Podcasts about applicant tracking systems

What happens when recruiting becomes faster—but less personal? Host Kortney Harmon sits down with Denise Chaffin, CEO of TopSource Talent and host of the Talking TA podcast, to explore why relationship intelligence remains one of the most valuable competitive advantages in an increasingly automated industry.Drawing on nearly four decades in talent acquisition, Denise traces the evolution of recruiting from Rolodexes and classified ads to AI-powered platforms. She shares why trust, transparency, and follow-through still shape candidate and client experiences—and how recruiters can use technology to strengthen relationships rather than replace them. From building influence through consistent communication to turning ATS platforms into relationship memory systems, Denise offers a practical framework for balancing efficiency with authentic human connection.Discover why the recruiters who thrive in the AI era will be the ones who use technology to scale trust—not replace it.________________Follow Denise Chaffin on LinkedIn: LinkedIn | DeniseFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

Marcus Aurelius Anderson sits down with technology entrepreneur and AI strategist Stephen Scott for a candid, practical conversation about artificial intelligence and how everyday people can use it to improve their lives. Rather than approaching AI as a threat, Stephen reframes it as a personal force multiplier — one that can help anyone navigate job searches, manage finances, optimize health, and make better decisions. The conversation covers the emotional anxiety surrounding AI, the coming digital divide, deepfake security threats, and why the best time to start engaging with AI is right now. EPISODE HIGHLIGHTS: Use AI to Future-Proof Your Career — 7:22AI doesn't take jobs — people who know how to use AI replace those who don't. Stephen breaks down a practical step-by-step method for using AI to build a custom resume and cover letter optimized to beat Applicant Tracking Systems (ATS) and land more interviews. Build Personal AI "Folders" for Every Area of Life — 14:09Stephen shares how he uploads personal health records, financial statements, and life goals into AI platforms to get highly personalized guidance — essentially putting the world's most knowledgeable advisor on call 24/7 for your health, finances, and relationships. Don't Seed Your Intellect to AI — Challenge It — 17:36AI wants to please you, which means its first answer isn't always its best. Stephen explains his "daisy chain" method — bouncing responses between ChatGPT, Claude, and Gemini — to converge on the highest level of truth and avoid AI hallucinations. AI Security: Deepfakes, Scams, and Protecting Your Family — 47:33From phishing emails that look indistinguishable from your bank to deepfake video calls impersonating your loved ones, Stephen outlines the growing threats and practical defenses — including using a family "cold word" to verify real communications. Stephen Scott is a technology entrepreneur, author, and builder of practical AI tools with more than two decades of experience in digital platforms and business development. He has worked extensively helping companies strategize AI implementation at the enterprise level, and now dedicates much of his work to helping everyday people humanize AI — using it to simplify work, strengthen relationships, and make smarter decisions in daily life. He is also a committed advocate for closing the global digital divide, connecting underserved communities worldwide to technology and education. Stephen works closely with author Steven Pressfield and can be reached directly through his website at stephenscott.us. Learn more about the gift of Adversity and my mission to help my fellow humans create a better world by heading to www.marcusaureliusanderson.com. There you can take action by joining my ANV inner circle to get exclusive content and information.See omnystudio.com/listener for privacy information.

I'd like to talk about something that is a struggle right now, something I'm hearing from associates, candidates, recruiters, and even hiring managers. Why is it so hard to find a job today? I had to pause for a second when this was brought up to me, that question doesn't always make sense. We drive down the road and see now hiring signs everywhere. We hear companies are short-staffed. Warehouses are expanding, it seems like there's new commercial complexes going up constantly, and we're hearing how production lines are growing, and distribution centers are moving more freight than ever. So, what is or where is the disconnect? Why does it feel like opportunities are everywhere, yet landing one is harder than ever? So, I wanted to look at it and break it down. And more importantly, I wanted to understand what's really happening so we can figure this out and make it work for us. I think first, we have to think about technology. Applicant Tracking Systems are being used, and they are much more detailed and programmable than ever before. Years ago, getting a job was a much more personal process. You walked in, shook a hand, filled out an application, maybe had a quick conversation with a supervisor or hiring manager. Today? Most of that first step happens through a computer system. Applicant Tracking Systems, or the ATS, are now the front door to us. You don't meet a person first. You meet a computer system first. And here's the challenge. These systems are scanning resumes for keywords, job titles, specific skills, and experience that matches exactly what was posted. If your resume doesn't match what the system is looking for, you may never get a call or be seen. And not because you're not qualified or because you couldn't do the job. But because your resume didn't speak the system's language. Now let's layer in something newer, AI. Artificial Intelligence is being used more and more in hiring. It helps companies sort through hundreds, sometimes thousands, of applicants. But here's the reality, or my opinion at least. AI doesn't understand potential and doesn't see attitude or personality or our confidence and it can't recognize work ethic. It looks for patterns or what it's been prompted to find. So, if your experience doesn't line up with the request and our job titles don't match exactly or even If your resume isn't structured correctly, oh, and, maybe the recruiter didn't write the prompt correctly or specific enough, you can get filtered out before a human ever lays eyes on your name. To me that's frustrating, but it's also something we need to understand and adapt to. Just being honest for a minute, we don't know what to put on our resume. This is one of the biggest struggles I see in light industrial recruiting, or for me anyway. A lot of great workers, solid, dependable, experienced associates, don't know how to present what they've done. We may say things like I worked in a warehouse, I loaded trucks, I picked orders. And while that's true, it's not enough in today's environment. Because the system and the employer want more detail. They want to know things like what type of equipment did you use, what were your productivity numbers, did you use RF scanners, and if so what kind? Did you work in a fast-paced environment? Were you meeting or exceeding goals? You may have years of experience, but if it's not clearly explained, It can look like you have very little. Now let's talk about something that doesn't always get said out loud and another thing that I land on the wrong side of, where you live matters. Employers today are looking closely at commute distance, reliability, and transportation challenges Why you may ask? Because attendance is critical. In warehousing, distribution, and manufacturing, if someone doesn't show up the line slows down, orders don't get out, and those trucks don't get unloaded or loaded. So companies often lean toward candidates who live closer. It's not always about fairness, it's about risk management. If two candidates have similar experience, the one with the shorter commute often gets the call. Another quick opinion, I tell people not to list their exact address, just the city. Of course, I guess that could hurt us also if the employer or hiring agent has a hundred others that listed theirs and they live withing 30 minutes of the facility! Next up, background checks, a real barrier sometimes. Backgrounds matter. And in today's world, they matter more than ever. Many companies have strict background requirements. And while there are still second chance employers out there, and I fully support them, the reality is, options can be more limited depending on the situation. This creates frustration for candidates who are ready to work and trying to move forward, and just looking for an opportunity, but keep hitting roadblocks. And that's something we, as an industry, continue to work through. And some states have their own ideas and laws concerning our backgrounds and employment. Now let's talk about another sensitive, but very real, topic. Workplace expectations around our appearance. We're seeing more face and neck tattoos, nose rings, ear spacers, and personal expression through style, and there's nothing wrong with individuality. But here's the challenge, not all workplaces have evolved at the same pace. Some environments, especially in food-grade facilities, manufacturing, and office or customer facing operations, still have policies around visible tattoos, jewelry and safety related appearance standards, and sometimes, those expectations can impact hiring decisions. It may not feel fair, but it is part of the current reality in many operations. Another factor? The competition has changed. You're no longer just competing with people in your neighborhood, or people who walk into the same office. You're competing with online applicants, candidates from across the city, sometimes even across regions that may be willing to move closer. And with easy apply buttons, hundreds of people can apply for the same role in minutes. That increases competition and makes standing out even more important. I think in many cases, it's not a skills gap. It's a communication gap. We have strong workers experienced on equipment that are comfortable in fast-paced environments, their reliable and capable. But they struggle to explain their experience or translate their skills onto paper and struggle to present themselves during the process, either on paper, on the phone or in the interview, and that gap can cost us opportunities. So What Can We Do About It? Now I don't want this to sound negative. Because while things have changed, they are not impossible. Far from it actually. We just have to adjust. I do think we have to learn to Speak Resume though. We have to break down our experience, list the equipment we've used, the tasks performed, what our productivity expectations were and any Systems (RF, WMS, etc.) we've used. And of course, we need to be honest and prepared. If you have challenges like transportation concerns, background, scheduling problems. Be upfront and look for employers who can align or work with them. We aren't going to change anybody's mind or their work shift. And we should remember, Sometimes the door in isn't necessarily your ideal job. But once you're in, Opportunities can open up for us. I want to say again that you're not just applying to a person anymore. You're applying to a process. And learning and accepting that process gives you an advantage. So yes, finding a job today can feel harder. Not because there aren't opportunities, but because the process has changed. Technology, employer expectations, the competition, and so many new policies, they've all evolved. And as workers, as leaders, as an industry, we have to evolve with it. And with all that being said, I'm going to get back to work myself. I'm Marty T Hawkins and I  appreciate your time and I hope you take another listen Warehouse and Operations as a Career next week. Until then work safe and live safe in everything you do.

Резюме от 0 до 1 в прямом эфире. Не разбор, а чистая теория и ответы на ваши вопросы.Как создать резюме с нуля?Какие требования к резюме в 2026?Какие особенности Американского и Европейского резюме?Что такое АТС (Applicant Tracking System) и как она работает?Какие форматы и шаблоны резюме дружат с АТС?Что такое скор резюме и как его проверить на Jobscan и аналогах?Почему вы получаете автоматический отказ?Что писать в summary, чтобы зацепить с первых строк?Как описывать опыт работы: в чем разница между обязанностями и достижениями?Как оцифровать достижения, если у вас нет цифр под рукой?Сколько страниц должно быть резюме в 2026 году? В тренде ли одностраничное резюме?Самые частые ошибки в резюме, из-за которых хорошие кандидаты не получают звонков?Разобрала резюме подписчиков в прямом эфире! Плейлист про резюмеhttps://www.youtube.com/playlist?list=PLpjW237Ata2bTA7HSR3dJgBDgvrp1bM2KПлейлист с разносами резюмеhttps://www.youtube.com/playlist?list=PLpjW237Ata2aR1lvFSTIicgECPyl_BDoOСсылка на презентацию по резюмеhttps://docs.google.com/presentation/d/1niB2x2kg8WnKzLjd60kC46D8X4yFcEG4hkJbYHNoBi8/edit?usp=sharingИнтервью с Дарьей Скалицки про резюме студентов и выпускников ВУЗовhttps://youtu.be/p5t9LPFA5W0Эфир про валютную удаленкуhttps://youtube.com/live/2f0rLxSGNzwРазбираем мифы соискателей об ATS со старшим директором по управлению продуктами в Greenhouse (переведено на русский с помощью ИИ)https://youtu.be/DIMWLSqK3L8Тренировать поведенческие интервьюhttps://www.tryexponent.com/home***Записаться на карьерную консультацию (резюме, LinkedIn, карьерная стратегия, поиск работы в США)https://annanaumova.comКоучинг (синдром самозванца, прокрастинация, неуверенность в себе, страхи, лень)https://annanaumova.notion.site/3f6ea5ce89694c93afb1156df3c903abТелеграмhttps://t.me/prodcastUSAИнстаграмhttps://www.instagram.com/prodcast.usТикТокhttps://www.tiktok.com/@us.job⏰ Timecodes ⏰00:00 Начало.18:48 Что изменилось в ATS?34:10 Примеры формата резюме58:50 Локация и контакты1:01:50 LinkedIn и Достижения1:14:34 Образование и сертификаты1:19:32 Ai в резюме и Auto Apply1:28:54 Вопросы из чата

This Best of FDE episode is a rebroadcast of one of our MarCom Gold Award winners—and honestly, it's even more relevant now than when we first recorded it.In this episode of The Full Desk Experience, Crelate CEO Aaron Elder joins host Kortney Harmon to break down what it actually looks like to operate in a post-AI world—and what that means for owners, directors, and executive-level leaders.In this episode, we cover:What “post-AI” really means: Why AI isn't coming—it's already here, and how it's quietly becoming as essential as electricityWhere firms are actually winning: How top teams are using targeted AI (not hype) to create real value and stronger client relationshipsThe shift to “living platforms”: Moving beyond static systems to tech that actively works for you, not just stores your dataWhere humans still matter most: In high-trust work like executive search, where AI supports—and where it can't replace—the human elementWhat's about to change operationally: From sourcing to back office, every part of your business is on the tableDo you know if the roles you're filling today will even exist in two years?As AI and automation accelerate client expectations and reshape work itself, the firms asking better questions now are the ones that stay ahead.Hit play to hear how leading firms are thinking about this shift—and what you should be doing next.___________________Follow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/ Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

In this expert interview, Sarah Doody is joined by Patrick Neeman, Director of UX & AI Experiences at Workday, to pull back the curtain on how UX hiring actually works today—and where candidates are getting tripped up.Patrick brings a rare perspective: he's led UX teams, taught UX at General Assembly, worked inside applicant tracking systems, and now hires designers in an AI-driven product environment. Together, Sarah and Patrick unpack the biggest misconceptions about ATS systems, why portfolios often fail the six-second test, how soft skills influence hiring decisions, and what senior designers really need to focus on to stand out in today's market.This episode is especially valuable if you're making it to interviews but not offers, feeling unsure how AI fits into your skillset, or questioning whether your resume and portfolio are helping—or hurting—you.What You'll Learn in This Episode:✔️ Why companies are often bad at hiring—and how that impacts candidates✔️ The truth about ATS filters, knockout questions, and resume formatting✔️ Why two-column resumes fail ATS systems (and what to do instead)✔️ What hiring managers notice in the first 6 seconds of reviewing a resume✔️ How soft skills like alignment, collaboration, and communication influence hiring✔️ Why decks often outperform portfolio websites in UX interviews✔️ How AI tools like Lovable are changing expectations for prototyping✔️ The role of “weak ties” in landing jobs—and why relationships matter more than applications✔️ Red flags candidates should avoid during interviews and outreach✔️ Why being “nice to work with” is a real career advantageLinks From This Episode:Patrick's Book: uxGPT: Mastering AI Assistants for User Experience Designers and Product Management ProfessionalsPatrick's Article: What's makes an effective UX professionalPatrick's Article: What's your Ideal Designer Profile?The Strength of Weak Ties: A Network Theory RevisitedThe ADP Checklist: Resources about Resumes, Portfolios and Interviews for UX ProfessionalsTimestamps:00:00 Introduction to Sarah Doody and Career Strategy Lab00:38 Welcoming Patrick Neiman: Insights into UX Hiring01:19 Patrick's Background and Experience04:19 The State of the UX Job Market07:21 The Importance of Writing Skills in UX08:49 Applicant Tracking Systems and AI in Hiring13:28 Contract Roles in UX: Myths and Realities14:42 Standing Out as a UX Candidate17:48 Soft Skills: The Superpower of UX Professionals22:05 Tips for Early Career UX Designers24:15 Prototyping vs. Figma: The Future of Design24:28 The Value of Personal Projects in Portfolios24:57 Challenges in Redesigning Complex Systems26:10 Misconceptions About Hiring Software27:23 The Six-Second Resume Test29:16 Networking and the Power of Weak Ties33:10 Tips for Advancing in Your UX Career41:46 Balancing Figma and AI-Assisted Design Tools43:21 Final Thoughts and Advice for Job Seekers

