Podcasts about employer brand

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!

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

In dieser Episode gehen Niko Fleschhut und ich gemeinsam mit unseren Gästen Christina und Denise von ODU der Frage nach, wie mittelständische Unternehmen eine authentische Employer Brand komplett inhouse aufbauen können. Die Beiden nehmen euch mit auf ihre Reise und teilen ehrlicheEinblicke in Erfahrungen, Herausforderungen und die Meilensteine, die sie bei ODU erreicht haben.Zeitstempel:Ab Minute 04:36: Die Bedeutung von Employer Branding für den MittelstandAb Minute 07:16: Interne vs. Externe Sicht auf #woduzählstAb Minute 09:40: Top-Down oder Bottom Up – von Projekthierarchien und guter PlanungAb Minute 13:30: Strategische Planung ist das A und OAb Minute 26:30: Von der Magie eines SlogansAb Minute 30:30: Integration und Identifikation mit der Arbeitgebermarke über #woduzählstAb Minute 33:20: Employer Brand KPIs – gibt's das überhaupt?

Real employee stories, not polished slogans, are winning the war for talent.MOVE Like ThisWith Bonnie Buol RuszczykFor CPA TrendlinesIn this episode of MOVE Like This, host Bonnie Ruszczyk sits down with Rob Brown, founder and host of the Accounting Voices podcast, to talk about what's really driving change in the accounting profession. Speaking from the UK with deep experience across the U.S. and global markets, Brown shares what he's seeing in firms of all sizes: pressure from talent shortages, shifting expectations from younger professionals, and the growing importance of a strong employer brand rooted in real stories, not slogans.  MORE MOVE Brown starts by outlining three major workplace trends. 

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.

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

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

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."

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. 

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!

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

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

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.