Podcasts about Employer branding

This week on Tapod we catch up with an old friend – Joanne Lockwood – the inclusive culture expert @SeeChangeHappen. Jo's journey is fascinating and so very important to all of us – particularly in a world going backwards. This episode is longer than most, but it's well worth it. We cover all manner of challenges in the inclusivity space, from recent changes in the UK around the definition of sex, US executive orders affecting the LGBTQIA+ community, gender disparity and more. It's raw, it's emotive, and it's essential listening Thanks so much to Check Work Rights for partnering with us for June. 

Discover how modern marketing tactics are changing the game in recruitment. If you're looking to attract top talent, you won't want to miss this video! Learn how modern marketing tactics are changing the game for recruitment. From social media to content marketing, find out how companies are attracting top talent in this digital age.David Revell, a trailblazer in modern recruitment marketing. With over a decade of experience in the recruitment industry, David transitioned from the traditional "churn and burn" corporate style to innovating his own way forward .After stepping away from the high-pressure environment of a large agency, he ventured into e-commerce, where he honed essential skills in video marketing, branding, and content creation. However, his journey took a pivotal turn during the pandemic, which saw him embrace recruitment anew with a fresh perspective.David now leverages sophisticated marketing techniques to transform job roles into irresistible offers, breaking away from outdated recruitment practices. His approach has drastically improved conversion rates, bolstering both the quality and quantity of job applicants. Join us as we delve deeper into how David believes companies should treat hiring as strategically as customer acquisition, unlocking one of the highest ROI opportunities available today.Discover how better job ads not only attract better candidates but ultimately lead to transformative business results. Stay tuned as David shares his insights and success stories, illuminating gaps in traditional hiring practices and shedding light on the power of words in the recruitment game.CONTACT DETAILSWebsite: https://chartarecruitment.com/ Emaill: david@chartarecruitment.com Linkedin: https://www.linkedin.com/in/david-revell-8b0929b6/Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services. 

In this episode, Stephanie Leong, Head of Change Management & Employer Branding at CelcomDigi, shares how embracing change and being adaptable are essential skills for future-ready talent. With years of experience leading transformation in a fast-paced tech environment, Stephanie offers a behind-the-scenes look at what it takes to thrive in Malaysia's leading telco. From building resilience to staying curious and open-minded, she unpacks the mindset young professionals need to succeed in today's digital landscape. She also talks about the CelcomDigi Young Talent Programme - a 2-year immersive journey that gives graduates real-world exposure across tech, innovation, and strategy. Whether you're still figuring out your career path or looking to fast-track your growth, this episode offers practical guidance on how to stand out and grow in the tech industry.

Today on the Scoop, the team from Tapod brings you all of the weekly TA & Recruitment News, including…  the death of the digital nomad… some interesting job data in NZ and globally… trouble at Workday… what's the most in-demand Tech role?  Grad market update… Tech workers joining the union… Gen Z lying on their job applications and much more. Thanks to Indeed for your ongoing support. 

Dinge anders zu denken ist schon seit Langem eine Philosophie, die mit der Bielefelder Digitalagentur comspace in Verbindung gebracht werden. Um zeitgemäßes, gutes Arbeiten möglich zu machen und gleichzeitig einen positiven Einfluss auf die Zusammenarbeit innerhalb der Gesellschaft zu haben, setzt das Unternehmen seit einiger Zeit auf „Corporate Political Responsibility“. Im Gespräch mit Moderator Michael Lorenz erzählen People & Culture Managerin Sarah Biendarra und Manager of Public Affairs Sören Witt wie das Unternehmen aktiv versucht, Politik nachhaltig zu gestalten. Ganz nach dem Motto „informieren statt missionieren“ bieten sie eine Bühne für internen Austausch und eine starke Haltung zur Demokratie. Die Resonanz auf die Initiative ist dabei nicht nur im Unternehmen durchweg positiv: Im vergangenen Jahr gewannen sie beispielsweise den Deutschen Personalwirtschaftspreis. Welche konkreten Maßnahmen sie ergriffen haben, um sich aktiv gegen Diskriminierung und für Demokratie einzusetzen verraten sie in dieser Folge „Das kommt aus Bielefeld“.

This week on Tapod we are lucky to catch up with Alex Thomson – Head of TA and Mobility at Australia Post. We cover all manner of topics, including mushroom sales in South Gippsland, but that's not why we got Alex in… Everybody knows Australia Post – they are an iconic brand across the country. But what happens when progress demands change and evolution? Well, strap in and you'll find out! Thanks so much to Phenom for partnering with us for May. 

In dieser Podcast-Episode sprechen wir über das Projekt „Von unsichtbar zu unverzichtbar“, das Frauen ab 50 in der Pflege in den Fokus rückt. Gemeinsam mit Marie-Luise Gaßmann und Prof.in Dr.in Ruth Anna Weber beleuchten wir, welche zentrale Rolle berufserfahrene Pflegefachpersonen im Gesundheitswesen spielen – und warum sie häufig übersehen werden. Es geht um Technikkompetenz, altersgerechte Arbeitszeitmodelle, emotionale Teamarbeit und internationale Best-Practice-Beispiele. Eine Folge über Erfahrung, Resilienz und das Potenzial einer Altersgruppe, die die Pflege entscheidend mitträgt, wenn man sie lässt.Shownotes: Steinbeis Hochschule MarburgBundesverband Pflegemanagement In eigener SacheJetzt Übergabe Mitglied werdenWerde Teil der Übergabe-CommunityÜbergabe bei InstagramPflegeupdate hören

