Podcasts about employer brand

Storytelling might be the most overused word in employer branding. Every company claims to tell stories, yet most of the content being produced sounds the same from one company to the next, and AI is about to make the problem significantly worse by flooding every channel with even more identikit messaging. At the same time, the science behind how stories work on the human brain is well established, comprehensive, and much harder to apply than most people realise. The employers who understand it are creating content that connects on an emotional level, while everyone else is just adding to the noise. So what separates real storytelling from content that just claims to be a story? My guest this week is Susanna Rantanen, founder of Employer Branding Agency Emine and author of the book Story-Driven Employer Branding. In our conversation, she shares why so much storytelling isn't storytelling at all, what the science tells us about how stories persuade, and how employers can use them to attract and retain the right people. In the interview, we discuss: The biggest current challenges in Employer Branding Why branding is a long-term play, not a short-term campaign The internal audience employers overlook Attracting the right people via meaning, relevance, and emotion Why most Employer Brand storytelling isn't storytelling at all The science of how stories work on the human brain How does proper storytelling work in practice The current and future impact of AI What does the future of employer branding look like?

This week on Tapod, we catch up with Matthew Lant – Head of Recruitment and Employer Brand at AFCA, and David Macciocca – Founder & CEO at VideoMy. We dig deep on the AFCA-nites ambassador program, and it's a ripping example of how an EB program comes to life. From targeting specific candidate profiles to telling stories via real internal employees, the results are amazingly successful. We look at the partnership between AFCA and VideoMy and how that generated results that resonated all the way up to the C-suite. In a world where we rely on third-party technology, AFCA now hires over half of their talent from channels they own themselves.Thanks to VideoMy for partnering with us for this episode. 

Send us Fan MailIn this quick-tip solo episode of the Private Practice Survival Guide, discover how to build a magnetic employer brand without a big marketing budget. Candidates evaluate culture, leadership, purpose, and authenticity—not just pay. Learn how to define your employer value proposition, use raw, unscripted stories as social proof, and elevate the candidate experience with speed, clarity, and respect. You'll also get a practical roadmap for online presence, review management, and a staff referral program that accelerates hiring and boosts retention.What You'll LearnWhat an employer brand really is—and why it's defined by staff, applicants, and your communityHow transparency and a values-forward, even polarizing, stance strengthens fit and retentionLow-cost social proof tactics: employee videos, patient impact stories, peer feedback, and group interviewsHow to upgrade candidate experience: acknowledge within 24 hours and aim for 48-hour responsesBuilding a consistent online presence across LinkedIn, reviews, and a dedicated careers pageManaging reviews authentically and why constructive feedback helps candidates measure fitDesigning a staff referral program with clear incentives and simple submissionsThe most common mistakes to avoid and the immediate and 30-day action steps to implement nowBuild the brand your best people believe in—and the right candidates will find you. #PrivatePractice #EmployerBranding #HealthcareHiring #RecruitmentStrategy #PracticeGrowthWelcome to Private Practice Survival Guide Podcast hosted by Brandon Seigel! Brandon Seigel, President of Wellness Works Management Partners, is an internationally known private practice consultant with over fifteen years of executive leadership experience. Seigel's book "The Private Practice Survival Guide" takes private practice entrepreneurs on a journey to unlocking key strategies for surviving―and thriving―in today's business environment. Now Brandon Seigel goes beyond the book and brings the same great tips, tricks, and anecdotes to improve your private practice in this companion podcast. Get In Touch With MePodcast Website: https://www.privatepracticesurvivalguide.com/LinkedIn: https://www.linkedin.com/in/brandonseigel/Instagram: https://www.instagram.com/brandonseigel/https://wellnessworksmedicalbilling.com/Private Practice Survival Guide BookThis show is proudly produced at PS Studios — learn more https://www.psstudios.co

In dieser Folge von CULTiTALK spricht Host Georg mit Christina Pallmann, einer erfahrenen Führungskraft und Expertin für Employer Branding, Recruiting und Change Management. Christina gibt wertvolle Einblicke in ihre über 15-jährige Berufserfahrung in verschiedenen Rollen im Personalbereich sowie ihre Tätigkeit als Dozentin an Hochschulen. Im Zentrum des Gesprächs steht das Thema Transformation und Wandel in Organisationen, ein Bereich, der für Christina nicht nur eine Herausforderung, sondern vor allem eine Herzensangelegenheit ist. Gemeinsam analysieren Georg und Christina, warum Veränderungen in Unternehmen oft als anstrengend empfunden werden und wie sich der Anspruch auf Sicherheit angesichts einer zunehmend volatilen und komplexen Welt verändert hat. Christina betont, dass Change längst zum Daily Business geworden ist und der Wandel dauerhaft zur Normalität gehört, weshalb Organisationen neue Wege der Begleitung und Führung finden müssen. Zentral ist für sie dabei der Umgang mit Unsicherheit, das Bedürfnis nach Mikrosicherheiten und die Bedeutung von Haltung – sowohl bei Führungskräften als auch im Unternehmen insgesamt. Im weiteren Verlauf diskutieren die beiden eindrücklich, wie entscheidend eine wertschätzende Kommunikation und die Einbindung der Mitarbeitenden für nachhaltigen Change sind. Christina mahnt, wie wichtig es ist, Projekte nicht mit dem technischen Go-Live enden zu lassen, sondern langfristig auf kulturelle und menschliche Aspekte zu achten. Besondere Aufmerksamkeit erhält auch das Thema Employer Branding, das für Christina weit über schöne Kampagnen hinausgeht und vor allem durch Authentizität und einen glaubwürdigen Umgang mit Veränderungen überzeugt. Die Folge endet mit dem Appell, Employer Branding und Change messbar zu machen sowie Menschen nicht nur bei Kostendruck, Krisen oder Transformation, sondern kontinuierlich als zentralen Erfolgsfaktor zu sehen. Ein inspirierender Talk für alle, die Transformation ganzheitlich gestalten wollen.   Alle Links zu Christina Pallmann: LinkedIn: https://www.linkedin.com/in/christinapallmann/ Unternehmen: https://www.linkedin.com/company/globus-markthallen-holding-gmbh-co-kg/   Alle Links zu Georg und dem Culturizer: Georg: https://www.linkedin.com/in/georg-wolfgang Culturizer: https://culturizer.app CULTiTALK: https://cultitalk.de

In aflevering 88 ben ik te gast bij het Leger des Heils. Justin Plug en Ruud de Groot vertellen over hun bijzondere organisatie, het beeld als werkgever dat ze moeten uitstralen (en bijsturen) en hoe ze van hun prijswinnende campagne 'Deze baan is (n)iets voor jou' hebben doorgepakt naar een employer brand aanpak vanuit 'Doen wat we geloven.' In deze serie interview ik mensen die te maken hebben met het vakgebied arbeidsmarktcommunicatie. In gesprekken van ongeveer een half uur praten we over wat zij voor interessante dingen aan het doen zijn, en bespreken we ook hoe ze met AMC te maken hebben en er tegenaan kijken. Ik spreek met werkgevers, AMC-bureaus, recruiters, employer branders, recruitment marketeers, data-analisten en nog veel meer. Iedere keer weer een goed gesprek over een mooi vakgebied. Want ik werk zelf al 20 jaar in AMC, en ik vind het echt elke dag weer mooi. Je kunt de show-notes en meer info bekijken op www.hierisamc.nl Marcel Q

