Podcasts about employer brand

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.

Dr Anna knew nothing about New Zealand before leaving Dublin, Ireland. Just that the weather would be terrible - like at home.A year later, she's thinking about residency.This is the final episode in the VetsOne Employer of Choice series. You'll hear what the first year as a new graduate actually looks like—from someone who arrived knowing nobody and nothing about where she'd be living.What you'll hear:Seven weeks of structured induction as a brand new grad.Why extended euthanasia appointments changed how she thinks about client care.The culture shock nobody warned her about (hint: you need a car for everything).Why she went from "I'll give it a year" to "I don't want to go home"Worth listening for:"When I started here, I thought, oh, well, I love it now, but it will die out within a few months. It always does. And then six months came and I said, I still really like it. And now I'm here a year and now I'm like, oh, no, I don't want to go home."If you're a new or recent graduate wondering what your first year in New Zealand would actually be like, this conversation shows you.Links:Position details: https://vetclinicjobs.com/vetsoneEpisode page: https://veterinaryvoices.com/1016Contact Julie: julie@vetclinicjobs.comStruggling 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

What Support Actually Looks Like: Two Vet Nurses on Corporate vs Private Practice Brooke and Abi are both veterinary nurses at VetsOne. One's been there two years, the other nearly two. Both came from clinics where they felt unsupported. Both found something different.In this episode:What "support" actually looks like when teammates pick up the slack on rough daysHow Brooke discovered a passion for palliative care she didn't know she hadWhy Abi's weight management clinic idea sat in her head for months before she finally mentioned itThe difference between corporate and privately owned clinics from nurses who've worked bothWeekly role rotations that pair nurses with different vets daily—and why they like itWhat it's like when directors actually say "yes, you've got my full support"Worth listening for:Brooke: "At my first clinic job, I didn't have a lot of support, but at VetsOne, I've noticed a big step up. There's been a lot of support, a lot of good banter as well."Abi: "I was a little bit scared and intimidated because my way of thinking was, what if it's a flop? Or what if no one signs up and then it's embarrassing... I just wish I actually started sooner because it turned out better than I expected."On the team culture: "We get the job done but we give each other a hard time, but in a good way."If you're a veterinary nurse wondering what genuine support looks like, or a vet wondering what kind of team actually backs your ideas, this conversation shows you.Coming next: Episode 1014 with Dr Sharon Marshall, one of VetsOne's three directors. She knew at age 5 she'd be a veterinarian—now she's choosing to step back from clinical work to build the team.Links:Position details: https://vetclinicjobs.com/vetsoneEpisode page: https://veterinaryvoices.com/1013Contact Julie: julie@vetclinicjobs.comStruggling 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

Dana relocated 1300 kilometres from Central Otago to Hawke's Bay specifically for this veterinary nursing position at VetsOne. In this episode:Why she moved 800+ miles for a nursing role—and what it took to build a new life knowing only 3-4 peopleCorporate vs. privately owned clinics: "You feel more like a family member rather than just a number"Weekly role rotations that pair nurses with different vets daily—creating variety for everyoneThe Lincoln programme: Learning to navigate difficult conversations at work and homeWhat kind of person fits: "Someone that can banter with us, wants to be social, and wants to be a part of the team"Worth listening for:"The whole team has ideas we bring to management and the directors. They're quite open to ideas and suggestions. It's just really nice that we feel heard and seen."On leaving corporate for private: "I feel a lot more seen and valued rather than just a number, which is how I felt in the past. I feel a lot more valued because we're a smaller knit group."If you've ever wondered whether relocating for the right veterinary role is worth it—or what privately owned actually feels like compared to corporate—Dana's story will answer those questions.Links:Position details: https://vetclinicjobs.com/vetsoneEpisode page: https://veterinaryvoices.com/1011Contact Julie: julie@vetclinicjobs.comStruggling 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

Silvina D’Onofrio, gerenta de Talent Acquisition and Employer Brand de Unilever @rosca_casta 28-10-2025

