Podcasts about Employer branding

Du führst Bewerbungsgespräche und fragst Dich, warum manche Kandidaten sofort überzeugen, während andere trotz guter Qualifikationen keinen bleibenden Eindruck hinterlassen? In diesem Video erfährst Du, woran erfahrene Interviewer Spitzenkandidaten innerhalb der ersten Minuten erkennen – und welche Verhaltensweisen den entscheidenden Unterschied machen. Die besten Bewerber verkaufen sich nicht. Sie schaffen Vertrauen, zeigen Vorbereitung und machen ihren Mehrwert für das Unternehmen glasklar. Wenn Du als Führungskraft, Recruiter oder Unternehmer die richtigen Mitarbeitenden gewinnen möchtest, solltest Du auf genau diese Signale achten.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Deel and Rippling in new drama, the EU AI Act in force, job ads on the up, Lauren gets political, Craig has marbles in his mouth, the candidate putting cricket ahead of Saturdays, AI users maybe working longer hours, and candidates getting smarter… or are they? And much more.Thanks to Indeed for partnering with us to bring you the Scoop.

Cześć, dzień dobry!Czy LinkedIn może realnie wpływać na rozpoznawalność firmy, budowanie zaufania i relacje biznesowe? Jaką rolę w komunikacji marki powinien odgrywać lider? I dlaczego aktywność pracowników w mediach społecznościowych może być równie ważna jak firmowa strona?W tym odcinku podcastu BSS bez tajemnic rozmawiam z Katarzyną Walczak, Marketing & PR Director w PKF Polska, o tym, jak dziś budować markę firmy w mediach społecznościowych.Rozmawiamy o Boss Brandingu, czyli aktywności liderów, którzy poprzez swoją markę osobistą wzmacniają markę organizacji. Katarzyna tłumaczy, dlaczego profil prezesa czy eksperta może być ważnym elementem komunikacji firmy oraz jak wyjść ze strefy komfortu i zacząć świadomie publikować na LinkedInie.Dużo miejsca poświęcamy również employee advocacy i programom ambasadorskim. Jak przekonać pracowników, żeby chcieli mówić o swojej firmie? Co mogą zyskać sami pracownicy, a co organizacja? Jak stworzyć system, który ułatwia publikowanie treści i daje pracownikom odpowiednie wsparcie?Katarzyna opowiada także o doświadczeniach PKF Polska, gdzie program ambasadorski objął kilkudziesięciu pracowników i w ciągu roku wygenerował około 3 milionów zasięgów. Rozmawiamy o organicznym zasięgu, brand awareness, rozpoznawalności ekspertów i tym, dlaczego autentyczność jest ważniejsza niż samo „nabijanie” lajków.Nie zabrakło również tematu sztucznej inteligencji. Czy AI powinno pisać za nas posty na LinkedInie?To rozmowa o LinkedInie, marketingu B2B, personal brandingu, komunikacji liderów, employee advocacy i budowaniu marki firmy – ale przede wszystkim o tym, że w mediach społecznościowych warto zacząć od małych kroków.Zapraszam!  Linki:Katarzyna Walczak na Linkedin - https://www.linkedin.com/in/katarzyna-walczak-marketing/PKF Polska - https://www.pkfpolska.pl/Mówimy także o sharebee - https://sharebee.pl/  ****************************  Nazywam się Wiktor Doktór i na co dzień prowadzę Klub Pro Progressio https://proprogressio.com/pl/dzialalnosc/klub-pro-progressio/1 – to społeczność wielu firm prywatnych i organizacji sektora publicznego, którym zależy na rozwoju relacji biznesowych w modelu B2B. W podcaście BSS bez tajemnic poza odcinkami solowymi, zamieszczam rozmowy z ekspertami i specjalistami z różnych dziedzin przedsiębiorczości.Zapraszam do odwiedzin moich kanałów na:YouTube - https://www.youtube.com/@wiktordoktor Facebook - https://www.facebook.com/wiktor.doktor LinkedIn - https://www.linkedin.com/in/wiktordoktor/ Moja strona internetowa - https://wiktordoktor.pl/ Możesz też do mnie napisać. Mój adres email to - kontakt(@)wiktordoktor.pl   ****************************  Patronami Podcastu “BSS bez tajemnic” są: Marzena Sawicka https://www.linkedin.com/in/marzena-sawicka-hillway-training/Przemysław Sławiński https://www.linkedin.com/in/przemys%C5%82aw-s%C5%82awi%C5%84ski-155a4426/ Damian Ruciński - https://www.linkedin.com/in/damian-rucinski/ Szymon Kryczka https://www.linkedin.com/in/szymonkryczka/Grzegorz Ludwin https://www.linkedin.com/in/gludwin/ Adam Furmańczuk https://www.linkedin.com/in/adam-agilino/ Igor Tkach - https://www.linkedin.com/in/igortkach/ Damian Wróblewski - https://www.linkedin.com/in/damianwroblewski/ Paweł Łopatka - https://www.linkedin.com/in/pawellopatka/ Wiktor Doktór Jr. - https://www.linkedin.com/in/wiktor-dokt%C3%B3r-jr-916297188/Agata Stolarz - https://www.linkedin.com/in/agata-stolarz/Hubert Antczak - https://www.linkedin.com/in/hubert-antczak/  Wspaniali ludzie, dzięki którym pojawiają się kolejne odcinki tego podcastu. Ty też możesz wesprzeć rozwój podcastu na: Patronite - https://patronite.pl/wiktordoktor Patreon - https://www.patreon.com/wiktordoktor Buy me a coffee - https://www.buymeacoffee.com/wiktordoktor Buycoffee.to - https://buycoffee.to/wiktordoktor Become a supporter of this podcast: https://www.spreaker.com/podcast/bss-bez-tajemnic--4069078/support.