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Candidates aren't clicking on your carefully curated career site anymore. Instead, they're asking ChatGPT, Gemini, and Claude what it's really like to work at your company—and the answers might surprise you.In this episode of Hiring On All Cylinders, host Matt Staney sits down with Duarte Mendonça, Director of Global Talent Systems and Operational Enablement at PayPal, to unpack a massive behavioral shift: the transition from Search Engine Optimization (SEO) to AI Optimization (AIO).Duarte shares startling data on how LLMs source employer data, why third-party sites like Reddit control 40% of the narrative, and how TA leaders can structurally adjust their infrastructure to fight back.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Agency Recruiting Builds Skills That In-House Roles Don't Teach Sixteen years on the agency side gave Oli a closer's mentality, a sense of urgency, and an intolerance for avoidable fallout that she carried directly into Udemy. The best in-house recruiters often came from agency backgrounds — and companies that understand that have a sourcing advantage. 2. A 50% Inbound Hire Rate Is a Brand Achievement, Not an Accident Udemy's ability to fill half its roles from inbound applicants is a direct result of employer brand investment. Candidates who apply are already bought in — which means recruiters can spend more energy on screening quality than generating awareness. Inbound is not passive; it's the payoff of deliberate brand-building over time. 3. Skills-Based Hiring Requires Persona-Building, Not Just JD-Writing Udemy's approach goes deeper than listing skills in a job description. They build candidate personas modeled on current top performers — identifying what skills, behaviors, and experiences have actually driven success at the company — and use those personas to train recruiters on what to look for when scanning resumes and running screens. 4. Realignment Is a Sign of a Healthy Recruiting Process, Not a Failure Roles evolve mid-search. What a hiring manager thought they wanted in week one is often different from what they realize they need by week four. Oli's team treats realignment as a normal part of the process — using recruiting managers, people partners, and fresh perspectives to have the calibration conversation before more time is wasted. 5. Referral Bonuses Don't Improve Referral Quality — Culture Does Udemy's research-backed decision to eliminate referral bonuses is one of the most counterintuitive moves in this episode. The finding: happy employees who believe in where they work will refer good people because they want to work with them — not because there's a check waiting. Bonuses attract volume. Culture attracts quality. 6. Referrals Get Prioritized — But Not Protected Even without a bonus, referred candidates at Udemy receive a guaranteed recruiter conversation. But they still go through the same interview process as everyone else. No preferential treatment, no shortcuts. When a senior leader's referral doesn't make it, Oli holds the line — respectfully but firmly. 7. The Career Evolution Exercise Is the Best Antidote to AI Anxiety Oli's team exercise is immediately replicable: ask your recruiters to list what they did at the beginning of their career that they no longer do, then what they do today that didn't exist before. It makes the evolution of the profession visible — and reframes AI as the next chapter of a story that's been changing all along. 8. Turn Job Descriptions Into Job Ads With AI Oli's personal AI workflow is one of the most practical in the series: take a job description, prompt AI to rewrite it as a compelling job advertisement, refine for candidate appeal, then reverse-engineer: where do these people work, and how do I find them? It's a complete sourcing strategy built from a single starting point. 9. FIFO Is the Only Real AI Learning Strategy F around and find out. Oli's philosophy for AI adoption — at the individual and team level — is that the only way to understand what these tools can actually do for your process is to use them, break them, and learn from what happens. Udemy's monthly U Days give the team structured time to experiment in a low-stakes sandbox. 10. For Job Seekers: Network Hard, Stay Persistent, and Use AI to Find the Adjacent Role Oli's advice to candidates in a tough market: your network is your most underused asset — lean on it. Don't let one rejection stop you from applying elsewhere; timing and fit are company- specific, not a verdict on your value. And use AI to map your skills to adjacent industries and roles you might not have considered — your next opportunity might not look exactly like your last one.   CHAPTERS:  00:00 – Introduction & Meet Oli Adam welcomes Alessandra "Oli" Pegnim, Head of TA and Employer Brand at Udemy, and hears how she got into recruiting through 16 years on the agency side. 02:30 – The Agency Advantage: What In-House Teams Miss What 16 years of agency recruiting gives you: always be closing, speed, urgency, and the discipline of never letting a placement fall through. 05:00 – Inbound vs. Outbound: Udemy's 50% Hit Rate How Udemy manages a 50% inbound hire rate — filtering fraud while treating genuine candidate intent as the signal it is. 07:30 – Tools for Filtering Fraud at the Top of the Funnel How Greenhouse's AI functionality, combined with human oversight and skills-trained recruiters, separates real candidates from noise at volume. 10:00 – Skills-Based Hiring: From Theory to Practice How Udemy builds skills into job descriptions, creates candidate personas modeled on top performers, and trains recruiters to assess underlying competencies. 13:00 – Aligning Recruiters and Hiring Managers Where most searches break down — and how Udemy uses recruiting managers, people partners, and fresh-perspective interventions to keep searches on track. 16:00 – Outbound Sourcing: Tools and Approach LinkedIn Recruiter as the primary outbound tool, the role of referrals and internal mobility, and how Udemy navigates global regulations when sourcing externally. 18:30 – Why Udemy Killed the Referral Bonus Udemy removed referral bonuses after research showed they didn't improve quality — and that happy employees refer good people whether or not they're paid to. 22:00 – Holding the Line When Referrals Don't Make It The tough conversation: when a senior leader's referred candidate doesn't pass the interview, and how Oli handles it with honesty and fairness. 24:30 – Are Recruiters Scared of AI? Real Talk. Oli's candid take on AI anxiety inside her team — and the reframe she used to shift the conversation from fear to curiosity. 26:30 – The Career Evolution Exercise That Calms AI Anxiety Ask recruiters to name things they did at the start of their career they no longer do — and things they do now that didn't exist before. The answer reframes everything. 29:00 – How Oli Uses AI to Write Better Job Ads A practical AI workflow: take a JD, turn it into a compelling ad, refine for appeal, then reverse-engineer sourcing strategy from the output. 32:00 – FIFO: F Around and Find Out Oli's philosophy for AI adoption. Udemy's monthly U Days give the team a sandbox to experiment safely — because the only way to learn AI is to use it. 35:00 – Golden Advice for Job Seekers Lean on your network, don't let one rejection stop you, and use AI to identify adjacent roles and industries your skills can transfer into.  