In Part 1 (ep 1009), you heard Dr Mia's journey as a mature student to veterinary medicine, her transition from mixed to small animal practice, and how VetsOne supported her herbal medicine side hustle. You also heard why she left—and what drew her back 18 months later.In Part 2, Dr Mia walks through the practical day-to-day realities of working at VetsOne.In this episode, you'll hear about:After-hours arrangements: How joining the Hawke's Bay after-hours clinic changed everything (latest finish: 6pm once a week, no on-call)Weekend roster: One in four, 9am-1pm Saturday and SundayTwice-daily team huddles: How 10-minute check-ins at 8:30am and 2:45pm help coordinate across vets, nurses, and customer care—especially important in a multi-storey building where you can't just yell down the hallway anymoreWhat makes their nursing team exceptional: "My favourite veterinary tool is a nurse because I can't do my job without them"The difference between hard days and bad days: "Every day, even a bad day, it's a good day coming here because you come to friends"How Lincoln Institute training transformed team communication: Learning to ask "Do you have capacity for me to vent right now?" and understanding how people work under stressWhy she came back after leaving: "100% the people. I would get upset if I think about leaving the people that I work with"What's worth listening out for from Dr Mia:"It's a feeling of being completely accepted for yourself and being safe here—physically safe, which is a big deal in our job, but emotionally safe and supported in a workplace. It's a pretty tricky place to want to leave when you feel happy here."And on the directors: "They've got the most beautiful hearts. They're the kindest, most selfless people. Their focus is people and having a good business."The Lincoln Institute impact: Understanding that 50% (or more) of veterinary work is dealing with people—clients, colleagues, personalities under stress. Learning communication skills that take away stress rather than add to it.If you're a small animal veterinarian wondering what genuine team support and emotional safety looks like in practice, this conversation shows you.Position details: vetclinicjobs.com/vetsoneLinks:Position details: https://vetclinicjobs.com/vetsoneVetClinicJobs: https://vetclinicjobs.comVeterinary Voices: https://veterinaryvoices.comContact Julie: julie@vetclinicjobs.comStruggling 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

Dr Mia describes VetsOne as her "forever home" - and after hearing her story, you'll understand why.In this first part of our conversation with Dr Mia, you'll discover how a new graduate found a clinic that not only supported her transition from mixed to small animal practice, but actively championed her interest in herbal medicine when she could have been dismissed as "witchy" or "alternative."What you'll hear:How Dr Mia came to veterinary medicine as a mature student after trying (unsuccessfully) to make the desire go awayThe interview she did in leggings with no makeup on the day her dog died - and why the directors still offered her the jobHer transition from mixed animal to small animal work, and how VetsOne made it happen without resistanceWhy she's nicknamed "Witchy Poo" and how the team embraced her complementary herbal medicine interestsHow VetsOne supported her developing a separate herbal medicine business while working part-time in clinicThe reality of burnout, perfectionism, and why she left for 18 months before choosing to returnWhat it means to work in a team where diverse clinical interests aren't just tolerated - they're celebratedAbout VetsOne's current opportunity: VetsOne in Hastings, Hawke's Bay, is looking for a small animal veterinarian with leadership potential or experience to help guide their companion animal team. If you're drawn to a clinic that genuinely celebrates diverse clinical interests and supports professional growth in unconventional directions, this episode will show you what's possible.Part 2 coming next, where Dr Mia shares the practical realities of working at VetsOne - from after-hours arrangements to team huddles to what makes nurses her "favourite piece of kit."About This SeriesThis is part of the VetsOne Employer of Choice series on Veterinary Voices. When you hear multiple team members sharing genuine stories about what it's actually like to work somewhere - that's employer brand marketing in action. It's why VetsOne attracts veterinary professionals who genuinely want to be there, not just people responding to generic job ads.ResourcesPosition details: https://vetclinicjobs.com/VetsOneContact for Employer Brand Marketing support: Julie South, Tania Bruce, Lizzie SwansonThe Vet Clinic Employer Brand Job BoardVetClinicJobs: Build Your Vet Clinic Employer Brand. Do Your Own Recruitment. Better.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.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

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

VetsOne: 34 Years of Evolution - AmandaWhat does 34 years of loyalty to one veterinary clinic tell you? When Amanda started at VetsOne in 1990 as the last on-the-job trained veterinary nurse, she couldn't have imagined she'd still be there today—now as operations manager, leading a team through floods, growth, and transformation.In this episode, Amanda shares what generosity of thought and generosity of time actually look like in daily practice. You'll hear the real story of what happened during the 2023 cyclone when Jason couldn't cross the washed-out bridges and Amanda had to "man the ship" for a week. You'll discover how the team evolved from yelling down hallways in the old building to implementing comprehensive protocols across multiple floors in their modern facility.What you'll hear:How VetsOne's three directors made significant changes when they took ownership—starting with raising veterinary nurse wages above industry averageThe impact of Lincoln Institute training on team communication, with modules on social styles helping team members understand why "drivers are blunt" and "amiables struggle with decisions"What it means when a clinic asks "what is the how?" and genuinely wants team input on protocolsThe transition to Fear Free practices with dedicated cat-only spaces—waiting room, consult room, and hospitalWhy clients have stayed with VetsOne for 35+ years and know staff by first nameHow Mental Health Awareness Week became a team-driven initiativeWhat keeps a diverse team—from 21-year-olds to experienced professionals, from local Kiwis to Irish and Malaysian vets—genuinely connectedAbout living in Hawke's Bay: Amanda describes the Sunny Hawke's Bay lifestyle—vineyards, cycling tracks, beaches at Waimarama and Ocean Beach, and those spectacular sunrises over the river that make 5am dog walks worthwhile even in winter.About VetsOne's current opportunity: VetsOne is looking for a small animal veterinarian with leadership potential or experience. Someone who wants to work where operational systems genuinely support rather than constrain the clinical team, and where "who you are" matters more than just "what you are."Veterinary Voices is brought to you by VetClinicJobs - Build your employer brand. Do your own recruitment. Better.ResourcesPosition details: https://vetclinicjobs.com/VetsOneContact for recruitment support: tania@vetclinicjobs.comAbout This SeriesThis is part of the VetsOne's Employer of Choice series on Veterinary Voices. When you hear multiple team members sharing genuine stories about what it's actually like to work somewhere—that's employer brand marketing in action. It's why VetsOne attracts veterinary professionals who genuinely want to be there, not just people responding to generic job ads.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

