Podcasts about careerarc

SCOTTSDALE, Ariz. — Paradox, the conversational AI platform helping global employers like Chipotle, 7-Eleven, General Motors, Nestlè, and nearly 1,000 clients automate recruiting and hiring work, announced today the acquisition of people analytics platform Eqtble. https://hrtechfeed.com/paradox-acquires-people-analytics-platform-eqtble/ CareerArc announced the launch of HireSocial, a reimagined social recruiting platform.HireSocial replaces CareerArc Social Recruiting, offering two tailored subscriptions: HireSocial Enterprise and HireSocial Growth. https://hrtechfeed.com/careerarc-unveils-new-social-recruiting-platform/ Leading payroll and HR company Deel today announced that new anchor investors, including General Catalyst and a sovereign investor, have purchased close to $300 million in Deel secondaries from early investors in the company. These investments signal not only Deel's momentum, but also the long-term vision investors see in the company. https://hrtechfeed.com/deel-announces-new-anchor-investors-and-financial-milestone/ ERIN, the leading employee referral and internal mobility software platform, has announced the rollout of powerful new features designed to enhance data visibility, streamline reporting, and improve the user experience for talent acquisition teams. The update introduces Enterprise Dashboards, Custom Dashboards & Reports, Scheduled Reports, and a more seamless job referral experience. https://hrtechfeed.com/erin-adds-new-features/ Remember SquarePeg? They came onto the scene in 2022 with an all-in-one recruiting platform designed specifically for startups. Well,they have pivoted and gotten some funding …they've just announced a successful funding round. They've secured a hefty $3.5 million! https://hrtechfeed.com/candidate-evaluation-platform-lands-3-5m-in-seed-funding/  

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

If you're not using social media as a pillar of your recruitment strategy, you're missing out. Not only are your applicants online - they are looking for the opportunities your company is providing!Here's what the data shows:96% of job seekers use social media when conducting a job search (CareerArc)49% of professionals follow companies on social media to stay aware of job opportunities (LinkedIn)81% of jobseekers want to see job opportunities posted to Facebook (Link Humans)78% of recruiters expect social media recruiting activities to increase (Jobvite)46% of companies said social media recruiting investments are a focus in 2020 and beyond (Jobvite)Instagram recruiting more than doubled between 2017 and 2020 (Jobvite)Nearly 40 million people search for jobs on LinkedIn each week (LinkedIn)71% of U.S. hiring decision-makers feel that looking at candidate's social media profiles is an effective way to screen applicants (Express)Today, we're going to be discussing how to leverage the power of social media to take your recruitment efforts to the next level. We'll be chatting about the distinct difference between using social to keep great employees engaged while drawing the attention of key networks to open positions at your company. Take a listen now.To connect with Hillary, click here. Read more about Digital HQ here.For more episodes, go to SOCIALCOMPLEXPOD.COMProduced by You Lucky Dog Productions.

In this episode of the RecruitingDaily Podcast, William speaks with Mark Fordham of CareerArc about how Covid has affected HR teams in different regions.Mark is the chief revenue and client officer at CareerArc, where he leads an exceptional team of client-centric sales professionals, onboarding specialists, support gurus, and client success fanatics.What's next for many of us is changing. Your company's ability to hire great talent is as important as ever – so you'll be ready for whatever's ahead. Whether you need to scale your team quickly or improve your hiring process, Greenhouse gives you the right technology, know-how and support to take on what's next.

Yair Riemer is CEO at Intoo, a leading career mobility solution provider for the HR, higher education, and workforce sectors. He has 15+ years experience as a founder/operator in the PeopleTech and EdTech industries building innovative career development solutions.Yair previously served as a President at CareerArc, a leading HRtech company focused on employer brand. Prior to that, he was a founding team member and Chief Marketing Officer at Internships.com, the world's largest student-focused internship marketplace, which was successfully acquired by Chegg. Earlier in his career, he was a founding team member at Amuzu, a SaaS mobile solution for higher education institutions, where he led product, marketing, and business development efforts.Yair is a frequent contributor to HR- and technology-focused publications and has led studies on numerous HR topics including employer branding, workplace flexibility, internships, and the rise of social media in recruitment. He holds a B.A. from Vanderbilt University and an MBA from Bar-Ilan University in Tel Aviv.https://www.intoo.com/us/https://www.linkedin.com/in/yairriemer/Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show (https://www.buymeacoffee.com/rebelhrpodcast)

This week we have storytelling about CareerArc with Anna Bersudsky. During this episode, Anna and I talk about how practitioners make the business case or the use case for purchasing CareerArc.Anna is an expert in all things produce and project management. Her passion to help organizations maximize their return on employer branding really comes through during the podcast.

This episode features Linda Souza, Senior Vice President of Marketing at CareerArc. Here she discusses authenticity in marketing, what makes a client a good fit, teaching circus acts, goals for this year, and more.