By J.M. Auron Quantum Tech Resumes These days, apparently, most job seekers are afraid of the Big Bad ATS. And, with the endless drumbeat of horror stories about the ATS destroying careers? It's pretty understandable that people are nervous. So I'd like to follow up my earlier post on IT resume misinformation, and try to relieve some of the anxiety that's come to surround Applicant Tracking Systems. Now, don't get me wrong. ATS systems are far from ideal. But I believe - based on many years as a professional IT resume writer, as well as my own research - that the ATS may not be the bogeyman it's often made out to be. What is ATS and how to deal with it People often see "getting through the ATS" as the biggest challenge in the job search. It's really not, though. Getting through the ATS - and I know this goes against the conventional "wisdom" - isn't that difficult, and shouldn't be the focus of your resume writing. So let's break it down a bit. 1) Getting Through the ATS isn't that Hard I know. I just said that. It bears repeating, though, given the fear-mongering online and on social media. From the research I've done, 80%-95% of all decently written, decently formatted resumes get through the gatekeeper. Decently formatted just means a simple, readable, reverse chronological framework with clear section headings. The problem comes when there are multiple columns, tables, graphics, or very unusual fonts. The ATS can't read that, but, honestly, they're hard for humans to read, too. So keeping things simple, clear, and straightforward is likely to improve your chances with both the ATS and the humans who are really making the decisions. 2) You Don't Need a 100% Keyword Match In fact, a keyword match that high (if it's even possible) looks over-optimized, as though you've just copied and pasted the job description. Recruiters are hip to that - so even if you do get through the ATS with an overly optimized IT resume, you may well not get past the human being making the decision. It's a bit like Google. Keyword stuffing is more likely to get a site lowered rather than raised. The general rule of thumb is that you need a keyword match around 70%-80%. That's not really that hard, though it sounds like a high number. If you're a Cloud Architect, for example, a lot of what you've done is going to overlap with any decently written job description (I know, of course, that not all are decently written, but that's not something we can control). So if you talk clearly about what you've done, and naturally weave in the skills and tools you've used, the keyword matching will actually happen fairly automatically. I'm not suggesting that you don't read job descriptions carefully, but focus on the places where all the job descriptions match, rather than on a few outliers. 3) AI Hasn't Taken Over the Hiring Process! I'm not, in general, a big fan of AI - or at least of the AI hype we're all bombarded with. But from everything I can find, AI has not taken over ATS systems. They are still pretty close to what they've always been. AI is used to automate some tasks nowadays. More importantly, AI may be used for more semantic keyword matching - "cloud computing" can now match "AWS expertise" - for example. That's actually a positive; semantic keyword matching makes writing a resume that reads naturally much, much easier. But AI has not become a demonic (or hopelessly inefficient) entity committed to destroying your careers. It's not even mucking up the works as much as in some other areas - at least at this point. Bottom Line? There's a lot to be concerned about in the job search. Things aren't easy. But the hype about the Big Bad ATS, in my view, is just adding to the many worries that job seekers already have. That's not a good thing. So I recommend writing a good, solid, clear IT resume that tells your career story. If you do that well, the keywords - and the ATS - should take care of themselves. Bio: I'm J.M. Auron and I've owned one of the to...

This episode is brought to you by Extreme Networks, the company radically improving customer experiences with AI-powered automation for networking.Extreme is driving the convergence of AI, networking, and security to transform the way businesses connect and protect their networks, delivering faster performance, stronger security, and a seamless user experience. Visit https://www.extremenetworks.com/ to learn more. In this episode, Craig Smith sits down with Benjamin Encz, co-founder and CEO of Ashby, the AI-powered recruiting platform that is transforming how companies hire.  Ashby is disrupting the $650B recruiting industry by combining automation, data, and large language models to streamline the entire hiring process, from job postings to resume screening and interview scheduling. With clients like OpenAI and Shopify, Ashby is setting a new standard for modern recruiting.  Benji shares how AI is boosting efficiency while keeping human judgment at the center, and what the future of hiring could look like as these tools continue to evolve.   Stay Updated: Craig Smith on X:https://x.com/craigss Eye on A.I. on X: https://x.com/EyeOn_AI

Get ready to reimagine the future of strategic recruiting. In this pivotal episode of The Full Desk Experience, Crelate CEO Aaron Elder joins host Kortney Harmon to share cutting-edge strategies for thriving in the rapidly evolving, post-AI era—essential listening for owners, directors, and executive-level leaders.Key insights you can't miss:-The Post-AI Paradigm: Why AI is already as essential as electricity, and what “post-AI” really means for search firms' competitiveness and client expectations.-Redefining Value: How winning firms use targeted, specialized AI agents—not hype—to create lasting value and deeper client relationships.-From Boxed Data to Living Platforms: The shift from static CRM systems to dynamic, evolving platforms that continuously deliver new insights and productivity.-Human + Machine Synergy: In high-trust fields like executive search, where does AI support human expertise, and when is the “human touch” irreplaceable?-Operational Transformation: From outbounding to back-office, every business process is up for reinvention.Do you know if the roles you fill today will even exist in two years? How will your team adapt as AI and automation accelerate client demands—and shift the very nature of work?Hit play to hear how leading firms are pivoting now—and what you should be asking to stay ahead.__________________________Follow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Ever wondered what really happens after you hit 'apply' on that dream job? We're pulling back the curtain on modern recruitment with Magdalena Orascanin, an international HR consultant and speaker who advises and trains HR teams globally on strategic AI implementation.Based in Switzerland and founder of Magnate HR, Magdalena has a wealth of HR experience, and a refreshingly honest perspective on how AI is actually being used in hiring and in HR today - spoiler alert: it's not what most people think. Magdalena speaks regularly about AI and HR including at the AI Summit London where we can also be found this week. :-)In this episode we explore:The ATS Mythology Magdalena reveals the biggest myth about Applicant Tracking Systems and shares what's really screening your CV The Application Avalanche Why recruiters are drowning in applications like never before and what this means for your job search strategyHow to successfully apply for rolesUsing AI as Your Career Coach How to flip the script and use AI tools to your advantage, and . . .Future-Proofing Your Career Essential skills for staying relevant as AI reshapes the workplace.Magdalena shares fantastic insider knowledge and tips in our conversation. She also reveals her favourite AI tools for automation and content creation, plus why she believes we're still at the "dial-up internet" stage of AI development.Whether you're actively job hunting, or just want to understand how the hiring landscape is shifting, or how roles will change as AI is deployed, this conversation offers priceless insider insights. Enjoy this episode with the dynamic and optimistic Magdalena Orascanin. Useful Links: Magdalena on LinkedInMagdalena's business Magnate The AI Summit London Hosted on Acast. See acast.com/privacy for more information.

If looking for a new job or position, especially at mid-career or the halftime of life, where do you begin? With the growth of AI and many businesses downscaling, how do we set ourselves apart? Our guest today Josef Stetter brings some solid ideas and principles as a “Resumé Whisperer.” He understands what it's like, having changed careers nine times! You will gain some insights on preparing well, on maximizing transferrable skills and even discover some trends in hiring! See full article at: https://goalsforyourlife.com/art-of-the-resume Contact Joe directly at: joe@celebrategroup.ca Make sure you're getting all our podcast updates and articles! Get them here: https://goalsforyourlife.com/newsletter Resources with tools and guidance for mid-career individuals, professionals & those at the halftime of life seeking growth and fulfillment: http://HalftimeSuccess.com Next steps • Podcast listeners to update their resumes by changing fonts, bullet points, and adding quantifiable achievements. • Job seekers to be proactive by directly contacting companies and attending networking events. • Candidates to highlight specific results and impacts in their resumes rather than generic skills. • Job applicants to regularly update their resumes on job boards to improve visibility. • Professionals to optimize their LinkedIn profiles with detailed information about their experience and achievements.  • Job seekers to research and use industry-specific technical terms in their resumes to pass AI screening. • Candidates to prepare quantifiable examples of their work accomplishments for interviews. • Job applicants to follow up with HR after submitting applications to improve their chances of being noticed. #jobmarket #jobfair #jobsearchstrategies #softskills #applicanttrackingsystem CHAPTERS: 00:00 - Introduction 01:32 - Josef's Background 07:14 - Resume Tips - What Not to Include 12:48 - Determining Your Worth in the Job Market 18:04 - Approaching AI in Job Applications 20:17 - Understanding How AI Tools Work 21:26 - The Dangers of AI in Hiring 25:37 - Tricks to Get Your Resume Noticed 31:00 - Making Your Resume Stand Out 35:40 - Adding Color to Your Resume 37:00 - Answering Technical Skill Questions 38:40 - Learning New Skills Effectively 39:57 - Interview Story Insights 45:48 - Immediate Actions to Take 46:00 - Contacting Sharlene for Guidance 48:33 - Being Proactive in Your Job Search 54:08 - Thank You and Connecting with Us

Get Noticed! Send a text.David "Ledge" Ledgerwood, co-founder of Listen Network, reveals how his company helps podcasters demonstrate ROI to sponsors by delivering targeted downloads from specific demographic profiles. Unlike traditional podcast promotion methods, Listen Network leverages LinkedIn and other platforms' detailed user data to ensure content reaches the ideal customer profile.  This innovative approach bridges the gap between content creation and audience growth, offering podcast hosts a predictable, measurable way to expand their listenership. Timestamps:00:51 Introduction to Ledge and Listen Network01:44 Ledge's entrepreneurial background04:36 The podcast growth problem and Listen Network solution10:28 How Listen Network demonstrates ROI to sponsors18:01 Wiley case study: reaching niche academic audiences21:47 How the service works for podcast hosts#PodcastMarketing #ListenNetwork #PodcastROI #B2BMarketing #ContentStrategyAll-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.netSearch Engine Optimisation from the UKRank higher on Google with SEO. Fill out the form to receive a FREE quote.Save 56% Of Your Time With This SystemEntrepreneurs Reclaim Up To 56% Of Their Time Within 28 Days by Following This System. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBe a podcast guest. Share your story.Learn how to get noticed by podcast hosts.Check out the Podcast Guest Blueprint - click the link below.https://academy.theunnoticed.cc/

In this special edition of the "Get Hired" podcast, the hosts, including  Nicky Bulmer, co-host Misty Combs, and guest Michelle Frechette, answer listener-submitted questions on job seeking. They discuss how to address job hopping by providing context on resumes, the pros and cons of functional versus chronological resume formats, and strategies for explaining employment gaps. The episode also covers handling common interview questions, the importance of being honest about salary expectations, and the role of social media in hiring. The speakers offer practical advice to empower job seekers in their application processTop Takeaways:Job Interviews Are a Two-Way Street: Candidates should ask insightful questions, such as how salary ranges are determined and what differentiates top earners from lower earners.It's important for job seekers to showcase their skills and experience even if the interviewer doesn't directly ask about them.Thinking Beyond Standard Questions: Candidates should anticipate questions beyond their resumes and prepare to discuss communication tools, remote work habits, and problem-solving approaches.Tailor Your Resume to the Job You're Applying For: It's important to customize your resume for each job application. Highlight relevant skills, experiences, and achievements that directly relate to the position. A generic resume may not stand out as much, while one that speaks to the specific needs of the company and role shows that you've taken the time to understand what they're looking for, making you a more appealing candidateMentioned In The Show:Liquid WebGet Hired Podcast

Get Noticed! Send a text.In this insightful episode, communication specialist Mike Lane-Evans reveals how entrepreneurs can bridge the gap between their current achievements and desired success through authentic communication. Drawing from his experience as both an actor and business coach, Mike shares valuable insights on building genuine connections with audiences, whether in presentations, pitches, or everyday business interactions. He emphasises the importance of aligning personal authenticity with business communication strategies, particularly for scaling companies. This episode is essential listening for business owners seeking to enhance their leadership presence and company growth through effective communication.Key Timestamps: 00:00 - Introduction and the 83% achievement gap 03:35 - The river metaphor and identifying goals 09:57 - Communication as company DNA 14:46 - Authenticity in business communication 18:50 - Building confidence through service 24:16 - Mastering podcast communication 29:44 - Top communication tip for entrepreneurs#BusinessCommunication #EntrepreneurialGrowth #AuthenticLeadership #BusinessCoachingAll-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.netSearch Engine Optimisation from the UKRank higher on Google with SEO. Fill out the form to receive a FREE quote.Save 56% Of Your Time With This SystemEntrepreneurs Reclaim Up To 56% Of Their Time Within 28 Days by Following This System. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBe a podcast guest. Share your story.Learn how to get noticed by podcast hosts.Check out the Podcast Guest Blueprint - click the link below.https://academy.theunnoticed.cc/

Get Noticed! Send a text.Are you trapped in the feast-or-famine cycle of consulting, constantly trading time for money? Jay Melone shares how he achieved an extraordinary 1,810% profit growth by transforming his consultancy from selling time-intensive services to creating scalable products. Drawing from his experience working with clients like Google, Amazon and Home Depot, Jay reveals his 'reverse flywheel' approach to productising services without compromising value.Learn how to package your expertise into accessible toolkits and training materials that generate passive income whilst serving as powerful marketing tools for your premium services. Jay emphasises the importance of giving maximum value in your entry-level products rather than holding back—a strategy that earned him $80,000 from toolkits he created four years ago that still generate leads today.Discover practical steps to break free from the consulting hamster wheel and build a more profitable, sustainable business model.Recommended Book: "100 Million Dollar Offers" by Alex HormoziEveryday AI: Your daily guide to grown with Generative AICan't keep up with AI? We've got you. Everyday AI helps you keep up and get ahead.Listen on: Apple Podcasts SpotifyRepurpose content effortless with AISell transforms audio or video into multiple formats quickly. Import direct YouTube and RSS feeds.All-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.netSearch Engine Optimisation from the UKRank higher on Google with SEO. Fill out the form to receive a FREE quote.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBe a podcast guest. Share your story.Learn how to get noticed by podcast hosts.Check out the Podcast Guest Blueprint - click the link below.https://academy.theunnoticed.cc/

Get Noticed! Send a text.Struggling to stand out in a crowded marketplace? Certification could be your secret weapon for winning more contracts and attracting premium customers. Heather Cox, president of Certify My Company, reveals how supplier diversity certification can transform your business prospects, particularly when targeting large corporations and government contracts.Learn why consumers are 3.5 times more likely to purchase from brands committed to diversity, and how certification validates your business's authenticity. Cox shares fascinating insights about common certification pitfalls, including why your company's leadership titles matter more than you think. She explains how proper certification can save you from costly mistakes whilst providing unexpected benefits like improved business housekeeping.Discover why outsourcing to experts is crucial—if you lack the time or money to do something once, you definitely can't afford to do it twice. Cox demystifies the certification process and reveals how to leverage it for maximum business impact.Recommended by guest: Book: "Start with Why" by Simon Sinek Podcast: Kara Golden's podcast (Hint Water founder)Rumi.aiAll-in-one meeting tool with real-time transcription & searchable Meeting Memory™All-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.netSearch Engine Optimisation from the UKRank higher on Google with SEO. Fill out the form to receive a FREE quote.Save 56% Of Your Time With This SystemEntrepreneurs Reclaim Up To 56% Of Their Time Within 28 Days by Following This System. Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBe a podcast guest. Share your story.Learn how to get noticed by podcast hosts.Check out the Podcast Guest Blueprint - click the link below.https://academy.theunnoticed.cc/