What does it look like when a veterinarian who knew at age five what she wanted to be deliberately steps back from clinical work to build something bigger?Dr Sharon Marshall, one of VetsOne's three directors, has spent 25 years in Hawke's Bay building not just a veterinary practice, but a culture designed to outlast her. In this first of two conversations, she reveals how she reconciles the tension between being a vet and being a business owner (spoiler: they're the same goal approached differently).In this episode, you'll hear:Why animal advocacy doesn't stop when you move into management—it scalesWhat work-life balance actually looks like beyond the buzzwords (including AI consult scribing, no on-call, and weekend hours that finish at 1pm)How VetsOne's longevity programme rewards team members from year one through to 20+ years (including paid overseas holidays)Why succession planning starts now, not when directors are ready to leaveWhat it means to build a team that can carry the work forward long after you're goneIf you're a small animal vet with 8-10 years experience ready to step into a leadership role (even if you've never had "team leader" in your job description), this conversation is for you.VetsOne is recruiting for their next small animal veterinarian and team leader. Details at vetclinicjobs.com/vetsonePart 2 continues next week with the practical details of the role, team structure, clinical capabilities, and how VetsOne's values were developed.Links:Position details: https://vetclinicjobs.com/vetsoneVetClinicJobs: https://vetclinicjobs.comVeterinary Voices: https://veterinaryvoices.comContact Julie: julie@vetclinicjobs.comStruggling 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 is the final episode in the VetsOne Employer of Choice series where Dr Sharon Marshall brings it all together—the philosophy, the practical support, and the vision for where this 80-year-old practice is heading.In Part 2, Dr Sharon gets into the specifics of what stepping into leadership at VetsOne actually looks like day-to-day.In this episode, you'll hear:How VetsOne supports first-time leaders (3-month induction, monthly leadership meetings, direct support from someone who's been in the role)What success looks like: being respected, making teams work together, being the voice for your teamThe team structure: 7 nurses, 5 small animal vets, 3 production animal vets—and how they coordinate across consults, surgery, dentistry, and hospital areasClinical capabilities that set VetsOne apart: TPLO surgeries, BOAS procedures, I-131 radiation treatment for cats, advanced dentistry—because their ethos is being the veterinary home for clients' animals, not a triage service that refers everythingHow their four values (professionalism, advocacy, communication, teamwork) were developed WITH the team—not imposed by management—and how they're revisited monthlyWhy the name "VetsOne" emerged from their rebranding (spoiler: it's about being one team, one with the owner, the one place providing all services)The equipment they've invested in: in-house chemistry, IDEXX ImageVet AI, Bionet anaesthesia monitors, video microscopes—provincial New Zealand with big-city capabilitiesWhat's worth listening out for from Dr Sharon: "I don't need a team of robots. I want a team who are thinking for themselves and acting for themselves, but using the ethos of VetsOne as their backbone so they're not just floundering around in the dark."Over this VetsOne series, you've heard from directors, veterinarians, and nurses. Mountain bike mishaps, palliative care passions, herbal medicine side hustles, relocating 1,300km for the right role. What's consistent? People who feel genuinely seen, supported to pursue their interests, and part of something bigger than themselves.If you're a small animal vet with 8-10 years experience ready to step into leadership, this episode shows you exactly what that could look like—without the corporate machinery.Position details: vetclinicjobs.com/vetsoneStruggling 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