I have had the pleasure of conversing with many people on Unstoppable Mindset who clearly are unstoppable by any standard. However, few measure up to the standard set by our guest this time, Katrin J. Yuan. Katrin grew up in Switzerland where, at an early age, she developed a deep curiosity for technology and, in fact, life in general. Katrin has a Masters degree in Business Administration and studies in IT and finance.   As you will see by reading her biography, Katrin speaks six languages. She also has accomplished many feats in the business world including being the founder and CEO of the Swiss Future Institute.   Our conversation ranges far and wide with many insights from Katrin about how we all should live life and learn to be better than we are. For example, I asked her questions such as “what is the worst piece of advice you ever have received?”. Answer, “stay as you are, don't grow”. There are several more such questions we discuss. I think you will find our conversation satisfying and well worth your time.   As a final note, this episode is being released around the same time Katrin's latest book is being published. I am anxious to hear what you think about our conversation and Katrin's new book.       About the Guest:   Katrin J. Yuan Boardmember | CEO Swiss Future Institute | Chair AI Future Council Katrin J. Yuan is an award-winning executive with a background in technology and transformation. With a Master of Business Administration and studies in IT and finance, Katrin is fluent in six languages. She is a six-time Board Member, Chair of the AI Future Council, lectures at three universities, and serves as a Jury Member for ETH and Digital Shapers. With a background of leading eight divisions in the top management, Katrin is an influential executive, investor, speaker and a "Young Global Leader" at the St. Gallen Symposium. Her expertise extends to AI, future megatrends, enforcing AI and a diverse data-driven approach.  Ways to connect Katrin:   Swiss Future Institute https://www.linkedin.com/company/swiss-future-institute LinkedIn https://www.linkedin.com/in/katrin-j-yuan/ Instagram https://www.instagram.com/katrinjyuan/ Youtube https://www.youtube.com/@katrinjyuan   Speaker Topics: AI Future Tech Trends | Boards | NextGen Languages: EN | DE | FR | Mandarin | Shanghainese | Turkish | Latinum Menu card overview https://www.futureinstitute.ch   About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 00:15 Hi. I'm Michael Hinkson, Chief vision Officer for accessibe and the author of the number one New York Times best selling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast. As we explore our own blinding fears of inclusion, unacceptance and our resistance to change, we will discover the idea that no matter the situation or the people we encounter, our own fears and prejudices often are our strongest barriers to moving forward. The Unstoppable mindset podcast is sponsored by accessibe. THAT'S A, C, C, E, S, S, I, capital, B, E, visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities and to help make the internet fully inclusive by the year 2025 glad you dropped by. We're happy to meet you and to have you here with us.   Michael Hingson ** 01:20 Well, hi everyone. Welcome to another edition of unstoppable mindset. Our podcast has been doing really well. We've been having a lot of fun with it ever since August of 2021 and I really thank you all for listening and for being part of our family. And as I always tell people, if you know of anyone who you think ought to be a guest, let us know, and we'll get to that later on. Today, our guest is from Switzerland, Katrin J Yuan. And Katrin is a person who, among other things, is the CEO of the Swiss future Institute, and I'm going to leave it to her to tell us about that when we get to it. She is a executive. She's an executive with a with a pretty deep background, and again, I don't want to give anything away. I want her to be able to talk about all that, so we'll get to it. But Katrin, I want to thank you for being here and for finding us and for coming on unstoppable mindset.   Katrin J Yuan ** 02:20 Warm Welcome Michael and Dear audience, thank you so much for having me on unstoppable mindset. I'm excited to be here with you a bit about myself.   Michael Hingson ** 02:32 Yes, please, you and growing up and all all the scandalous things you that you don't want anyone to know. No, go ahead. We we're here to hear what you have to say.   Katrin J Yuan ** 02:43 My cultural background is, I'm looking Asian, grown up in Europe and Germany, and then later for my studies in Switzerland, in the French part of Switzerland. And now I'm being in here in Zurich. My background is Mba, it finance. I started with a corporate then in tech consulting. I was heading eight departments in my lab. Last corporate position there of head it head data. Now to keep it simple and short, I consider myself as an edutainer, community builder and a connector, connecting the dots between data, tech and people. I do it on a strategic level as a six time board member, and I do it on an operational level for the Swiss future Institute for four universities, being a lecturer and sharing knowledge fun and connecting with people in various ways.   Michael Hingson ** 03:44 Well, what? What got you started down the road of being very deeply involved with tech? I mean, I assume that that wasn't a decision that just happened overnight, that growing up, something must have led you to decide that you wanted to go that way.   Katrin J Yuan ** 03:58 It's a mixture curiosity, excitement, I want to know, and that started with me as a kid, how things work, what's the functionality? And I like to test do things differently and do it myself before reading how it should be done. What's the way it should be done.   Michael Hingson ** 04:21 So, yeah, yeah, I find reading is is a very helpful thing. Reading instruction manuals and all that is very helpful. But at the same time, there isn't necessarily all the information that a curious mind wants, so I appreciate what you're saying.   Katrin J Yuan ** 04:36 Yeah, totally. There are so many more things. Once you start, it's like one layer after the other. I like to take the layers, lip by layer, to go to a core, and I'm I don't avoid asking questions, because I really like to understand how things work.   Michael Hingson ** 04:55 Yeah, yeah. It's a lot more fun. And. And hopefully you get answers. I think a lot of times, people who are very technically involved in one thing or another, when you ask them questions, all too often, they assume, well, this person doesn't have the technical expertise that I do, so I don't want to give a very complicated answer, and that's all lovely, except that it doesn't answer the question that people like you, and frankly I have, which is, how do things work? Why do they work? Much less? Where do we take them from here? Right?   Katrin J Yuan ** 05:31 Absolutely, and breaking down complexity rather simplifying things, and tell us in an easy way you would maybe tell kids, your neighbors and non tech persons, and at the end of the day, it's the question, What's in for you? What is this for? And what's the value and how you can apply it in your everyday life? Yeah,   Michael Hingson ** 05:57 I grew up, of course, being blind, and encountered a lot of people who were and are curious about blind people. The problem is I usually have an assumption also, that if you're blind, you can't do the same things that sighted people can do, and that's usually the biggest barrier that I find we have to break through, that I have to break through, because, in reality, blindness isn't the issue, it's people's perceptions. And so that's why I mentioned the whole idea that people often underrate people who ask a lot of questions, and the result is that that it takes a while to get them comfortable enough to understand we really do want to know when we really do want you to give us good technical information that we can process and move forward with   Katrin J Yuan ** 06:47 exactly normally, in a room full of board members, managers, you call it, you name it, CEOs, investors, usually someone or even the majority, is very thankful that finally somebody asks also, dare to ask the simple questions to find a solution. And it's not only the what, but I find it interesting also the how you solve it, and to see and do things in a different way, from a different, diverse perspective. This is very valuable for those seeing and for those seeing in a different way or not seeing and solving it in your own very unique way, and   Michael Hingson ** 07:33 and that's part of the real issue, of course, is that looking at things from different points of view is always so valuable, isn't it? Absolutely,   Katrin J Yuan ** 07:42 this is why I also go for diversity in tech leadership boards. Yeah, because for me, I like to say it's no charity case, but business case,   Michael Hingson ** 07:57 yeah. Well, so you, you've, in a sense, always been interested in tech, and that I can appreciate, and that makes a lot of sense, because that's where a lot of growth and a lot of things are happening. What? So you went to school, you went to college, you got a master's degree, right?   Katrin J Yuan ** 08:17 Yes, correct.   Michael Hingson ** 08:20 And so what was then your first job that you ended up having in the tech world? I   Katrin J Yuan ** 08:27 was in the IT ICT for Vodafone in a country this last station was with Northern Cyprus. For me, very exciting. Yeah, to jump in different roles, also in different areas, seeing the world sponsored by a large company here in Europe. And that was very exciting for me to jump into white, into it and learn quickly. I wanted to have this knowledge accelerated and very pragmatic to see many countries, cultures, and also diverse people in many, many means, from language to culture to age to many, many different backgrounds.   Michael Hingson ** 09:09 So from a technology standpoint, how is Vodafone doing today? I know you've moved on from that, but you know, how is it? How is it doing today? Or is it I haven't I've heard of Vodafone, but I haven't kept up with it. That   Katrin J Yuan ** 09:22 was my very first chapter. So yes, indeed, I moved on, staying in the tech sector, but now I am completely here in Switzerland for another chapter,   Michael Hingson ** 09:35 and Vodafone is still a very sizable and ongoing company. It   Katrin J Yuan ** 09:39 is not in Switzerland, but yes, still in Europe, with headquarter, UK, in Germany and so on. Definitely. Yeah,   Michael Hingson ** 09:47 I'm, I'm familiar with it. And I was thinking Germany, although I hadn't thought about the UK, but that makes, makes some sense. So you, you obviously worked to. Learn a lot and absorb a lot of information. And I like the things that that you're talking about. I think people who are really curious, and who work at being curious aren't just curious about one thing and you talked about, you're curious about the technology and all the things that you could learn, but you are also very interested in the cultures, and I think that that is and the whole environment, and I think that is so important to be able to do what, what kinds of things, if you if you will, did you find interesting about the different cultures, or what kind of commonalities Did you find across different cultures? Because you, you had the experience to to be able to be involved with several so that must have been a pretty fascinating journey.   Katrin J Yuan ** 10:45 Yeah, CEO of a Swiss future Institute, and as university lecturer of four universities in Germany, as well as in Switzerland, mostly about AI data analytics. And also as board member, I have several demanding roles started already in young years. So one of the questions I hear often is, how did you make it, and how is the combination? And here my answer is, start early discipline focus. I'm highly self motivated curiosity, as mentioned earlier in the combination, and I did not expect success to come early. I expected to endure pain, hard work and to go forward and a mixture of discipline, hard work, step by step, and also to overcome challenges.   Michael Hingson ** 11:42 Did you find it to be a challenge with any of the cultures that you worked within, to to be able to be curious and to be able to move forward? Or were you pretty much welcomed across the board?   Katrin J Yuan ** 11:57 It's a mixture. It started with the obvious, the language. So when I was, for instance, on Northern Cyprus, that's the Turkish speaking part, not the Greek part, which is in the EU I accepted the opportunity given by the company at that time to learn Turkish. That was amazing for me. Yeah, as I felt like, if I'm the guest, the least I can do is adapt and giving, showing my respect and openness towards a new culture. And for me, culture starts with a language. With language you reach not only the people, but you really understand as there are so many, and those of you who speak more than one language, you might have find it especially comparing different expressions emotions. Typical expressions in different languages is not only translating, it's really understanding those people. Yeah, and that for me, definitely super exciting. It was a challenge, but a very welcome one, embracing that challenge, and for me, it was like, Hey, let's do an experiment. Being an adult, learning a complete new language, not like English, German, French, and both usually relatively close to each other, so related ones, but a completely new such as Turkish. So nobody spoke Turkish in my friend's neighborhood, closer family as we are, we are not. But I thought that, hey, let's simply start. And I started by learning eight, eight hours per week, so really intense, including the Saturday. So it was only doable that way, to give it a serious try to bridge and be open towards different cultures.   Michael Hingson ** 13:53 Well, the other part about it is, in a sense, it sounds like you adopted the premise or the idea that you didn't really have a choice because you lived there, or at least, that's a great way to motivate and so you you spent the time to learn the language. Did you become pretty fluent in Turkish? Then I   Katrin J Yuan ** 14:13 was there like five months, the first three months, it was rather a doing pain and hard work without having any success. So I didn't, didn't get it. I didn't understand anything, though I had every week the eight hours of Turkish, and it took three months, and that's super interesting for me to perceive like I love experiments, and I love experimenting, also with myself included, that is, it's not, it seems to be not linear, but rather jumping. So you have all the investments in the first where you don't see any immediate effect. Well, after the first three months, there was a jump. Um, and I remember clearly the first moment where I got it, where I understood something, and later on learning intensely, even understood some sort of jokes and etc. And there the meetings were all in Turkish. So it really helped to adapt to that one and get what they say,   Michael Hingson ** 15:20 so until you got to the point where you could sort of understand the language, how did, how did you function? Did you have somebody who interpreted or how did that work?   Katrin J Yuan ** 15:30 Well, they speak English as well, and of course, they adapted to me, such as to the other experts being there as well.   Michael Hingson ** 15:39 Yeah. Did? Did you find, though, that once you started having some effective communication in the language that that they liked that and that that made you more accepted? They   Katrin J Yuan ** 15:52 were surprised, because at that time, I was the only one from from the experts manager sent there and really accepted the whole education package for like, okay, it's free, it's education. Let's definitely accept it and give it a serious try, having the eight hours per week. So several were quite surprised that I did it and that I'm interested in learning a new language as a as an adult, where you could have said, No, that's, that's enough. Let's, let's all stay in our usual, the simple, the simplest way, which is, let's keep it and do it all in English, what we already can speak.   Michael Hingson ** 16:38 But they had to feel more at home when you started speaking their language a little bit. I remember in college, I took a year of Japanese. It just seemed fascinating, and I like to listen to short wave. I'm a ham radio operator, so I oftentimes would tune across stations, and I would find radio Japan and listen to broadcasts, and then I took a year, and I've been to Japan twice as a speaker, talking about the World Trade Center and so on. And although I didn't become in any way fluent with the language, I was able to pick up enough words, especially after having been there for a few days, that I could at least know was what's going on. So I appreciate exactly what you're saying. It makes it a whole lot more fun when people do relate to you. Which is, which is so cool. So, you know, I think that's that's a good thing. Where did you go after Cyprus?   Katrin J Yuan ** 17:34 I went back to Switzerland. Ah, familiar language, yeah, from the French and to the German speaking part in Switzerland, also with French, it's more or less the same. I learned a large part, also per University, and frankly, per TV. Watching television, if you first started, didn't get any of those jokes, yeah, I felt quite stupid. And then one day, you really break the wall, and then it's going all the way up, and you simply get it. You live it. You are widened, and you understand the culture and those people, and they will feel that you are bracing it, that you are not only polite or only there for a temporary of time, and then you're you're gone. Yeah,   Michael Hingson ** 18:22 you you demonstrate that you are really interested in them and curious about them, as I said, and that tends to definitely make you more relatable and make you more appreciated by the places where you are. So I'd like to go ahead and continue in, you know, obviously learning about you and so on. And I know we talked a little bit about other places where you've been and so on, but you've got, you've got a lot that you have done. So you work a lot with CEOs. You work a lot with investors and board members, and a lot of these people have a lot of different kinds of personalities. So what is your perception of people? What was your perception of working with all those people? And how do you deal with all of that going forward? Because everybody's got their own thoughts,   Katrin J Yuan ** 19:21 indeed, and in that context, what is normal? How do you perceive and how are you perceived by others? That was a question which raised my curiosity. Yeah, by time, it was not clear from the beginning, and for me, I found my answer in what is normal. It's super relative for only what you perceive and know. Got to know taught by your parents as a kid. And for me, looking looking Asian, yeah, looking different, yeah, as. A woman young, you're looking different. And that combination in Switzerland, it's yeah, it weighs some questions, and got me reflecting upon that question, yes, and this all how you deal and see and apply that difference and make that difference to be a value for yourself and for others. You bring   Michael Hingson ** 20:25 up an interesting point, though. You talk about what is normal, and so what is normal? How do you deal with that?   Katrin J Yuan ** 20:33 Normal is what you think is normal. There's no real normal, the so called norms. Does it fit to you, or you will make them fit to you, and you are unique in that setup you know, like what is normal considering beauty standards, it is what you use to know, based on culture, based on your direct environment, by based by your family, what you see is what you get, yeah. And based on some scientific stuff, like relatively high symmetric in in your face, but not too much asymmetric, yeah, just the right mixture, yeah. And so I learned to define, instead of being defined all the time, to define myself what is normal to me, to me, and to be very aware that the normal is quite relative my perception. Did   Michael Hingson ** 21:33 you find that there were times that you had to sort of change your view of what was normal because of circumstances, does that make sense?   Katrin J Yuan ** 21:43 Yeah, totally, and I respect it so much. Also, with your fantastic story yourself, Michael, where I can only say, Chapo, how, how you make your way all the way up. And it's, it's more than respectful. I have you have my admiration for that one for me, it was definitely food traveling, seeing myself, not so much as a small kid, I perceived like, Hey, we are all normal. Yeah, there was no difference as a small kid. But latest for me, when you got a bit older as a kid, between, in between kid and becoming adult, also from the environment, raising questions of how you appear, whether you appear differently from kids and so on. Yeah, the question was brought to me, so I had to deal with it in the one or other way. And I learned it's, it is interesting if you are finding yourself. It's not a point that you know in black, white, okay, that's me, but it's rather walking the whole path with all the stones, Hicks and up and downs, becoming you in all its essence and normal it was defines you, and I like to challenge myself wherever, and all these bias everyone has naturally, it makes us humans. That's the way that I, at least challenge myself to open that quick few seconds box again, after the very first impression, which is built unconsciously, and and, and some, some good moments and valuable relationships appeared not from the first moment, but because I challenge it, and even if we didn't like, for example, each other from the first moment, but then we gave it another opportunity, and even friendships were built with a second and third glance. And this is why I invite you to think about your own normal and to find and define yourself, not letting it be a standard defined by others.   Michael Hingson ** 24:07 I have ever since September 11, I always hear people saying and I read and I reacted to it internally. We got to get back to normal. People hate getting out of their comfort zone oftentimes, and that's, in a sense, so very frustrating. But I kept hearing people say, after September 11, we got to get back to normal. And I finally realized that the reason that I didn't like that statement was, normal will never be the same again. We can't get back to normal because normal is going to be different, and if we try to get back to where we were, then the same thing is going to happen again. So we do need to analyze, investigate, explore and recognize when it's need to move on and find, if you will, for the moment, at least a new normal.   Katrin J Yuan ** 24:58 Absolutely, I'm. With you. What's normal for you? Michael,   Michael Hingson ** 25:04 yeah, what's normal for me isn't normal for you. I think what's normal for me today isn't what it used to be. So for me today, normal is I do get to travel and speak, but when I'm home, I have a dog and a cat. Normal change for me a couple of years ago when my wife passed away. So it was a matter of shifting and recognizing that I needed to shift, that the mindset couldn't be the same as it was pre November 12 of 2022 and so it is important to be able to adapt and move on. So I guess for me, normal, in one sense, is be open to change.   Katrin J Yuan ** 25:50 That's beautifully said. Be open to change.   Michael Hingson ** 25:55 Yeah, I think it's really important that we shouldn't get so locked in to something that we miss potential opportunities, that that change, or that adapting to different environments will bring us   Katrin J Yuan ** 26:10 totally and you yourself, give yourself all the opportunities you have to evolve over time you will not be Exactly and that's good the way it is the same person, yeah? Because environment change, all the factors change, and we humans are highly adaptive, yeah, this is underestimated by ourselves many times. Yeah, but we are, and we make the best out of the situation, and especially with regard to hard moments where really, really, really hard, and nobody likes them, while being in that moment, but looking back and being overcoming it afterwards looking back, I like to say, when do you really grow? It's in the hard times when you grow this is where you endure pain, but you'll be become better, bigger, more resilient afterwards, right?   Michael Hingson ** 27:13 Very, very much. So Well, in your case, growing up, working, being in all the different environments that that you have. Have you ever had an unexpected moment, a hard moment that you had to deal with? And what was that? And how did you? How did you deal with it?   Katrin J Yuan ** 27:29 Sure, just sharing one earlier moment. I had an accident. I was on my way to dancing course and all chilly fun made myself pretty on the day, thinking only on superficial, beautiful moments, partying and so on. And then it crashed on the road, and in a matter of seconds, life can be over. So I woke up in the hospital and the intensive care, that unit, where you only find the hard cases, was, yeah, were really not beautiful to look at. Yeah, I find myself. And I was like, that was definitely a very hard lessons I learned in early years. So I had to relearn everything, and had to look two weeks long at a white wall with an ugly picture on it, and I had plenty plenty of time to think about myself and the world and what, what the heck I should do with the remaining time, and also my perception of normal, of wishes, of expectations, of different perspectives, and my my expectation on life. Yeah. Well,   Michael Hingson ** 28:56 what was an ugly picture? Did you ever come to appreciate the picture?   Katrin J Yuan ** 28:59 It was still ugly after two weeks, just checking.   