If your hiring process is failing, don't worry - we've got you covered! Discover why your hiring process isn't working and learn how to fix it in this video. In this episode, Chris and Kevin, delve into the essentials of hiring the right employees for your business. They emphasize the importance of evaluating an applicant's past to predict future performance, highlight the significance of a growth mindset, and share practical strategies for effective interviews. They discuss red flags, the necessity of clarity in job roles, and innovative techniques, such as task-based application processes, to ensure that only the most diligent and reliable candidates make it through. Tune in to learn how to reduce your hiring risks and build a successful team with their proven framework. 00:00 Introduction: Trust Their History 00:53 Welcome to Blue Collar Millionaire Podcast 01:43 The Importance of Trusting Your Gut in Hiring 02:52 Evaluating Applicant's Work History and Ethics 04:41 Red Flags to Watch Out For 06:51 Effective Interview Questions and Strategies 18:44 Clarity in Job Roles and Expectations 21:33 Conclusion and Next Steps 23:05 Join the Blue Collar Millionaire Community If you find this video valuable, please like, share, and subscribe! Website: https://bluecollarmillionaire.net/ BCM Skool: https://www.skool.com/blue-collar-millionaire-4460/about Accelerator Program: https://www.skool.com/blue-collar-millionaire-2846/about Board Room Elite: https://www.skool.com/board-room-elite-9841/about

Get Noticed! Send a text.Feeling invisible despite your expertise? Struggling to stand out in a crowded digital landscape? With over 130 million YouTube views, Finn McKenty reveals why you don't need astronomical numbers to build a thriving business through content marketing. Drawing from his experience working with giants like Nike and Nintendo, McKenty shares a refreshingly practical approach to social media strategy.He demonstrates why entrepreneurs should focus on either LinkedIn (for B2B with high-intent audiences) or YouTube (for B2C mass reach) rather than spreading themselves thin across multiple platforms. McKenty breaks down his three-step narrative framework for creating compelling content: establish a differentiated point of view, trigger a mindset shift, and enable a capability shift. Most importantly, he explains why taking a clear stance, though seemingly limiting, actually opens more doors than it closes.Whether you're selling professional services or consumer products, McKenty's strategic approach cuts through the social media noise with remarkable clarity.Rumi.aiAll-in-one meeting tool with real-time transcription & searchable Meeting Memory™Repurpose content effortless with AISell transforms audio or video into multiple formats quickly. Import direct YouTube and RSS feeds.All-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.net#1 Release Distribution ServiceTell the World about Your Company with e-releases. $130 Off Newsmaker distribution.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBe a podcast guest. Share your story.Learn how to get noticed by podcast hosts.Check out the Podcast Guest Blueprint - click the link below.https://academy.theunnoticed.cc/

Get Noticed! Send a text.Are repetitive tasks eating up your valuable time and resources? Automation could be your secret weapon for transforming business efficiency—without breaking the bank. Brandon White, a serial entrepreneur from San Francisco, shares his revolutionary five-level framework for business automation, from basic cloud tools to advanced AI integration.Drawing from his experience as a venture capitalist and internet pioneer since 1996, White explains how proper documentation is the foundation of successful automation. He illustrates this with a brilliant peanut butter sandwich analogy that reveals why most businesses overestimate their operational clarity. Learn how automated processes can boost your company's valuation, free up your time, and create scalable systems that aren't dependent on you.Whether you're struggling with calendar management or looking to streamline your entire operation, White offers practical, implementable solutions that can save up to 60% of your time—and significantly impact your bottom line.Guest's Recommendation:Podcast: "How I Built This" with Guy RazRepurpose content effortless with AISell transforms audio or video into multiple formats quickly. Import direct YouTube and RSS feeds.All-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.netSearch Engine Optimisation from the UKRank higher on Google with SEO. Fill out the form to receive a FREE quote.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showBe a podcast guest. Share your story.Learn how to get noticed by podcast hosts.Check out the Podcast Guest Blueprint - click the link below.https://academy.theunnoticed.cc/

BE ONE OF THE FIRST 20 TO ENROLL IN THE CAREER ADVANCEMENT TOOLKIT AND GET 60% OFF: https://professorheatheraustin.lpages.co/toolkit-offer-first-20/Let's be honest—job searching in today's market can feel like a full-time job. It's time-consuming, it can drain your energy, and if you're not seeing the results you want, It can seriously impact your confidence. One of the biggest hurdles? Getting your resume past the dreaded ATS. You spend hours tailoring your resume, only to wonder if it's ever seen by a real person. Sound familiar? Well, I've got you covered this video. I'm sharing how to transform your resume in minutes so it not only passes the ATS but grabs attention from recruiters and hiring managers. Whether you're struggling to get interviews or just want to refresh your resume for your next big opportunity, these simple yet powerful tips will make sure your resume gets through to real person.Let's keep the conversation going — Which of these resume hacks do you think will make the biggest difference for you? Connect with me on YouTube and LinkedIn and visit my website for even more detailed career and job search strategies.Thanks for tuning into the Career Catalyst Podcast! If you found these insights helpful, remember to subscribe, rate, and review this podcast. Until next time, keep striving for excellence and never settle for less than you deserve. I'll see you in the next episode!

This episode is an audio version of a virtual panel held at the Linguistics Career Launch in the summer of 2024, titled “Creating and Tailoring an Effective Resume”. The presenter is Alex Johnston, who is Director, Master's Programs & Career Management in the Georgetown University Dept. of Linguistics. In this presentation, Alex will answer the following questions: How do I “convert” my academic, student or volunteer experiences into a professional resume? What experience do I even HAVE? (More than you think!) How do I showcase those experiences on my resume so it has a better chance of passing through the Applicant Tracking System and getting in front of a real person? How can my resume convince a real person that I'm a fit for the job? After this talk, you'll understand STAR stories, effective resume bullet points, and ways to research and display “fit” with a job announcement. The video of this presentation is available at the Linguistics Career Launch YouTube channel. The deck used in this presentation is available here. Alex Johnston on LinkedIn Action Verbs to Make Your Resume Stand Out How to Beat the Applicant Tracking System This episode of the podcast is generously sponsored by Amazon Science. Topics discussed include – career management – career preparation – resumes – portfolios – accomplishments – career learning – job applications – job market – STAR Stories – transferable skillsThe post Episode #58: Effective Resumes (LCL Audio) first appeared on Linguistics Careercast.

Welcome to another episode of the Recruiting Insider podcast, where we dive deep into the world of job searching and recruitment. Today, we're joined by Sylvanna Berkowitz, a seasoned recruiter who brings invaluable insights into the often-misunderstood realm of applicant tracking systems, or ATS. Many job seekers find themselves puzzled and frustrated by this technology, often believing it's an automated gatekeeper that ruthlessly filters out qualified candidates. However, as we will discuss, the reality is far more nuanced. In this episode, we'll unravel the inner workings of ATS and clarify the vital role recruiters play in the hiring process. Sylvanna will shed light on the importance of tailoring resumes to specific job descriptions, emphasizing how the right keywords can significantly enhance a candidate's chances of making it past the initial screening. But it's not just about the resume; networking is equally crucial. Sylvanna will share her strategies for connecting with recruiters and employees at target companies, highlighting how personal connections can open doors that might otherwise remain closed. By the end of this episode, you'll walk away with practical tips and insights that can transform your job search. We'll demystify the ATS, encouraging you to see it as a tool rather than an adversary, and stress the importance of regularly updating your resume with your latest accomplishments. Get ready to learn how to navigate the job market more effectively, prioritize networking, and ultimately put your best foot forward in your job hunt! --------------- Update your Resume & LinkedIn Profile: Schedule a 15-minute call with Mary: https://calendly.com/resumeassassin/meet 1:1 with Mary: www.resumeassassin.com AI-Enhanced: www.resumesidekick.io --------------- Connect with Mary: https://www.linkedin.com/in/mary-southern/ Connect with Sylvanna: https://www.linkedin.com/in/sylvanna-berkowitz-b4415b15/

You may have more value to a smaller company than to a larger one, relates Doug Munro, Senior Talent Acquisition Specialist for Information Management Group (IMG). IMG is a small business, focused on IT and cybersecurity, both in the metro DC area and beyond. Plus, if you have a Full Scope Poly and want to transition your career to IT, Doug's team will help you obtain a Security+ and set you on a new career path where you learn on the job.5:53 IMG is always seeking System Administrators and Network Engineers in Maryland, and then Network Engineers and Administrators in Virginia at the CI Polygraph level.11:40 How is an Applicant Tracking System or ATS your friend? A human being will make a decision on your candidacy. Don't over-format your resume – and no pictures. 16:23 Having a good relationship with your agency customer is important for a small business. It impacts people who don't even work here yet. If IMG develops that relationship and partnership with the agency there is a level of trust built that allows requirements to sometimes be more flexible. Find complete show notes at: https://clearedjobs.net/img-it-and-cybersecurity-podcast/_ This show is brought to you by ClearedJobs.Net. Have feedback or questions for us? Email us at rriggins@clearedjobs.net. Sign up for our cleared job seeker newsletter. Create a cleared job seeker profile on ClearedJobs.Net. Engage with us on LinkedIn, Facebook, Instagram, X, or YouTube. _

Discover the art of firing your resume and revolutionize your communication strategies with our special guest, Katherine McCord! Katherine, a trailblazer in people operations and neurodiversity advocacy, introduces her groundbreaking ideas alongside her work with the Neuroverse organization. Learn about the "ego mechanism" and how our brain's defensive responses can impact everyday interactions, from heated family debates to workplace disagreements. Katherine offers invaluable insights on managing this mechanism for healthier, more effective communication.Are you addicted to negative communication? You're not alone. This episode sheds light on the brain's reaction to stress, leading to cycles of confrontation or avoidance that affect our well-being. We dive deep into the physiological and psychological impacts of constant stress, with actionable techniques to manage these responses. By recognizing the initial physical signs of stress and using grounding exercises, you can train your brain to respond more calmly and healthily in stressful situations.Katherine is the Founder and President of the People Operations Consulting firm Titan Management, an international speaker, and the Founder of The Neuroverse, a not-for-profit organization dedicated to neurodiversity. She developed the first ever anti-bias Applicant Tracking System and created the "Make Accommodations Standard" process and campaign. She loves to stay busy and further her three missions: integrity, inclusion, and innovation. With Katherine, it's all about expanding humanity.Connect with Katherine:Websitehttps://www.titanmanagementusa.com/SocialsYouTubehttps://www.youtube.com/channel/UCDH88heZK21pHbo_aYt-sgALinkedInhttps://www.linkedin.com/in/katherine-mccord-093bb343/Got a question about something you heard today? Have a great suggestion for a topic or know someone who should be a guest? Reach out to us:askcarl@carlspeaks.caIf you're ready to take the plunge and join the over 3 million people who have joined the podcast space, we'd love to hear your idea and help you get started! Book your Podcast Strategy Session today:https://podcastsolutionsmadesimple.com/get-started/Never miss an episode! Subscribe wherever you get your podcast by clicking here:https://podcastsolutionsmadesimple.buzzsprout.com/Follow us on LinkedIn:https://www.linkedin.com/company/podcast-solutions-made-simpleFollow us on Instagram:https://www.instagram.com/podcastsolutionsmadesimple/Follow us on Facebook:www.facebook.com/groups/podcastlaunchmadesimpleFollow us on Twitter:https://twitter.com/carlrichards72

My guest, Katherine McCord says, when she was just a little girl she played HR (human resources) already and one time she even fired her own mother.... well we will talk more about that in the episode. But with that background, it's no surprise that she's the Founder and President of the People Operations Consulting firm Titan Management and that she developed the first ever anti-bias Applicant Tracking System and created the "Make Accommodations Standard" process and campaign. We talk about: what's wrong in the HR world and in HR Techwhy using "years of experience" as a hiring marker is a poor hiring practice and what to look out for insteadhow we can get creative in hiring and when hiringand how by breaking the ego defence we create a healthier communication style and remove stressFind the full shownotes >>> here>> click here to send me a Fan Text Message ;-)From Chaos to Peace Consulting Inc - https://connygraf.comGet notified of the next live round of Chaos to Peace Jumpstart

Get Noticed! Send a text.In this episode, Jeff Standridge, Managing Director of Innovation Junkie, reveals why culture is crucial for business success. He outlines six key elements of a culture of excellence, including strong leadership, clarity of vision, and 100% accountability. Jeff explains how positive work cultures directly impact revenue growth, profitability, and employee engagement. He shares practical advice on managing culture, from hiring practices to weekly team meetings. You'll learn why culture and brand are two sides of the same coin, and how to align your internal values with customer experiences. Jeff offers a simple exercise to assess your current culture and confront the brutal facts. Whether you're a startup or an established company, this episode provides valuable insights on cultivating a culture that fuels innovation and sustained growth.Recommended: Craig Groeschel's leadership podcast (specific name not mentioned)LinkedIn Engagement using AIEngage AI use AI to write insightful and relevant comments on LinkedIn™ Repurpose content effortless with AISell transforms audio or video into multiple formats quickly. Import direct YouTube and RSS feeds.All-inclusive Applicant Tracking System.Discovered an AI-enabled Applicant Tracking System for your entire recruitment process. Email validation service.Accurate, fast and secure email validation service from Zerobounce.netDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the Show.Am I adding value to you?If so - I'd like to ask you to support the show.In return, I will continue to bring massive value with two weekly shows, up to 3 hours per month of brilliant conversations and insights.Monthly subscriptions start at $3 per month. At $1 per hour, that's much less than the minimum wage, but we'll take what we can at this stage of the business.Of course, this is still free, but as an entrepreneur, the actual test of anything is if people are willing to pay for it.If I'm adding value to you, please support me by clicking the link now. Go ahead, make my day :)Support the show here.