Ep. 48 — A close encounter with a Mack Truck on an icy freeway convinces a New York native to move to warmer climes and pursue a career in marketing / Linda Souza, Senior Vice President of Marketing, CareerArc. Driving home from her martial arts class in the middle of a January snowstorm in Pittsburgh, Linda Souza lost control of her pickup truck on the icy freeway and skidded straight onto the path of a Mack Truck. Fueled by adrenalin, Souza accelerated into a grassy ditch, narrowly avoiding serious injury even as the Mack Truck slammed into the back of her of pickup, substantially damaging both vehicles. The close encounter taught Souza a life lesson to trust her instincts in dicey and unpredictable situations. Needless to say, that was Souza's last winter on the east coast. She moved to Los Angeles where she's now Senior Vice President of Marketing at CareerArc. The company offers technology-based social recruiting and outplacement solutions to help Human Resources leaders recruit and transition employees. Souza says the unprecedented shutdown and slow resurgence of the U.S. economy because of Covid-19 raises many challenges for HR leaders, including work-from-home policies and pay scales. “I don't think it will be everybody will permanently work from home at all companies, but I think there's going to be a bigger appetite for that and a bigger demand for that,” says Linda. “And then that opens up things like, "Okay, well does that mean, for example, if I'm in a place where it's very expensive to live and so salaries are elevated, does that open me up to talent in different parts of the country if I don't need someone to physically come in every single day? And that also entails, "Well, now we have to rethink the compensation structure. Do I pay less if I'm hiring in Kansas versus Los Angeles?" But Souza is seeing one positive trend behind all these murky questions — and that trend is that companies are slowly but surely starting to hire again. Read the Transcript Download the PDF Chitra Ragavan: Linda Souza was driving home from her martial arts class one afternoon in the middle of a January snow storm in Pittsburgh. As she merged onto the icy freeway, Souza lost control of her Dodge Dakota pickup truck. The Mack Truck could not avoid hitting the back of Souza's pickup, but she was able to accelerate into a grassy ditch, narrowly avoiding serious injury. Hello everyone, I'm Chitra Ragavan. And this is When it Mattered. This episode is brought to you by Good Story, an advisory firm helping technology startups find their narrative. Chitra Ragavan: Needless to say that was Souza's last winter on the east coast. She moved to Los Angeles where she's now Senior Vice President of Marketing at CareerArc, which offers technology based social recruiting and outplacement solutions to help HR leaders recruit and transition employees. Souza is a 7 x tech startup marketer with more than 20 years of experience helping lead early stage and growth stage startups to successful exits. Prior to CareerArc, Linda served as Vice President of Marketing for cryptocurrency and blockchain startup Gem, where she was my colleague. Souza also served as Vice President of Marketing for Deep Six AI, an award-winning artificial intelligence company. Linda, welcome to the podcast. Linda Souza: Thank you Chitra, I'm excited to be here. Chitra Ragavan: Tell us about that potentially fatal highway accident that January day. Linda Souza: So I was training at a martial arts workshop actually. This is back when I was living in Pittsburgh in the early two thousands, and it had started snowing while I was in the class because it was in January. And by the time I got out and had to hit the road to get home, which was a good 30 or 40 minute drive home, it was full on snowstorm. And I was driving a pickup truck at the time, which unfortunately does not have great traction all the time in the snow.

In this episode, I am joined by Evan Silva of EstablishTheRun.Evan identifies how he broke into the industry and his role he played at Rotoworld. He discusses his reasoning for launching his own company and highlights why he chooses to support his competitors on social media.You can find Evan on Twitter @evansilvaYou can find more content from Mitch on Twitter @DFSnDonuts

This Week in Rec Tech is Sponsored by Rejobify.com TechStars to start workforce accelerator in Denver https://hrtechfeed.com/techstars-to-create-workforce-startup-accelerator/ Emtrain Raises 8 million for workplace culture https://hrtechfeed.com/emtrain-raises-8m-for-workplace-culture-platform/ Appcast Launches Next Generation Programmatic Job Ad Exchange https://hrtechfeed.com/appcast-launches-next-generation-programmatic-job-ad-exchange/ CareerArc launches video assessment tool for seekers https://hrtechfeed.com/careerarc-launches-ai-powered-video-assessment-tool-for-seekers/ Survey: software developers hate meetings https://recruitingheadlines.com/software-developers-hate-meetings/ Got a project that an HR freelancer can handle? From writing an employee handbook to freelance sourcers to HR bloggers you can find the right freelancer to handle your HR or recruiting needs right now on https://hrlancers.com/ - browse more than 500 freelancer profiles today

Robin Richards is the CEO and founder of CareerArc which is an HR technology company helping business leaders recruit and transition the modern workforce. The company has raised over $30 million. Prior to this Robin Richards founded 6 other companies that he sold for over $600 million. 

Robin Richards is the CEO and founder of CareerArc which is an HR technology company helping business leaders recruit and transition the modern workforce. The company has raised over $30 million. Prior to this Robin Richards founded 6 other companies that he sold for over $600 million. 

