke with Adam about his piece, Chambers. Together they struggled to remember what a pinball machine was.

Kieran and Adam talk about their upcoming trip to the UK, what a Whetherspoons is and selling pizza whilst drunk. They mess around on the piano too. 

Adam Chambers of Automotive Trade Database joins Derek today to discuss best practices, top tips and absolute NO-NO's when creating email marketing for your dealership. 

Adam Chambers and Sean Durrie (The Show) perform a few songs live in the studio and chat about funneling their creativity into a music duo as well as the more-welcoming-than-competitive theater and comedy communities in Los Angeles.  Before that, Chris kicks off this episode by ranting about disorganized customers and… Continue reading The post CAPE 47: A Show with The Show with Adam and Sean appeared first on ChrisAballo.com.