In today's episode Sarah addresses a topic that affects nearly every job seeker: the Applicant Tracking System, or ATS. With so much misinformation and myths swirling around about how ATS works, Sarah spends intentional time cutting through the noise to give you the real story. She'll break down what an ATS is, how it processes your resume, and why it's crucial to optimize your document for these systems. Sarah also shares actionable tips to increase your visibility to recruiters and hiring managers. If you're in the middle of a job search or gearing up for one, this episode is packed with insights to help you navigate the complexities of the ATS and land your next role.Quotables“One of the myths out there is that the ATS is a robot rejecting people. And that is not totally true.""You want to be customizing your resume for every job you apply to. Now that does not mean recreating it from scratch every single time. It could mean that you're just rewriting certain bullet points, reordering bullet points, maybe even removing bullet points to draw attention to the bullet points that are more relevant to that job you are applying to."Timestamps00:28 Applicant tracking systems organize and rank candidates.04:01 Recruiters and managers make final hiring decisions.08:37 Applicant tracking systems and self-ranking summary in hiring.12:43 Understanding applicant tracking systems & its human impact.☎️ Book a free Career Strategy Call to learn how we can help

Randstad NV, the world's leading talent company, has reached an agreement to form a joint venture combining its job board business, Monster, with CareerBuilder, a portfolio company of funds managed by affiliates of Apollo. https://recruitingheadlines.com/monster-careerbuilder-joining-forces/ PHILADELPHIA —- Phenom today announced its acquisition of Tydy, a human resources technology company focused on delivering phenomenal preboarding and onboarding experiences for employees – from hire to retire. The fifth acquisition and addition to the Intelligent Talent Experience platform portfolio fortifies Phenom's vision to shorten time to productivity for employees, while creating efficient experiences for HR practitioners, all from one platform. https://hrtechfeed.com/phenom-acquires-onboarding-platform/ Greenhouse, the leading hiring platform, announced it has been recognized as a leader in 66 of the 2024 G2 Summer reports and has ranked #1 in 29 of them, including Best Applicant Tracking System, Best Enterprise Applicant Tracking Systems, Best Mid-Market Applicant Tracking System and Europe Regional Grid Report for Applicant Tracking Systems. https://hrtechfeed.com/g2-says-greenhouse-is-the-best-ats/ KKR, a leading global investment firm, announced the signing of definitive agreements under which KKR and other investors  will jointly lead a US$140 million Series E fundraise of SmartHR, a leading cloud-native human resources management platform in Japan, with participation from existing shareholders. https://hrtechfeed.com/japan-based-smarthr-gets-140m-series-e/  

Applicant Tracking Systems… …are a PAIN in the rear!!! So - how do you win the ATS game so that you can land interviews and land your Hell Yes tech leadership job? I show you how in this episode. Pay close attention because I offer several pieces of practical advice you'll want to implement today. Check it out here!

From being the little girl who played HR (even firing her own mother!) to the traveling HR entrepreneur and international speaker that she is now, Katherine has had quite a journey! She has multiple physical and neuro diversities, and says, “I am successful WITH my diagnoses, not in spite of them”... And boy is she! Katherine is the Founder and President of the People Operations Consulting firm Titan Management, the Chief People Officer for Previewed, an innovative job board that fires the resume, an international speaker, and the Founder of The Neuroverse, a not-for-profit organization dedicated to neurodiversity. She developed the first ever anti-bias Applicant Tracking System and created the "Make Accommodations Standard" process and campaign. She loves to stay busy and further her three missions: integrity, inclusion, and innovation. With Katherine, it's all about expanding humanity.Learn More at: www.titanmanagementusa.com  Please leave a review or send us a Voice note letting us know what you enjoyed at:Back2Basics reconnecting to the essence of YOU (podpage.com)Follow us on IG and FB @Back2BasicsPodcast

5 Free Career Tools That Help You Find a Job FasterEpisode Description:It's no secret that we are in one of the most competitive job markets right now. So today, we're diving into a topic that may be on a lot of our minds: how to find a job quickly. Plus, we're hearing from 3 career contessa listeners and giving them custom career advice. Listen in to learn:How to utilize Loom to illustrate your experienceHow to navigate Applicant Tracking Systems with the help of JobScanHow to find the best career path for you with CareerFitterHow to enhance your job search materials with the help of ChatGPTFree Career Contessa tools that can aid you in your career searchShow NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQWFollow Career Contessa: http://bit.ly/2TMH2QP Loom: https://www.loom.com/JobScan: https://bit.ly/43hg5qmCareerFitter: https://bit.ly/4c1hGohChatGPT: https://openai.com/blog/chatgptCareer Contessa: https://www.careercontessa.com/Career Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ Browse open jobs: https://www.careercontessa.com/jobs/Produced by Dear MediaSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Users of Glassdoor, the site that touted anonymous employee reviews of companies, are reporting that their names and job titles are being added to their accounts without their consent. https://www.morningbrew.com/daily/stories/glassdoor-requires-users-to-add-real-names  Culture Amp, the world's leading employee experience platform, announced today that it intends to acquire people analytics company, Orgnostic. https://hrtechfeed.com/culture-amp-is-acquiring-people-analytics-platform-orgnostic/  WorkLLama, technology provider of an AI-driven, talent marketing, relationship management, and direct sourcing platform, announced the launch of its latest innovation: an integrated Applicant Tracking System that promises to transform the recruitment landscape. This cutting-edge enhancement is designed to provide WorkLLama customers with a fully integrated technology solution, ensuring best-in-class customer and candidate experiences.  https://hrtechfeed.com/workllama-unveils-its-own-ats/ After a two year hiatus, HR Lancers has been reborn as a simple, easy to use directory for HR freelancers across North America. The original site launched by my company RecTech Media had been a full blown marketplace but the pandemic stunted its growth. This time the site lives on as directory where freelancers can promote themselves. HR Lancers has 12+ categories covering all the top aspects of HR consulting. Add your listing for free or feature it for $49 per year.; https://hrtechfeed.com/new-directory-for-hr-freelancers-launches/ Cornerstone OnDemand Inc., announced the acquisition of the extended reality capabilities Talespin, a spatial learning company focused on workforce skills development. Talespin's extended reality (XR) learning technology adds to Cornerstone's content subscriptions, curation, creation, and insights technology to create an end-to-end learning content solution powering the future of work. https://hrtechfeed.com/cornerstone-acquires-extended-reality-xr-learning-technology-platform/  

Zena Contreras is a seasoned career coach and corporate recruiting expert with a rich tapestry of experience spanning over two decades. With an impressive track record of collaborating with industry giants such as CNN, CBS Viacom, and The Walt Disney Company, Zena brings a wealth of insider insights to the world of professional development. Beyond her corporate prowess, Zena is a spiritual life coach, infusing a holistic approach into her coaching services. For the past 14 years, she has guided individuals not only in their career pursuits but also in cultivating a sense of balance and resilience in their personal and professional lives. Zena's career coaching formula is distinguished by its emphasis on the "side-door" technique, a strategic approach designed to bypass the corporate gatekeeper and Applicant Tracking System. In an ever-evolving and often unstable economy, Zena empowers job seekers to navigate the complexities of the job market with confidence, offering personalized strategies that align with individual skills, goals, and market trends. With an unwavering commitment to diversity, inclusion, and spiritual well-being, Zena Contreras stands as a beacon of inspiration for those seeking to not only advance their careers but also to find fulfillment in their life's journey. --- Support this podcast: https://podcasters.spotify.com/pod/show/maria-martinez820/support

Are you hitting a wall with your resume, wondering why it's not getting the traction you expected in your job hunt? Could it be getting lost in the maze of the Applicant Tracking Systems, also known as ATS? Well, it might be time to switch up your strategy. In this video, you'll learn how to create a resume that's not just ATS-friendly, but compelling, personalized, and absolutely eye-catching. But we're taking it one step further. I'm going to show you how to leverage ChatGPT to streamline the entire resume-writing process.In this episode, you'll learnWhat an ATS is and why it's crucial for your job search.How ChatGPT fits into your resume strategy.A step-by-step guide on using ChatGPT to optimize every section of your resume.Formatting tips to make your resume ATS-friendly and visually compelling.How to tailor your resume for specific job applications using AI.FREE RESOURCES MENTIONED IN THIS PODCAST EPISODE:Free ChatGPT account: https://openai.com/Free resume template and example: https://heatheraustin.online/resume/Free 25 powerful ChatGPT prompts for job seekers: https://heatheraustin.online/prompts/Let's keep the conversation going — I'd love to hear your thoughts on using ChatGPT and creating your own ATS-friendly resume. Connect with me on YouTube and LinkedIn and visit my website for even more detailed career and job search strategies.Thanks for tuning into the Career Catalyst Podcast! If you found these insights helpful, remember to subscribe, rate, and review this podcast. Here's to your success in the transformative world of work!

In this episode, we will talk about the exciting world of AI tools designed specifically to empower job seekers. Our special guest, AJ-Eckstein, will guide us and identify those steps into the AI tools that will take our search to the next level. Whether you're a recent graduate taking your first steps into the professional world or a seasoned professional looking for new opportunities, this episode is your ultimate guide to leveraging AI tools to land your dream job. If you would like to use AI tools into your job search, learn about resume optimization, tips for interviews and grabs the attention of recruiters and Applicant Tracking Systems, don't miss this episode. Find AJ here: LinkedIn

What does it take for your customers to:Recommend your brand to all their friends, family and coworkers?Take pictures of your product and post it on their personal social media?Wear your logo even if they don't own the product?All of these are signs your customers are superfans evangelizing your brand. And transforming customers into devoted superfans is a potent marketing strategy that drives business growth.This is what we're talking about today as we chat about the legendary outdoor gear brand, YETI, with the help of special guest, VP of Marketing at Loxo, Sam Kuehnle. Together, we chat about investing in storytelling, working collaboratively with sales, and being realistic about what constitutes a true lead.About our guest, Sam KuehnleSam Kuehnle is VP of Marketing at talent intelligence platform Loxo. He joined the company in January 2023. Prior to his current role, he served as VP of Demand Gen at Refine Labs, a demand strategy and research firm focused on growth-stage B2B SaaS companies, where he spent over 2 years. He previously worked at Blackbaud for over 7 years, culminating in his role as Digital Marketing Team Lead. He is based in Jupiter, Florida.About LoxoLoxo is the #1 Talent Intelligence Platform and global leader in recruiting software. Loxo is a horizontally integrated suite of data-driven and AI-powered products designed to manage the full recruitment life cycle through a single system-of-record software platform. The platform includes a best-in-class Applicant Tracking System, an AI-driven Recruiting CRM, Candidate Engagement (multi-channel outbound recruiting solution), a People Search Engine of over 1.2 billion people, with contact information including verified mobile phone, personal and work emails. The instant AI sourcing, ranking and matching makes identifying, engaging and hiring the very best possible talent easier than ever before. More than 13,000 Executive Search, RPO, professional recruitment and talent acquisition teams across the globe are using Loxo to become hiring machines.About YETIYETI is a maker of outdoor gear like premium ice chests, coolers, vacuum-insulated stainless steel drinkware, and more. They're an American company based in Austin, Texas that was founded by brothers Roy and Ryan Seiders in 2006. The brothers loved to fish and hunt but found that they needed to buy a new cooler every season because parts would break on them. So they decided to make a cooler that was super durable, effective at keeping stuff cold, and all-around practical. Their dad, who was a teacher by trade, had also become an entrepreneur, developing sealant for fishing rods called Flex Coat. So this kind of entrepreneurship runs in the family. And their idea really came from meeting their own needs while also seeing a need in the market.So when they were developing a prototype, they realized that they would have to sell their coolers for around $300 to cover their costs, far above the $30 coolers you can buy at Walmart. And because of this, they decided to reach out to specialty outdoor retailers and to go to trade shows. (Speaking of knowing your audience). Now if you look on their site, the hard coolers range in price from $250 to $1500. And though they initially started with coolers, they expanded to cups and tumblers in 2014. The brand definitely has cachet. People will put a YETI sticker on their truck or wear a YETI t-shirt even if they don't own a YETI cooler. The brand has been called “aspirational,” no doubt because of the price but also the idea of having time off to go be in the great outdoors, loading up a YETI with fish or elk meat or drinks. But Aaron Vom Eigen, who's a principal at the Austin-based design firm Pushstart who studied YETI, said,“It's less about being sexy and more about the function and being durable.”Ice will last in a YETI cooler for up to 7 days, according to Springhill Outfitters. Though in hot conditions, it will last for a day or two. And they're virtually indestructible. They're made using the same process as white water kayaks. And they're also tested against grizzly bears for bear-proofing (when paired with special YETI master lock padlocks.)What B2B Companies Can Learn From YETI:Invest in storytelling. Create longform blog posts, videos and podcasts telling stories that exemplify your brand. They build brand awareness so you're top of mind for buyers. Ian says, “Content is so important to [YETI]. If you go to their website, the navigation includes shops, gifts, customized, and stories. And in stories you have a bunch of stories that they've written and brilliant long form video content, which is amazing. They have ambassadors and they have podcasts. You have to have such strong content and advertising in order to be top of mind and to get your brand across.”Work in tandem with sales. Supercharge your marketing strategy by keeping communication open with the sales team. Each side will inform the other on what works or what doesn't, so marketing and sales both work harder for the business. Sam says, “One of the bigger [lessons] is learning how to work with sales. Because they don't care if you get one lead, 10 leads, 100 leads their way, they need to close deals at the end of the day. So if you want a good relationship with them and you really want to grow as a company, you need to be working together.”Be realistic about what constitutes a true lead. It's easy to convince yourself a contact will convert. But Sam says, “Whether leads are falling off, they're not qualified, or they're not closing for some reason, more often than not, it was because the leads weren't really leads. Like, we so conflated the definition of what a lead is. And we just said, ‘Oh, they downloaded an ebook, they're ready to talk to sales.' It's like, ‘No, they just wanted to learn something or they wanted to watch this webinar. Stop calling them leads. Just give it away for free.”Quotes*”How do we create champions? How do we get repeat buyers? How do we keep people from never wanting to leave us? In B2B, it's an experience. You make sure that they get the results they want. But in B2C, you don't have YETI people calling you. How do you like your YETI? Rate it out of 10. Would you buy YETI again? They've just ingrained it. I think part of that is the marketing side of it is just how they've done and accomplished that.” - Sam Kuehnle*”KPIs are indicators. They are not goals. We need to stop treating them like goals. You can get tens of thousands of visitors if you want to show up for some random phrase. You can go to some content syndication website. You can gamify all that to hit your goals, but then you're doing a disservice because you're refocusing all of your team's energy on hitting these things that don't actually matter for your business because they want to justify their salary or their position within the company.” - Sam Kuehnle*”How'd you hear about us? Just ask people when they come in and put it on the form. This is usually like the most memorable thing, or sometimes recency effect comes into play where it's like, you know, ‘The last thing I heard was a podcast with the CEO.' That's another touch point for you to know if your content is working.” - Sam Kuehnle*“Are we generating more pipeline as a result of the people coming in? Are the deals closing faster? Are we seeing higher win rates as a result? All of those are lagging indicators to doing that initial upfront work of building your content engine, but you can't be so obsessed with having that engine drive results on day one, on day 30, on day 60. It is a long game that you have to play.” - Sam KuehnleTime Stamps[0:55] Meet Sam Kuehnle, VP of Marketing at Loxo[0:25] Discussing Yeti's Marketing Strategy[2:42] Sam's Role at Loxo and Marketing Objectives[48:27] The Yeti Effect in B2B MarketingLinksCheck out YETIConnect with Sam on LinkedInLearn more about LoxoAbout Remarkable!Remarkable! is created by the team at Caspian Studios, the premier B2B Podcast-as-a-Service company. Caspian creates both non-fiction and fiction series for B2B companies. If you want a fiction series check out our new offering - The Business Thriller - Hollywood style storytelling for B2B. Learn more at CaspianStudios.com. In today's episode, you heard from Ian Faison (CEO of Caspian Studios) and Meredith Gooderham (Senior Producer). Remarkable was produced this week by Meredith Gooderham, mixed by Scott Goodrich, and our theme song is “Solomon” by FALAK. Create something remarkable. Rise above the noise.