Vereinbarkeit scheitert selten am guten Willen. Häufig scheitert sie an fehlender Führungsstruktur.Viele Unternehmen wollen gute Mitarbeitende halten. Doch sobald Schwangerschaft, Elternzeit oder Rückkehr ins Spiel kommen, wird aus Retention oft Improvisation.Genau an dieser Stelle setzt Dr. Susanne Dietz an. Als Expertin für Vereinbarkeit von Familie und Beruf, Autorin, Speakerin, Coach und Beraterin bei buSINNess® MOM / buSINNess® bringt sie eine Perspektive ein, die für HR-Leader unbequem und relevant zugleich ist: Elternschaft ist kein Ausnahmefall, sondern ein planbarer Lebensphasenwechsel, den Organisationen führen müssen.Im Gespräch mit Johannes Füß zeigt Susanne, warum Vereinbarkeit klare Prozesse, definierten Kontakt und bewusstes Re-Onboarding braucht. Für HR wird daraus eine zentrale Retention-Frage.Dich erwarten folgende Themen:1) Warum Elternzeit ohne klaren Prozess schnell zum Retention-Risiko wird.2) Wie HR Führungskräfte bei Schwangerschaft und Rückkehr handlungsfähig macht.3) Weshalb Kontakt während der Elternzeit definiert und nicht zufällig sein sollte.4) Warum Rückkehr aus Elternzeit ein echtes Re-Onboarding braucht.5) Wie Teilzeitfähigkeit zur Führungs- und Organisationsfrage wird.___________Dr. Susanne Dietz freut sich über den Austausch rund um Vereinbarkeit, Elternzeit und moderne Arbeitsorganisation.Wenn du dich angesprochen fühlst, dann melde dich bei ihr auf LinkedIn: https://www.linkedin.com/in/dr-susanne-dietz-14749b19/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ 

This week on Tapod, we catch up with Professor Toby Walsh – Australia's preeminent expert on AI and Chief Scientist at UNSW. Described by The Australian as the ‘rock star of the digital revolution', Toby has appeared this year on 60 Minutes, The Today Show and delivered an address to the Australian Press Club. His soon-to-be-released 5th book – ‘God AI – Boom or Doom?' What to expect when machines outsmart us' – focuses in on how to navigate the anxiety of the AI age and talks about existential risks posed by our accelerating efforts to realise an AI-powered future. AI moves quickly, from the newly announced Office of AI to rogue agents to using the technology to support your career; we cover it all. And who better than Professor Toby Walsh to help us navigate this brave new world?Thanks to Paradox for partnering with us for this episode. 