Michael Hingson ** 29:05 So though you, you chose not to let that become part of your normal, which is fine. I hear you well, you, but you, you adapted. And you, you move forward from that, and obviously you you learned more about yourself, which is really so cool that you chose to use that as a learning experience. And all too often, people tend not to do that. Again, we don't do a lot of self analysis, and tend to try to move on from those things. But, but you did which is, which is admirable by any standard. Well, one of the things that I'm curious about is that you have a fairly good social media followings, and I'm sure there are a lot of people who would ask this, what would you advise for people. Who want to build their brand. What did you learn along the way, and what would you advise people to do if they want to build their own brand and and grow? I've   Katrin J Yuan ** 30:07 over 60,000 views, which is not bad for a non celebrity and a simple officer, worker, academic worker, here in Switzerland, and I like to invite people to think, imagine you were a product. What are you standing for? And don't try to cover your weaknesses. It's a unique you as a combination of all of your science, I like to speak about the 360 degree you and starting, and I know statistically that a bit more women are a bit concerned about, hey, how much should I really give and and get over visibility, and is it still in a professional way, and I don't want to waste My time and so on. Somebody told me, and I find this idea very simple and good people talk about you either way. Also, if you leave a room, either you let it the way, in a passive way, so accepting it, or you decide one day, and this is what I did, actively influence it. So I like to, rather if I may have a choice, actively influence and have some take on my life, my decisions, my normal the doings, the happenings and the starts with a perception in our world. Allow me it is very simple. What you see is what you get. Yeah, so the visibility, if you can use it, especially here, now with all the social media channels, from LinkedIn to Insta to YouTube, what you have in place, use it systematically for your business, not as a I don't want to waste my time, and you don't need to open up to everything your private life. If you want to keep that, that's all good. You can just open up enough to build up your brand for business. Yeah, and for me, it's really, really going, definitely, we monetize and open up for business, and so that our clients in Switzerland, Liechtenstein and Germany and Austria, and the dark region we call it, find us in, yeah, and thankful for that   Michael Hingson ** 32:37 interesting and I like something that that you say, which is, you don't need to open up your private lives, we get too nosy, and we get too many people who put too many pieces of information about their private lives, and unfortunately, that's just not a productive thing to do, Although so many people do it in this country now. We're, we're seeing a number of athletes whose homes are being broken into. And you can trace the reason that it's even possible back to a lot of social media. They're, they're saying they're not going to be there, or in some cases, they can't necessarily avoid it. Doesn't need to be social media when you've got sports figures who are playing in games and all that, but we focus too much on private lives rather than real substance. And unfortunately, too many people, also, who are celebrities, want to talk about their private lives. And I, you know, I don't tend to think that is overly productive, but everybody has their own choices to make, right? So   Katrin J Yuan ** 33:45 everybody has their own choices to make. Yeah, I recommend, if you like, stay with them consistently so you feel comfortable. How much you open the door is starting ultimately with you. I like to say in that context, you are ultimately responsible for all the things you do, but also with all the things you don't do. Yeah, and that's totally fine, as long as it's it's very much and that it's something you will feel that's, that's about you, yeah, and social media and visibility, and the business side, the professional side of using your whether Employer Branding, your personal branding, all the stuff, this is controlled by you, how much you give. Of course, you can sense how much, depending on how much you give, how much will come back. And if you don't feel like posting all the time, also with 40 degree fever out of a bat. Don't do it. It might be not sensible in your case, and not giving you back the outcome, the impact, the real consequence and effects it has. Yes, totally.   Michael Hingson ** 34:55 Well, social media hasn't been with us all that long, and I think we're still. So really learning how to best be involved with social media. And of course, that's an individual choice that everyone has to make. But what Facebook is only 20 years old, for example. And so we're going to be learning about this, and we're going to be learning about the impact of social media for a long time to come, I suspect,   Katrin J Yuan ** 35:20 absolutely and nowadays, fusion. Everything merged on the next level with AI, the perception what you get is what you see really fake news is only the beginning in text, in visual speaking of pictures and in videos, which is nothing else than a row of visual pictures in moving so our generation and the next and the next, from alpha to Gen Z, X, Y over and bridging generations, we will have to learn how to deal with it responsibly, both being potentially one of the actors in So, being a creator, creating your own content, and on the other side, accepting seeing, resonating, interacting with other content. What is real, what is fake? How do you deal with it, critically and responsibly for business, for society, yeah? Because whenever you do something, somebody else will see it. And that's that sense every one of us is a role model. So your behavior is not ultimately only what you say, but also what you do. Yeah, measure me and what I do, not what I say, and yeah, and others will see you and observe and that will have an effect, if you want or not. And therefore I am for a responsible way, behaving, reflecting and carry that on, spreading that information. Yeah. It all starts with you, I   Michael Hingson ** 37:01 believe is all too important to recognize it's due and judged by what I do, not by what I say. I think that is so important and one of the biggest lessons that we can learn from social media or anything. And it's nothing new. It's just that now it is such more a visible kind of lesson that we need to learn, because it's all about actions, and they do speak a lot louder than words, whether we like to think so or not. Yeah,   Katrin J Yuan ** 37:30 totally. And you said it, Michael, it's nothing new. Yeah, it's not reinvented, but, yeah, it's all transparent, too much information flooded by all channels, all these voices and people, experts are not commenting, resonating, multiplied, copied, bringing to other dimensions, and it's so easy, yeah, the real ones and the other ones. Yeah, so it's upon you to deal with it responsibly, yeah,   Michael Hingson ** 38:00 well, you have been associated with a number of boards. You've dealt with lots of board members. You're the CEO of a company and so on. So I'm curious to get your thoughts on the whole concept of, how do we work to make boards and board members more inclusive and more diverse? Or how do we open boards up to perhaps different things that they haven't experienced before?   Katrin J Yuan ** 38:31 That's a very good one, which means a lot to me personally. I like to say it's not a charity case, but a fact matters, numbers, business case so simple. That is, if you have, let's say, 10 people, high personalities in one room, a decision is very, very easily made. If you all think, look, behave the same, with the same skills, background, experiences and cultural wise, definitely, you will come to one decision quickly. But is this ultimately the best decision of a company and for your future? And have you shared all these thoughts from a different perspective, from a different angle. This implies a certain way, also with efforts with some time are not only easy peasy, but once you challenge yourself, you really grow. You really grow and come to an ultimately better decision, worthwhile, a more valuable perspective, yeah, and thinking of something you have never fought yourself, but another fraction does, and ultimately, the other voice is not only one minority speaking of an easy example of one to nine makes 10. Yeah, but scientifically, we speak here about the 33% and more, so more than three four people in a room, it would make sense to really have a strong voice here, and not only the one exceptional voice, but really a discussion among diverse peers reaching to the ultimate outcome in the best interest of a company.   Michael Hingson ** 40:26 How do we get people to adopt that kind of mindset and expand boards though to make that happen? Because all too often, people are locked into their own way. Well, we want board members and we want people who think as we do, and we don't want to really change, which is getting back to what we talked about before, with normal   Katrin J Yuan ** 40:45 I'm definitely with you, Michael, and if we had one short sentence answer on that one, I would be the first to raise the hand give me that solution. It's very hard to force externally. It's it's, ultimately, the best way is if you really come to that and you you get convinced yourself by your own experience, by seeing observing, by being open minded enough to learn from others. Yeah, that is not with age, with success, with power, with hierarchy, you name it, with title, with salary, package that you find one day, okay, I learned enough. I'm successful enough, I'm rich enough, I can afford and do what I what I wish, means, and I I'm not interested, consciously or unconsciously, and having another, maybe challenging other view which threatens or challenges myself, or which makes it a little bit more uncomfortable, but for the ultimate sake of getting to a better result. So there's a science dimension, there's a psychological cultural dimension, and definitely that's an individual one, but I learned the greatest people, men and women, like the really successful ones, they are quite on the steep learning curve, wherever they stand. And the really good ones, they want to become even better. Now this is for knowledge, learning never ends, and this is also for openness, looking the ball is wound from the 360 degree perspective. And this is ultimately also, as I said at the beginning, the business case to know from science. Okay, if I go alone, I might get the point quite quickly. Or if everybody is a little copy of you, it makes it so easy, isn't it, but if you really challenge, go through this is where you bring yourself and the others and the whole team, and again, the value of your company and listed company, your innovation, your value of the ultimate company, much, much further than it was yesterday, and this is where maybe, how much can we afford, looking at business as competition, looking at the latest technology, all these and also over culture and over borders, yeah, how much can we afford to stay the way we Are because we were that successful and maybe also privileged the last 20 years. I doubt so. So this is, again, plenty of real facts, numbers, arguments. Look at the statistics. It's a clear business case where we go and the smartest one goes first and state an example by yourself. Go through it and then you experience it yourself, the value out of difference and diverse and true means by living it and allowing it in your own circle.   Michael Hingson ** 43:54 The question that sort of comes to mind, and it's hard one to really answer, I think, but if you're on a board with a very strong leader or very strong persons, and you see that they're not necessarily willing to deal with diversity or real inclusion. How do you help them understand the value of doing that and becoming more diverse or becoming more inclusive in the way they think, by   Katrin J Yuan ** 44:21 raising questions in a polite, respectful way, you can do a lot. Everything you do is better than doing nothing, simply accepting on and in a passive way. I think everything else is definitely worth to try, fail, try, do better and try in a row. Repetition is also something which is psychologically therefore we have all these repetition jingles and advertising to some, to some extent, very useful, effective. So if you again, may hear it, not maybe only from one person, but for more than the 33% and. And you might hear it from your best buddy, you might hear it from peers, but you one day come and accept at least question it yourself, yeah, raising that question and you really want to get better, as we said at the beginning. Michael beautifully said, accept change or change. What is normal, yeah. And we are highly adaptive, again, as humans. So allow yourself to grow. There are two ways, either or if, if you should ever meet somebody who is rather not that open to it. So there are two ways and which will show by time. Yeah. But one is, your people only like to change when change becomes necessary, versus where an event happens, yeah, a very hard event, and where you will have face tremendous consequences, so you must have a change, yeah, and it's painful, and the others before, out of being convinced, touching the question before, how much can we afford to stay the way we are like forever, just because it has been like this in the Last 20 years? And I rather invite change doesn't happen overnight. Yes, that's true, but continues and little ones rather the hard cut at the end and and rather from yourself, interior and and intrinsically motivated, rather than being forced only by outside. That's way better. And smart people, yeah, are open, listening, learning, and therefore, do some effort. Make some effort yourself. Normally, it pays back 10 times.   Michael Hingson ** 46:51 You know, one of the best quotes I've ever heard that I really like, and I think it really ties in here, comes from the person who was our 35th president, who's now passed away, Jimmy Carter. He once said we must adjust to changing times while holding to unwavering principles. And my point in bringing that up is that change doesn't need to be that you have to sacrifice Basic Life Principle. I think so all too often, we don't necessarily learn some of those life principles as well as we should, but change is a good thing, and we do need to adjust to change any times, and it doesn't mean that we have to sacrifice the basics of life that we've grown up with and that we Experience   Katrin J Yuan ** 47:37 beautifully said exactly, I totally agree and to every new year, the new year resolution, stop smoking, becoming more sportive, all of sudden, all these long lists of changes and wishes, potential achievement and potential failures. Scientifically, I'm a bit nerdy. From the person, yeah, for me, no, it is positive. Is it shows that, rather than going for the big, hard cut change, use all these small steps and allow yourself to make these small steps towards change and habits, this is also shown and proven. Habits do not come overnight. They are not accepted. Whether, yeah, it's getting early bird, becoming all of a sudden Early Bird, because, yeah, you want to belong to that 5am breakfast club or something, whatever it is, yeah, make a combination over time in small steps, and reward yourself also, if you make a small step towards change. Now that's that's where magic happens. So you keep it over 234, months, and there become a good habit over time. But   Michael Hingson ** 48:49 also keep in mind why you want to make the change. That is what you don't change just to change. You change because there's a reason, and it's important to understand whatever it is the reason for wanting to change   Katrin J Yuan ** 49:04 having a goal and visualize it as much as you can. It's a strong one. And ultimately, do it for yourself, not for your partner, not because of somebody else, expecting do it for yourself. Yeah, becoming healthier working with a certain amount of discipline towards your marathon, or whatever it is in your life situation, yeah, definitely. Because if you don't have a goal, don't expect to ever learn that would be a pure accident, and that's rather impossible, yeah. But having a goal, you dramatically enhance your probability to reaching that one step by step.   Michael Hingson ** 49:45 Yep, absolutely. So you know what? Let's take a minute and play a game, just for fun. If you were a song, which one would it be?   Katrin J Yuan ** 49:55 A classic one, up to a certain moment, I will be. Surprise and a mixture, rather to the more modern, maybe new, classic one and a Big Bang to the end,   Michael Hingson ** 50:11 you have a particular one in mind. As   Katrin J Yuan ** 50:13 I love playing piano myself. I have two pianos at home, and I like to play from notes, sheets. But also come, come make my own compositions. I have one in mind, which is rather my own composition, starting from the classic, from a known one, such as Chopin, but going into a rather the individual one the end, yeah, it's a mixture.   Michael Hingson ** 50:40 Well, you've you've obviously been around a lot and so on. What's the worst advice you ever received? Stay   Katrin J Yuan ** 50:47 the way you are and come back in five years. You're not ready yet. Well, I simply didn't accept it. I think you're ready when once you feel ready, and that's not you're too young for it, or you are not ready because these things are lacking. And get the first reference, and get the first ones who trust yourself, and start trusting yourself going the first part, whether it's the first leadership role, but it's the first investment role, whether it's a first board membership role, whether it's becoming you, following your dreams, making your own company become reality all these I am convinced, at the end of the day, you are the ultimate producer of your life. So what are you waiting for? For me, it was the accident. Wake wake up. Call for me, where I fought like, Okay, two weeks staring at that ugly wall with that picture that made me somehow aware of my time. So I somehow subjectively really accelerate. I always think like, Hey, I don't have enough time. Let's make and really use the time given. And so, yeah, it's all about you define yourself, rather than letting others to define I   Michael Hingson ** 52:06 think that's really the operative part. Define yourself. You're the only one who can really do that, and you're the only one who can know how well you're doing it. So I think you're absolutely right, and   Katrin J Yuan ** 52:18 nobody knows you better. Nobody should know you better than yourself, because you spend all your time you know all these ugly, weak and really strong, really beautiful sides of yourself. You spend all the time, your whole life, if you like it or not, with you. So some people, however passive or with regard to responsibility, yeah, I would like to, but somehow I'm waiting somebody else who pushes me, who will give me before me that ball in my way, who tell me or who give me this one recommendation I was waiting a long time for. No, it should be you. You know yourself the best way start making use out of it. Yeah, and   Michael Hingson ** 52:59 you should really work to make sure you know yourself better than other people do. It's it makes your life a whole lot better. If you can do that. Let me ask this, if you could go back in time, what would you do?   Katrin J Yuan ** 53:09 I started quite early, and I've had some thoughts about skills, about what I could do, what I what I'm good at, and what I wish. Yeah, all that, and at some point I didn't dare to speak out. I accepted a lot, and I was actually quite silent for a long time. And in private life, I'm rather introvert. When they see me on stage as a speaker, as a lecturer at universities and so on, people tend to think I'm extrovert, but in private life, I'm quite introvert, looking back, maybe starting even earlier in a stronger pace than a faster pace, being more aware and not covering and myself in silence, in good moments, whether it's a meeting or in a lesson, if you know a Good answer, speak out. If you know a good question, speak out. Dare to speak out for yourself and for others. This took me some time to find my voice, many years, but now I somehow finally found it for myself, and I dare to speak out for myself and for others to make a little bit of change and to make dare to make things differently. So it has ultimately your individual impact, your outcome, your own responsible line. So this, this is something I would have wished for me and also for others. Believe in yourself, trust in yourself, speak out earlier, whenever you see and there are plenty opportunities. I'd like to finish on that one. It's like a muscle. It's not born, but rather, you can train it also, but leadership skills, or that entrepreneurial skills or to the skills to deal with difficult situation as you overcame dramatically, wonderfully. My. Yeah, everyone might face over a lifetime, individually with his and hers. Face it, grow with it, become better and share it with others. So you push, pull and get good people on your side. And it's not only you suffering, but the ultimate outcome is so much more than the one moment which was hard. So believe in yourself.   Michael Hingson ** 55:28 What's one thing that you really wish people would see that maybe they don't beauty   Katrin J Yuan ** 55:33 and difference? Yeah, think about it in all its means a bit deeper, and I dearly invite you. It starts with the looks, yeah, with the automatic, subconsciously quickly done, judging others. It's so easy. And yes, we know it's only human, but knowing about yourself, it's about freedom, and with freedom comes responsibility, and also knowing about your limitations and knowing about your weak spots helps you really a lot to grow over time. Knowing you is not only knowing you how to do the small talk when the sunny weather everybody can be a leader or do something in a good means, yeah. It's very, very easy, but I talk about what stormy weather when it comes to really tough situations, when it comes to darkness and different means, then observe yourself. How do you behave? And many, even adults, they don't know, they can't say, or they totally freak out or give up, or some, some, some ways, challenge yourself. Where are your limits? Have you never tried your limits before? Because you didn't swim out into the sea and see how much you can really swim well, better try out. You will find out and get to know yourself in all your dimension. This is definitely something, the beauty and difference accepting. And this is not only finger pointing to others. It starts with you. Yeah, because you are different. I bet you are in some ways, if it's not looking Yeah, being too old, too young, too man, too woman, too beautiful, too ugly, yeah, too fat, too skinny, and all these are, it's maybe your language, your culture, your skills, your different background, maybe you're never the new one, and maybe you are different in all beautiful ways. It is possible to be different. So allowing difference, seeing even inviting it to your circle, is something of tremendous value once you open the door and you nurture it over time, I wish more people could see it and use it on positive impact in this world.   Michael Hingson ** 58:04 I have been a firm believer pretty much my whole life, that life's an adventure, and we have to embrace it. We have to live it to the fullest, and when we do, we're much better for it. One of the things that it does for us is it makes us, by the definition of this podcast, more unstoppable. What makes you unstoppable?   Katrin J Yuan ** 58:26 Life is an adventure. I completely agree with that sentence. I like to say, for me, it's also one day I saw it's like one big game, either you don't play, or I play and want to win it, war, whereas I think there can be several who be the winners, not only one. It's not a one man, one woman show, yeah, it's the team, it's the community, it's the effort. What makes you unstoppable? It starts for me, definitely with your mind, unstoppable mind in every means, not with your body, because the body, the physics is limited, yeah, but our mind, spirit, brain, and what you feel here in your heart and what you hear have in your head is this, ultimately, you, changing, evolving Over time, becoming you, and this makes me unstoppable, knowing and I'm on the way. It's not a point, but rather a long, long path from our phone, knowing me, the skills, knowing what you have overcome, Michael, over time, everything. Why shouldn't you achieve and do and get, ultimately, to your next goal, because you, looking back, have achieved so much already becoming stronger and stronger. If we go back to the simplified game, if it was a video game, you get to the next level. Not only getting to the next level, you're becoming more stronger. Yeah, this is becoming you and. Yeah, I believe that you are the ultimate producer. It starts in knowing, trusting, believing in you, speaking out and helping, not only yourself, but ultimately pulling, pushing others. As a community, we share many things which, when shared, becomes multiplied much, much more worth, such as visibility, value, knowledge, trust and community and connections, all these wonderful things different than a cake, if you share, it becomes more so I don't see you are alone. I see you're not an island. You're not alone. Come with us. Follow and grow with us on the journey becoming, ultimately you and you will be unstoppable   Michael Hingson ** 1:00:49 your way. And I think that's a great way to end this conversation, because I think that you cited it and said it so well and eloquently that reality is, people can be more unstoppable, but they they need to take the responsibility to make that happen, and if they do, they'll be better for it. So Katrin, I want to thank you again for being here, and I want to thank everyone who listens to this for being with us today. This has been a fun podcast. It's been a great adventure, and I really appreciate having the opportunity to keep Catrin busy for my gosh, over an hour now, and just getting to be bedtime over in Switzerland. So thank you for being here, but for all of you, hope you've enjoyed this. I hope that you will give us a five star review wherever you are listening to this podcast or watching it, and also, if you know of anyone else who ought to be a guest, we certainly like you to let us know. Love to get your thoughts about the podcast, feel free to email me at Michael H, I m, I C, H, A, E, L, H i at accessibe, A, C, C, E, S, S i, b, e.com, or go to our podcast page, www, dot Michael hingson.com/podcast. Michael hingson is spelled M, I, C, H, A, E, L, H, I N, G, s, O, n.com/podcast, Katrin, if people want to reach out to you, how would they be able to do that?   Katrin J Yuan ** 1:02:20 LinkedIn, Insta, YouTube, you find me. Google me, what's   Michael Hingson ** 1:02:25 your what's your LinkedIn, ID, your handle on LinkedIn.   Katrin J Yuan ** 1:02:29 Katrin J Yuen, Swiss, future Institute. Opportunities don't happen. We create them. Stay, follow and grow with us. Thank you.   **Michael Hingson ** 1:02:41   You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com . AccessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for Listening. Please come back and visit us again next week.