Sponsored by Workhere.com and Emissary.ai Hi, this is Kerry Noone, director of Employer Branding for CVS Health, and I'm next on the Rec Tech Podcast. Announcer: Welcome to Rec Tech, the Podcast where recruiting and technology intersect. Each month you'll hear from vendors shaping the recruiting world, along with recruiters who'll tell you how they use technology to hire talent. Now here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: Yes, indeed. You're listening to the only Podcast that helps recruiters and employers connect with more [inaudible 00:00:32] technology, inspire conversations. We're all about the new tools and tactics to landmark talent. Today's show is a practitioner edition. The Rec Tech Podcast is sponsored in part by our friends at Emissary.ai the Text Recruiting Platform, your next superstars in demand and on the move, and so the easiest way to connect with them faster and more effectively wherever they are. Use their tool such as a one-to-one text campaigns, group campaigns, share by text, apply reminders, all of which allow you to capture more applicants at that point to apply, and get them into your system, go to Emissary.ai, self schedule a demo, and let them know you heard it on the Rec Tech Podcast. Chris Russell: All right. Kerry Noone is a recruiting marketing and employer branding professional with more than 25 years of experience in developing and delivering knowledge based solutions through digital marketing. Kerry has been instrumental in launching successful media... social media programs that empower employees to share their personal and professional stories as corporate brand ambassadors. She currently manages the CVS health recruit marketing and advertising, and is transforming the CVS Health Candidate experience, though the robust content strategy, recruitment marketing guidelines, mobile apply in a fun, emotional and a purpose-driven recruitment value proposition campaign. I've known Kerry for a number of years going back to her days at Amtrak, and I'm finally glad she's on the show. So Kerry, welcome to Rec Tech. Kerry Noone: Thank you. I'm excited to be here as well. Chris Russell: Definitely. I was looking forward to the conversation, and I'm glad they reached out and pitched me you, to talk to you, because you're definitely someone I want to... I've admired over the years going back to your time at Antrak there. And you've always been a really good recruiting marketing person overall. And so I think you have a wealth of knowledge, and looking forward to hearing what you have to say today. So I guess let's set the scene first. If you could just start out by telling us a little bit about CVS Health's hiring goals for next year, and what you guys are up to lately. Kerry Noone: Sure. So we... about a year ago we integrated with Aetna to become one company. So our goal for 2020... it has been for 2019 and continues to be for 2020, is to integrate the two brands. So not only go down to one system, we'll have one career site as opposed to the two career sites that we currently have. Chris Russell: Oh yeah. Kerry Noone: But then also from a brand perspective, it's making sure that our candidates understand that we're one company, and that we're working towards common goals. So I think that that's probably an opportunity and a challenge for us for 2020. Chris Russell: And tell me about your team there at CVS Health, as far as your employer branding goes, how big is it? And maybe kind of define the roles if you could. Kerry Noone: Sure. So I've actually... I'm very fortunate. I think one of the things that I'm most proud about is the team that we have. When I first started in 2016 we... I was a team of two, it was me and one other person. And over the past three-and-a-half years or so we've continued to take on more work at the organization within talent acquisition as well as outside of talent acquisition. And along with that... those new responsibilities came a larger team. Kerry Noone: So currently I am at a team... or a total team of six, and we are all very hands on, we've created a process. So we have a lot of requests that come in every single day, and we created a process to help streamline that and monitor the workload. Selfishly, I enjoy having work life balance. So of course I want to make sure that my team is equally as balanced as I am. Kerry Noone: So those... we have a primary secondary contact for everything that we do. The team is made up of, as I said, six people. So we have two people who focused on... one person who focuses on high volume hiring campaigns. The other person focuses on more longterm campaigns, and when I say focuses on campaigns, they manage the budgets end, and applicant flow and conversions, monitoring and reporting back to the teams that are providing the budget for those campaigns. Kerry Noone: I also have someone who focuses on just the Aetna side of the business, as well as one person who combined part of her... and when I say Aetna side of the business, I mean the campaigns that come in from the Aetna side of the business. And then I have one person who focuses on... part of her time is on a very specific campaign for our longterm care. Kerry Noone: And then the other part of her time is focused on technology. So making sure that our recruitment marketing tool is syncing with our ATS, making sure that the candidate experience is optimized, any kind of tech issues that come up, she is our go to person. And then very, very fortunate to have hired a creative person on the team about two years ago... a year-and-a-half ago or so. She focuses on all of the creative requests that anything from social media content, to a flyer, to a print ad, to radio slots, to targeted ads on job boards. She manages all of the creative that's needed to support our hiring campaigns. Chris Russell: Very cool. Do you guys have a lot of autonomy as far as the creative marketing and messaging that goes out? I mean, how often do you have to interface with your general marketing team overall? Kerry Noone: We're constantly reviewing and working closely with the enterprise brand and communications team, just to make sure that we are... we're compliant. So the person on the team, Amy went through all of the training that's required, and then she works closely if anything needs to be reviewed. We also have an opportunity because we've built that strong relationship with the enterprise brand and marketing and communications team. Kerry Noone: We also have lots of opportunities to participate in wider [inaudible 00:06:47] wider programs within the organization. For example, we just last week, I wasn't able to attend because it was snowy, but we had an employee photo shoot. That's about the third one that we have done since I joined in 2016, and then we also have a brand story. So not only do we try to tell the stories on our career site, we also work very closely with internal communications to tell that those stories, so when they have a day in the life, for example, that they highlight on our internal communication tools, we work closely with them to make sure that it is compliant and able to share externally as well. Chris Russell: Yeah. How... storytelling, you mentioned that phrase, I think more companies need to do that, but what... give me your take on why that's so important for an employer to tell those stories internally? Kerry Noone: So I think that the job descriptions... we try our best to make the job descriptions the marketing tool that it's intended to be. But I also think that it's very hard to communicate exactly what it's going to be like working on that team. When you can say in a job description you're going to report to the Chief Human Resource Officer, and you're going to have a team of six. But really seeing what that team looks like, helps to get over a barrier of if someone is choosing to work for the organization, or as we hear often, if they're choosing not to work. So opting out, choosing to opt out. We use the storytelling tools, we have a automated process when someone joins the organization, or when we are working on a campaign. We have a... an intake form to try and understand how the team works together and the team dynamics. Kerry Noone: And so we collect those, that information via form, so it's an online form that they complete, and we develop personas based on the information that comes in from either the leaders on the team, or the team itself. We also use a tool called AlTru to have those written stories communicated into short snippets of videos. And if we create a landing page, for example, those videos will sit, or those Q & A's will sit on those landing pages so that people can see who they're going to be working with. Kerry Noone: The frequently asked questions are not just a written answer. They are... sometimes they are communicated via the video tool. We're also able to put those video tools like maybe a message from the hiring leader, or a message from your teammates on the job description. And we're hoping that those... that this is something new that we in the last six months have implemented. So we're hoping that we'll see a better conversion rate of people who are clicking on the application and reading the job description to converting to a hire... or an applicant, and then a hirer, and then a successful candidate, or a successful employee. Chris Russell: Yep. Yeah. I'm on your listings now, and I see it looks like pretty much all of them have a video on there. Is that correct? Kerry Noone: They all have a video. Not all of them have the specific video that we do from the team. Chris Russell: Right. Kerry Noone: So our Health Hub Hiring is our first... well actually we did this for our interns, to welcome our interns, to get to know our interns. And then those interns will then help welcome the new interns from next year. So people who've converted from an intern to an actual hire at the organization. Chris Russell: Yeah. Kerry, I don't know if you know these numbers, but how many hires do you make in a year, and how many applications do you get in a year? Kerry Noone: We get about 2 million applications [crosstalk 00:10:31] per year, and we hire anywhere between 130 with the current CVS Health Organization. And then that will go up to maybe 150, so it's... it ranges year-by-year. I was just looking at 2019 numbers last week for a report that I was doing. And [inaudible 00:10:52] sorry Chris. Chris Russell: That's okay. Kerry Noone: That's the challenge of working from home. Right? [crosstalk 00:10:57]. Chris Russell: What's the dog's name? Kerry Noone: The dog is Cocoa Bean. Chris Russell: Cocoa Bean. Kerry Noone: She is on Instagram if you would like to follow her on Instagram. Chris Russell: All right. Put that in the show minutes. Kerry Noone: Yeah. Chris Russell: Awesome. Kerry Noone: So yes, I was going to go back and just say, we were looking at 2019 numbers, and the numbers are slightly different from 2018 numbers, but on par with about 130 thousand. Chris Russell: So 2 million applications per year. Is that... that's a pretty daunting number I would imagine to look at. Kerry Noone: Yes. Chris Russell: Do you... there's nothing whole [inaudible 00:11:36] black hole out there. Is there a... any kind of a process in place where you make sure you'd see... at least touch all those applications in some form, so they get to the jobs... or get some kind of notification whether it's a rejection notice, or moving forward? Kerry Noone: We do. We have an automated process in place, so our application experience doesn't end... or the candidate experience doesn't end at the application, for some of our roles. Some of our roles, they are required to take a virtual job tryout assessment. So once they complete the application, they'll get an email that says, "Your application is completed, and an on file, next steps." Kerry Noone: Not all of our jobs require that virtual job assessment. So in those cases they will receive a confirmation that the email, or the application is completed and submitted successfully. And then there are steps in the process that they'll also either receive an automation or a direct contact from a recruiter. We also have a Dynamic FAQ page. So we have the FAQ, the frequently asked questions to try and... to help the candidate along in their process. But then we also have a form, so if they're not seeing what they're looking for, they can send us an email. And we get [inaudible 00:12:59] we get several emails per day, and we answer every single email, it's a combination of someone on my team, depending on whoever's monitoring the asked questions each day. And that's a question that we get often. What is the status of my application? I haven't... I received an email, but I haven't heard from anyone. Chris Russell: Right. Kerry Noone: And then we connect them with the candidate zone so they can log in to see where they are in the process, or we connect them with someone on the recruiting team who can actually reach out and connect with them. Chris Russell: Very cool. Kerry Noone: So that's part of that process [inaudible 00:13:37] To make sure that they... if they are curious that they can at least get the answer that they're looking for. We also, by the way, turns [inaudible 00:13:46] that candidate zone page, because it is the most second most frequented page on our career site. Chris Russell: Oh yeah. Kerry Noone: We turned that into a hot jobs directory zone. So if they get to that page and they find out that they're not selected, or they're still in the process, but they also see other hot jobs that we're hiring for, they're able to directly get to that information from that page. Chris Russell: Yeah. Kerry, you came to the roll in, I think you said 2016 correct? Kerry Noone: Correct. May of 2016. Chris Russell: Okay. What's a... what are one of the first challenges you kind of came across, and how did you kind of overcome that challenge in this... going to such a large organization like CVS Health? Kerry Noone: Yep. So, when I started I... we did not have any career specific social spaces. Every... all of the social content would have to go through our corporate communications spaces. So, that's one thing that we opened up. We created the career social spaces on Facebook, Instagram, Twitter, and then expanded the content strategy on LinkedIn. We also... based on some feedback that we had from candidate experience, the Candies awards, the survey from there. Kerry Noone: We realized that people were sort of ending up in a black hole, not necessarily the huge black hole, but still curious about their status, and opportunities and how to apply. So we put into place a... an infographic on how to apply just this level, set the expectations and then the FAQ page, the dynamic FAQ page that I mentioned, to give people another outlet to ask us questions and connect with people. Chris Russell: Yeah, I think helping to... helping your Cans, help them to understand the process they'll be going through is a great piece of content every company should put out there, I think. Right. I'm sure you agree. Kerry Noone: Yeah, absolutely. I think just level setting too. We do receive a large number of applicants each year. For most of them we do hire a considerable retail. So that's an ever changing challenge and opportunity for us. But we just want to at least help people along in the process as much as we possibly can. Chris Russell: I know you use... you guys use the