Lucinda talks to John Tarrant, Managing Partner at DNA, to dissect the critical role of the Employee Value Proposition (EVP) in 2026. Moving far beyond simple marketing imagery, John explains how modern EVP must be an authentic statement of intent that bridges the gap between leadership perception and the daily reality of the workforce.  From navigating the post-COVID trust deficit to leveraging AI for data analysis without losing the human touch, this conversation provides a strategic seven-step roadmap for organisations looking to reduce attrition, slash recruitment costs, and build a truly distinct employer brand. KEY TAKEAWAYS A successful EVP is not just about pretty pictures or marketing; it must be a distinct, authentic, and compelling reflection of the actual internal employee experience. Strategic EVP development requires a deep-dive discovery phase to identify and fix the disconnect between senior leadership's vision and the reality of employees on the ground. Implementing a robust EVP is a business investment rather than a cost, capable of significantly reducing early attrition and decreasing the cost-per-hire through improved employer reputation. While AI can efficiently analyse large data sets and streamline admin tasks, it cannot manufacture an authentic brand; over-reliance on AI-generated content risks creating a generic, unbalanced narrative. BEST MOMENTS “We've defined an EVP as the statement of intent as to what you stand for as an employer." "If the rate of change in the external market is greater than that within the organisation, the end is nigh." "Your EVP's got to be distinct. It's got to be authentic, and it's got to be compelling, because this thing is going to have to work hard for you." "You're not really in control of that narrative now, so you have to take control" VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT JOHN John LinkedIn: https://www.linkedin.com/in/john-tarrant-494363a/ DNA Website: https://www.wearedna.co.uk/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

In this episode of UNSCRIPTED, host Sarah Nicastro recaps the key insights, standout sessions, and pivotal conversations from Field Service Next West 2026 in San Diego.From balancing globalization and localization to redefining the service value proposition, this episode explores how industry leaders are navigating the intersection of technology innovation, talent transformation, and culture-driven leadership. Sarah shares her personal reflections from the event, highlighting the themes that will shape the future of field service.

Most employer brand content is built to attract - too often built to fix underlying business issues. Nick Homer has been making this argument for a while - and his case is that until EB teams start treating reputation as something to be improved rather than marketed around, they'll keep filling a bucket with a hole in it.I had a great conversation with Nick about what employer branding actually needs to do to stay relevant — and what gets in the way.Here are some of the things we talk about: - Why employer brand is a reputation discipline first, not a marketing channelHow to spot whether your EVP is already out of date — and what to do about it- What authentic content actually looks like (and why most of it isn't)- Why the loyalty contract between employers and employees has fundamentally shifted- How in-house EB teams can build capability and move faster- Why the pace of organisational change means your EVP needs to keep upAbout Nick HomerNick works in employer brand at Chapter 2, a talent business working across embedded talent, talent intelligence, and employer brand. He brings a great combination of in-house and agency experience — having led employer brand globally at Bumble and Wayfair, and worked across specialist agencies including ThirtyThree, Tonic, and Blackbridge. Nick likes challenging received wisdom in employer branding, including a widely-discussed post on LinkedIn arguing that employer brand is fundamentally about reputation.BONUS EPISODE: The role of employer branding agencies in the future: https://youtu.be/wcKYKOsiHUUSubscribe for more episodes direct to your inbox: https://www.employercontent.marketing/

Join Laura Burger, Global Head of Employer Brand and Recruitment Marketing, Rachel Laycock, Thoughtworks CTO and former Chief Talent Officer Joanna Parke for a discussion on why AI success fundamentally depends on people, not just tools. Together, they debunk the "job theft" myth, highlight why junior talent remains a vital engine for innovation and explore how to shift the executive conversation from mere cost-cutting to long-term value creation.

“But isn't this just employer branding, Julie…?”It's a question that comes up when clinics start looking beyond job ads and into how they're seen as a place to work.In this episode of Veterinary Voices, Julie South answers that question directly.Because while employer brand marketing and what she's describing can sound similar, they're designed for different situations.Employer brand marketing comes from large organisations — built to manage perception across multiple locations, roles, and audiences.Veterinary hiring decisions don't usually happen there.They happen at clinic level.A specific team.A specific place.A particular way of working — on an ordinary day.Julie explains why that difference matters, and what clinics risk missing when they reach for a solution that wasn't designed for how hiring actually happens in their world.Including something less obvious:What changes inside a clinic when its own people start telling its stories.Stay to the end for two questions about what someone actually finds when they look up your clinic.In This Episode01:33 – “But isn't this just employer branding, Julie?”03:59 – What employer brand marketing is designed to do06:22 – Where hiring decisions actually happen08:12 – Why one approach can't replace the other09:06 – What changes inside a clinic when stories are told10:16 – Two questions about what vets and nurses find when they look you up Struggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

This week on Tapod, we catch up with Matthew Lant – Head of Recruitment and Employer Brand at AFCA. Now every year at the ITAs there is a team that cleans up. Last year AFCA won Excellence in Employer Brand, Excellence in Candidate Experience and Corporate Talent Professional of the Year. Want to hear how they did it?Thanks to Taly for partnering with us this month. 

Hiring used to be about looking shinier than the competition. Now that AI can polish any resume to perfection, the real work is separating signal from noise—and telling the truth about what it takes to thrive. In this episode, Bill Banham sits down with Bryan Adams, CEO and founder of Happydance, to unpack why employer branding is key to business strategy, why “friction by design” beats mindless speed, and how culture can be measured and used as a competitive advantage.Bill and Bryan talk through the new landscape: soaring application volumes, keyword-perfect CVs, and the growing need to qualify rather than simply attract. Bryan shares how his team built focused tools—job matching, a smart employer brand manager, and a culture compass—to help candidates self-select and help recruiters spend time where it matters. Instead of showcasing 1,200 roles, the experience narrows choices to the few that match mindset, behaviors, and real capability needs. The outcome is fewer mismatches, faster clarity, and a candidate journey that respects everyone's time.We also explore how DEI has evolved from a label to embedded practice through authentic storytelling and social proof. By elevating employee voices and openly stating the “give and get” of work, companies help people make better decisions before they apply. That honesty can feel bold, but it reduces churn and strengthens teams that already operate in high-change environments. Along the way, Bryan offers a candid 2026 outlook, practical guardrails for AI-era hiring, and a vision for employer brand that finally earns its seat at the C-suite table.If you're ready to move from volume to value, design smarter hiring steps, and sell the truth without the hype, this conversation is your playbook. Subscribe, share with a colleague, and leave a quick review telling us your favorite tactic for improving fit.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Why Collaboration Is the Key to Employer Brand Activation, with Haley de la Grana of McKesson by Jorgen Sundberg

If you are struggling to hire or keep your new recruits, the problem could be more strategic than you realise, especially if you are growing fast as a fintech. If you are inadvertently diluting your brand in the interview process this erodes trust and sets new recruits up for failure.

Joe, our Lead Videographer, has turned a childhood obsession with vlogging and Lego movies into a career as a professional storyteller. In our latest podcast episode, he shares his transition from being a "kid with a camera" to capturing the scale of NEXT.Through shared expertise and perseverance after early career setbacks, Joe now uses FPV drones and cinematic techniques to bring our brand to life. This episode offers a unique look at how we push the boundaries of creative content for our Employer Brand. At NEXT, we know everyone is at their best when they are being themselves. Joe's journey is a perfect example of how personal passions can lead to making a significant impact.00:00 The Power of Perseverance in Your Career01:58 Growing Up in the YouTube Era02:50 Why Keeping Your Old Work Online Matters03:17 Following Passion over Traditional Academics03:55 Why Videography is the Ultimate Creative Outlet04:54 Getting Your Foot in the Door08:32 Why Not Getting the Job the First Time Was a Blessing10:33 The Evolution of Content Quality12:15 Learning the Value of Your Skill13:39 "The Scale of NEXT" & Factory Tours16:36 The Best Job in the Business17:58 International Stories20:10 Documenting the Biggest Store Opening21:15 Why Real People Drive the Best Results24:25 Showcasing Head Office, Tech, and Distribution26:00 Tracking Employee Growth Through Video Campaigns28:22 Maximising Content for YouTube, TikTok, and Instagram30:00 4 Years of Career Progression and Creative GrowthDon't forget to subscribe to our channel and hit the notification bell to receive updates on everything Life at NEXT!