The Future of Work: Insights from Bruce Daisley on Culture, Tech and Leadership | Jimmy's Jobs In this episode of Jimmy's Jobs, host Jimmy McLoughlin interviews Bruce Daisley, former European Vice President for Twitter and ex-Country Director for YouTube UK. They discuss Bruce's insights on workplace culture, the impact of hybrid work, and the evolving landscape of technology companies. Bruce shares his journey from leading teams at tech giants to becoming a workplace culture consultant, emphasizing the importance of meaningful work environments. The conversation also touches on societal perceptions of work, the implications of Elon Musk's acquisition of Twitter, and strategies for fostering cohesive and productive teams. Tune in for a comprehensive exploration of the future of work and valuable lessons on improving organizational culture. 00:00 Introduction to Bruce Daisy and His Career 01:17 Bruce's Journey at YouTube 03:35 Building a Unique Team Culture at Google 04:53 Transition to Twitter and Cultural Insights 05:57 The Impact of Workplace Culture 07:52 Adapting to COVID and New Ventures 17:15 The Role of Humor and Gaps in Culture 19:25 Meeting-Free Days and Productivity 22:42 The Future of Work and Communication 26:42 Employer Branding and Career Aspirations 34:13 Navigating Political Meetings 34:45 The Complexity of Social Media Regulation 38:00 Twitter's Internal Chaos and Public Perception 39:12 Elon Musk's Influence on Twitter 42:32 The Role of Business Education 44:36 Challenges of Managing Social Media Content 48:51 Insights on Team Dynamics 50:22 Football and Leadership Lessons 57:42 Reflections on Career and Business Books 59:57 Quickfire Questions and Personal Anecdotes ********** Follow us on socials! Instagram: https://www.instagram.com/jimmysjobs Tiktok: https://www.tiktok.com/@jimmysjobsofthefuture Twitter / X: https://www.twitter.com/JimmyM Linkedin: https://www.linkedin.com/in/jimmy-mcloughlin-obe/ Want to come on the show? hello@jobsofthefuture.co Sponsor the show or Partner with us: sunny@jobsofthefuture.co Credits: Host / Exec Producer: Jimmy McLoughlin OBE Producer: Sunny Winter https://www.linkedin.com/in/sunnywinter/ Editor: Sunny Winter Junior Producer: Thuy Dong Learn more about your ad choices. Visit podcastchoices.com/adchoices