Dr Jason Clark is one of VetsOne's three directors and a working farm vet who came to veterinary medicine as a mature student. In this episode, he walks through what collaborative protocol development actually looks like when a clinic genuinely involves staff in decision-making.In this episode, you'll hear:How VetsOne's team developed their euthanasia protocols—including why they light a candle by the front door—and what changed from previous practicesWhat happened during the 2023 Cyclone Gabrielle when directors couldn't reach the clinic but staff ran the business independently, even sleeping overnight to handle emergenciesHow VetsOne supports staff developing special interests, including one veterinarian running a herbal medicine practice under her own banner alongside her clinical workDr Jason also describes VetsOne's four-word mission statement (professionalism, advocacy, communication, teamwork) and how they actively review whether daily operations align with those values. He explains what "advocacy" means in practice—always starting with gold standard recommendations, then working with clients to find the next best solution if needed.About VetsOne: VetsOne is a privately owned veterinary clinic in Hastings, Hawke's Bay, New Zealand. They're currently seeking a small animal veterinarian with leadership potential or experience to help guide their companion animal team.Links:Small Animal Veterinarian Position at VetsOneJulie SouthTania BruceLizzie SwansonAbout Veterinary Voices: Veterinary Voices: Employer brand conversations that help veterinary clinics hire great people.About VetClinicJobs: VetClinicJobs is the employer brand job board for veterinary clinics. Build your employer brand. Do your own recruitment. Better.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

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

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.

Until AI replaces the need for humans completely, building a team remains a crucial part of building a startup, and the need for other humans to help get things off the ground often comes before the budget to hire them, so some clever thinking is required. Megan Luttrell - founder of Kairos Recruitment and Aussie Founders Club - joins Scotty this week for a conversation to work out what's smart, and what's not, when it comes to startup recruitment.About Megan Luttrell:Linkedin: linkedin.com/in/meganluttrell Website: https://www.kairosrecruitment.com.au/Aussie Founders Club: https://www.aussiefoundersclub.com/-------------The Bootstrap is a production of Hieland Road for The Product Bus. It was developed by Scotty Allen and Declan Magee. Our producer is Sammy Perryman with assistance from Portia McEwan. Hosted on Acast. See acast.com/privacy for more information.