Mastering the Message: The Recruiter's Playbook Communication is where the candidate experience lives or dies. Is your messaging helping you close hires, or is it creating bottlenecks? Join us as we break down the Best Practices for Messaging Your Candidates. We'll tap into the knowledge of two experienced leaders including Kerry Noone, who runs Employer Brand at Ford Motor Company and Geoff Webb who runs Talent Discovery and Engagement at Canadian based Organon. Expect to walk away with: A timeline for perfect follow-ups. Communication etiquette for the modern age. Strategies to go beyond the ‘Thank You For Apply' email Who should attend: Talent Acquisition Leaders, HR Directors, Recruiters... Learn more about your ad choices. Visit megaphone.fm/adchoices

At Pfizer, the employer brand is an experiment in progress where hypotheses are constantly tested to improve activation. We learn how they measure their progress as they go and weave employer brand concepts into the recruitment process. Anne Kennedy Dotson is the Global Head of Employer Brand, Recruitment Marketing & University Relations at Pfizer. Anne Kennedy Dotson on LinkedIn: https://www.linkedin.com/in/anne-kennedy-dotson-8362128/ Careers at Pfizer: https://www.pfizer.com/about/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Morgan Whyte, Senior Director, Global Head of TA and Employer Brand at Commvault, shows how early stability and unexpected family challenges forged her resilience and ownership mindset. She outlines the work ethic built through early jobs, the clarity gained from poor leadership, and the choice to pursue stretch roles that expanded her visibility and impact. The conversation reframes talent acquisition as a high-standards, high-empathy function where advocacy and proactive partnership drive results.Connect with host James Mackey on LinkedIn!  Thank you to our sponsor, SecureVision, for making this show possible! Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

James Ellis, the author of 'Becoming Choosable and Employer Brand expert joined me to discuss the importance of employer branding, the journey of writing the book, and how companies can differentiate themselves in a competitive job market. James emphasizes the need for authenticity in employer branding and the responsibility of organizations to communicate their unique value propositions effectively. The conversation also touches on strategies for overcoming resistance from leadership and the significance of aligning employer branding with company culture. James Ellis

Employer branding is often portrayed as large campaigns, polished EVP launches, and big budgets. But the reality inside most organisations looks very different.Employer branding often grows organically - it evolves through experimentation, testing ideas, learning what works, and adapting along the way.And that's not a weakness - it's often exactly how effective employer branding develops.In this episode, Chris Le'cand-Harwood speaks with Dennis Borchers from Tractor Supply Company about what it looks like to build an employer brand in “startup mode” inside an established organisation.Dennis shares how his team has focused on building the foundations first: - creating consistency for recruiters - integrating employer branding with HR communications - amplifying authentic employee-generated content - experimenting with new channels and approachesRather than forcing a rigid programme, the team has allowed the work to grow organically — responding to business needs, testing new ideas, and refining their approach as they go.It's a great example of why employer branding isn't a plug-and-play exercise.Instead, it's something that develops through experimentation, iteration, and collaboration across the organisation.This episode is part of a series supported by Cliquify - the Employer Branding Operating System for organisations - featuring conversations with in-house practitioners about how employer branding really works inside organisations.---Chapters 00:00 Introduction 00:37 Dennis Borchers introduction 03:45 Employer branding in “startup mode” 07:00 Creating consistency across channels 10:00 Supporting recruiters with better content systems 15:00 Employee-generated content and ambassadors 18:50 Internal engagement and leadership amplification 22:20 Scaling employee advocacy organically 25:50 Experimenting with TikTok and new content formats 29:00 Why employer branding requires experimentation---Who's this episode is forEmployer brand leaders; Talent acquisition leaders; HR communications professionals; Teams building or evolving their employer brand---

Discover the secret sauce of purpose-driven employer branding with Matt Eyre, the EVP Lead at Co-op.Want to know how your employee advocacy strategy really stacks up?Grab your FREE Employee Advocacy Health Check and see how you compare against your competitors.In this episode, we explore how one of the UK's most iconic member-owned organizations approaches employee advocacy. Matt shares the journey of launching Co-op's colleague promise, explaining how to align a 180-year-old heritage with the expectations of the modern workforce. You'll learn how to build trust by embracing the honest views of your team, how to identify and support natural content creators in your frontline staff, and why the most effective employer brands are built on a golden thread of purpose. Whether you're managing a global brand or a scaling startup, Matt's insights on cross-functional alignment between HR and Marketing are essential. Resources:Book a call to discover how employee advocacy can benefit your team.Ready to elevate your employee advocacy? Get a free copy of Bradley Keenan's essential book, 'Employee Advocacy: 101 Cheat Codes' for deeper insights and actionable strategies.Download the World's Biggest Employee Advocacy Study for free and discover data-backed insights to supercharge your program.Subscribe to The Employee Advocacy & Influence Podcast for more expert insights into social strategy and employee influence!

While Employee Generated Content is essential, it's important [and realistic] to balance high-production content with employee-generated stories. While it would be great to be able to go on multiple film shoots, the real world doesn't always have the budget for that. So employee generated content is the answer.As part of the Employer Content Club series that I'm hosting with Chris Murdoch [host of the Employer Bland podcast], we chatted with Erik Rivas from Police Now.Here's a segment of that conversation.Erik explains that while high-quality videos are important for specific campaigns, they can be time-consuming and expensive to produce. In contrast, employee generated content can be produced quickly and at a lower cost, allowing the organisation to respond to changing recruitment needs promptly.Watch or listen to the episode hereJoin Employer Content ClubIf you're building an employee-generated content function in-house, this episode gives you the practical playbook.Get access to the next episode in this series (including bonus content about AI) by joining Employer Content Club.Become a founding member and help shape how we build this community. You'll get early access to upcoming events we're planning and be part of the conversation from the start.

In this episode of the Co-Created Series, Erik Rivas, Head of Employer Brand and Recruitment Marketing at Police Now, reveals how building an efficient employee content engine - balanced with high-production content - drives authenticity, agility, and measurable ROI for their employer branding and recruitment marketing.The Core Message:It's not either/or - it's about balance. High-production content fills your campaigns and website with polish, while employee-generated content gives you the agility to experiment, pivot quickly, and capture authentic day-to-day realities. Together, they create an efficient content engine that maximises return on investment.Key Topics Covered:⚖️ The 50/50 balance: When to use high-production vs employee-generated content

As a global company, HPE's talent challenges are at the top of the funnel. We learn how they utilize unconventional channels and smart targeting to reach people where they already are. Rachel Duran is the Head of Global Employer Brand and Recruitment Marketing at Hewlett Packard Enterprise. Rachel Duran on LinkedIn: https://www.linkedin.com/in/rachelduran/ HPE Careers: https://careers.hpe.com/us/en Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Learn how AstraZeneca builds powerful employee advocacy, even in highly regulated pharma. Agata Qanadilo shares her playbook.Agata Qanadilo, Employer Brand and Recruitment Marketing Manager at AstraZeneca, is a true pioneer. She built AstraZeneca Poland's employer branding function and employee advocacy program from the ground up, navigating strict compliance while fostering authentic employee voices.In this episode, Agata reveals her strategies for empowering employees to become authentic brand advocates, from setting up a LinkedIn Academy to balancing strict regulations with genuine, employee-generated content. Discover how this "playground" approach to employer branding drives talent acquisition, enhances brand reputation, and boosts internal employee engagement, moving beyond just recruitment metrics.Many senior marketers and employer brand leads face challenges launching advocacy in regulated sectors. Agata's real-world insights offer a proven blueprint to overcome these hurdles, transforming employees into powerful, compliant brand storytellers and cultivating a thriving employer brand from within.