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including, big news from Recfest UK, Bad news from Microsoft, Nissan and Recruitment Agencies, but good news from McDonalds, Loud Labourers, Smiley emojis, Callam Pickering puts on his economist hat and talks us through the RBA interest rate cut and much more. Thanks to Indeed for your ongoing support.

Unser heutiger Gast hat an der accadis Hochschule Bad Homburg BWL studiert und dort ihren Bachelor abgeschlossen. Anschließend begann sie ihre Karriere in namhaften Unternehmen der Finanz- und Handelsbranche, darunter Stationen bei der Deutschen Bank, Allianz und OTTO. Sie verantwortete Marken- und Kommunikationsstrategien im In- und Ausland, war Head of Trade Marketing B2C bei Gebr. Heinemann und setzte schließlich mit ihrer eigenen Markenberatung Impulse für erfolgreiche Transformations- und Kommunikationsprozesse. Heute ist sie Geschäftsführerin einer schnell wachsenden Einrichtung für frühkindliche Bildung, bei der sie ihre Leidenschaft für Employer Branding, Kulturentwicklung und Customer Experience gezielt einsetzt. Mit ihren Prinzipien von Freiheit, Anstand und echtem Miteinander zeigt sie, wie „New Work“ bereits in der frühkindlichen Betreuung verankert werden kann – und warum diese Phase die Basis für unsere zukünftige Arbeitswelt ist. Seit acht Jahren beschäftigen wir uns in diesem Podcast mit der Frage, wie Arbeit den Menschen stärkt, statt ihn zu schwächen. In fast 500 Gesprächen haben wir mit wahrscheinlich mehr als 600 Persönlichkeiten darüber gesprochen, was sich für sie geändert hat und was sich weiter ändern muss. Welche Rolle spielt frühe Bildung, wenn es um die Entwicklung einer neuen Arbeits- und Führungskultur geht? Wie lassen sich Konzepte aus dem Branding- und Kommunikationsbereich auf die Gestaltung von Lern- und Arbeitsumgebungen für Kinder übertragen? Und warum ist ein tiefes Verständnis für Menschen – ob groß oder klein – essenziell, um Veränderung und Wachstum in Unternehmen voranzutreiben? Fest steht: Für die Lösung unserer aktuellen Herausforderungen brauchen wir neue Impulse. Deshalb suchen wir weiter nach Methoden, Vorbildern, Erfahrungen, Tools und Ideen, die uns dem Kern von New Work näher bringen. Darüber hinaus beschäftigt uns von Anfang an die Frage, ob wirklich alle Menschen das finden und leben können, was sie im Innersten wirklich, wirklich wollen. Ihr seid bei „On the Way to New Work“ – heute mit Anja Zettel. [Hier](https://linktr.ee/onthewaytonewwork) findet ihr alle Links zum Podcast und unseren aktuellen Werbepartnern