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

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im September 2025): Springer: https://link.springer.com/book/9783662714195 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Thomas Holl (Mitgründer und CTO von Emerge Tech) Thomas Holl ist Mitgründer und CTO von Emerge Tech. Er hat am Karlsruher Institut für Technologie (KIT) ein Diplom in Informatik mit wirtschaftswissenschaftlichem Schwerpunkt erworben. Danach startete er seine Karriere im Consulting bei Accenture bevor er dann als Mitgründer und CTO bei Babbel war. Dort hat er 16 Jahre lang in der Geschäftsführung die Tech- und Produktteams aufgebaut sowie zusätzlich in New York die Babbel Inc. gegründet und den Grundstein für ein erfolgreiches Business auf dem US-Markt gelegt. Bei Emerge Tech verantwortet Thomas die Entwicklung von KI-Agenten, die Arbeitgeber automatisiert sichtbar macht, Bewerberqualität steigert und Recruitingkosten drastisch senkt. Heute spreche ich mit Thomas darüber, welche Daten Unternehmen benötigen, um eine gute Bewertung der Employer Brand zu realisieren. Themen Welche Daten benötigen Unternehmen heute, um die Employer Brand richtig zu bewerten und damit auch Gehör in der Geschäftsführung zu bekommen. Darüber habe ich mit Thomas Holl (Mitgründer und CTO von Emerge Tech) in der GainTalents-Podcastfolge 411 gesprochen.  Achtung: Für alle Hörer:innen: Wenn ihr mal ein kostenloses Assessment für Eure Arbeitgeberidentität haben wollt, dann schreib Thomas eine Nachricht mit dem Kennwort "GainTalents" auf LinkedIn. Bei Thomas bedanke mich recht herzlich für die vielen guten Insights zum Thema. Viel Spaß beim Reinhören! Welche Daten benötigen Unternehmen für die richtige Bewertung der Employer Brand: Strategische Kennzahlen stehen im Fokus: Cost per Hire (klingt einfach, ist aber sehr umfangreich) durchschnittliche Zugehörigkeit von neuen Mitarbeitenden Einfluss auf Umsatz und Produktivität Qualität der Bewerbungen Achtung - macht Euch intensive Gedanken darüber, welche Daten ihr tatsächlich benötigt, um aussagekräftige Schlüsse daraus ziehen zu können Typische quantitative Daten sind: Kampagnendaten (z.B. von Social Media Kampagnen) und die damit verbundenen Kosten Nutzer:innen-Daten (Karriereseite - welcher Content?) Recruiting-Kanaldaten Anzahl von Bewerbungen, Anzahl von Bewertungen, etc. Typische qualitative Daten sind: Feedback von Kandidaten:innen im Verlauf der Candidate Journey Qualitative Befragung von Mitarbeitenden Feedback auf Arbeitgeberbewertungsportalen Als zentraler Datenhub für die Sammlung und Aufbereitung der Daten dienen in der Regel Datawarehouse-/BI-Plattformen oder Bewerbermanagementsysteme Kontinuierliche Aufbereitung der Kennzahlen sowie Präsentation der Ergebnisse bei der Geschäftsleitung Reporting für die aktive Steuerung der Employer Branding-Maßnahmen im HR Reporting der Ergebnisse an die Geschäftsführung als Nachweis dafür, dass die richtigen Dinge getan werden und ein Return gegeben ist   #Employerbranding #Arbeitgebermarke #hrdata #employervalueproposition #GainTalentsPodcast    Shownotes Links - Thomas Holl LinkedIn:      https://www.linkedin.com/in/thomasholl/ Webseite:     https://emerge-tech.io/   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt vorbestellen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im September 2025): Springer: https://link.springer.com/book/9783662714195 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Thomas Holl (Mitgründer und CTO von Emerge Tech) Thomas Holl ist Mitgründer und CTO von Emerge Tech. Er hat am Karlsruher Institut für Technologie (KIT) ein Diplom in Informatik mit wirtschaftswissenschaftlichem Schwerpunkt erworben. Danach startete er seine Karriere im Consulting bei Accenture bevor er dann als Mitgründer und CTO bei Babbel war. Dort hat er 16 Jahre lang in der Geschäftsführung die Tech- und Produktteams aufgebaut sowie zusätzlich in New York die Babbel Inc. gegründet und den Grundstein für ein erfolgreiches Business auf dem US-Markt gelegt. Bei Emerge Tech verantwortet Thomas die Entwicklung von KI-Agenten, die Arbeitgeber automatisiert sichtbar macht, Bewerberqualität steigert und Recruitingkosten drastisch senkt. Heute spreche ich mit Thomas darüber, welche Daten Unternehmen benötigen, um eine gute Bewertung der Employer Brand zu realisieren. Themen Welche Daten benötigen Unternehmen heute, um die Employer Brand richtig zu bewerten und damit auch Gehör in der Geschäftsführung zu bekommen. Darüber habe ich mit Thomas Holl (Mitgründer und CTO von Emerge Tech) in der GainTalents-Podcastfolge 411 gesprochen.  Achtung: Für alle Hörer:innen: Wenn ihr mal ein kostenloses Assessment für Eure Arbeitgeberidentität haben wollt, dann schreib Thomas eine Nachricht mit dem Kennwort "GainTalents" auf LinkedIn. Bei Thomas bedanke mich recht herzlich für die vielen guten Insights zum Thema. Viel Spaß beim Reinhören! Welche Daten benötigen Unternehmen für die richtige Bewertung der Employer Brand: Strategische Kennzahlen stehen im Fokus: Cost per Hire (klingt einfach, ist aber sehr umfangreich) durchschnittliche Zugehörigkeit von neuen Mitarbeitenden Einfluss auf Umsatz und Produktivität Qualität der Bewerbungen Achtung - macht Euch intensive Gedanken darüber, welche Daten ihr tatsächlich benötigt, um aussagekräftige Schlüsse daraus ziehen zu können Typische quantitative Daten sind: Kampagnendaten (z.B. von Social Media Kampagnen) und die damit verbundenen Kosten Nutzer:innen-Daten (Karriereseite - welcher Content?) Recruiting-Kanaldaten Anzahl von Bewerbungen, Anzahl von Bewertungen, etc. Typische qualitative Daten sind: Feedback von Kandidaten:innen im Verlauf der Candidate Journey Qualitative Befragung von Mitarbeitenden Feedback auf Arbeitgeberbewertungsportalen Als zentraler Datenhub für die Sammlung und Aufbereitung der Daten dienen in der Regel Datawarehouse-/BI-Plattformen oder Bewerbermanagementsysteme Kontinuierliche Aufbereitung der Kennzahlen sowie Präsentation der Ergebnisse bei der Geschäftsleitung Reporting für die aktive Steuerung der Employer Branding-Maßnahmen im HR Reporting der Ergebnisse an die Geschäftsführung als Nachweis dafür, dass die richtigen Dinge getan werden und ein Return gegeben ist   #Employerbranding #Arbeitgebermarke #hrdata #employervalueproposition #GainTalentsPodcast    Shownotes Links - Thomas Holl LinkedIn:      https://www.linkedin.com/in/thomasholl/ Webseite:     https://emerge-tech.io/   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt vorbestellen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

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."

In this episode of the Hiring Excellence Podcast, Johnny Campbell speaks with Bryan Adams, founder of HappyDance and author of Give & Get Employer Branding. Together, they explore how the best employer brand strategies don't just reflect culture, they shape it. Bryan explains why focusing on skills isn't enough, how capability-driven hiring unlocks business performance, and how a world-class EVP bridges today's reality with tomorrow's ambition. This episode is packed with fresh thinking on brand, culture, and leadership alignment.