Greetings, Career-Minded Superstars! Welcome to The Exclusive Career Coach podcast. I'm Lesa Edwards, Certified Executive and Leadership Development Coach, Certified Job Search Strategist, and Master Resume Writer.  If you would like to learn more about my practice, check out my website at exclusivecareercoaching.com. While you're there, be sure to look at the Free Resources page – I have lots of great stuff there for you to take advantage of.  So far this month, I've talked about what you need to know if you are going to be conducting a job search this year – and what the job market currently looks like. I've discussed what is going on with remote work, the importance of personal branding, LinkedIn, tailoring your marketing materials for each position you apply for, and the role technology is playing in the interview process. I also dug deep into what is currently happening with the U.S. workforce – and what is expected to occur over the next few years around worker supply and demand, the aging workforce, and wage growth.  Today, I want to talk about the obstacles you may face if you are planning to job search this year. I've teased out six things you'll want to take into consideration as you look for your next great role.  1.    A lack of personalization in the hiring process. Over and over, I hear my clients' frustration about how technology has removed the personal touch throughout the hiring process. From initial interviews conducted using AI tools to Applicant Tracking Systems to an inability to reach a human at the hiring company, candidates are FRUSTRATED.  My solution for this shouldn't surprise you if you've listened to my podcast before: Networking. Specifically, my +1 approach, where you do one more thing in addition to just applying online like everyone else. I've talked about both of these in depth in multiple other episodes, so I won't dwell here. Here are a couple of other tools to help with this lack of personalization: Expect that it will likely be impersonal – in other words, manage your expectations. Also, exhibit as much patience as you can possibly muster in navigating the various platforms you'll be interacting with.   2.    Companies that want you to jump through hoops like a circus animal.  From projects that take hours of your time to multiple interviews (I had one client who was subjected to 10 interviews before they went with their internal candidate) to cumbersome application requirements, some companies just don't understand that their efforts to find the perfect candidate is often resulting in the perfect candidate running in the opposite direction.  My advice: Decide whether you're in or you're out. If you're in, be willing to do whatever is asked of you, with a positive attitude (they will smell your resistance). To be fully in, it's so important that you really want that job with that company – and you fully believe you have the qualifications, professional qualities, and culture fit to be a great hire.  Just don't apply if you aren't really excited about the job and at least 75% qualified. Save your energy for the ones you are truly in on.   3.    Being ghosted.  I was fascinated to sit at a round table discussion with HR folks recently, who to a person complained about how candidates were ghosting them. When I spoke up about my clients' frustration about how employers were ghosting them, they were shocked. I'm sure you aren't surprised, though – you may well have faced this very thing. Whether from an in-house recruiter or third-party recruiter, it's particularly difficult to understand this when the recruiter reaches out to you unsolicited.  There are myriad reasons this may be happening, but what I want to point out here is this: Don't make it mean anything about you. You get to decide what to think about this sudden radio silence – please don't think it's because you aren't qualified or they didn't like you.  I like to think of it this way: I was spared from working with a company that doesn't have its act together and/or doesn't recognize my genius. Something better is on its way to me.   4.     Companies that take you all the way through the hiring process, only to tell you there's been a hiring freeze, a change in priorities, or “we found a better candidate.” It's always more difficult when you've invested a considerable amount of time and emotional energy in a lengthy process. I spoke with a prospective client just yesterday who had been told an offer was on its way, only to meet with the HR representative and be told there was a hiring freeze.  My solution for this situation is to stay in touch – most likely through LinkedIn. That hiring freeze will lift, they will figure out what direction they want to go in, and they will have other hiring needs (or figure out their first choice wasn't the right choice).  Calendar in a cadence of regular, infrequent communication with your contact, and look for ways to add value to them with things like acknowledgement of accolades the company has received or important industry information.   5.    Your competition may be miles away.  Especially with remote jobs, your competition has increased exponentially as candidates from around the globe can do the work from home.  This is where personal branding, an achievement-focused resume, and strong interviewing skills become even more important. Whether you are their back-door or across-the-globe candidate, you MUST show them that you are the best fit for the role and the company culture. And yes, culture DOES matter, even with remote jobs.  Know yourself, know the company, and be able to articulate how the two fit together perfectly.   6.    Employers that immediately want to know your salary requirements.  Some states have adopted wage disclosure laws so companies have to post salary ranges with their job descriptions. As of this podcast, 13 states have pay transparency laws, although the specifics of those laws vary greatly.  My philosophy on this used to be deflect, deflect, deflect…be vague – after all, how can you tell them what you want before you truly understand the job requirements and how you are the perfect fit? Now, however, I am encouraging candidates who are asked to give the salary range they are looking for, based on research into the industry, job function, geographic region – as well as the candidate's qualifications and experience.  The reason employers are asking is because they don't want to waste their time with someone whose salary expectations are not in alignment with what they are able to offer.  My final word to you today is this: You don't have to do this alone. If you would like to schedule a complimentary consult to discuss how I can support you in landing your dream job despite the challenges of today's job market and hiring practices, here's the link to my calendar: https://calendly.com/lesaedwards/zoom-meetings2 Take care, and I'll see you next week! 

In this episode, Katherine McCord's Journey to Inclusivity Leadership, sponsored by Daniel McGhee & The Victory Team, Rich Bennett engages in a profound conversation with Katherine McCord. Katherine, a trailblazer in neurodiversity and inclusion, shares her personal journey of overcoming six invisible disabilities and her achievements in revolutionizing HR through Titan Management and the Neuroverse. The episode delves into her development of the first Anti-bias Applicant Tracking System and her role as a distinguished speaker, highlighting her commitment to fostering inclusivity and understanding of neurodiversity in the workplace. Here are links for you to bookmark, save, follow, memorize, write down, and share with others:Titan Management, Recruiting and Consulting (titanmanagementusa.com) This episode is sponsored by Daniel McGhee & The Victory TeamThe Victory Team LOOKING TO BUY OR SELL A HOME Go with the Agent that was voted Harford's Best & won the Harford CouDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showFollow the Conversations with Rich Bennett podcast on Social Media:Facebook – Conversations with Rich Bennett & Harford County LivingFacebook Group (Join the conversation) – Conversations with Rich Bennett podcast group | FacebookTwitter – Conversations with Rich Bennett & Harford County LivingInstagram – Harford County LivingTikTok – CWRB (@conversationsrichbennett) | TikTok Sponsors, Affiliates, and ways we pay the bills:Recorded at the Freedom Federal Credit Union StudiosHosted on BuzzsproutRocketbookSquadCast Contests & Giveaways Subscribe by Email ...