CareerArc platform there at CVS Health. Tell me what you use them for, and what kind of results you've seen from that particular platform? Kerry Noone: Yes, I love CareerArc, it's probably my favorite tool. We use CareerArc for a number of... in a number of ways. So not only to promote jobs on our social spaces, so Twitter being a big area of opportunity, but then also on LinkedIn and Facebook. But then we also... and by the way, it is our number one source for social, so applicants coming in from CareerArc. It's also our lowest cost per application, and lowest cost per hire, which for me, I'm always looking for ways to either make the process easier, or [inaudible 00:17:02] not only on my team, but also for candidates. So for me, I like to call it one of our easy buttons. It's just something that's a no brainer for us. It just helps us to extend the reach. Kerry Noone: But we also have started to use CareerArc to extend the brand, so not just about jobs, and we're hiring for XYZ job in Annapolis, Maryland or wherever it might be. We're also using it to extend our brand, the brands and messages that we have. So on LinkedIn for example, we do less jobs, we do a hot job per day, and we're actually scaling that back to three to four times a week, and using the CareerArc tool to promote the brand, as opposed to just jobs. Because we have our jobs fed to LinkedIn anyway. Chris Russell: Right. So just go... just to go back for a second, you said... I think you said that social media is your biggest source of hire. Is that correct? Kerry Noone: No. CareerArc is our... in the social world, CareerArc is our number one source. So we do organic, and we do paid sponsor on LinkedIn and Instagram. A little bit on Twitter and a little bit on LinkedIn, but CareerArc, because the volume and the ability to extend the reach so broadly, is our number one source for bringing people in through social spaces. Chris Russell: Got you. You mentioned paid there too. What's... what do you think is, from a retail standpoint, retail hiring standpoint. What channel works the best do you think? Kerry Noone: We see a lot of engagement on Facebook, so we've started to use the Facebook jobs. We see a lot of interaction there and... but one of the things that we also notice that unlike LinkedIn where people do keep their resume and their information up to date, I just don't think that people on Facebook are thinking of it as a job tool. So their information where they've worked and the experience that they've had at each of these different organizations, is not necessarily up to date. Kerry Noone: So we're using the platform itself to guide people through that process. So what... we'll make an observation and say, "Oh, did you know that you can search for a job on here on Facebook in our job section, or by searching. And oh by the way to help get noticed, make sure that your information, your background, and your experience is up to date in your profile on Facebook." Chris Russell: I have one more question about social media. What's one post that you guys have put out there, could be a picture or video, anything that really... that became your best sort of engaging post out there, does one come to mind? And could you describe that post? Kerry Noone: I can. I can. We have quite a few that are out there that I could probably review, but one that comes to mind that's most recent. October was individuals with disabilities awareness month. And so we interviewed someone who had, not a visible disability, but an experience that created a disability for herself that she... we had a Q & A, and we... she talked through her experience, that [inaudible 00:20:12] or that post in itself, received quite a bit of feedback from people who were reading it, not just on Facebook, but also on Twitter and on LinkedIn. It was a nice awareness that we as a company are... we make an effort to hire people with individuals first of all, but that a disability doesn't necessarily have to be one that's a visible, you don't have to be in a wheelchair to have a disability. And that awareness in general I think is important to communicate. Chris Russell: Yeah, okay. You mentioned AlTru career work of course, while other tools are part of your HR tech stack today? Kerry Noone: Yeah, we use a couple of different tools. We use Surveil to constantly monitor how we're doing and what the candidates are thinking of their experience with us, so that's always on. We also use Brazen Technology for virtual hiring events. We use HireVue for interviews that we are... video interviews. Chris Russell: Okay. Kerry Noone: And then our AI chatbot is Paradox. Chris Russell: Okay. Kerry Noone: So we use Paradox on the rep level, and on our landing page. And we're getting ready to launch a job search, an AI job search tool. Chris Russell: Okay. And what's your ATS there? Kerry Noone: We have Brazen, I'm sorry. Not Brazen. We have connect the Brassring. Chris Russell: Connects. Okay. The Brassring. Very good. Okay. The... I did see on your [inaudible 00:21:48] I got a pop up asking my feedback on the Can experience. So you said Surveil runs that. Well what do you learn through those surveys, that feedback you're getting from these candidates about your connect experience? Kerry Noone: So we [inaudible 00:22:01] we have two different surveys. We have one in the job seeker experience, are they finding what they're looking for? Do they have recommendations? Are they willing to be followed up and do a follow up survey? And then we have a survey that is on the thank you page. So once someone completes the application, what did they find? Did they find that it was a good experience for them? Did they find that it was a challenging experience? And we always ask for recommendations. And then we take those, we monitor it regularly, we report on it regularly. So we report on the NPS score of the candidate experience satisfaction. Right. And we also take a look at the information that we're gathering. Kerry Noone: We... another tool that I forgot to mention is Your Next Step, which is also part of CareerArc. And that is a link that we have on our dispositions, people who aren't selected for a position. There's a link that says we care about basically the messages. We care about your job seeking experience. Here's a link, and it takes the candidate over to Your Next Step with CareerArc, which offers job search tools, resume tools, interviewing experience, other jobs, similar jobs. We just want to make sure that we're providing as much care for our candidates as we possibly can. Chris Russell: No, that's very cool. I think you just care about all the candidates who apply to your company, not just the ones you hire. Right? Kerry Noone: Absolutely. Yep. Chris Russell: Awesome. Kerry Noone: And we know that we can't accommodate when we get that many applicants per year. We know that there will be people that just aren't going to be selected, and we don't want to just say "Thanks, but no thanks." We want to make sure that they have some tools to help them find a position, whether it's at CVS Health, or at some other organization. Chris Russell: Yeah. I want to ask you about Google for jobs. Are you getting... how's your traffic coming in from that particular source? Kerry Noone: Yes, that's something that we launched within the last six months. Another tech tool that I completely forgot to mention is SmashFly. That's our recruitment marketing tool. Chris Russell: Oh, okay. Kerry Noone: And yes. And so we've been able... and our CRM, so we've been able to partner with SmashFly to put the Google for jobs out there, the search functionality. It's... I think that it's intuitive, it's more... it functions more like a Google search, which we know that most of our traffic from a Google search engine comes from Google, and [crosstalk 00:24:37]. Chris Russell: Have you seen any increase in traffic from it? I did a story a few weeks ago about the traffic from [inaudible 00:24:45] seems to have flattened for many with job boards and employers out there. I'm just curious if you've seen any kind of a trend there? Kerry Noone: Yeah, we are actually in the process of doing an analysis to take a look at previous... the previous search function compared to the Google search functionality, but I don't have those results just yet. We... actually I might even have those tomorrow if we want to follow back up. Chris Russell: Oh cool. Yeah, we certainly [inaudible 00:25:08] put that in the show notes, maybe. I want to ask you about your Talent Community. What do those candidates get when they join that? Kerry Noone: We... that's also something new for 2019, so we... I have some stats, we actually sent five all database CRM emails, and we reached just over 12 million people, so obviously not unique visits, obviously people who have been part of our database. And from those emails we have about 4,800 applications, and now that's obviously what's in it for us. What's in it for them from a Talent Community, we have a CRM responsibility model set up, so each of the different groups are... they'll be sending quarterly newsletters. Kerry Noone: Some of the groups have already... like our Health Hub Hiring, our Minute Clinic Hiring. They're already sending emails. Our pharmacist team, they are already sending those emails. So they're getting unique content that is customized and tailored to what they're interested in. So it's not just... we do the all database emails, and part of that all database emails to make sure that your profile's up to date, so that we can send them the information that they're looking for, and it's very targeted to them. Chris Russell: Nice. Let's take a quick break listeners. [inaudible 00:26:31] talking with Kerry Noone from CVS Health. I want to mention my other sponsor today, which of course is WorkHere, the hyper-local candidate delivery tool through their geo-fencing app platform. They help employers reach more people through their ads with pinpoint precision, where they live, work and shop. WorkHere will advertise your jobs on this [inaudible 00:26:49] use the most, their mobile phone. And that messaging is then delivered into these social mobile apps that they use most often. From their [inaudible 00:26:56] chat team will qualify and engage those folks. Send them back to your ATS via SMS, email or redirect. So head over to WorkHere.com, and be sure to tell them you heard it on our Rec Tech Podcast. Chris Russell: All right, Kerry, I want to ask you about your apply process. I did go on my phone and kind of check it out. I'm a big believer in a... a big critic of many employers, because they have a poor mobile apply process. You don't seem to have that, it seems to be pretty good. When you start the application process with a simple form, it looks like by capturing their name, email and phone number, which is also an option for redirecting to your ATS. So how has that been helpful in converting more applicants to your system overall do you think? Kerry Noone: And that's been great for us. So we... what we do is we start the application experience with, as you said, name and email, and we added phone number so we can communicate via text with them. If they don't complete the application, they receive at 72 hours, they receive a... an email to remind them with a link to take them directly back to the application to complete it. They're also added into an opportunity to keep their information updated, as I mentioned in that all database email. So that in itself we see regular people coming in, as we're monitoring the Health of a Wreck, we see people coming in through that tool. Kerry Noone: We... I would say our mobile experience, application experience is enabled, but there's always ways to improve it, so that's one thing that for 2020 is going to be a huge opportunity for us. We're looking at an overlay with SmashFly to make that [inaudible 00:28:39] more user friendly, mobile user friendly. We're also working with Paradox to create a text opportunity for them, so they can complete their application, ideally this is our goal for 2020. They can complete their application via text messaging, and then Paradox will complete the application in our ATS. That's how we complete it. Kerry Noone: So that's on the horizon. The things that we are able to do right now is to eliminate some of the redundant questions, and then also make some of the questions optional that have traditionally been required in the past. I don't think that we need to know the address of your college campus. So those are the things that we take a look at, and we're always... those surveys that we do, and the Candy experience surveys that we participate in. Those are some insights that we're able to gather from that. Chris Russell: Well you seem to have a lot of moving parts and technologies there, Kerry. [inaudible 00:29:41] as my last question is, just talk about how you manage all of that, and maybe give the listeners some tips out there for how to keep all these new platforms sync together and working properly. Kerry Noone: Well that's always a challenge of course. We want to make sure that we're not just using a technology and it's sitting in its own little silos. So always looking for ways to integrate is top of priority for us. We also have started to look at the communication process, and this came from a conference that we attended, and I can't remember now, I think it was March. But looking at it, less of a funnel, so less of that top of the funnel down to a higher, but more of an infinity loop. And that I'm proudly borrowing from Intel's... no... yeah, Intel's infinity loop. Kerry Noone: I don't know if you've seen that or not, but it's a constant opportunity to continue to communicate with, not just job seekers, but also candidates. And then once they become candidates, how do we tie it all together? How do we tie the continued information that we can provide to them, so that they can not only look at a career, their current career with CVS, but then what's in their future, and how do they grow with the organization? So that's something that we use, that model often is the infinity loop, and how each of them tie together. And where they... where each of our texts fits in this process. Chris Russell: Well, Kerry, I appreciate the info today. I learned a lot, and I'm sure the audience did as well. Is... I guess it's jobs.cvshealth.com, is that the main URL for yours? Kerry Noone: That's correct, yes. Chris Russell: Awesome. Again, I appreciate your time again Kerry, and have a great holiday. Kerry Noone: Great. Thank you Chris. I appreciate the time. Chris Russell: Awesome. That will do for this edition of the Rec Tech Podcast. Thanks again to our sponsors, work here in Emissary. Subscribe to the show, or if you get your Podcast, if [inaudible 00:31:36] subscriber, leave a review, and I'll be sure to thank you on air. Thanks for listening everyone, and remember, always be recruiting. Announcer: Another episode of Rec Tech is in the books. Follow Chris on twitter@chrisrussell or visit rectechmedia.com where you can find the audio and links for this show on our blog. Rec Tech media helps keep employers and recruiters up to date through our podcasts, webinars, and articles. So be sure to check out our other sites, recruiting headlines, and HR Podcasters to stay on top of recruiting industry trends. Thanks for listening, and we'll see you soon on the next episode of Rec Tech, the Recruiting Technology Podcast.