In this insightful podcast episode, host Peter Lyle sits down with John Williamson, a senior content consultant at LinkedIn, to delve into the powerful impact of employer branding on organizational success. The discussion centers around how a strong employer brand not only attracts top talent but also enhances market positioning and customer engagement. John explains that at its core, employer branding is about creating a fun and engaging work environment where employees feel valued and connected to the company's mission and culture.Throughout the conversation, they explore the alignment of internal employee engagement with external brand perception, emphasizing that leadership's authenticity and commitment to a clear set of values are crucial to fostering a positive workplace culture. John highlights the importance of measurable metrics—such as employee engagement scores, retention rates, and participation in advocacy programs—to gauge the effectiveness of employer branding initiatives. Drawing on examples like LinkedIn's own strategies and the legendary craftsmanship at Rolls Royce, he illustrates how shared values and consistent communication create enduring organizational success.The episode also addresses challenges in today's fluctuating work environment, suggesting that regular one-on-one check-ins, open communication channels, and even simple gestures like saying “thank you” are vital tools for re-engaging a disillusioned workforce. Finally, the discussion touches on contemporary issues, including diversity, equality, and inclusion, affirming that these remain indispensable aspects of a robust employer brand.Key Points:Definition & Importance: Employer branding is about creating an engaging work culture that attracts top talent and drives business success.Alignment of Culture & Strategy: Effective employer branding requires synchronizing internal cultural initiatives with external brand messaging, leveraging leadership, HR, and marketing.Measurement & Engagement: Key metrics like employee satisfaction, retention, and advocacy programs are essential to assess and boost the effectiveness of employer branding efforts.Authentic Communication: Regular check-ins, transparent leadership, and acknowledging employee contributions are critical in maintaining a healthy workplace atmosphere.

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.

In this eye-opening conversation, assessment expert Dr. Deborah Kerr dives into why the science of hiring remains "broken" despite decades of research and how validated assessment tools can transform results.Dr. Kerr reveals startling statistics: managers get hiring decisions wrong approximately 80% of the time, according to Gallup research, with human cognitive biases being the primary culprit. Your brain's natural tendencies toward confirmation bias, overconfidence, and anchoring on first impressions sabotage objective decision-making in ways most hiring managers never recognize.Perhaps most surprisingly, many common hiring practices lack scientific validity. Experience as indicated on resumes shows almost no correlation with future job performance. Those "years of experience required" in your job descriptions? Research suggests they're nearly worthless as predictors of success.What actually works? Validated, predictive assessments that measure cognitive ability (the strongest predictor across all jobs), followed by personality traits and work culture fit. When these assessments form the foundation of a structured hiring process - complete with targeted interview questions and job simulations - organizations experience dramatically better outcomes.For HR professionals, this episode, hosted by Career Club's Bob Goodwin, provides actionable insights to transform hiring processes, reduce costly turnover, and make the business case for evidence-based hiring practices. The technical knowledge exists - now it's time to close the research-practice gap and revolutionize how we match people to jobs.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

The landmark 800th episode of the HRchat Show welcomes Chad Sowash, the dynamic co-host of "HR's Most Dangerous Podcast" – the Chad and Cheese Show. Chad has worked in the HR, Talent Acquisition, and HR Tech space for over 20 years consulting hundreds of Fortune 500 companies like AT&T, Lockheed Martin, and The Ford Motor Company. Chad is a former Army Infantry drill sergeant, who cut his teeth in online recruitment in the late 1990s. He went on to build Randstad's first military veteran hiring program. Today, you can find him behind the mic at events, and/or working hard to challenge the norm.This celebration episode delivers a masterclass in straight talk about what's working, what's broken, and what's next in HR and talent acquisition.Drawing from his career journey from Army infantry drill sergeant to HR tech innovator, Chad shares how military leadership training gave him a competitive edge in corporate environments. He pulls no punches discussing the need for HR to stop identifying as cost centers and start demonstrating real business impact. Chad emphasizes. "Nothing happens without human beings doing the jobs. We are the beating heart of every organization."The conversation tackles veteran hiring initiatives, where Chad distinguishes between companies seeking actual outcomes versus those merely checking diversity boxes. This extends to his candid assessment of recent DEI program rollbacks.Looking toward the future, Chad warns about "vaporware" in HR tech – over-promised technologies that can't deliver. He emphasizes the importance of bringing diverse voices into HR conversations, sharing how his podcast deliberately seeks experts from outside the industry to provide fresh perspectives on workforce challenges.Bill Banham and Chad also discuss the best HR and Recruitment events in the calendar, including RecFest, UNLEASH, HR Tech and Transform. Ready to revolutionize your approach to talent acquisition? This episode delivers actionable insights that challenge conventional thinking and inspire meaningful change. Subscribe to the HRchat Podcast for more conversations that push boundaries and redefine what's possible in the world of work.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

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.