Owning a property management company can be expensive, risky, and stressful. Property management business owners often surround themselves with the wrong team members. Today, property management growth experts Jason and Sarah Hull sit down with Pete Neubig with VPM to talk about building effective and efficient property management teams. You'll Learn [01:58] Having a business in “Chaos Mode” [09:02] The importance of core values [14:45] How VAs help your business thrive [23:18] Accountability, KPIs, and training [30:06] Creating company culture with VAs [37:07] Getting the right people in the right roles [41:30] VAs for property management companies Tweetables “When you're in high growth, you seem to be in chaos mode, and when you're in chaos mode, you don't make any money.” “When you're not proactive in your business and you're reactive, you're losing trust and churn goes up.” “If you don't have your org structure correct, it doesn't matter how many whistles and bells you have.” “I think every business owner needs to build the business around themselves.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Pete: If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. If your org structure is not correct, It all goes to hell in a handbasket.  [00:00:09] Jason: All right. Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:28] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners, and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. [00:01:03] I'm your host, property management expert, Jason Hull, the founder and CEO of DoorGrow, along with Sarah Hull, my wife. Co-owner of DoorGrow and the COO of DoorGrow. Now let's get into the show.  [00:01:16] So our guest today, we've got Pete Neubig back on the show with VPM Solutions. Welcome Pete.  [00:01:23] Pete: Welcome Jason, sarah. Thanks for having me.  [00:01:25] Jason: Yeah, good to have you. So now Pete, you were an operator of a property management company.  [00:01:31] Pete: That's correct.  [00:01:32] Jason: With Steve Rosenberg and you really helped to dial in the operations there and build that up. And now you're helping people do this in their property management business with your VA company. So we're going to be chatting about today is the number one way to increase productivity and profitability, so this should be interesting. So Pete, what is the number one way to increase productivity and profitability? Let's get into the subject.  [00:01:57] Pete: Sure. So before I jump right in, I'll talk about just a little brief history of Empire Industries, which was the company that we owned. So, we came from the investor side, Steve and I, we partnered up, we owned about 31 homes. Bought too many, didn't know how to manage it. [00:02:12] We love the idea of buying the deal. We hated the idea of managing it. So we went out looking for management firms and then realized we felt we could build a better mousetrap, which we ended up doing. Our original vision, I know you talk a lot about vision in your coaching, our original vision was we were going to own 500 homes and manage them ourselves, and within a year, that vision went to crap and we ended up managing 60 homes and I owned 37 of them. I'm like, "Steve, how are we managing these other homes?" And we were third-party managing all of a sudden. Because he felt that everybody needed help. And so we started third-party managing. So that's how we got into it, and we ended up building a better mousetrap and we created a third-party management firm and we took it from those 31 doors that we had all class D minus stuff, which is a whole other podcast. And I think you've actually listened to one of yours recently about something like that. So we ended up taking it to about 980 single-family homes and nothing more than four units in Texas, single families, one to four units and we went to three markets. We were in Houston, Dallas, and Fort Worth. And what happened was with us, our vision was no longer aligned. Steve wanted to take the property manager firm national. I wanted to literally just stay in Houston and get like 1500 homes. And so that fractured the partnership to the point where we decided to sell the business. Long story short, I couldn't afford to buy him out and he didn't want to buy me out. So we ended up selling to My Management, took a job with them for a couple of years, and realized I was no longer employable and that's when I started VPM Solutions. So that's the short version of it, but we were in chaos mode for many years at Empire. [00:03:43] When you're in high growth, I don't know if you've seen this with your clients, but we were in high growth and when you're in high growth, you seem to be in chaos mode. And when you're in chaos mode, you don't make any money. We didn't anyway. And so what we had found was our number one challenge was payroll costs. So the number one challenge that I've seen, and I've talked to a lot of people across the country, your number one challenge is either growth or payroll costs. The interesting thing about property management because it's a service-based industry and because it's so service-based that you almost have to stress your team out to make money. [00:04:16] Right? So you're on this kind of seesaw where I don't really have that many doors, but I need the people. But so the salary cost is so high that there's no money for me. As I grow the doors. Right. Now I don't hire anybody, but now I'm making money, but my team is now completely stressed out. They work in weekends, they work at nights, they're taking phone calls. They don't give the great customer service. And so payroll costs, what we saw was with us, our payroll costs are about 56%. Which is really high. A business should be around 30 to 36% is what I was taught by my business coach. I don't know if you've seen anything different in the service space, but that's what I've heard. So I had to figure out how to get my payroll cost down from 56% all the way down to about 30%. And I'll tell you how I did it with virtual assistants, so I'll let the cat out of the bag, right? We got it down to about 34%. So from 56 to 34%, and every percentage that you save in payroll costs is a dollar in your pocket. [00:05:11] But then you'd be like, "Well, Pete, if you have less people or, you have less payroll, typically you have less people. And if you have less people, your team is stressed," and I get all that. But let's talk a little bit about what happens when you have a stressed team. Okay. So when you have a stressed team, the little things go out the window, right? [00:05:27] All of a sudden, you're not making those calls to get those online reviews. All of a sudden, you're not making the calls and your communication goes downhill. And when a landlord owner or an owner client calls you to find out what's going on with the problem, whether it's maintenance, lease, you know, lease renewal, whatever it is, they feel like they're managing you. [00:05:43] So when you're not proactive in your business and you're reactive, you're losing trust and churn goes up. At Empire, our churn was around 34%, which is insane, right? The average churn in the business, my understanding is like 18 to 20%. Right.  [00:06:00] Jason: And that's his annual churn.  [00:06:02] Pete: Yeah. So it's high, right? [00:06:03] 34%. And I can tell you that the majority of it was people were unhappy with our service. Yeah. Right. So it wasn't good churn, right? Because you have good, neutral, bad, however you want to define it. We had mainly bad churn. People weren't selling houses and like, "all right, we're out of here, we sold." No, they were taking them because they were not getting the love, the communication really from us. So by having these payroll costs so high, I couldn't afford it. I couldn't afford people. So what happened, especially after 2020 with that pandemic is that the cost of hiring people got incredibly high, right? [00:06:34] So I call them low-level, low enjoyment jobs. Let's take a maintenance coordinator, for example, right? That's the number one job that is posted on VPM solutions today. Is the maintenance coordinator. So that's the first thing people look for typically. Well, a maintenance coordinator in Houston, Texas, back in 2018, 2019, was about a $35,000 a year job. Well, after 2020, people that want to do a job, they want like about $50-55,000, right? And the company just can't absorb that. They can't afford to hire people. On top of that, the type of people that we were getting were GEDs or high school, diplomas, no longer college-educated people wanted that job. Most of those people have challenges in their life and they bring them into your business. So, this all came to a head. I had a lady named Sharon, and Sharon was my front office coordinator. This is back in a day when we had these things called offices and office space. [00:07:22] Jason: Yeah.  [00:07:23] Pete: So I remember those days. In 2019 and before so people would walk into our office, drop off, rant or whatever. Right. And Sharon was this, she was like this angry lady. And I'm like this tells you what my hiring process was back then it was not very good. And some of the things that you teach, I'm like, man, I wish I would have known that back in 18, 17 and 19. So she's the wrong person. She was the wrong person and she was the wrong fit. But in my mind, I'm like, "Well, she's mean." I'm like, "She'd be great for a maintenance coordinator, right? She can tell people no all the time." So I decided instead of firing her, I decided to promote her, right. Which was a terrible mistake. So I promote Sharon to maintenance coordinator. Now, unfortunately for Sharon, she was my maintenance coordinator. I was actually managing properties back then at the time. And so just for that, she probably should've got some hazard pay. So I get that. I'm not the easiest guy to work for, especially when I'm managing properties. So Sharon comes and within one week, Now I gave Sharon a raise, so I moved her from front office to the maintenance coordinator. She was making about $35, I gave her like $ 40,000. [00:08:20] She's making what I think is decent money. That's not great money. I get that, but it was good money at the time. Within one week, she comes to my office. She tells me she needs more money. I'm already just scraping by as the business. Just scraping by, single-digit profit margin. So that's when I realized that I could eliminate her position. I can hire three people that are overseas for the same cost as one Sharon. But here's the big difference. Those three people, they're obviously bilingual, right? And here I'm in Houston and Dallas and Fort Worth at the time, Spanish is like, a lot of our tenants, about a third of them didn't really speak English. A lot of our vendors, Spanish was their first language. So I can get bilingual people, I can get college-educated people, I can get people that are ready or knowing that they want to work from home. And here's the most important thing though. I can get people that were not just a J-O-B to them, but a career and they were excited about the opportunity to work with us and for us. And so the attitude and all of a sudden I can find people that align with our core values.  [00:09:18] Jason: Yeah. That's significant to be able to find people that align with your core values. Yup.  [00:09:22] Pete: A hundred percent. But now I have three people doing the work. So now what happened is I had a little hesitation from my property managers, right? Because property managers are designed to be taskers. Right. So I had to take my property managers and I had to lift them up. And we actually changed the name. We said, you're no longer considered a property manager. You're a client relations specialist. Or an asset manager. I like asset manager better, but that was one of the fights I lost with Rosenberg. If anybody knows Steve, he's 6'4 full of muscles. So we arm wrestled and I lost on that one. We call them client relations specialists.  [00:09:55] Jason: But you wanted to call them what? Asset managers?  [00:09:58] Pete: Asset managers. I think an asset manager just has a little bit more cachet. And if you really think about it, right? How many clients do you have, like you're listening, that call you up and tell you how to manage their property, even though you're the expert? I felt the property manager, I call them gophers. I felt the property manager, they had to take these calls from these owners all the time and say, "Hey, go to my property, make sure the water in the pool is being filled up. Go to my property. Gas man's going to come there. I want to know about this $12 expense." meaningless and small conversations. You would never have those conversations with the guy managing your money, right? Imagine calling your Smith Barney guy and say, "I don't like the way you made this trade. Like you should make this trade different." no, you just let the guy do his thing. So how do you let us do our thing? Well, words are powerful and property manager to me has lost its luster. And it just reminds me of a gopher.  [00:10:45] Jason: I think also the phrase property manager in the property management space has become like saying " miscellaneous role" and that like it doesn't have meaning a lot of times there runs into this a lot with coaching our clients. [00:10:58] Sarah: Like, "what does your property manager do?" And they're like, "they pretty much do everything." "Okay..."  [00:11:02] Pete: And that's a problem And the reason why they do everything is because they can't afford more people because the margin is so slim. Right, so we got to the point where our property managers got elevated, made them client relations specialists. And what does that mean? It means that they had to learn a new skill. They had to manage by reports. They had to manage people because now all of the low level property management tasks were being done by my team in the virtual assistant world. And when I mean everything, but by the time Empire was done now, granted, we're almost a thousand units. But at that point we can hire some people. Everybody had one hat, which was a beautiful thing because now you can have your job description really set. You can have your KPIs really set. You can have your DISC profile really set. And you know who to hire. [00:11:43] And they have one or two numbers and they end up doing a much better job than the manager who's doing all of it. So over the course of your growth, you have to change your infrastructure, right? You go from portfolio to hybrid, hybrid to departmental to pod and all that good stuff. I got to departmental, we never got to pod and then we sold. That was probably going to be the next move for us. [00:12:05] If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. I could have property meld and I can have Zapier and I can have lead simple. I can have all these things. I can have a bunch of VAs, but if your org structure is not correct, It all goes to hell in a handbasket, just even quicker, right? [00:12:22] Cause now you have all this stuff happening even faster and it just gets crazier. And so with us, what we did is we had the structure, right? So now the managers, they're not taking those first phone calls. what was happening, Jason, is that when people would call, right? An owner client would call, my manager would pick up the phone. And as they're talking to this person, they're literally online and doing 14 tasks, responding to 18 emails. And people can hear that, they can see that and they can feel it over the phone. And so what do they do? Well, you don't really have enough time for me, I'm going to go take my property elsewhere. Or if you mess up, you know what, not only do you not have time for me, you mess up, right? So now what we do is we have everything happening on a low level.  [00:13:01] My managers told me, and I've talked to other managers since, my managers told me that maintenance took 80% of their time, right? And so I've heard that time and time again. So that was the first thing. So everybody always asks " okay, if I do hire a virtual assistant what's the first thing I should hire?" And the answer is, it depends for me. I knew my churn rate was directly related to the way we handle me.. I knew it. I didn't have to have a consultant come in and tell me that, right? [00:13:27] I just getting beat up every day by it. So I ended up hiring I was going to hire one remote team member, I ended up hiring four, right? And I trained them, figuring that somebody is going to drop off, but I wanted to train them all together. Now I did the training. Training is like literally the most tedious thing ever. And nobody wants to train. Everybody wants to hire somebody that they know exactly how to do it and they know exactly how to do it your way. It doesn't work that way. You have to take one step back to two steps forward. What people don't realize is the time you spend training your people, you get back in perpetuity forever. Because if you train your people correctly and you have good core values and you have a great culture, they ain't going to leave, right? People are so worried. I'm going to transfer, isn't going to leave. Yeah. If you're running a crappy company. Right. If you're running a crappy company and yeah, I'd be freaking worried too. [00:14:11] Right. Yeah. Make sure you're running a great company. You train the people. And then here's the great thing. As people moved on, whether they moved on and got another job or they moved on because I promoted them, guess who did the training for the next batch? My team did the training for the next batch. By the way, my churn rate for my remote team was way less than my churn rate in my US team. Right. Right. Incredibly different.  [00:14:32] Jason: Churn rate of retaining clients, of team members?  [00:14:36] Pete: Team members. Retaining team members. Churn rate of clients and you have churn rate of team members, right?  [00:14:39] Jason: Yeah. Their loyalty is just a lot stronger because they don't get these kinds of opportunities as often.  [00:14:45] Pete: Correct. Correct. So once my maintenance team was on board, now my manager, I literally saved with the narrow minds 80%, but here's the funny thing, right? So as I'm training. I had a director of operations. Her name was Margo and I still talk to Margo today. I love Margo. She would come to my office every day for 90 days. She came to my office with her cup of coffee every morning and said, "I don't think these VAs are going to work. I don't think these virtual assistants are going to work." Okay. Because when I was training right now, I did the training, not Margo. [00:15:12] I was training them, but when I was training them. What we had to do is every work order had to go to the property manager, then to the virtual assistant, then the virtual assistant would talk to the resident, the owner, bring it back to the property manager because they were getting, they were training, right? So they had to learn what to do in each situation, which caused my property managers more time, right? So that 80 percent went to 90 percent or even a hundred percent or 110. Now they're working extra hours. So they hated it. On day 91 I don't know if I'm allowed to say this, but I shit you not, day 91, she comes into my office and she has our same cup of coffee and I'm getting ready to listen to the spiel and she goes, " do we have maintenance anymore?" [00:15:47] Yeah. And I laughed and it took 90 days, but I got it. Yeah. The point where, so all of the work orders were being done by the remote team that nothing was getting escalated anymore. Only very little things right? So my managers do say, what do they do? Well, they take on all the escalations. Now imagine. What brain power, right? My team in United States, they were the ones that were the experts, right? So, but imagine if they only are dealing with high level escalations, not all the other little, because how many times did I have all these little things get done, but then we missed the big thing. [00:16:18] And then all of a sudden what happens is I call them taps, two by fours, and mack trucks, right? A tap is basically a maintenance request. That's going unanswered for, let's call it 15 days. Okay. That's a tap. The two by four is now the resident bypass you calls the owner. Now the owner knows that it hadn't happened or the resident blasts you on social. And then the mack truck is the lawsuit that gets across your desk, the tech, the report the complaint to the the real estate commission. Right. Or you're just getting, or you lose a client, right? Yeah. Those are two of those. So my team was so busy that they were missing the taps that they were becoming two by fours. And these are called fires. All right. And all we're doing is trying to deal with this fire. And then of course, every once in a while you get a mack truck, right? And it's what the heck? So now that my managers are not doing the day to day stuff, they're able to be proactive. So they're looking at reports. They're literally looking for taps. And now they're solving those taps. What that means is now the owner clients not calling you to find out what's going on. You're calling them, you're reaching out to them, you're letting them know, or you're taking care of it before they even, before it even becomes an issue. [00:17:18] And so by, by having your high dollar people that are licensed and they have experience by allowing them to not do the low level, low enjoyment stuff they actually became not only do they take all the escalation, but they actually became internal salespeople. All of a sudden, and this is stuff that we didn't anticipate, all of a sudden, though, like my company's name was empire property management in realty. That 90 percent of my customers had no idea that we could buy and sell homes for them. We're called realty and no idea. But once I got my property managers to be client relations specialist, guess what's happening. All of a sudden people are going to buy houses and they're buying them through us. [00:17:54] All of a sudden people want to sell. They want to sell through us. So all of a sudden our revenue goes up, right? Then all of a sudden they're like, who do investors hang out with? They hang out with other investors, right? You're the, you're like the five most, what is it? It's the old saying that you hear you're the average of the five people you hang out the most. All of a sudden they're getting, we're getting referrals. We never got referrals. So now we're getting a bunch of sales. We're getting a bunch of referrals. We're getting people to buy stuff where the agent, right? And when you're the agent, you get, you build that, that relationship. [00:18:18] And so now all of a sudden our churn rate dips down to, I think it was 22 percent from 34%. Right. So the interesting thing is I told you when I first started, right, I went from 54 percent to 34 percent in payroll costs. My payroll actually stayed the same. It was the churn rate that went down, increased my revenue. [00:18:36] It was the other clients, right? And retaining people and getting more clients. That's what, that's where the difference was. And now my managers. We're incredibly happy. They're no longer working nights and weekends. They're no longer stressed. Right now. And so now they are they're having the best life ever. [00:18:53] And my VA team, my remote team, they're making more money than they've ever made before. And it was easy to, and then they all had KPIs and they were all like. People want to inherently do a good job. They do. Right. And so, but they don't know how to do a good job unless you tell them what that looks like. And that's the job description. And they want to report card and that's KPIs. And my team down there, we had them in Mexico cause they're the Spanish speaking. But what happened was again, another thing that we didn't realize was not only the team do the work, they hit the KPIs, they exceeded the KPIs and we create a bonus structure around the KPIs. [00:19:26] So if you hit the KPI, you got a firm handshake. Thank you. Right. But if you exceeded the KPI, you got a bonus. And if you were part of a team, everybody in team added the KPI or you didn't get the bonus. And what I like about with the virtual team is the bonus was a hundred dollars a month. If you hit a certain level, you got a hundred dollars for us wasn't a lot of money, a hundred dollars to somebody in the US. Like literally would get mad at me. That's a little, that's too little of a bonus. It doesn't even fill up my car. Right. And they throw it at you. Somebody in the Philippines or Mexico or Costa Rica it's an extra couple of days of work per month. [00:19:58] So they were really appreciative of that, of the opportunity to make more money. What happened was everybody started exceeding their KPIs to the point where I couldn't make the KPI any more difficult. Like it just is what it is. And they were just doing it. And then here's the magic. [00:20:11] What happened next? was they ended up updating or changing the process. So my deal as the business owner was, I am the policy maker, I make the policy, but you own the process. And when somebody comes in and says, "Hey, I changed the process." And I use this example a lot. I had Jessica who was running all my lease renewals. [00:20:30] So we had about a thousand units and I have one person doing all lease renewals, inspections and lease renewals. Our policy was that you could not do a lease renewal unless an inspection was done, an annual inspection was complete. And we used to start the process 60 days out. Jessica moved it to 90 days out. And when I was talking to them, I'm like, Jessica, I'm just curious what made you, and I don't, I try not to ask why questions because why questions put people blame, excuse, denial below the line and they get defensive. I asked, what made you decide to move it from 60 to 90 days? And she goes, "well, with 90 days, I can do X and Y. Like I can get to the owners faster. I know if the, if the residents do it" and she laid it all out. I'm like, amazing. She was doing a better job than I could have done because that's what her core focus was. Yeah. She was just on that. So then what people will say to me is Pete. [00:21:13] Okay. Well, how do you know she's just not doing the lease renewals and not the inspections because she wants to hit our number. Right. That's the first question I get all the time. And I say, "well, we hire people based on our core values. And one of our core values was integrity. And so if you hire people with integrity, they're not going to do the loop around." [00:21:30] I was able to run reports very quickly that determined all the lease renewals and if they had an inspection done so I've been reporting it. It was very simple to, to make sure that I was, I hold them accountable. Yeah, that's another core value of that we had is we hope people get, we run our business by numbers. [00:21:48] We hold people accountable. And so that's so, so because we did all of that, we were able to solve our challenge of no profit or single digit profit margin to, double digit and eventually get to about that 20 percent profit margin, even though we, even while we were still investing in a lot of money, growing the business. [00:22:07] Jason: Yeah, so we've, I love all the stuff you've been talking about. I think we've had some phenomenal results getting clients to improve their profit margin. And we've got clients easily getting up to 40%. Sarah ran her business over 60 and I think the three biggest profit levers are building a really solid process system, a really solid people system, and a really solid planning system and the planning system we call DoorGrow OS. [00:22:33] But that was really where we started to motivate the team to think in terms of outcomes and get them to think more strategically like business owners. And so that strategic work is what moves businesses forward. That's where they're innovating. That's where they're improving a process and so those kind of goals, if we give a team member an outcome and we say, "figure out however you can best do this, within our values with integrity. Figure out a better way," then I'm not concerned about micromanaging them. I we're less involved in managing the team. They're now managing themselves because they're trying to achieve the outcome. And a lot of team members in a lot of business don't even have job descriptions. So they don't even know what outcomes they're expecting. [00:23:15] Pete: If you're not sure what they're supposed to do. How do they know what they're supposed to do?  [00:23:18] Jason: Right. And if you ask anyone listening to this, if you ask your team members. This would be a curious and interesting experience for you or experiment. Ask your team members, "what are the outcomes that you think are most important for your role?" and compare that with what you think they are. I think you might be surprised. These should be agreed upon and defined, right? That should be in the job descriptions. Pete, I really appreciate all your transparency and sharing, because a lot of times everybody wants to, especially with like coaches in the industry, I see a lot of people coaching mentoring, but you don't get to see how the sausage is made and you don't really hear the challenges they have, but they might be really charismatic. They might really be good at speaking, but there's a lot of stuff going on behind the scenes. And then what a lot of coaches in the industry do is they try to get people to build the business the way they did, which may not even be working. And so I think what's important, I think every business owner needs to build the business around themselves. It needs to be built to allow them the maximum level of fulfillment and freedom and contribution and support in their own business and that fifth reason of safety and certainty. [00:24:25] And that means every business is going to be unique because every business owner is unique. If you started a property management business right now, it would be run very differently than some others, because you're very operationally minded and you would build your team very differently than somebody that's very visionary sales oriented, right? [00:24:41] And I think it's important to get the right team built around you. And a lot of times I think the foundational challenges, a lot of business owners aren't clear on themselves. And then they start building a team and they're miserable. They have an entire team and they're still miserable. They've built the wrong team. [00:24:55] Pete: Well, I think every new business owner does that, right? They don't feel like they deserve good people. So they self sabotage sometimes. Right.  [00:25:04] Jason: They don't believe the good people are out there. A lot of times they just don't even believe there's good people. They're like, "Oh, everybody's terrible." so guess what they attract? Right. And what's surprising the truth is just like you had mentioned, when you find good people, they will exceed you doing that role. Especially if it's one of your minus signs, it's not one of the hats you enjoy wearing, they will be better at it than you, if they enjoy doing it. A hundred percent. And that's super humbling for these early stage entrepreneurs, because they think they're the best at everything initially.  [00:25:33] Pete: There's two thoughts, right? So when you hire somebody, there's the whole abdication of it. And then there's a delegation and then there's the micromanagement. And so, what I find is that when people hire people in the United States, they abdicate a lot of times when they hire people that are remote, they want to micromanage for whatever reason, even though they've invested a lot more money in the person in the United States. Right. And then there's people that just, they just abdicate regardless. [00:25:58] And what I mean by abdication is, I'm a property manager. I'm doing a whole bunch of stuff myself. I hire an assistant and I just throw up on them and say, here's all the things that I'm doing. Go ahead and do it. There's no direction. There's no accountability. There's no management. [00:26:11] Right. And then they get excited. " Oh yeah, I'm a great delegator." No, you're an abdicator. You're not a delegator because you're not giving them the tools and the guidance that's needed. And then what happens is the VA or the person leaves and " well, I don't understand. I can't find any good people, so I'm just going to keep doing it myself." the first thing is when you hire somebody, you have to understand, you just can't just abdicate. You have to make time for them, especially in the first couple of months, right? They're learning you and your culture. At the end of the day, if you are the sole operator and the business owner each one of us have core values, right? We have our personal core values. Most of those are going to be embedded into the company that we built. They should be anyway. You shouldn't change your core values for your company. If I'm full of integrity, I'm not going to create a company that's not, that doesn't have a lot of integrity, right? [00:26:55] So these people are going to learn by you training them or your team training them, right? Core values always get pushed down. If you're listening to this and you do not have core values in your company, you have core values in your company they're just not yours. The team created core values. They push them up and they may or may not be the ones that you want. Right. But when you hire somebody, it's important that you spend a lot of time with them to train them properly so that they understand what they're doing. What I have found is that most jobs can be trained within two to three weeks. Especially if you're wearing one hat. The more, what I call decision points or if then else's, and the biggest one that I've found is in maintenance coordination has a lot of decision points. What if it's over the threshold? What if it's a home warranty? What if it's an emergency? What if it's cosmetic? [00:27:39] Right? You go on and on. That's why it took me 90 days. Because we had to go through every one of those scenarios and I had to train on. And it's just a little bit more in depth. My least renewable person, I was able to train her in two to three weeks. And you're right. And so by the training and by creating the KPIs and then by having a weekly meeting with structure. [00:27:57] Right. So nothing gets me more fired up than having a meeting, just to have a meeting. And then we sit there and we sit there for an hour and I literally just wasted not just my time, but everybody else's time all because we don't have any structure. So I'm a big fan of EOS. I'm sure that you have something that's very similar to a meeting structure. [00:28:15] Jason: We call it DoorGrow OS.  [00:28:16] Pete: DoorGrow OS. So DoorGrow OS. So if you're not part of DoorGrow, join DoorGrow and get on the OS. That's like number one, right? Because if you just get your meetings in order, you will see an increase in productivity just like that. So by the way, the maintenance team that I built, they always reported to me, even when I sold, until the day I sold the company. I just had a soft spot for them. I like maintenance. I know I'm weird that way, but I really did. And so they reported to me. My other team, I had other supervisors. I actually had supervisors in Mexico that were managing the other team members in Mexico. And that supervisor report to somebody in the U. S. or to report directly to me. But I still had my weekly meeting with my team every week. And we had our OS and one of the questions I asked every week, there's two questions that were always number one was always. "What can I do as the business owner to make your job easier?" I think there's a, I think there's a sphere, a circle, right? My job is to take care of my team. My team's job is to take care of the client. The client's job is to take care of the business and the business job is to take care of me. That's the circle right? So no the client is not always right. And let's do what we have to do to make sure that if we did mess up, we want to make it right. And I get all that. But how can I make my team's job easier? And that could be, I need to go talk to Sandy in accounting because she's not doing something or it means, "Hey, can you create this report for me?" I need a whatever it is. What can I do? Then the last question I asked on every meeting was what is your stress level on a scale of one to 10? And this was really important because it does two things. Number one, if somebody is a 10 plus for three weeks in a row, they are ready to punch out. Yeah. No one wants to work in a stressful environment for more than if we can see that Hey, it's summer, we're a little short staffed, you're going to be stressed for next, six to eight weeks, but there's a, but we're going to do X, Y, and Z to get out of it, I get it and people will handle stress for a short period of time. [00:30:05] The second thing is, believe it or not, sometimes people are stressed out and has nothing to do with you or your company. I know we all think it's about us and our company, but personal stuff. So one time I actually. And so if anybody's 10 plus and I want to talk to them, I do it off the meet. Like we have a one on one say, "Hey, stay on everybody else. Get off the meeting, whatever." Yeah. And I had this one lady 10 plus and I said, "Hey you're usually a two what's going on. My brother got hit by a car right now." What this does is everybody's always asking me how how can I, how can I bring my team, my remote team into our culture. This is a great way, right? Because at the end of the day, just like you, you want to give time to your owner clients and you want to build relationships, you want to build relationships with your remote team. And so by, by taking an interest in them as human beings. [00:30:52] Right. It doesn't mean you have to give them, I'm not going to, I didn't fly down and give them a whole bunch of money. I just listened and I cared that her brother was doing okay. I would ask, and it was just an emotional human thing. My team, if your team, if your remote team know that you actually do care about them. So if your remote team knows that you care about them, they're not going to leave you for a 50 cents more or a dollar more an hour. They're just not. Because most of the time, if you're paying them a fair wage. They are making more than enough money to cover their, what I call their nut, just to cover their living expenses. So they're not going to leave because the grass isn't always greener and they are freaking happy. [00:31:28] If you make your team happy by asking them, how can I help? How can I make your job easier? And letting them know that you care about them as people. That's the, that's like a number three question I get, right? Number one is how do I train them? Number two is where do I find them? [00:31:41] Number three is how do I make a part of the team? This is how you make a part of the team, right? By, by advocating and just throwing a bunch of throwing a bunch of stuff on them and letting them go. That's not how you do it. And by micromanaging, I'm saying, I want to see all the screenshots. I want you to write down everything you did from this time to this time. [00:31:57] And if you take a 15 minute break, I need you to punch out and punch in. Right. You said it earlier. You manage by results. That's what I do. Do I care if you put 40 hours a weekend? I really don't. I'll pay you for 40. But if you get if if you're available and I need you, right. So I have managed on availability first, it had to be available. [00:32:16] So we have policy. We use Slack. If I Slack you, you Slack me back within 30 minutes. If I email you, you email me back within four hours. If we have a meeting, you're on video and you're in your home office. None of this Starbucks crap, none of this on the beach crap, like you're in your home office, you're working, right? [00:32:30] So availability is number one. Then number two is KPIs. Are you meeting or exceeding your KPIs? Number three, and if I have the right KPIs, I can just look and if it's green, I know that position is doing well. And then number three is escalations. Am I getting calls from our clients or from internal members of the company saying that you're not, that you can't, that you're not doing your job or you're not getting back to them or whatever. [00:32:53] Those are the three things I need to know. I don't need to know that you're moving your mouse every 30 seconds. I could care less on that. If I got those three things, I know, and again, I know I have the right people because I hired them based on my core values or the company's core values. [00:33:06] Jason: Yeah, totally. We do a lot of the similar things at DoorGrow. Like one of my mentors would say, cadence is culture. And I really believe that the cadence of your meetings creates the culture. It really does. And this is where you're able to set the culture with your team. And we ask questions like, where are you stuck? How can we support you? We do caught being awesome. We, and I think what team members really want more than money, a lot of entrepreneurs, we like money, right? We don't hate money. And so we assume mistakenly that's the highest priority for all of our team members. Well, I'll just give them bonuses or I'll pay them more. The reality is most team members. With the exception of maybe entrepreneurs and salespeople, most everybody else on the planet would prefer once their basic needs are met, financially would prefer to be recognized rather than get a bonus. And so creating the right cadence and creating a system like DoorGrow OS allows the team to be seen and recognized for their accomplishments strategically and moving the business forward. [00:34:03] And that prioritizes that we find that if you can get those three systems in place. The planning system, that's DoorGrow OS here at DoorGrow. The people system, we've got DoorGrow Hiring, Applicant Tracking System, etc. And the process system, we've got DoorGrow Flow and some other stuff. If you have these three systems in place, these are three of the biggest profit levers you can get in place. [00:34:23] And a lot of times people try to skip those three and jump right into profitability and micromanage through just more severe actions, more severe KPIs, and trying to control more. Thinking they can squeeze more blood from the stone when if they did these three profit levers, we've got clients that are hitting amazing profit margins. [00:34:42] They don't even have KPIs because they don't even need them because they trust their team members so much and their team members are really great culture fits and really motivated. And so focus on those three profit levers first, and you're going to make a lot more money. And really what happens is you get three times the output from good team members. [00:34:59] Easily and they can be anywhere. And what's, what I love about being able to have a remote team, we've got team members all over the place. Some of the U S Canada, Mexico, one's in London now, Philippines. I'm able to hire the best. I'm able to hire the best, no matter where they are. And I'm able to also for certain roles, get, make sure it's really affordable for the business. [00:35:20] And so we're not, I'm not too particular about where they're at or what they're doing. It just needs to be a price point that we can afford. And I need a really good outcome. And if we can get that, then that's the ideal. And it's easier for me to run things remotely than if everybody were interrupting me coming into my office all day long, it's a lot quieter. [00:35:42] And I feel like everybody's able to get more done, but we're able to create that connection in our daily huddles. We check in with everybody, ask where they're stuck. We do one on ones like you were talking about. All these things to figure out where everybody are at. The one thing that we do that I think is really impactful is we have our team members do time studies, not as a punitive measure, as a way to support them and figure out how to get them additional support and help. [00:36:05] And this is where we figure out which, what are their plus and minus signs. So Adam, who's been on my team for almost, I think almost a decade now. Yeah. I'm like nine years. And he started as a content writer and he's done multiple time studies and every time he gets really honest with me, he's these are the things I don't enjoy doing anymore. [00:36:21] I'm not enjoying doing all this writing. I'm, what do you enjoy? I enjoy interacting with the clients. He now manages our entire department for websites, branding, all this. He's got a whole team under him. Whereas nobody initially would have thought, Hey, Adam is a manager, but he by default naturally became one because we just got him the support he needed. [00:36:40] And so he's been, he, and that's how we've been able to retain Adam. And the cool thing about retaining team members is they're like wine. They get better with time. Better and better. And so Adam knows lots of ins and outs in the business. He's super adaptable and versatile, and we're able to use them for billing related stuff and website stuff. [00:36:58] And there's so many things over time that he's developed and absorbed and learned. He can run significant pieces of the business for me if necessary.  [00:37:07] Pete: Well, I'll give you a funny story because, here I am teaching and telling you, oh, here's how hire people. Right? So when I first started VPM Leon, who is our onboarding guy now came over and he was with me at mind and he was with me at empire. [00:37:20] So I've known Leon and I knew he had our core values, right? And so we're like, maybe eight months in and I go to one of my business partners and I go, "Hey man, I don't think Leon's working out," and he's like, "really?" he did the, I called the Mongolian reversal, right? Because he basically takes my words and he puts them right back at me. [00:37:34] He goes "let me ask you what's his job description?" And it's crickets. So I'm like, "yeah, he don't really have a job description." He's " what's his KPIs?" I'm like, "yeah, we haven't really got to that." So he's like, "how much have you trained him?" And I'm like, "all right, enough." [00:37:45] Basically, Leon was the right guy. I just didn't know what he's supposed to do. So how did he know what he's supposed to do? So then I got serious about the job description. And then what we realized is Leon was running about two hats, maybe three hats. It's really like he, he was good at one of them. [00:38:01] So we ended up hiring another guy, Angelino, and gave that hat away. And now Leon just runs and now he is. Thriving and exceeding all of the metrics that we put in his place. And he's the happiest he's ever been. And even though, this stuff, sometimes you have to continuously, make sure that you're doing it. [00:38:20] Jason: Oh yeah. We had a conversation last night about a team member that we realized they weren't doing some things right. And Sarah put it back in my face. She's well, did you train them on this? And I was like, No, I didn't. I made a mistake in training. I thought they would understand it in my superficial explanation. [00:38:38] And yeah,  [00:38:39] Pete: it's shortcuts, right? Those three things that you put out there, the hiring and the process, it sounds so easy, right? But we know it's tedious. And there's, that's a, that's the reason. Why most entrepreneurs who are most of 'em, are visionaries, right? A lot of guys start business with visionaries. [00:38:53] They're not in the details. They don't like doing that. It's not natural, right? I need an integrator. They need a, they need an integrator. I'm guessing Sarah's the integrator. I'm the integrator. I'm guessing you're the visionary, right? So they need an integrator to, to literally do that stuff and you get, like I said you, when you do it you get it back in perpetuity, like it just, once the system is complete, it's just tweaking. It's not rebuilding, once, and and but a lot of visionaries, they skip that part because they don't like that part. [00:39:18] Yeah. I agree. It's from hire a consultant or hire the, hire somebody that, that likes that stuff.  [00:39:23] Jason: Yeah.  [00:39:24] Sarah: And I love that you just keep like, thank you for continuously driving home the point. Like you have to train people. You have to. And a lot of times what we see is we see doesn't matter your location. [00:39:34] Doesn't matter your size. Doesn't even matter what industry you're in. People hire out of pain, which makes sense, but they're in so much pain that they're like, Oh, they think as soon as they hire somebody, they're like, Oh, like I'm, it's solved. It's not solved yet because you haven't trained them.  [00:39:48] It's still your problem until they are properly trained. And it does take time. So for a period of time, when you hire somebody, your life is going to get worse. You're going to be taking on more if you want them to do a good job That is what has to happen because if you hire somebody and you're like, "here just have it like baptism by fire figure it out go ahead and do it." [00:40:09] It's not going to work out. You're going to be frustrated They're going to be frustrated and it looks bad for both people and then you guys are both frustrated at each other and you're like Why are they not working out? And this person is like I didn't even get training. I don't like you're mad at me all the time. [00:40:22] And I just I don't even know what to do, but you didn't tell me what to do. Help me.  [00:40:25] Pete: I'm not going to hire people because I just, there's no good people out there. Right. It's just, when I was telling you that story about training the maintenance team, I was trained about two hours a day on the maintenance, which is a little too much, probably an hour and a half is probably the maximum we can take. [00:40:37] But I was doing two hours. That didn't mean that my 10 hour day. was still a 10 hour day. It became a 12 hour day because I still had 10 hours of work. I had to do, I just took on more, two hours of training. And a lot of times they ask more, a lot of times it's even more than that because as you're training, what I have found, and maybe you guys see the same thing is as I'm training, I actually learned a lot more about my processes and about my company, and then I realized, oh. [00:41:00] There's no policy here. Oh, there's no field for that. Oh, that's just in my head. However, I feel that day I'm going to, I'm going to judge on that. And so I, there was a lot of work that I ended up having to do as I'm creating the, to training, oh man, this process is not exactly at all what I thought. [00:41:16] Jason: Yeah. Yeah. Cool. Well, Pete, this has been an awesome conversation. We appreciate you coming on the show. Why don't you tell everybody just a little bit about VPM solutions. Do a quick plug and how they can reach out and connect with you.  [00:41:30] Pete: Yeah. So, thanks for that. So VPM solutions is an online platform that connects property management companies with remote team members. [00:41:38] It's a direct hire, so they don't work for VPM. They work directly for you. You negotiate the hourly rate. There is no upfront cost and there's no fee to use the site. So it's all free for the company managers. The way VPM makes money is the virtual assistant. Pays 10%. So when they apply to a job, they have a breakdown of this is how much hourly rate that I'm applying for. [00:41:59] It is how much that BPM charges a platform fee. And this is how much that I'll get. We also have about 20, I think 23 free training. So, there's training on the site from fair housing to marketing, social media, to pro we have a flagship property manager, one on one courses. It's about nine 12, 12 courses, nine hours of content. [00:42:20] Wow. And it's there just to teach folks the basics of property management. No, you're not going to hire them and they're going to be able to run and be a property manager for you, but they're going to know the ins and outs of the verbiage of just the life cycle, like high level stuff. But it's our attempt to get people trained up so that when you, so that when you get them, they're not like that, at least they're crawling. [00:42:44] Right. Yeah. They have a little bit of deal, a little bit of information. And then we also have we also have some free resources that are on the side as well. Like we have I think we have 50 job descriptions with this profiles that we assume, assume assumptive this profiles. [00:43:00] We also have like org charts, like what you should, or chart should be as you grow your business. And then we also have just a list of all the vendors and resources and all the different Facebook groups and all of the conferences that are out there for profit management. [00:43:13] Matter of fact, you're actually on that site by the way, as a vendor. So, yeah. So. That's what we do. And then we also offer what we call the white glove service. It's a free service that helps you go through the hiring process. Because we, what we realized early on, it's a do it yourself platform, but what we realize is most people don't have a hiring process and no idea what to do. [00:43:34] So we guide them. Now your team your clients probably have a good hiring process, but we'll offer, like we'll offer that free white glove service to them as well, if they want to come in and just. Need a little bit of help. What should they ask before they interview? There's some red tape. [00:43:47] Like we say, you get a disc profile, and then the, we have these courses that they take, they get certifications, you can search based on those certifications. So it's really the only platform literally built for property management.  [00:43:57] Jason: Love it. Yeah. Very cool. We'll check it out. So everybody make sure you check out Pete Neubig's VPM solutions. [00:44:04] Take a look at that. And Pete, thanks for being on the show today. It's good conversation.  [00:44:08] Pete: Yeah. Thanks guys. Thanks Jason. Thanks Sarah. Appreciate you.  [00:44:11] Jason: All right. So if you are a property management entrepreneur, you're wanting to grow or add more doors or you're struggling with dealing with your team, reach out to us at DoorGrow. [00:44:19] We can help you with this. We do this all the time. We would love to support you. We have clients that are easily going from, we can help you scale anywhere from zero to a thousand plus, and anybody can do this in the next three to five years. We would love to support you, help you scale your business and help you save collapse a lot of time and not have to go through a make. [00:44:37] So many mistakes in your business. And so until next time to our mutual growth. Bye everyone. [00:44:42] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:45:09] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Join me from a LinkedInLive conversation on a perennially hot topic: the Applicant Tracking System. Let's learn with Ed Han, Wordsmith, Job Seeker Ally and Recruiter at Cenlar FSB. In this conversation from 2022, Ed and I talk about: - What are some myths surrounding ATS's that we need to separate from facts?- What does a job seeker need to know about ATS when sending a job application?- What is it most recruiters wish people knew, before reaching out to them?Follow Ed on  LinkedIn here.----------------------------------------------------------Liked this episode? A few things:1. Share the podcast with three of your closest friends! And please leave a great review on Apple Podcasts here or Spotify here (tap on the three-dot menu under the cover art of the podcast) , as it would mean a lot to me and hopefully help others discover it. 2. You will love my emails called Charge-Up! I send them every few weeks, they're no fluff no spam, where I share my favourite career insights from movies, TV shows, news and my own personal experiences, that I don't share anywhere else. Make sure you sign up here!  3. Come hang out with me LIVE on LinkedIn and Youtube every Friday at 2 pm CET where I answer your questions and often bring in fab guests:LinkedIn: https://www.linkedin.com/in/sonalbahl/ Youtube: https://www.youtube.com/SuperChargeYourself4. Share your favourite takeaways and tag me on your Instagram and LinkedIn. 