Warum werden manche Unternehmen immer wieder als Top-Arbeitgeber ausgezeichnet – während andere trotz Obstkorb und Homeoffice händeringend nach Mitarbeitenden suchen?Was macht Arbeitgeberattraktivität wirklich aus?Und wie schafft man eine Unternehmenskultur, in der Menschen gerne bleiben, Verantwortung übernehmen und sich weiterentwickeln?In dieser Folge spreche ich mit Kiki Radicke, Head of People & Culture bei Adacor Hosting und Mitglied des Executive Teams. Sie verantwortet Themen wie Recruiting, Unternehmenskultur, KI im HR, Flex Work und moderne Führung. Adacor wurde mehrfach als Great Place to Work ausgezeichnet – und genau darüber sprechen wir heute.Denn Arbeitgeberattraktivität entsteht nicht durch einzelne Benefits, sondern durch ein Zusammenspiel vieler kleiner Entscheidungen.Wir sprechen darüber:Arbeiten mit Klarheit: Wie OKRs dabei helfen, Transparenz zu schaffen, Verantwortung zu fördern und jedem Mitarbeitenden zu zeigen, welchen Beitrag er zum Unternehmenserfolg leistet.Mehr Eigenverantwortung im Alltag: Warum Scrum-Sprints, Kanban-Boards und Backlogs nicht nur Projekte strukturieren, sondern Teams selbstständiger und effektiver machen.Karriere neu denken: Weshalb Fachkarrieren genauso wichtig sind wie Führungskarrieren – und warum nicht jeder Karriere machen muss, indem er Menschen führt.Vereinbarkeit, die wirklich gelebt wird: Warum alle Stellen zunächst in Teilzeit ausgeschrieben werden und das Arbeitsmodell erst anschließend gemeinsam mit den besten Kandidaten entwickelt wird.Recruiting als Teamentscheidung: Wie Probearbeitstage, gemeinsame Mittagessen, Praxisaufgaben und ein Vetorecht des Teams dafür sorgen, dass neue Mitarbeitende nicht nur fachlich, sondern auch menschlich ins Unternehmen passen.Onboarding, das verbindet: Warum Coffee Dates, Kennenlerntermine mit allen Teams und ein strukturierter Einstieg entscheidend dafür sind, dass neue Mitarbeitende schnell ankommen und sich als Teil des Unternehmens fühlen.Diese Folge zeigt:Arbeitgeberattraktivität entsteht nicht durch einzelne Benefits.Sie entsteht durch Strukturen, die Vertrauen schaffen, Verantwortung ermöglichen und Menschen jeden Tag gerne zur Arbeit kommen lassen.Jetzt reinhören – und erfahren, was Top-Arbeitgeber wirklich anders machen.Und hier ist der Kontakt zu Kiki:➡️  LinkedIn: https://www.linkedin.com/in/kiki-radicke/➡️  Webpage: https://jobs.adacor.com/ Diese Folge wird unterstützt von Uniwunder – Deutschlands größter StudierendenplattformÜber 80.000 Absolvent:innen suchen dort nach ihrem ersten JobFür Unternehmen: direkter Zugang zu jungen akademischen Talenten, Sichtbarkeit bei der Gen Z, Employer Branding über Social Media und ein passgenaues Recruiting-PaketJetzt, einen Monat kostenlos eine Stelle schalten auf

AI is changing the way that we approach employer branding content. In this episode, we talk to Bryan Chaney about what matters most, and why it's OK to say that you're not for everyone. Bryan Chaney is the Founder of People Brand Collective. Bryan Chaney on LinkedIn: https://www.linkedin.com/in/talentbrand/ People Brand Collective: https://www.peoplebrandcollective.org/ Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