This week on TaPod we delve into the far reaches of Employer Brand with Meagan Michaels, Head of EB APAC at BUPA. Fresh off her amazing panel at Indeed Futureworks, discussing remote/hybrid work arrangements. Beginning her career in book publishing, then moving to marketing before working in aviation, recruitment marketing, and finding her way to BUPA. We discuss all manner of Employer Branding and how the world may have changed in 2025. If you're really lucky and listen closely, you just may be able to hear Meagan's partner having a very important business meeting in the background… Thanks to Avature for your continued support this month. 

For the final episode of the Summer Series on Tapod Bonnie has chosen her favourite from 2024 and we (re)catch up with James Ellis... and WOW! If you don't think you need to know what Employer Brand is all about you are wrong. It's all about finding something to give you a difference – and that's something we all need – especially when trying to cut through the noise to candidates.We discuss James' latest book – The Laws of Employer Branding and it is equal parts fascinating and valuable, and we unpack Lauren's dating life.It is one of the most interesting chats we have ever had!Thanks to Bonnie and to TaPod Connect for supporting the Summer Series. We're back next week with brand new content!

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!

Wondering where the tech job market is headed and how HR is evolving to meet the challenges of tomorrow? Keen to learn if 2025 will see candidates back in the driver's seat?The guest this time is Mark Chaffey, CEO of tech hiring platform hackajob. Tune in as we assess the current job market - characterized by increased candidate availability and AI-driven tools - and look ahead to a hopeful resurgence in tech hiring in 2025. Mark shares the journey of how hackajob is reshaping the hiring landscape by placing candidates at the center, allowing companies to pitch to them first. With an impressive 85% response rate, this approach is changing the game for tech professionals and recruiters alike. Plus, Mark gives us a peek into his personal adventures, moving from London to the bustling streets of New York, and how the city's vibrant energy matches his own.About hackajobBusinesses use hackajob's full-stack hiring platform to source talent through a two-sided marketplace, craft a compelling employer brand to a community of over 500k tech professionals, conduct online assessments and remote interviews as well as generate powerful insights about their diversity and inclusion performance.The platform is underpinned by over 50 million first-party data points on technical professionals that leverage proprietary AI models to enable companies to get an 85% response rate, to individuals they message via our marketplace; whilst reducing the number of applications to make a hire by 7x.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

Christmas jumpers and tinsel at the ready! I teamed up with Chris Murdoch, host of the Employer Brand podcast, to share some reflections and tips for the year ahead in employer branding. It's been quite the year in Employer Branding! And it's that time of year where we can reflect, rest and get ready for another 12 months of moving the sector forward. In this Christmas Special, I join forces with another podcast host to give you a Santa's Sack full of advice based on the conversations we've had throughout the year. Chris Murdoch is host of the awesome Employer Bland podcast. And we get festive with Christmas jumpers and tinsel while helping you take some time out and look forward to next year. Chapters 00:00 Introduction 03:18 Navigating AI in Employer Branding 08:48 Leveraging AI for Research and Insights 13:44 Creating an Always-On Employer Brand 19:10 Authentic Storytelling and Employee Engagement 26:01 Attracting and Retaining Talent 30:59 Scalability in Employer Branding 36:06 Personal Branding on LinkedIn 42:18 Leveraging Employee Advocacy 47:40 Building community and events for Employer Branders Get Employer Content Marketing episodes direct to your inbox: https://www.employercontent.marketing/ And find out more about Employer Bland here https://www.employerbland.com/podcast/

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:

Does your EVP attract potential employees or push them away? Is it a bad thing if it DOES repell people? You want your EVP to help you attract the RIGHT people. EVP was the focus of a fantastic conversation with Bryan Adams of Happy Dance. Not Bryan Adams the singer of course. Our Bryan recently left the role of CEO of Ph.Creative which is an Employer Brand agency. He has written a few books - the most relevant of which is 'Give and Get: Repel the Many and Compel the Few'. He has consulted to the likes of Apple and many others so he knows what he is talking about. We had a fantastic conversation during which I was actually surprised (the video below). And delighted. These are some of the insights that delighted me and hopefully will delight you: ‼️ EVPs should be authentic - AND aspirational??

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!

In today's live-recorded episode, we're joined by Sonya Tolson, Global Chief People Officer at McLarens. Sonya brings more than 20 years of experience and expertise in HR strategy, talent management, compliance, learning and development, and culture enhancement, serving in leadership roles at companies such as SunTrust Bank, Olympus Corporation of Americas, and the National Christian Foundation. We'll delve into how McLarens aligns its HR strategy with business objectives, the significance of employee engagement, and the development of a compelling employer value proposition to both attract and retain top talent.   If today's conversation resonates with you, please rate this episode and share it with your network. Your engagement helps us inspire and equip more leaders in creating thriving workplaces.   Don't forget to join our leadership community at https://www.cooleaf.com/resources/podcast to stay informed about upcoming events and other helpful content designed to help you go further as a people-first leader and develop a winning culture, everywhere your leadership influence reaches.    Resources related to this episode Visit https://www.mclarens.com/ Follow McLarens on LinkedIn at https://www.linkedin.com/company/mclarensglobal/ Visit https://www.cooleaf.com/resources/podcast for more episodes and resources   Credits Theme Music