In this special episode recorded during CareerArc's EMBARC conference, Jon is joined by Kerry Noone (Director, Employer Branding and Recruitment Marketing for CVS Pharmacy), Summer Baruth (Director, Digital & Insights for Compass Group USA), and Craig Barnes (HR Strategic Solutions Manager for the City of Plano, TX).  We discuss recruiting challenges, how CareerArc has offered solutions, and what we're looking forward to in employer branding and recruiting in the coming year.   How to reach Kerry: https://www.linkedin.com/in/kerrynoone/ https://twitter.com/KerryNoone How to reach Summer: https://www.linkedin.com/in/summerbaruth/ https://twitter.com/summerbaruth How to reach Craig: https://www.linkedin.com/in/craig-barnes-ipma-scp-8130a525/ https://twitter.com/barnestormers22 Special thanks to CareerArc for hosting us and sponsoring this episode!

We're joined by Mike Spinale, Director of People Operations for AppNeta in Boston, MA.  We talk about changing colleges and degree tracks, what Mike sees teaching college students about HR, and how not getting let into a party at a SHRM conference lead to one of his closest relationships.  Jon and Wendy also recap the EMBARC conference! Mike's recommendation: https://twitter.com/HRPaul49 (Paul Lalonde) How to reach Mike: https://twitter.com/MikeSpinale https://www.linkedin.com/in/mikespinale/ This episode is sponsored by CareerArc.  Go to https://www.careerarc.com/outplacement to learn more about their outplacement offerings.  Previous podcast guest Caroline Vernon will be the special co-host for this month's chat, also being brought to you by CareerArc. Be sure to join us the 4th Sunday of each month at 7 PM ET for the #HRSocialHour chat on Twitter.