This week on Tapod we sit down with Manoj Kenadath, Senior Principal Strategist, TA at Atlassian. Following on from his brilliant session with Pavi Iyer at the Sydney NJA People & Talent Summit in March, Manoj guides us through the amazing world of building an impactful Talent Strategy. From understanding wider business strategy to the existing strengths of your team and processes, it's important to start by looking inward. But that's just the beginning! If you are looking to ‘power-up' your function, this episode is just for you! Thanks so much to Phenom for partnering with us for May. 

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.

It's time for our vendor-led Tapod episode (Yay!) and this month we get under the hood of Phenom with Dan Ridd and Meredith Wellard. Phenom is a hire-to-retire solution and now includes new AI Agents that are solving industry-specific hiring, development, and retention challenges – and reshaping how Talent functions collaborate with AI. Meredith gives us a live case study from DHL. With 600k employees and 120-150k hires per year, Phenom really hits their sweet spot! Hope you enjoy. 

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News. In the week following their Singapore adventure, the crew give their highlights of their trip, including Craig's elite bike-riding skills. The news was also epic, including the new ‘it' roles, slow recruitment processes costing candidates, people vs AI, job cuts in the tech sector, gender change in politics, Gen Z love their pets, and much more.Thanks to Indeed for your ongoing support.

In dieser Folge sprechen wir mit Recruiting-Expertin Johanna Geisler über die Zukunft des Recruitings und warum sich die Rolle von Recruiter:innen grundlegend verändert. Johanna gibt spannende Einblicke, wie sie Unternehmen strategisch im Recruiting und Employer Branding unterstützt – von Social Recruiting über KI-gestützte Prozesse bis hin zur Frage, wie Unternehmen endlich aus der Admin-Falle herauskommen.Wir diskutieren, warum Stellenanzeigen von gestern heute nicht mehr funktionieren, wie sich Unternehmen an die Erwartungen neuer Generationen anpassen müssen und warum erfolgreiche Recruiter:innen in Zukunft mehr Social Media Skills als klassische Hiring-Prozesse brauchen. Welche Rolle spielen KI, Automatisierung und persönliche Bindung wirklich? Und welche Recruiting-Strategien funktionieren auch in einem dynamischen Arbeitsmarkt? Hör jetzt rein und erfahre mehr!Mehr zu Johanna:https://www.linkedin.com/in/johanna-geisler/Paul's Job:⁠https://paulsjob.ai/⁠⁠https://www.instagram.com/paulsjob/⁠⁠https://www.linkedin.com/company/paulsjob/⁠https://www.youtube.com/@paulsjob/featuredHR Visionaries International:https://open.spotify.com/show/2uwo54DBhRdeVdmqKocnXT?si=54383b1a24af4ac2https://podcasts.apple.com/de/podcast/hr-visionaries-international/id1711042208https://www.youtube.com/@paulsjob/featured

This week on Tapod, we catch up with Andy Steeds - Head of Talent Acquisition at CapGemini. Andy recently attended a TA Leaders summit where all the problems of the world were solved, so we thought we should get him on and discuss… From decisions affecting individuals within the TA team to governance and AI to professional development for our industry to WGEA, data, and quite a few history lessons, we cover it all. So what is keeping TA Leaders up at night? Let's find out, shall we? Thanks so much to Phenom for partnering with us for May.

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."

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News live from HR Tech in Singapore including… Candidates want real people in their recruitment process… the top growing occupations in Australia… Starbucks to invest in people… Kiwis open to new opportunities… Gen Z complaining about benefits and much more! Thanks to Indeed for your ongoing support. 

This week on Tapod we catch up with Adam Buxton - GM Talent Acquisition Transformation at Ventia. With internet issues at Lauren's parent's house in the country to Adam in the middle of moving house it makes for a challenging episode, but a perfect environment to explore working from home. Whether it's return to office, work from anywhere, or a hybrid model, the way we work has changed – where do you sit? Thanks so much to Phenom for partnering with us for May. 

I've joined forces with Chris Murdoch's Employer Bland podcast to cover a new event for the employer branding community. EB Uncut - the Unconference is happening at King's Cross on Wednesday 7th May.We're taking our podcasts to this new event created by founders of The EB Space - Claire de Souza and Alex Her. We'll be vox popping throughout the day to capture the key conversations and get people've opinions and advice along the way. EB Uncut isn't your typical conference.You won't get death by PowerPoint here. No keynote talks. Just a series of panel discussions that will frame things for some key topics throughout the day. It's a must attend event for employer branders. And we're super happy to get involved.Want to find out more and attend? Get your ticket here https://theebspace.com/eb-uncut-unconference