In this episode, our host, Kortney Harmon dives deep into the world of recruitment with our esteemed guest, Brad Wolff. Brad is an accomplished entrepreneur, who has founded two thriving recruiting firms. He's here to share his wisdom about the staffing industry, touch upon the importance of Applicant Tracking System, and paint a clear picture on the common hurdles faced by recruiting firm owners. You'll hear insights about change management, benefits of continuous learning, leveraging relationships for business, and the significance of a well-rounded content strategy. Brad will also share an inspiring case study of how he managed to triple the revenue of a tech firm within six months. We promise a trove of advice and learning on sales and marketing strategies in recruiting firms as well. Sit back, turn up the volume, and enjoy this insightful conversation with Brad Wolff right here on The Full Desk Experience.Visit Brad's website: https://recruiterscoach.com/Connect with Brad: https://www.linkedin.com/in/bwolff/

In this episode, we are thrilled to sit down with Robb Lifferth, a seasoned Human Resources executive whose vast career has spanned both domestic and international corporate landscapes. Lifferth has an impressive track record, having played instrumental roles in various companies, guiding HR operations, and instituting critical process improvements. At the core of Robb's career is his aptitude for dissecting current HR policies and identifying areas ripe for renovation. He is adept at leading cross-functional global teams, which include talent acquisition professionals, recruiters, and contingent workers. As an HR consultant, Lifferth's expertise has been a game-changer for several companies, helping them revitalize their HR departments, mend management-personnel relationships, and even earn accolades. Notably, under his strategic leadership, Alliance Health was named among the "Best Companies to Work For" in 2016. Lifferth's career journey includes significant tenures at IsoTalent, where he currently serves as the Vice President of Business Development, and at TechBuzz.News, a platform he co-founded to bring the latest in tech news and jobs to Utah's vibrant tech community. As the VP of Human Capital at Alta Global Ventures, he tackled issues plaguing tech companies and restructured recruiting models to benefit startups. His consultancy role at Mountain Talent had him work with several esteemed clients, overhauling recruiting processes and ensuring HR compliance. At UpWell Health, Lifferth championed several initiatives, from streamlining recruiting to launching new training programs. His time at Fusion-io was marked by major achievements like spearheading the development of Jobvite, the company's first Applicant Tracking System, and navigating the challenges of an IPO transition. Over the years, Lifferth has honed his skills in various capacities, from HR Director at Fusion-io to HR Manager & Safety Manager at Intertape Polymer Group, always leaving an indelible mark with his tech-savviness, strategic communications, and dedication to confidentiality. Join us as we delve deep into the experiences, lessons, and insights from Robb Lifferth's illustrious HR journey, revealing the intricate dynamics of managing HR operations at the highest levels. Learn more here: https://IsoTalent.com

Attracting employees and providing support through human resources is key. Listen to Brett Landrum, Founder and Co-CEO of Procare HR, share how it's important to partner with an organization that's invested the capital to find the best HR solutions.Procare HR is an exclusive sponsor of Bridge the Gap.Sponsored by Accushield, Aline, Procare HR, Hamilton CapTel, Service Master, Patriot Angels, The Bridge Group Construction and Solinity. And produced by Solinity Marketing.Become a sponsor of the Bridge the Gap Network.Connect with BTG on social media:YouTubeInstagramFacebookTwitterLinkedInTikTokMeet the Hosts:Lucas McCurdy, @SeniorLivingFan Owner, The Bridge Group Construction; Senior Living Construction Renovation, CapEx, and Reposition. Joshua Crisp, Founder and CEO, Solinity; Senior Living Development, Management, Marketing and Consulting.

Are you curious about neurodiversity in the workplace? Did you know that nearly 30% of the population falls into the neurodivergent category, including individuals with autism, ADHD, dyslexia, and more? Understanding neurodiversity is crucial because it challenges the notion that processing information differently is a deficit. Instead, it recognizes that people are just different, and accommodating their unique needs can lead to increased productivity, innovation, and happiness. This episode offers valuable insights and practical advice for leaders to promote neurodiversity and create inclusive workplaces where individuals can thrive. Meet Katherine McCord Katherine, a physically and neurodiverse woman herself, built her career on inclusive innovation in People Operations and HR Tech. She lives by the motto that different is not a deficit. In 2014 she founded Titan Management, a national people operations consulting firm, and then in 2021 she shook up HR Tech by designing the first ever fully accessible, anti-bias Applicant Tracking System plugin that fires the resume and showcases company diversity! Featured at Web Summit, HR Disruptor, SHRM, and London School of Business, she makes an energetic, interactive, education-based speaker who always brings some spice! In this episode Katherine and I discussed: The definition of neurodiversity and understanding that these differences are not deficits but rather natural variations. The significance of making accommodations for neurodivergent individuals in the workplace and the need for leaders to create psychological safety, listen to employees' needs, and provide appropriate accommodations to enable their comfort and productivity. How, by standardizing accommodations to make them available to everyone, not just neurodivergent individuals, leaders can create an inclusive work environment where everyone feels supported. Using Humor! Katherine shares her personal experience with neurodiversity and suggests using humor as a tool to diffuse tension and normalize differences. Why, If you are a neurodivergent leader, sharing personal experiences and being open about one's own neurodiversity can establish trust, create psychological safety, and encourage open conversations about diversity, mental health, and physical differences.   Connect with Katherine: LinkedIn: https://www.linkedin.com/in/katherine-mccord-093bb343/ Resources Episode Show Notes: Transcript and links mentioned in this episode. Register for the How to Get Mentally Fit webinar: Learn the 3 core muscles to build to gain mental fitness. Apply to be on an “On-Air Coaching” episode: Are you a female leader who has been promoted in the last year? You are invited to apply to be on the podcast. Checklist to Ask Your Company for Coaching: Would coaching help you become a stronger leader? Wondering if your company would pay? It doesn't hurt to ask! Leadership Operating System Quiz: Wondering what kind of Leadership traits you have? Take this FREE, FAST quiz and find out more about yourself as a Leader. Accomplished: How to Go from Dreaming to Doing: The book containing a simple, step by step system that gives you the foundation and structure to take your goals and make them happen. Leadership Coaching: If you are interested in finding out more about my coaching process, the cost of coaching, or how to ask your employer to pay for you to work with a coach.

The most effective resume is one that is targeted for the specific job you want. Your resume should match the skills, experience, and background the company is looking for. How do you create a resume like this? Find Your Dream Job guest Heather McBride says the first step is understanding how to highlight the skill sets the employer is looking for. Heather also stresses that your resume is not the place to be humble; freely share your accomplishments and experience.  About Our Guest: Heather McBride (http://linkedin.com/in/heathermcbride-resume-writer) is a resume writer and a human resources consultant. Resources in This Episode: Ready to crack the Applicant Tracking System code? Get Heather's FREE keyword worksheet by visiting www.inclarity360.com (http://www.inclarity360.com.). From our Sponsor: Find Your Dream Job is brought to you by TopResume.(http://macslist.org/topresume) Top Resume has helped more than 400,000 professionals land more interviews and get hired faster. Get a free review of your resume today from one of Top Resume's expert writers. (http://macslist.org/topresume)  

Steps to Land Your Dream Job with Mark Brenner.  The Company Doctors Episode 28 Whether you're a recent college graduate new to the job market or you're tired of your job and want to try something new, hiring and staffing expert Mark Brenner explains his step-by-step approach to choose the right career, then land the right position with the right company.   From what to include in a winning resume, to how to prepare for the job interview.  Mark also talks about how to beat Applicant Tracking System software so your resume reaches an actual human being. Mark has co-authored the book, “It's your Career – It's Your Choice”. 

View on Odysee: https://odysee.com/evolens127:f36c1f80cb409fd2708cfa2f7f58a08c4073b653 View on Spotify (With video):  ***** In this 127th in a series of live discussions with Bret Weinstein and Heather Heying (both PhDs in Biology), we discuss the state of the world through an evolutionary lens. This week, we discuss observations from recent travels—how the world looks as it emerges from 2+ years of restrictions and lockdowns, and what it feels like to have conversations across both significant differences, and shared points of view. From Santa Barbara to Washington D.C. to Bath and London, we talk faith, BlackLivesMatter and AllLivesMatter, rocketry, SCOTUS, national museums, Covid dissidents, the vaccine injured, pathology, predictions, and more. ***** Support the sponsors of the show: Moink: Grass-fed and grass-finished beef and lamb, pastured pork and chicken, and wild caught Alaskan salmon. Visit www.moinkbox.com/darkhorse to get a year's worth of filet mignon free when you sign up.  BrightMove: is Modern Recruiting Software, aka an Applicant Tracking System, that has features not found in any of its competitors.. Visit http://brightmove.com/darkhorse  to schedule a software demonstration today.  Vivo Barefoot: Shoes for healthy feet—comfortable and regenerative, enhances stability and tactile feedback. Go to www.vivobarefoot.com/us/darkhorse to get 20% off, and a 100-day free trial. ***** Our book, A Hunter-Gatherer's Guide to the 21st Century, is available everywhere books are sold, and signed copies are available here: https://darvillsbookstore.indielite.org Check out our store! Epic tabby, digital book burning, saddle up the dire wolves, and more: https://store.darkhorsepodcast.org Heather's newsletter, Natural Selections (subscribe to get free weekly essays in your inbox): https://naturalselections.substack.com Find more from us on Bret's website (https://bretweinstein.net) or Heather's website (http://heatherheying.com). Become a member of the DarkHorse LiveStreams, and get access to an additional Q&A livestream every month. Join at Heather's Patreon. Like this content? Subscribe to the channel, like this video, follow us on twitter (@BretWeinstein, @HeatherEHeying), and consider helping us out by contributing to either of our Patreons or Bret's Paypal. Looking for clips from #DarkHorseLivestreams? Check out our other channel:  https://www.youtube.com/channel/UCAWCKUrmvK5F_ynBY_CMlIA Theme Music: Thank you to Martin Molin of Wintergatan for providing us the rights to use their excellent music. ***** Mentioned in this episode: Evergreen Five Years Later, with Benjamin Boyce and Bret: https://youtu.be/wwAquYXg-gE Evergreen, Looking Back Five Years Later (on Heather's Substack): https://naturalselections.substack.com/p/evergreen5yrslater?r=83qgf&s=w&utm_campaign=post&utm_medium=web Bret and Heather on Bishop Barron's Word on Fire: https://youtu.be/DbwXe5LhNNA Udvar-Hazy Center (overflow for the National Air & Space Museum): https://airandspace.si.edu/udvar-hazy-center National Portrait Gallery: https://npg.si.edu/home/national-portrait-gallery National Museum of African American History and Culture: https://www.si.edu/museums/african-american-museum United States Holocaust Memorial Museum: https://www.ushmm.org/ World Council for Health: https://worldcouncilforhealth.orgSupport the show