We're joined by Caroline Vernon, Director of Sales, Career Transition Services for CareerArc in Omaha, NE.  We talk about surviving payroll, how to be human and humane in outplacement, and guess who Caroline's seen 10 times in concert? Caroline's recommendations: https://www.linkedin.com/in/scottturriff/ https://twitter.com/Dragon734 (Greg Modd) How to reach Caroline: https://www.linkedin.com/in/carolinethompsonvernon/ https://twitter.com/outplacementSME This episode is sponsored by CareerArc.  Go to http://web.careerarc.com/embarc and use the code HRSOCIAL to get your discounted ticket to the EMBARC HR Innovators Summit October 16-18 in Hollywood, CA! Be sure to join us the 4th Sunday of each month at 7 PM ET for the #HRSocialHour chat on Twitter.  

In this pre-conference episode, we talk all things SHRM19 and Las Vegas.  We'll let you know where we'll be hanging out, sessions we can't wait to see, and Jon shares his not so secret crush on one of the keynotes (don't worry, it's a good thing). Be sure to join us at the Namely booth 1702 Sunday, 6/23 at 7 PM ET/4 PM local time for the monthly chat! Check out the Bonusly article on conference prep here. This episode is brought to you by CareerArc. Jon will be speaking at their first Embarc HR Innovators Summit, October 16-18 in Los Angeles, CA!  You can get a $250 discount on your registration for the event by using code HRSOCIAL.  Learn more here.  