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

Send us a Message!In this episode, we examine the use and misuse of "Fun" in company values, recruitment, and workplace culture.Our prescription for this episode: take the time to understand the complexity of the actions and initiatives you take when building your employee experience and employer brand. Otherwise, you can end up creating chaos solutions that will have negative and unexpected consequences, You can reach out to us to talk more about employer branding (we know some great people who can help!) at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Past episodes referenced:S2 E10: Are Your Current People and Culture Strategies Resolving Problems Or Creating Chaos?S2 E11: Should Companies Be Doing Employee Engagement?S2 E14: Should We Be Hiring For Fit?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 with 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.

In today's interview, we discuss the intersection of personal branding and corporate perception with Alyssa Gelbard, founder and CEO of Point Road Group. We explore how employee profiles on LinkedIn can significantly impact an employer's brand. Both companies and individuals can benefit from leveraging their LinkedIn presence to enhance trust, engagement, and business success.

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

Welcome to another episode of Operation Agency Freedom, the podcast where we help marketing agencies thrive! I'm your host, Chris Martinez, and today, we're diving into one of the most critical aspects of scaling your agency: mastering recruitment. If you're on the hunt for top talent to elevate your business, this episode is your go-to guide. We'll explore five straightforward yet often overlooked strategies to attract, engage, and convert the best people for your team. From optimizing your online presence and leveraging review sites to engaging passive candidates and utilizing cutting-edge AI technology, these tips are designed to ensure you hire the right people who can propel your agency to new heights. So, grab your notebook and get ready for some invaluable insights that can transform your recruitment process. Let's get started!

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.

 Brianna Rooney and Taylor Bradley here, and we've got a sizzling new episode of Talent Takeover Unfiltered ready for you. In today's job market, employer branding isn't just a buzzword—it's your secret weapon. A killer employer brand can attract top-tier talent, boost employee engagement, and give your company a competitive edge. Trust us, you don't want to miss this one!

RWE is one of Europe's largest renewable energy companies with a wide variety of talent needs. In this episode, we find out how they raise brand awareness and activate their EVP with the help of employee storytelling. Neil Daly is the Global Head of Employer Brand & HR Communications at RWE. Neil Daly on LinkedIn: https://www.linkedin.com/in/neilwdaly/ Careers at RWE: https://www.rwe.com/careers/ Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Talent management in today's world is increasingly challenging with limited talent pools, conflicts in opinions on remote versus in-person work environments, and so much more. Now, more than ever, the human resources function is critical to the operational success of any organization.  That's why I am so happy to interview Adrienne Roth, a highly seasoned human resources professional and our Director of Training for Employer Brand Central. Together, we look at the state of human resources today while forecasting the future of talent management based on real data and industry trends. In this episode, we discuss: Why HR is the core of every organization The vast changes emerging in the labor market How the right HR team acts as a bridge between the “company side” and the “people side,” to increase employee satisfaction and productivity The importance of being strategic in HR rather than reactive to the endless daily to-dos that bog down HR professionals  How to show that you genuinely care about your employees so they have a sense of belonging Ready to learn more from Adrienne's wisdom on increasing employee engagement and creating high-performing teams? Tune in on your favorite listening app, on the website, or watch it on YouTube! About Adrienne Roth Adrienne Roth, MBA, SHRM-SCP is the Director of Training for Employer Brand Central, boasting a rich career in Human Resources and an MBA that provides a lens focused on operations and bottom-line results. As a Senior Certified Professional through the Society of Human Resource Management (SHRM), Adrienne is the immediate past president of New Orleans SHRM and the professional development director for the state Louisiana SHRM organization. Her career highlights include: Strategically redesigning a corporate training program that increased training availability by 200%. Designing and implementing a robust corporate culture program for a 30-million-dollar company. Building an HR department from the ground up for a food and beverage manufacturing company. Adrienne is a mother of two and volunteers with the Boys Scouts of America to support their leadership development. She has served as a National Officer for the Zeta Tau Alpha fraternity and is a proud member of The Sirens of New Orleans – a dancing, philanthropic mermaid troupe. As a graduate of our flagship leadership program, Velvet Machete Leadership Academy (VMLA), Adrienne now manages and leads Employer Brand Central's various training opportunities and helps develop our customers' custom training programs. Adrienne stands at the intersection of experience, expertise, and enthusiasm, which equips her to empower leaders worldwide through our training offerings! Connect with Adrienne LinkedIn: https://www.linkedin.com/in/adriennemroth/ Email: Adrienne@employerbrandcentral.com Learn more about your ad choices. Visit megaphone.fm/adchoices