I'm loving Employer Content Club - me and Chris Murdoch set it up so that we could elevate the role and importance of employer content creation. And our series “Co-Created: How to build authentic content with your employees” is well underway.So when I went to the Recruitment Marketing Awards a few weeks ago, I kept an eye out for award winners in certain categories. One category that particularly caught my attention was the Employer Brand award.This was won by Currys, in partnership with Tonic.Here's a segment from Episode 2 of our Co-Created series - a little dive into the award-winning work. Me and Chris took a look at the winning listings and the content itself, and shared our thoughts based on what we saw.Watch the video for our deep dive And here are my key takeaways for you:The Authenticity Problem I had a conversation with someone who was at World Employer Branding Day who said something that resonated: when you over-gloss employee content, you kill its authenticity.Currys seems to have figured this out. Their approach leans into TikTok trends, office banter, and the kind of workplace moments that feel genuine because they are genuine. The production quality isn't the point - the people are.Why This Matters for Co-CreateIf you've been following our Co-Create series (and if you haven't, welcome - you're in the right place), you know we're exploring how to build authentic content with your employees, not just about them.The Currys campaign is a great case study for this philosophy:They built infrastructure, not just content. Creating a centralised platform with a consistent cadence takes serious coordination. It's not just “hey, post something to TikTok when you feel like it.” It's strategic, but it doesn't feel forced.They trusted their people. Staff were encouraged to participate. That level of trust - and the training and support that goes with it - is what separates real co-creation from tokenistic employee spotlights.A Quick Note About Our Series Partner - VouchWe're capturing insights like these throughout our Co-Created series, and we're doing it using Vouch - the video-first AI content platform that makes it easy to collect and share authentic employee stories.It's fitting, really. We're exploring how to co-create content with employees, and Vouch is helping us gather voices from practitioners throughout the season. If you're curious about how to collect authentic stories at scale without the production headaches, check them out here.What You Can Steal From ThisYou don't need to be Currys to apply these lessons:Start with listening. Before you create a single piece of content, talk to your people. What do they want to say? What are they proud of? What would they actually post?Build the infrastructure. One-off employee features won't cut it. You need a system that makes it easy and appealing for people to contribute regularly.Coordinate without controlling. Yes, you need guidelines. Yes, you need some level of quality control. But if it feels like a corporate communications exercise, you've already lost.Watch & Listen to the Full EpisodeWant to hear the complete conversation? Me and Chris talk about other RMA winners in Episode 2 of our Co-Created series. And we talk about the challenges and opportunities facing the world of TA, EB and recruitment marketing.Watch the full episode hereListen to the full episode here:About the Co-Create SeriesThis article is part of Co-Create: How to Build Authentic Content with Your Employees, an ongoing series where Chris Murdoch and I explore the world of employee-generated content.We're talking to organisations at different stages of their journey, learning what works (and what doesn't), and building a community of practitioners who believe there's a better way to do employer content.Want to find out more about Employer Content Club? Join Employer Content ClubWhat's your biggest challenge when it comes to co-creating content with your employees? Drop a comment below - I'd love to hear from you.Note: While I attended and discuss the Recruitment Marketing Awards in this article, this content is not affiliated with or sponsored by the Recruitment Marketing Awards or anyone connected to this award-winning. Get full access to Employer Content Marketing at www.employercontent.marketing/subscribe

Events are brilliant for learning, connecting, and seeing what's happening in the industry.That's why Episode 2 of the Employer Content Club's Co-Created series takes you behind the scenes of the Recruitment Marketing Awards — where creativity meets strategy, and employer brand work gets the spotlight it deserves.Why This Episode MattersThis autumn, I'm running a new series called Co-Created: How to Build Authentic Content with Your Employees — alongside my fellow Employer Content Club Co-Host, Chris Murdoch (who's also Co-Founder of Voyse).Our goal is simple: to help in-house employer branding and talent acquisition teams understand what's working, what's not, and how to create content that actually connects with people.And to do that, we need to stay close to the action — which is what the Recruitment Marketing Awards are all about.Why the RMAs Are So ValuableThe evening was packed: budgets, AI adoption, team structures, capturing authentic employee stories…But the real value of events like the RMAs is that they show us what good looks like.When you're trying to build an employer content strategy on limited resources, seeing award-winning work isn't just nice inspiration — it's a masterclass in what's possible.It fuels ideas, raises standards, and gives your team the confidence to push creative boundaries.(Note: While we attended and discuss the RMAs in this episode, this content is not affiliated with or sponsored by the Recruitment Marketing Awards.)The Work That Caught Our EyeThere were plenty of strong entries — but we focused on three categories in particular:* Video (Under £15k Budget) — an emotive story that punched way above its weight.* Employer Brand — an EVP built around genuine employee content, powered by TikTok.* Grand Prix Winner — a campaign that proved how storytelling can genuinely move people to action.We won't spoil the details here — you'll need to watch or listen to hear how each campaign nailed authenticity, employee involvement, and strategic impact.But trust us: there's inspiration that will help your next project.Key Themes from the NightBeyond the winners, a few big themes kept coming up in conversations:* Agility & budget – the real challenge isn't always money; it's time and decision-making under uncertainty.* AI as an enabler – the conversation has shifted from “Should we use it?” to “How do we use it well?” — especially for small teams doing big things.* Redefining authenticity – it doesn't always come from where you expect. Sometimes, the most genuine stories come from the edges of your organisation, not the centre.These are ideas we'll keep exploring throughout the Co-Create series.Watch Episode 2 on YouTube:Listen on SpotifyJoin the Co-Created SeriesThis episode is part of our Co-Created series running this autumn. We're meeting with employer branding professionals and organisations who are co-creating content with their employees, capturing the practical insights that matter.Become a founding member of Employer Content ClubJoin HereAs a founding member, you'll get:* Every episode in the Co-Created series, direct to your inbox* Opportunities to contribute your own thoughts and expertise* Notifications about upcoming Employer Content Club events we're organising over the next few months* A chance to shape what this community becomesThis series is about practical knowledge from people doing the work. If you're building employer content strategy in-house, this is for you.Co-Created is brought to you by Employer Content Club and supported by Vouch - a platform that makes it easy to capture, repurpose and share authentic employee stories through video.Watch the full episode to see what we learned at the RMAs and how it applies to your employer content strategy. Get full access to Employer Content Marketing at www.employercontent.marketing/subscribe