In der aktuellen CULTiTALK-Folge begrüßt Host Georg Wolfgang den Experten Christoph Augenstein-Drescher. Christoph bringt als Unternehmensberater und Referent für Marketing und Recruiting bei der Deutschen Bahn geballte Erfahrung mit – vor allem, wenn es um den Umgang mit jungen Generationen im Arbeitsmarkt geht.Das zentrale Thema der Episode ist die Herausforderung und das große Potenzial, das sich aus den unterschiedlichen Bedürfnissen und Erwartungen der Generationen ergibt, insbesondere der Generation Z. Georg und Christoph diskutieren, warum Differenzierung einerseits hilfreich, aber Stigmatisierung gefährlich ist. Sie beleuchten, wie gesellschaftliche Ereignisse wie Klimakrise oder die Covid-Pandemie die Generation Z prägen und wie unterschiedlich Lebensphasen und technologische Entwicklungen sich auf Erwartungen ans Arbeitsleben auswirken.Christoph erklärt anschaulich, dass Employer Branding und Recruiting heute weit mehr bedeuten, als bloß Anzeigen auf den richtigen Kanälen zu platzieren. Es geht um die authentische, nach innen und außen gelebte Unternehmenskultur, transparente Kommunikation und ehrliche Leitbilder – nicht nur als Marketingmittel, sondern als echten Kompass im Unternehmensalltag. Die Bedeutung einer individuellen Ansprache, echter Feedbackkultur und eines gelebten Miteinanders steht dabei im Fokus.Das Gespräch widmet sich auch häufigen Missverständnissen zwischen den Generationen – etwa zum Thema Leistung, Work-Life-Balance oder der fortschreitenden Technologisierung durch KI. Vorurteile werden differenziert betrachtet, und beide sind sich einig: Nur durch Offenheit, echte Neugier und gegenseitiges Zuhören können die Potenziale aller Generationen genutzt werden.Georg rundet die Folge mit der Erkenntnis ab, dass Vielfalt nicht trennt, sondern bereichert – wenn man sich die Zeit nimmt, wirklich zuzuhören und gemeinsam nach vorne zu schauen. Eine inspirierende Episode für alle, die Unternehmenskultur zukunftsfähig gestalten wollen! Alle Links zu Christoph Augenstein-Drescher:LinkedIn: https://www.linkedin.com/in/augenstein-consulting/Unternehmen: https://www.augenstein.consulting Alle Links zu Georg und dem Culturizer:Georg: https://www.linkedin.com/in/georg-wolfgangCulturizer: https://culturizer.appCULTiTALK: https://cultitalk.de

Fachkräftemangel, Wertewandel, Digitalisierung – der Arbeitsmarkt verändert sich schneller als je zuvor. Unternehmen, die auf alte Rezepte setzen, riskieren ins Hintertreffen zu geraten. In dieser Folge sprechen wir darüber, warum Arbeit heute neu gedacht werden muss und welche Strategien Arbeitgeber jetzt brauchen, um Talente nicht nur zu finden, sondern auch langfristig zu binden. Wie Unternehmen das anstellen, verrät uns Magdalena Oehl, Mitgründerin und Geschäftsführerin von Talent Rocket und Co-Vorsitzende des Beirats „Junge Digitale Wirtschaft“. Sie zeigt, wie sich Recruiting und Employer Branding verändern müssen, welche Rolle qualifizierte Migration, Digitalisierung und neue Bildungswege spielen – und warum Ehrlichkeit und Authentizität im Arbeitsmarkt der Zukunft über Erfolg oder Misserfolg entscheiden. Eine Folge für alle, die verstehen wollen, was auf Unternehmen und unsere Wirtschaft in Zeiten des Fachkräftemangels wirklich zukommt – und wie sie sich jetzt klug aufstellen.

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including… it's tit for tat with Deel & Rippling… Microsoft launches its Skills Agent… Union Leader takes the piss…  Bank Robbers interviewing for tech roles… US CEO's making bank… Global Hiring shows positive signs… Craig is done with Gen Z and much more. Oh… and don't forget to check out the Events. Thanks to Indeed for your ongoing support. 

 This week on Tapod we catch up with Patrick Hardie – Recruitment, Engagement & Compliance Manager at Linkforce. In the ‘shut-down' space recruitment speed, and the ability to mobilise teams is imperative. And as we all know, necessity is the mother of invention and the team at Linkforce developed an industry-first app to mobilise large teams across vast areas. For anyone with a contingent workforce this is a great listen. Thanks so much to Paradox for partnering with us for April. 

Today on the Scoop the team from Tapod brings you all of the weekly TA & Recruitment News including… Manchester United looking for a new HR Leader, sick leave for a footy game, pay rises of up to 35% for a key demographic, career catfishing by Gen Z, North Korea up to shenanigans again and much more! Thanks to Indeed for your ongoing support. 

This week on Tapod we catch up with Katie Duckworth, TA Lead – Sales, Broadcast, Publishing, and Radio at Nine and winner of Corporate Talent Professional of the Year at the 2024 ITAs. It's so exciting to speak with a TA Pro that works in media, and we ask all about celebrities and whatnot. But at the end of the day, it's Katie who shines in this podcast. If you want to win an ITA in 2025 – take a listen to Katie! Thanks so much to Paradox for partnering with us for April. 

Episode Notes How do you preserve humanity in employer branding while harnessing the power of AI?  On this episode of TXL, Amit Parmar, CEO of Cliquify, shares how forward-thinking organizations are striking a balance by using AI to spark creativity, drive consistency, and scale storytelling, all while keeping human connection front and center. From taming the “AI beast” to crafting regionally personalized, value-aligned content at scale, Amit offers insights that are both practical and philosophical. We explore real-world examples of companies reshaping their outreach and employer brand—from retention-focused messaging to content themes that drive applicant conversion. Whether you're experimenting with AI or building a business case for it, this is a must-watch conversation for talent leaders ready to do more with less—without losing their voice. Get notified for all upcoming TXL episodes here: https://www.phenom.com/talent-experience-live

 The team from TaPod drops another ‘bonus episode' today as they catch up with Josh Secrest – VP at Paradox and formally Head of Global TA & Talent Strategy at McDonalds. Josh walks us through massive transformation and how a massive brand recruits over 2 million people per year! It's a fascinating journey and how important AI is in the TA strategy environment. Did you know that 97% of TA functions using AI are seeing considerable improvement, but only 11% of functions have implemented AI support? Listen in and you'll get many more pearls of wisdom just like that!Thanks to Paradox for partnering with us for April.

 Today on the Scoop the team from Tapod bring you all of the weekly TA & Recruitment News including… Adecco partners with Salesforce for a new AI solution while Shopify amps their reliance on AI… what employees really, really care about… the real reason Gen Z are banned from WFH… Vlad looks to recruit from China and much more! Thanks to Indeed for your ongoing partnership. 

This week on Tapod we (finally) catch up with the legendary Milimo Banji (or Milsy as we like to call him), Global expert on Gen Z in the workplace. Just imagine, 2 bungling Gen Xers trying to keep up with one of the most intriguing minds on the planet. From beginnings as a wee lad growing up in Zambia, to studying Aeronautical Engineering (that's rocket science to you and me), and now to founding and running TapIn (an SM agency specialising in helping employers to connect and understand diverse talent), as well as keynote speaking at conferences all around the world – there's much to learn from Milsy on how he sees cross-generational alignment. We explore the best ways of working with and engaging emerging generations, and we learn a lot – you will too! Thanks so much to Paradox for partnering with us for April 

In the week that nominations open for the 2025 Internal Talent Awards, the team from TaPod thought they would drop a very special ITAs themed episode. Off the back of winning the ITA for Social Consciousness, we sat down with Jeannette Borg and Simon de Laine from the Adelaide Talent Meetup to discuss their fabulous win – it was one for the ages! Thanks to Paradox for your support this month 

Today on the Scoop Bonnie is Back! And the team from Tapod bring you all of the weekly TA & Recruitment News including… Bonnie introduces us to taskmasking, crazy reasons for firing people, the TA Tech world turns all Austen Powers, Aussies looking to leave their current role, hush money going bad, backflipping on the election trail, Gen Z as entrepreneurs, best-looking recruiters and much more!Thanks to Indeed for your ongoing support.

This week on Tapod we catch up with Eileen Kovalsky – Talent Acquisition Visionary, Senior Director, Client Success & Advocacy @Paradox and former Head of Candidate Experience at one of the largest car manufacturers in the world. From one of the original members of LinkedIn (she still has the t-shirt) to life in the AI world, Eileen talks us through all aspects of the candidate process and transformation with a focus on how to do things better. It's a fascinating discussion and one that adds real value to TA & AI Thanks so much to Paradox for partnering with us for April  ‘The day you sign the contract for new tech is the day you should start socialising…' 

Today on the Scoop we celebrate our 100th episode! And the team from Tapod bring you all of the weekly TA & Recruitment News including… a crazy request from HR in the UK, roll backs for non-compete contracts, white collar recruiting taking off in a very interesting location, Queensland Rail wins case against ‘sneaky, deceitful and unfair' employee, children working the mines in Florida? Gen Z prefers to binge tv than work and much, much more. We also have more events than an Olympic Decathlon. Thanks to Indeed and congratulations for sticking with us for 100 episodes – couldn't have done it without you! 

This week on TaPod we sit down with John Bowker – GM People & Culture at Lycopodium to understand the recruitment market in West Australia and believe me… they do things a little different over there… Engineering, Mining, Oil and Gas are the predominant sectors in the market, and it's extremely cyclical in terms of peaks and troughs. The peaks bring a lot of salary pressure and movement among workers, but Lycopodium have a few tricks to keep them ahead of the pack – and we invite you to learn their tricks right here on TaPod… Thanks to Avature for your support for the past two months. 