We're joined by Victorio Milian, a Human Resources professional with Humareso in New York, NY.  We talk about the challenges he sees his clients facing, tokenism and true inclusion, and Victorio's passion for photography. Victorio's recommendation: https://twitter.com/HRJazzy (Jazmine Wilkes) How to reach Victorio: https://twitter.com/Victorio_M https://www.creativechaosphotography.com/ If you'd like to donate or join our 5K team for HRFlorida 19, go to https://www.raceentry.com/races/hr-florida-conference-and-expo-5k/2019/fundraising/charity/campaign/american-foundation-for-suicide-prevention-3832/2918/7491?fbclid=IwAR0Ijczucxsv5lzDpnKJrm-tOImA3Cv2ZezJHDwHJKOOWrCWnADMW64K2do This episode is sponsored by our friends at CareerArc. Visit careerarc.com to learn more about their social recruiting and outplacement services. Be sure to join us the 4th Sunday of each month at 7 PM ET for the #HRSocialHour chat on Twitter!

We're joined by Christie Engler, Director of Client Services at Consolidated Employer Services, Inc. in Columbus, OH.  We talk about challenges of HR in small businesses, blogging, and Styx.  Christie embraces living in the gray and you'll understand why after listening. Christie's recommendation: https://twitter.com/TimothyKight https://twitter.com/kparryspeaker How to reach Christie: https://www.linkedin.com/in/christie-engler-02093a2/ https://twitter.com/christie_engler https://christieengler.home.blog/ (Living in the Gray) This episode is sponsored by CareerArc. Visit them at https://www.careerarc.com/ and sign up for Jon's Social Recruiting 101 webinar being held March 20, 2019 at 2 PM ET! http://web.careerarc.com/webinar-2019-social-recruiting-101-1.html Be sure to join us the 4th Sunday of each month at 7 PM ET for the #HRSocialHour chat on Twitter!

This podcast is sponsored by Hiretual.com the recruiters best friend. CAREERARC RAISES 30 MILLION https://recruitingheadlines.com/careerarc-raises-30-million/ GLASSDOOR EXPANDS https://recruitingheadlines.com/glassdoor-expands-to-singapore-hong-kong-and-new-zealand/ TOPRESUME TEAMS UP WITH AARP https://recruitingheadlines.com/topresume-and-aarp-team-up-on-resume-advisor-service/ TALKPUSH LAUNCHES MOBILE RECRUITING APP https://recruitingheadlines.com/talkpush-puts-recruiters-in-charge-of-chatbots-with-new-crm-and-mobile-app/ JOB DISTRIBUTION PLATFORM UP FOR SALE https://recruitingheadlines.com/buyer-sought-for-job-distribution-company/ Los Angeles CareerArc, a global leader in HR technology, today announced it raised a $30 million growth equity round led by PeakEquity Partners (“PeakEquity”). As the only company offering both social recruiting and virtual outplacement solutions to the multi-billion dollar HR software market, CareerArc helps organizations manage the two critical touchpoints in employment where an employer brand is tested and scrutinized – hiring new talent and transitioning employees out of the organization. “This investment and the support of the team at PeakEquity Partners should allow us to accelerate our growth, expand product offerings, and strengthen our market position,” said Robin D. Richards, CareerArc CEO and Co-Founder. “PeakEquity has a broad set of strategic and operational experience that will be valuable as we continue to execute on our vision and take CareerArc to the next level.” CareerArc provides a state-of-the-art HR software platform that enables enterprises to recruit talent, transition their workforce, and manage their employer brand more effectively. The company, founded in 2009, will use the investment to fund an aggressive expansion plan to support product innovation and accelerate sales and marketing efforts. Also in California Glassdoor, one of the world’s largest job and recruiting sites, today announced its entry into Singapore, Hong Kong and New Zealand. Glassdoor aims to give job seekers a competitive search advantage through access to all the latest job listings alongside reviews and insights shared by those who know hiring companies best:  their employees. Glassdoor now attracts approximately 62 million1 unique monthly visitors worldwide and has 18 localized sites around the world. When job seekers are more informed about a job and company, we know it leads to a better match with the employer,”  said John Lamphiere, Vice President and Managing Director of Glassdoor International. “Glassdoor has always appealed to a wide global audience and with increased focus on Singapore, Hong Kong and New Zealand, we are looking to make the Glassdoor experience for people and businesses in these locations even more valuable.”   In San Franciso Rich with new features, the new app and CRM will allow recruiters to manage all their leads & conversations, whether on the SMS, Facebook Messenger, WhatsApp or Email from a single solution. Talkpush is turning recruitment conversational, steering away from forms and uploaded resumes and using technology to establish authentic connections between employers and candidates. When competing for talent, the ability to create personal connections with candidates faster is a huge advantage. The Talkpush CRM connects with conversational agents (aka chatbots) that automate the top of the recruitment funnel, freeing up recruiters to do more meaningful work. Features include; WhatsApp integration that lets you connect your WhatsApp Business account with your digital recruitment assistant, A.K.A chatbot. Custom workflows to accompany the candidate through their entire journey, from click to hire. Tagging colleagues, because recruitment is a team sport Auto complete to avoid spelling mistakes. Smart notification system to alert the hiring manager when a key development takes place in their talent pool. Multi-media capabilities allowing companies to collect video, voice, images and any document needed to move the candidate down the recruitment funnel. Emoji-enabled because emojis have become an integral part of the way people communicate today. Sure, some (old people emoji) roll their (eye emoji) a little, but for the rest of the population they are just a fun way to create connections (heart emoji).   WASHINGTON, DC–AARP has teamed up with TopResume, they are launching a new resume advice and professional writing service tailored to help older workers who are looking for new jobs or switching positions. “Resume writing is crucial as more and more older workers stay in the workforce, often looking for new jobs, or even new careers,” said Susan Weinstock, AARP Vice President for Financial Resilience Programs. “This exciting new service is a big step forward for those making a job change.  Older workers can face unique challenges in the employment market, and part of our mission is to help them successfully navigate those obstacles and find rewarding work.” The service, AARP Resume Advisor℠, is powered by TopResume, the largest resume-writing service in the world. It is available here and offers a free expert resume review. Job seekers will receive objective feedback on how effectively their resume communicates their skills and expertise, and personalized recommendations to make it stand out from the competition. Finally… stable, profitable online job distribution/ATS company based on the west coast is seeking a buyer. JobBoardSecrets.com has been engaged to spread the news to the recruiting industry. The name of the business is not publicly known but here are some of the facts to pique your interest. It has been online for 10 years It enjoys some of the best SEO I have ever seen It enjoys profit margins around 50% It enjoys year over year traffic growth of 30% It enjoys organic traffic of 63k/mo It’s main client base centers around restaurant, retail and hospitality This stable business has sales of nearly $900k per year and according to owner all of that revenue is driven by the organic SEO. The business is a combination small business ATS and job distribution platform with a proprietary job board in place. Serious buyers should contact chris@jobboardsecrets.com for further information to be vetted.