Todays episode is sponsored by Cliquify, my travel sponsor for this event. In this episode you will hear from a variety of TA and Employer Brand execs tell you whats in store for 2026, how AI is affecting their jobs and more! Ian Ide, Foundation Medicine Rachel Duran, HP Enterprise Tractor Supply TA team Dan Lockhart, Sondermind Cathy Rogers B2B VIP JCK, GBS Worldwide Kylie Denk, Index Exchange Michael Glenn, Agility Hire Nick Russell Advisor360 Kara Yarnot, Author Learn more about your ad choices. Visit megaphone.fm/adchoices

Shout out to our amazing listener Katherine Porter, JD, who asked: How do you balance posting about your personal brand while still being in sync with your employer?This is an important and often asked question we're both asked with our clients. We share the step-by-step "Power of Two" process to be clear, confident, and comfortable with your forward-facing personal brand that amplifies you to build your career-boosting personal brand amplification.CONTACT US:Michelle J Raymond is a globally recognized LinkedIn™️ for business growth speaker, author and consultant. Her services – audit & strategy, LinkedIn training and LinkedIn profile rewrites. LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/michellejraymond/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://b2bgrowthco.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Michelle B. Griffin is an international personal branding & PR speaker, strategist, author, podcaster, and LinkedIn® visibility expert. As the founder of Brand Leaders® and the Own Your Lane® Recognition Roadmap, she works with experts and leaders, especially women in business, to clarify and communicate what sets them apart so the right people say, “Where have you been?”LinkedIn:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/michellebgriffin/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Websites: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://michellebgriffin.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠OwnYourLane.io⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Buy your copy on Amazon- The LinkedIn Branding Book, The Power of Two: Build Your Personal and Business Brand on LinkedIn for Exponential Growth -⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://mybook.to/The_LinkedIn_Branding_Book⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://MichelleSquared.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LINKS⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The LinkedIn Branding Book + Workbook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Position Yourself Personal Branding Planner⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Business Gold: LinkedIn Company Pages⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠SUBMIT YOUR QUESTION:Simply DM both Michelles on LinkedIn to submit your question for a future episode. LINKSLearn more about Michelle J Raymond's LinkedIn B2B G.R.O.W.T.H Masterclass: ⁠https://b2bgrowthco.com/growth-masterclass/⁠Become the Go-To Voice In Your IndustryLearn more about Michelle B Griffin's Claim Your Lane Power sessions, a live personal brand positioning/messaging reset and LinkedIn™ refresh for experts who are too close to their brilliance to explain it. ⁠⁠⁠https://michellebgriffin.com/positionyourself⁠⁠LINKSKatherine Porter, Esq., PMP Miri Rodriguez

That's why I've pulled out this segment of my chat with Amit Parmar, CEO of Cliquify. We recorded a two-part series about the evolution of employer branding and AI.I asked him to give me a quick AI checklist: three key questions EB leaders should answer before adding AI tools to their stack.1. GovernanceAI experimentation is important - but it has to align with your organization's stance on AI.The first question to ask: Am I sharing any sensitive information with this AI model that could put my company at risk?2. DifferentiationThe danger of AI is “employer blanding.” If every company is feeding the same open models, how will you stand out?Ask yourself: Will this tool actually differentiate our brand, or will it just make us sound like everyone else?3. ROIExperimentation can be fun, but time is a finite resource.The third question: Are the hours I'm spending with this AI tool delivering ROI - or could that time be better spent elsewhere?AI won't replace employer branding. But it is reshaping the way EB leaders make decisions, measure ROI, and show value to the business.If you're looking for a starting point, this checklist is a good filter to separate hype from real impact.

How can healthcare organizations authentically showcase their employee experience online to attract top talent in a competitive market? In my latest podcast, I sit down with Cynthia Newton, President and Founder of Cynthia Newton Consulting and a healthcare brand strategist with 25+ years of experience. Cynthia has earned an excellent reputation helping health systems manage and scale both patient and employee reviews. In this episode, we explore what today's job candidates really see when they search for employment opportunities. She reveals telling gaps between accolades and actual employee experience.

SEO FOR LLM'S? WHAT TALENT ACQUISITION AND EMPLOYER BRANDING HAVE TO KNOW   Generative AI is transforming the way people discover and research employers - and it's happening faster than most Talent Acquisition teams realise.   Google's own research reveals a 30% drop in clicks from traditional search in 2025 alone, as AI-generated summaries answer more user queries before anyone lands on your site. This shift, from Search Engine Optimisation (SEO) to LLM Optimisation, brings seismic implications for Talent Acquisition and Employer Branding.   In this live session, we unpack what this means - and what to do next.   Join us as we explore:   The current state of SEO in a world of LLMs How GenAI is reshaping user journeys and web traffic patterns The challenge: career site visits are down, but applications are up—why? And why reduced traffic doesn't mean your career site is any less important - in fact it's the opposite How to influence the new SEO with content designed for LLMs, not just search crawlers Why getting into the training data of GenAI models matters for brand visibility and influencing the narrative Prompt testing: which employers are being recommended by major LLMs? Tactical playbook: 5 essential things TA and Employer Brand teams should do today to stay visible, relevant, and in control   This isn't just about traffic—it's about trust, discoverability, and performance. Content is now the engine that fuels both external AI (LLMs) and internal AI (your own platform tools). And that makes it the new competitive edge.   All this and more with one of the first to draw attention to SEO for LLM, Nathan Perrott, SVP Solutions Engineering (Radancy)   We are on Wednesday 3rd Sep, 12pm BST - follow the channel here (recommended) and save your spot for this demo by clicking on the green button.     Ep327 is sponsored by our friends Radancy   Radancy delivers the future of hiring. As the global leader in talent acquisition software, Radancy helps enterprises strengthen their organizations with an AI-powered platform that simplifies hiring, reduces costs and accelerates results. Fueled by rich data and deep industry expertise, the Radancy Talent Acquisition Cloud transforms every step of the candidate journey to hire the most qualified talent in any environment – driving efficiency, enhancing experiences, maximizing ROI and empowering organizations to build the workforce of tomorrow.   Book a demo with one of our team today.