00:00 Introduction to Rona Barnett-Pearse03:02 Rona's Journey into Talent Acquisition06:13 The Role of Content in Talent Attraction09:01 Navigating the Interview Process11:57 Transitioning to Entrepreneurship15:03 Building Perceptible Studios18:06 Authenticity in Video Content Creation19:35 The Art of Delegation and Trust21:25 Leveraging Video for Recruitment22:44 Creative Approaches in Client Engagement24:21 Harnessing AI Tools for Efficiency26:59 The Evolution of Podcasting in Recruitment29:45 Understanding Creative Burnout32:27 AI in Recruitment: Opportunities and Challenges35:29 Designing an Effective Talent Attraction Strategy36:37 Defining Success in Business and Life

This week on TaPod we drop a special episode, getting under the hood of the recent Avature Upfront APAC 2025 in sunny Melbourne at the Royal Botanical Gardens, and it was fantastic! Raman Richards joins us as we unpack the day. From Chloe Dalton with a brilliant keynote, to the road map led by Dimitri Boylan & Xiabin Shi, to Maria Ma from Siemens, the panel of experts including Gareth Flynn, Sue Howse, Alex Thomson and Danielle Kent, Melinda Todd on mastering high-volume recruiting, Mark Condon on skills, AI & Work Design, the art of the possible presented by Evelyn Jackson, Scott Allen, Teejay Bui-Mata'afa and Joshua Vinden and product discussions involving Paula Lizardo and Roman Cunci. The day was MC'd beautifully by Adam Walker and the location was simply stunning! Kudos and sell your soul to get a ticket in 2026! 

Today on the Scoop it's a BIG week and the team from TaPod brings you all the weekly TA & Recruitment news, including Global white collar roles on the decrease, Australian recruiters the best in the world, Kiwis value job security over pay, horrible...  horrible job interviews, bring a pet to work, both Lauren and Craig take a pot at Gen Z. And much, much more. Thanks to our friends at Indeed for your support. 

Join us as we sit down with Peter Schels, founder of Al Dente Entertainment, one of Germany's leading video production companies known for injecting humor into corporate videos. In this episode, Peter shares his inspiring journey—from working with major TV networks to starting his own production company, and how embracing humor became his unique niche in the corporate video world.We explore Peter's approach to building genuine client relationships, his strategies for navigating a competitive market, and the surprising importance of awards in boosting both team morale and client trust. Peter also dives deep into the growing trend of employer branding in Germany and shares valuable insights on pitching bold, creative concepts to traditionally conservative corporate clients.Timestamps00:00 - Episode Introduction and Sponsor Messages02:19 - Guest Bio: Peter Schells from Al Dente Entertainment03:30 - Peter's journey from TV acquisition executive to founding Al Dente Entertainment04:22 - The story behind naming Al Dente Entertainment05:57 - Transitioning from TV production to entrepreneurship07:52 - Challenges of managing business and sales09:42 - Strategies for acquiring new corporate clients14:15 - Modern methods for maintaining client relationships17:46 - Creating viral corporate videos19:57 - Overcoming hardships in video production business21:24 - Growing from solo entrepreneur to a 20-person team23:34 - Building and sustaining a strong creative team27:19 - Humor as a unique niche in corporate video production29:53 - Pitching humorous content to corporate clients32:46 - Creating humor that resonates globally34:26 - Employer branding trends in Germany37:09 - Navigating competitive markets in corporate video40:24 - Pricing strategies and client negotiation43:41 - Benefits of entering video production awards49:02 - Exploring corporate video awards like Cannes49:58 - Reflecting on company legacy and vision52:45 - Episode closing remarks53:45 - Outro and podcast informationSPONSORS:Canada Film Equipment: www.CanadaFilmEquipment.comAudio Process: www.Audioprocess.ca

This week on TaPod we catch up with the ever-brilliant Hung Lee. The Recruiting Brainfood Founder has been traveling through South East Asia for the past couple of months and landed in Australia looking for a well-earned rest. Bad luck Hung. He's running on fumes but still manages to blow us away with his take on the state of the world and the market. We talk AI and competitor advantage in recruitment and argue if we can really be positive about the future? It's fascinating and relevant. Thanks to Avature for your support. 

What makes a company stand out to top talent?Employer branding isn't just about flashy career pages. It's about telling the real story of what it's like to work somewhere.Svetlana Kochkina, Head of Employer Branding, joins the conversation with host Alex Carril to talk about what goes into shaping a company's reputation as a great place to work.In this episode, Alex and Sveta discuss:- An overview of employer branding and why it's important for companies- How Sveta found herself in this field- Her decision to move from a Big 4 to Revolut- What goes into being the Head of Employer Branding- Challenges faced when scaling global hiring efforts- Tips for jobseekers when looking into a potential employer- The impact of showcasing authentic employee experiences- Sveta's #1 question for applicants to ask during interviews-- A common mistake she sees people make when applying for jobs- Why Sveta enjoys working at Revolut and her advice to her younger selfFollow Revolut Insider on Instagram: ⁠revolut.la/RevolutInsider⁠View open career opportunities at Revolut: ⁠revolut.la/Careers⁠

➡️ Like The Podcast? Leave A Rating: https://ratethispodcast.com/successstory  In this Lessons episode, we uncover the secrets to building a powerhouse team with hiring and retention expert Natalie Dawson. Learn how to attract top-tier talent, cultivate a workplace that keeps A-players engaged, and implement strategies that drive long-term loyalty. Plus, discover why the right hiring decisions can determine your company's growth trajectory and overall success.➡️ Show Linkshttps://successstorypodcast.com  YouTube: https://youtu.be/fKDh23TE6CQApple: https://podcasts.apple.com/us/podcast/natalie-dawson-co-founder-of-cardone-ventures-how/id1484783544Spotify: https://open.spotify.com/episode/4b3Fyo2vJfFsu9uL7qIwCt➡️ Watch the Podcast On Youtubehttps://www.youtube.com/c/scottdclary

Live from the Shaker Green Room at RecFest USA, Chad & Cheese chat with Ashten Fizer, a dynamic talent brand creator, who brings fresh insights on employer branding to the table. What's Inside: ✅ The real deal on why authenticity beats overproduced videos in today's branding world. ✅ How effective branding needs cross-department collaboration and creative design systems. ✅ Surprising insights into global recruitment strategies (Hint: LinkedIn isn't always the answer!). ✅ How a genuine DEI approach can broaden talent pools and drive innovation. If you're looking to craft a brand that speaks to diverse audiences and embraces transparency, this episode is a must-listen!

We delve into innovative talent acquisition strategies to help you stay ahead in the competitive world of recruitment. In this weeks episode, we'll explore the transformative shift in first impressions, the role of technology and AI in recruitment, and strategies to harness unconventional talent sources. Discover how to differentiate your approach, optimize your tools, and embrace new methodologies for successful talent acquisition. Don't miss out on our upcoming Executive Search Virtual Conference on March 20th, and be sure to follow along with this weeks episode for a wealth of resources, including ebooks and links to dynamic recruitment strategies. Let's dive beyond the search to unlock the future of hiring success.Ebooks Mentioned in this episode:4 Rs of Automation eBookMulti-Channel Touchpoint Strategy eBookSourcing Strategies eBookChatGPT eBookPodcast Mentioned:Workshop | Accelerating Success: Leveraging Automation to Scale Processes and Generate RevenueClick here to register for our next Virtual Executive and Direct Hire Search Conference on March 20th!________________Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Enhancing Talent Acquisition, with Brooke Wheeler, Restoration Talent Solutions (North Fulton Business Radio, Episode 846) In this episode of North Fulton Business Radio, host John Ray interviews Brooke Wheeler, founder of Restoration Talent Solutions. Brooke discusses her journey from corporate talent acquisition to starting her own fractional recruitment company, emphasizing the importance of authentic culture, […] The post Enhancing Talent Acquisition, with Brooke Wheeler, Restoration Talent Solutions appeared first on Business RadioX ®.

Briana Bobo of Emerson joins The Manufacturing Employer to talk about all things employer branding and the role it's played in her company's global success.

Diane Schwartz, CEO of Ragan Communications, discusses the role of communications in business, the importance of aligning communication goals with business goals, and how to build and maintain a strong brand reputation. She also provides insights on working with communications firms and managing expectations.

Today's HR L&D podcast is brought to you by Deel, the all-in-one global-firstpeople platform. Learn how to streamline payroll for your global team with our comprehensive checklist to help ensure compliance and increase efficiency. Learn more: https://www.deel.com/lp/forrester-global-payroll-study/?utm_medium=sponsored-newsletter&utm_source=nickday&utm_campaign=ww_engage_download_nickday_sponnewsletter_payrollnewsletter-forresterreport-dec24_gp_all&utm_content=engage_gp_sponnewsletter_forresterreport-sponnews400-fin_en--------------------------------------------------------------------------------------In this episode of The HR L&D Podcast, host Nick Day sits down with Bryan Adams, CEO of HappyDance and a leading authority on employer branding. Bryan, co-author of Give & Get Employer Branding, shares groundbreaking insights on how organizations can craft a compelling Employer Value Proposition (EVP) that not only attracts but also retains the right talent. What You'll Learn in This Episode:- What is an EVP? (And why every company already has one—even if they haven't designed it!)- The Give & Get approach: How to build a two-way value exchange that resonates with employees- The biggest mistakes companies make when crafting an EVP (and how to avoid them)- The role of leadership in employer branding: Why EVP must start at the top- How storytelling transforms talent attraction and engagement- The future of employer branding: Trends, technology, and the power of organic contentKey Takeaways from Bryan Adams:- Transparency and authenticity are key to building trust with employees- Employer branding is more than just a recruitment tool—it's a retention strategy- Storytelling makes your employer brand memorable and impactful- Employer branding should be treated with the same importance as corporate brandingDon't forget to like and subscribe for more expert insights on leadership and HR strategies!---------------------------------------------------------------------------------------------------------------------------Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7Connect with Bryan: https://linkedin.com/in/bryanadams1Connect with Nick Day: https://www.linkedin.com/in/nickday/Of course, if you are an HR or L&D professional listening to this podcast and you have an HR, HRIS or L&D related vacancy that you would love some specialist HR recruitment support with – please also get in touch with me! I would love to help show you what a great HR recruitment experience feels like! You can reach out to me directly at nick@jgarecruitment.com or give me a call – 01727800377.Thanks for listening folks – I look forward to bringing you the next episode of the HR L&D Podcast real...