Join HRWins Principal Analyst and Founder George LaRocque as he explores one of the biggest opportunities for employers and HR technology: internal mobility. The job market and skills gaps have employers focused on the connection between recruiting, learning, and talent management more than ever before. Join George as he explores this topic and catches up with Robin Richards CEO of CareerArc, a firm that takes the talent loop even further - into outplacement and career transition.

Leading up to #SHRM18, Jon will be interviewing several vendors and speakers taking part in the conference.  Yair Riemer is the Chief Media Officer of CareerArc, a social recruiting and outplacement solutions provider.  They talk about the company's offerings and what first time attendees should do to prepare from a vendor's perspective.  To learn more, visit www.careerarc.com. See you in Chicago!

Guest: Rachel Duran, manager of talent acquisition marketing, CA Technologies The employer brand has emerged as one of the most important tools for today’s recruiters. In fact, 75% of job seekers consider it before they even apply, according to a recent CareerArc study. But what exactly is it? And how can you influence and shape it to attract the type of talent your business needs? In this episode of HR Break Room, Rachel Duran, manager of talent acquisition marketing at CA Technologies, joins us to look at what one of the year’s most anticipated movies can tell us about the employer brand. In this conversation, we discuss: what the employer brand entails and why it matters the importance of keeping your employer brand transparent and true to your organization’s culture how to ensure your employer brand stays away from the dark side in order to attract the right people Learn more about your employer brand by taking our quiz.

STEAM is the Best of Both Worlds Money and Passion. Enjoy your daily SIP from One of Our Unique Coffee Mugs promoting diversity in STEAM available at www.ColorMeSTEM.com. Technology Expresso Calendar  of STE(A)M events visit TechnologyExpresso.Org for the year at a glance! Email Us and We will Add Your Event! April 2017 April 25 – 26 Atlanta, Ga; 13th Annual Emerging Tech Leadership Summit April 27 Toronto, ON; Digifest April 30 Various Cities;Stomping for STEAM May 2017 May 02 Cipriani Wall Street 55 Wall Street New York, New York 10005 USA; DiversityInc Top 50 Event May 07 Orlando, FL; Stareast Techwell Event May 30 Rancho Palos Verdes, CA; Code Conference June 2017 June 03 State Farm-Ashford Dunwoody, GA; Mother Daughter PiNkTech Workshop June 05 NASHVILLE, TN; 36/86 south June 07 Washington, DC; Fusion Conference June 11 San Juse, CA; Women in Technology Summit June 26 San Antonio, TX; ISTE 2017 Conference & Expo July 2017 July 17 McCormick Place in Chicago, Illinois; Campus Technology 2017 July 25 - 28 Cincinnati, Ohio; BDPA 2017 ANNUAL TECHNOLOGY CONFERENCE AND CAREER FAIR July 26 St. Louis, MO; National Urban League Annual Conference

Audra Knight | Employer Branding | Social Recruiting Audra is a social recruiting client success manager with CareerArc. Audra is a self-proclaimed employment branding nerd, a #LinkedIn Certified Recruiter and change enthusiast. She is the Co-host of The #SocialRecruiting Show held on #blab every two weeks on Friday's at 10 am EST.  And in her spare time, Audra is also the Bassist for a band called The Filth WHAT IS CAREER ARC Career Arc is a human resources technology company that helps companies protect and amplify their employment brand. They work with many big names companies and brands such as Starbucks, UPS, Levis and Hilton. Aurda works on the social recruitment side of the business and helps companies amplify their brand. CareerArc has automation to enable companies to send their open jobs to all the social media platforms for recruitment. CareerArc also has a content scheduling tool specific for recruitment which integrates all of a company's open jobs. In addition to social recruitment, CareerArc offers employer brand protection through its career development software. Access to the software can be provided to outplaced or declined employees to help them find their next position. HOW TO FIND JOB OPPORTUNITIES USING SOCIAL MEDIA With employer branding and social recruiting defined, Audra and I moved on to the topic of finding jobs via social media. We covered multiple platforms including: How to find jobs using LinkedIn How to find jobs using Facebook How to find jobs on Twitter HOW TO RESEARCH A COMPANY'S CULTURE USING SOCIAL MEDIA In today's social world, there's really no excuse for not understanding a company's culture. In fact, it's now possible for all parties, candidates and employers, to completely understand each other's brand. Job seekers can learn more about a company now than ever before. In the not to distant days past, job seekers were limited to what the employer wanted you to find. Today, because of social media, candidates have many places they can turn to discover what its like to work at a company. Audra and I discuss several platforms for job seekers to review when assessing a company's culture. We started our discussion with Instagram. Determining company culture using Instagram Determining company culture using LinkedIn   Determining company culture using Facebook Determining company culture using Twitter   Determining company culture using Glassdoor WRAP The best way to get in touch with Audra, CareerArc or her Band are listed below. CareerArc: careerarc.com eMail: knight@careerarc.com LinkedIn: Audra Knight The Filth band: Facebook Fan Page Audra leaves us with these final thoughts. “If you're job seeking the number one thing you should be working on is your LinkedIn profile. Job seekers should be spending an hour a day optimizing their profiles and non-job seekers should spend at least a half hour a week doing the same. You never know what the future holds.”  

Fearless Feedback # 135 We expect honest feedback and yet are frequently reluctant to provide it ourselves!  The Good to Know panel explores the barriers to fearless feedback and how to create an environment of openness and honesty.  00:11     Intro 00:38     Why do we fear giving feedback? 02:00     Your relationship helps determine feedback comfort. 03:06     The role of honesty in team development. 04:43     Honesty is not the same is being rude! 05:18     Expecting feedback we wouldn't give. 05:51     The toilet paper test. 10:34     Role of trust of positive intentions in feedback. 12:06     “I'm just saying …” is a cop-out. 12:44     People in recovery re-learning honesty. 14:34     Steve recalls awkward but welcome feedback. 17:01     Advice for Managers and Supervisors giving feedback. 18:28     Separating performance from the person.