What makes a leader truly memorable? According to Bobby Umar, one of Inc Magazine's top 100 leadership speakers globally, it's the courage to tell authentic stories that showcase vulnerability and build genuine human connections.Bobby joins the HRchat Show to share his expertise on storytelling as a leadership superpower that transforms personal brands and organizational cultures. Drawing from his experience delivering thousands of keynotes across four continents and as a five-times TEDx speaker, Bobby reveals why so many leaders remain trapped in outdated communication approaches that limit their impact."There are lost, stuck or unfulfilled leaders everywhere," Bobby explains, highlighting his mission to help professionals escape career stagnation. The conversation explores the striking disconnect between what we know about effective communication and what leaders actually practice – while LinkedIn boasts over a billion users, only 7-8% actively create content, with an even smaller fraction sharing vulnerable stories that truly connect.The episode dives deep into practical strategies for optimizing your digital presence, from crafting a compelling LinkedIn profile to navigating content creation across multiple platforms. Bobby offers his 80/20 rule for balancing professional expertise with personal authenticity, while providing tactical advice for handling online trolls and leveraging feedback to continuously improve your messaging.Perhaps most valuable is Bobby's insider perspective on why TEDx talks represent the ultimate thought leadership opportunity. With just 20-30 hours of preparation spanning 3-6 months, a well-crafted TEDx talk can amplify your professional brand more effectively than strategies requiring significantly more time and resources.Whether you're an HR professional looking to elevate your personal brand, a leader seeking to communicate more authentically, or simply someone who wants to create more meaningful connections in your professional life, this conversation offers invaluable insights into the transformative power of storytelling. Follow Bobby on LinkedIn to learn more about his speaking engagements, TEDx coaching, and personal branding support.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In episode 209, Coffey talks with Mallory Herrin about how experiences throughout the employment lifecycle affect employers' brands.They discuss how recruiting has changed with shifting employee expectations across generations and labor market scarcity; the definition of employer brand; common recruiting mistakes that impact brand perception; the importance of organized onboarding; strategies for transparent career pathing and professional development; handling employee exits and layoffs to protect employer brand; measuring employer brand; the critical role of manager training; and the need for transparency about business circumstances and organizational changes to maintain trust.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Mallory Herrin is an experienced human resources consultant and industry recognized thought leader, serving as HerrinHR's CEO and Principal HR Consultant. She is a frequent speaker at HR conferences and the author of Intentional HR: A Revolution in Strategic Thinking. With 20 years of HR experience, she holds certifications from both HRCI and SHRM, and has been named one of the Top 5 Most Influential Women Leaders in HR and DallasHR's HR Executive of the Year - Small Company.Mallory Herrin can be reached athttps://www.herrinhr.comhttps://www.linkedin.com/in/malloryherrinAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Design streamlined recruiting processes that prioritize candidate communication, realistic timelines, and efficient interview structures to protect employer brand.2. Implement comprehensive onboarding programs with detailed schedules, competency roadmaps, and clear performance expectations to ensure new employees feel valued and prepared for success.3. Develop transparent communication strategies about career paths, business circumstances, and organizational changes while training managers to effectively lead and engage their teams rather than simply manage tasks.

In a world increasingly dominated by AI-powered recruiting tools, the human touch of employee referrals might just be your organization's secret weapon. Mike Stafiej, CEO and founder of ERIN, joins Bill Banham on the HRchat Show to reveal how properly implemented employee referral programs drive five times more hires while cutting turnover in half."Employee referrals is not a new concept," Mike acknowledges, "but if you grab your average employee and say, 'Hey, do you know how much you can earn for referring to this job?' they're going to have no idea what you're talking about." This lack of transparency and cumbersome administrative processes have traditionally hampered what should be one of recruiting's most powerful channels. The ERIN platform tackles these challenges by automating everything from submission to payment, handling complex global policies across different countries, currencies, and business units.Organizations using ERIN's approach see dramatic increases in referral participation, explains Mike, from initial adoption rates around 20% to as high as 80% over time. This means tapping into employees who were previously disengaged from talent acquisition efforts. Gamification plays a crucial role in this transformation, bringing "smaller, faster rewards earlier into the process" to counteract the typically lengthy referral timeline. Employees earn points for actions like sharing jobs on social media or logging into the app, creating immediate gratification rather than waiting months for a referral to complete the hiring process.Perhaps most fascinating is Mike's perspective on how employee referrals will evolve alongside AI recruiting tools. As both employers and candidates increasingly leverage AI in the hiring process, we're moving "from a world where 60 applications per job is acceptable to one where you'll have 10,000 applications per hire." In this noise-filled environment, employee referrals maintain the critical human element at scale, providing pre-vetted candidates who already understand the company culture.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this episode, Bill Banham talks with Marina Farthouat, the new Vice President, People at Oyster - the global employment platform that enables companies to hire, pay, and care for distributed teams. Marina brings a refreshing perspective to the HRchat Show about transforming workplace norms through remote and distributed teams. Drawing from her diverse background spanning investment banking to startups, Marina shares why her most connected workplace experiences have consistently been in remote organizations."Talent doesn't have a nationality," Marina asserts, challenging traditional location-based hiring approaches. She makes a compelling case for distributed teams as both a talent strategy and a resilience measure. When recent blackouts hit Spain and Portugal, Oyster's globally distributed workforce demonstrated exactly this kind of operational continuity—shifting activities seamlessly to unaffected regions.What makes Marina's perspective particularly valuable is her holistic view of remote work benefits. Beyond the usual flexibility talking points, she highlights how remote arrangements positively impact families, especially children who no longer lose parents to long commutes. She dismantles the myth that remote workers feel disconnected, explaining how digital platforms actually create more egalitarian access to leadership and information than traditional office environments where proximity matters.The conversation tackles economic concerns head-on, addressing fears that global hiring simply shifts jobs to lower-cost regions. Marina offers a more nuanced view: global talent acquisition isn't about replacement but expansion and resilience. She emphasizes that startups particularly benefit from access to diverse talent pools while managing burn rates effectively.By the way, if you enjoy this conversation and want to learn more about Marina's team and some of the people challenges they tackle, check out episode 338 with Oyster Co-founder Jack Mardack.Marina leads the company's people strategy with a focus on building a human-centric, inclusive, and sustainable culture across a global workforce.She brings a wealth of experience leading People functions in remote organizations, most recently at ClickHouse and Elastic. Marina has developed deep expertise in employee engagement and organizational development, as well as in building strong cultures and scaling global comSupport the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Employer Branding vs Employee Experience: What Attracts Top Talent in 2025?In this episode of The Lunchtime Series, Kevin Britz and co-host Craig Page-Lee explore the critical differences between employer branding, employee engagement, and the employee value proposition (EVP). They unpack why employer branding is no longer a luxury—but a necessity—and how aligning purpose and values can make or break your talent strategy.From Google and Apple to your own company culture, this episode delivers insights grounded in real-time business dynamics, talent trends, and strategic recruitment approaches. Whether you're an HR leader, executive, or employer brand strategist—this conversation is essential listening.

Join CXR's Chris Hoyt (he/him) as he catches up with John Graham of Shaker Recruitment Marketing to discuss Employer Branding, DEI, & "Manufactured Chaos."

Send us a Message!In this episode, we explore some common barriers and situations that business leaders and HR professionals need to overcome to effectively prioritize putting a strong budget behind addressing workplace culture challenges.Our prescription for this episode is to rethink how we already spend and invest in our businesses. It is likely through eliminating waste that we can find the budget to make effective investments.Past Episode Referenced:S2 E4: What Is The Cost Of Doing Nothing About Your Workplace Culture?Statistics referenced:The result of 22 case studies show a typical cost of turnover of 20% of salary. - Center for American Progress. There Are Significant Business Costs to Replacing Employees Report (2012)An uncivil workplace (where microaggressions and rude/passive aggressive behavior are common) can reduce employee performance to a cost of $14,000 annually, or about 26% of the average annual salary. - Pearson, C., & Porath, C. The Cost of Bad Behavior: How Incivility Is Damaging Your Business and What to Do About It (2009)Research by Grammarly and The Harris Poll found poor workplace communication is a pervasive problem burdening businesses and employees alike costing businesses approximately $12,506 per employee every year or 21% of that average employee's annual salary. - Grammarly and The Harris Poll. State of Business Communication report (2023)The need for additional wages to make up for a poor reputation as a bad employer, businesses need to spend about $4,723, or at least 10% more, per hire to convince a candidate to take a job at such a company. - Harvard Business Review, A Bad Reputation Costs a Company at Least 10% More Per Hire (2016) You can reach out to us to talk more about diagnostic tools and resources, just reach out to us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched this fall!About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

The traditional approach to developing employer value propositions can often be complex and time-consuming. While this in-depth methodology might work well for large, complex organizations, many employers invest months or even years in exhaustive research and complex frameworks only to often end up with EVPs that sound remarkably similar to their competitors. At the same time, there's growing pressure to activate employer brands quickly to address immediate talent needs, leaving organizations vulnerable to missed opportunities if they get caught in endless cycles of research and refinement. So, how can companies develop distinctive EVPs that genuinely differentiate them while moving quickly enough to address urgent talent challenges? My guest this week is Sam Monteath, founder of research and insights consultancy Reason Why, a research and insights consultancy. Sam shares valuable insights on how organizations can take a more agile approach to EVPs, avoiding the bloat and unnecessary complexity that often characterizes these projects. In the interview, we discuss: • [01:22] The key differences between employer brand, employer branding, and EVP • [04:58] Why some EVP development processes have become unnecessarily complex • [06:54] How organizations can balance speed with rigor in developing their EVPs • [09:55] What is a minimum viable EVP? • [12:28] Why so many EVPs sound similar, and how companies can genuinely differentiate themselves • [15:38] How employer branding has evolved over the past decade • [18:57] The role of AI and technology in transforming employer brand strategy • [20:52] How AI is revolutionizing qualitative data analysis for EVP insights • [22:21] The shift toward more dynamic, evolving EVPs connected to business objectives • [23:53] What does the future of employer branding look like Follow this podcast on Apple Podcasts Follow this podcast on Spotify.

Verizon is well-known as a consumer-facing brand, but not so much as a place to work. There was a clear need for employer branding, and we find out how they worked to establish their EVP. Tara Orlando is the Senior Director of Talent Attraction & Emerging Talent Pipeline at Verizon. Tara Orlando on LinkedIn: https://www.linkedin.com/in/tara-orlando-41272220/ Careers at Verizon: https://www.verizon.com/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

In this special throwback episode, we revisit a powerful conversation with Amber Hurdle, CEO and founder of Employer Brand Central. Originally aired around this time last year, this episode marks a pivotal moment for Alex & Annie as they navigated career transitions and personal growth. Amber's wisdom, energy, and insights set the tone for what was to come, not just for the hosts, but for countless listeners. Amber reflects on the importance of building strong personal and employer brands, overcoming self-doubt, and unlocking potential by “getting out of your own way.” With actionable advice and heartfelt stories, this episode will resonate with anyone standing at the edge of a new beginning or deep in the trenches of change. Whether you're rethinking your career, building your personal brand, or simply seeking inspiration, this episode is packed with insights to guide you forward. Key Topics Discussed:

Zapier is an automation and AI platform that practices what they preach, with a fully remote, asynchronous team that only meets in person once a year. In this episode, we find out how they create a strong employer brand around those values and attract the right talent. Kim Wilkes is the Head of Talent Attraction at Zapier. Kim Wilkes on LinkedIn: https://www.linkedin.com/in/kimberlywilkes/ Jobs at Zapier: https://zapier.com/jobs Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Nokia's business has shifted radically over their 150+ years. From a paper mill to the largest manufacturer of mobile devices to now working with NASA to install a communications network on the Moon. We find out how they keep their employer brand fresh through so many shifts in their business. Chris Colbert is the Global Head of Employer Brand at Nokia. Chris Colbert on LinkedIn: https://www.linkedin.com/in/chris-colbert/ Careers at Nokia: https://www.nokia.com/about-us/careers/ Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

It has been a highly volatile few years for talent markets and hiring. So, how is all the uncertainty and disruption shifting employers' thinking around EVP and Employer Branding? Is it still considered as important as before, and what might the future direction look like? My guests this week are Neil Harrison, an independent employer branding consultant, and Mike Heal, managing director at WDAD Communications. Neil recently collaborated with WDAD on qualitative research into the current EVP and Employer Brand landscape. The findings give some unique insights into the priority employers are giving to their employer brands and how things have changed since the pandemic. In the interview, we discuss: The background to the research project and how it was carried out How things have changed in the last three years DE&I as a focus for employer branding Key metrics to get senior stakeholder buy-in and future investment Is employer branding still considered important by organizations? How happy are employers with the current state of their EVP? Building agility and flexibility into the brand research process to ensure relevancy Changing employee attitudes to work The evolution of employee stories The importance of belonging Differentiation and competitive benchmarking What does the future look like? Follow this podcast on Apple Podcasts

Now, more than ever, talent retention efforts are essential, and one way to make employees feel rewarded and appreciated for their work is by offering a solid benefits package that supports their total well-being. That's why we're diving into a nerdy yet fascinating chat with my guest, Courtenay Shipley, the mastermind behind Retirement Planology to talk about how to realistically offer retirement benefits (and peace of mind) to your team! Key Takeaways Get Going: Courtenay offers milestones for when and how to get started with your Employee Benefit Programs. Relevance Rocks: Spice up your benefits with apps, employee assistance programs, or year-round education to keep your team engaged. Walk in Their Shoes: Understand the "what's in it for me" (WIIFM) mindset of your employees to communicate benefits effectively. Repeat for Success: Consistent messaging is key - keep reinforcing those benefits to ensure your team is in the know and on board. Interested in learning more specifics about retirement planning and employee wellness? You should be! Tune in on your favorite listening app, on the website, or watch it on YouTube! About Courtenay Shipley Courtenay Shipley is the founder and Chief Planologist of Retirement Planology, a consulting and registered investment advisory firm for corporate-sponsored retirement plans. With a wealth of experience in the retirement plan industry, Courtenay not only offers her clients expertise in investment analysis, plan design, and employee education but also helps them leverage their employee benefits in a way that supports their own business goals. Connect with Courtenay  Personal LinkedIn: www.linkedin.com/in/cshipley Business LinkedIn: www.linkedin.com/company/retirement-planology-inc Website: www.retirementplanology.com/ Email: cshipley@retirementplanology.com Book a Call: www.retirementplanology.com/learnmore Sponsored By Magic Mind contains a magical combination of 12 active ingredients scientifically designed to improve energy, focus, and mood while decreasing stress — all things that, combined, improve your productivity. It is safe and effective, utilizing the mood-boosting power of things like Turmeric, the long-lasting energy effects of Matcha green tea, as well as other ingredients. Unlike many energy drinks, Magic Mind's benefits don't come from excessive amounts of stimulating compounds such as caffeine and has no withdrawal symptoms should you decide to stop consuming it. As a neurodivergent baddie, Magic Mind is in Amber's non-pharmaceutical toolkit for managing her ADD. Ready to try it for yourself? Head on over to https://www.magicmind.com/bombshell Don't forget to use the code BOMBSHELL20 for 20% off a one-time purchase or 56% when you sign up for a subscription! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of ERG PowerTalk, we delve into the work of public employer data platforms, like Glassdoor, and how your ERG can use these to improve your company's employer brand. Our guest, Dr Islam, is a seasoned expert in data analytics and organizational development. He is co-founder and VP of Consulting at Talent Metrics and brings over 15 years of experience in data analytics, training, and organizational development.