The Employer Branding Reckoning: Authenticity vs Automation   Employer branding has entered a new era. AI can now write careers content, personalise candidate outreach, generate videos, and automate engagement at a scale that would have been unimaginable just a few years ago. At the same time, candidates have never been better at spotting generic messaging, over-produced content, or a culture that doesn't match reality. So where should employers draw the line? In this session, we'll explore how organisations can embrace AI without losing the authenticity that attracts - and retains - the right talent.   Key Themes We'll Cover: The New Employer Brand Toolkit – How AI is changing the way organisations create, distribute and measure employer brand content Authenticity Still Wins – Why real employee stories continue to outperform polished corporate messaging in building trust with candidates Scaling Without Sounding Generic – Practical ways to use automation while keeping your employer brand distinctive and human Personalisation at Scale – Where AI can improve candidate engagement, and where human interaction still makes the biggest difference The Candidate Trust Factor – How job seekers evaluate employer claims through reviews, social media and employee-generated content Balancing Speed with Substance – Avoiding the temptation to prioritise content volume over meaningful communication The Role of Recruiters and Employer Brand Teams – How AI is changing workflows, skills and responsibilities rather than replacing them Examples That Get It Right – Organisations successfully combining AI-powered efficiency with genuine employer storytelling What Comes Next – How employer branding is likely to evolve as AI becomes a standard part of every talent acquisition function Whether you're building an employer brand from scratch or adapting an established strategy for the AI era, this session will provide practical insights to help you stay credible, competitive and connected with candidates. Join Recruiting Brainfood as we explore what authentic employer branding looks like when automation becomes the norm.   We're on Friday 7th August, 2pm BST. Follow the channel here (recommended) and register for the show (save my spot) here.   Ep396 is supported by our friends at Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS. Find out more here

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

Join us for a special Tapod episode, where we catch up with James Ellis – global branding expert and best-selling author. We discuss James new book – Becoming Choosable – written specifically for TA and employer brand leaders. James has so much energy and knowledge and for the first time ever in Australia, you can join him for a Talent Strategy Masterclass in Melbourne on September 2nd. It's a hands-on half day workshop where James works with you, not at you, to build the foundations of a talent strategy that actually holds up. Brought to you by the amazing team at Video my (link to tix in comments) – this is really must-attend… no really. 

Corporate Benefits, die auf ein Ziel einzahlen. Vertrieb, der auf Vertrauen statt Druck setzt. Johannes Füß, SVP Sales bei EGYM Wellpass, erklärt, warum Feelgood nur Hygiene ist, wieso Menschen von Menschen kaufen und was gesunde Führung mit Gesundheit zu tun hat. Ein Gespräch über Wachstum, Employer Branding und das Prinzip Mensch, mit Jule Jankowski im Salon GOOD WORK.

In dieser Episode des amtlich voran Podcasts spreche ich mit Katarina Karadzic, Employer Branding Managerin bei den Industriellen Werken Basel (IWB) – dem Energieversorger für Strom, Wärme, Wasser, Mobilität und Telekommunikation in der Region Basel.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles including, possibility of Victorian WFH law changes, Australian workers staying put in record numbers, NZ upgrade Holiday Act, SA botch their recruitment drive, Oracle lay off those with earned equity, ATO have an AI whoopsy, tech bro has potential candidates ink up and much more. Don't forget to check out the upcoming events.Thanks to Indeed for partnering with us to bring you the Scoop.

What Every "Vet Clinic Job Ad" Elephant Has In CommonEight weeks. Seven elephants. One pattern.In the series finale of The Elephant In The Room, Julie South brings it all together — and names the single thing every elephant in this series had in common. Plus something you absolutely need to know before the next series begins.Episode notesThis episode recaps all seven elephants from the series:The clinic with a reputation it hasn't found a way to publicly undo — and prove it's come a long way sinceThe Decision Gap — the gap between the views a job ad gets and the suitable applications it receives; not an exposure problem but a trust problem, where vets and nurses read vanilla, blah, identical-to-everyone-else wording and decide it's not enough to make the leap of changing jobsThe skills shortage — real, but it's the ceiling not the floor; two clinics in the same town, same shortage, wildly different outcomesAfter-hours — two words in many job ads that almost never say what a vet or nurse needs to knowCompetitive remuneration — the two words that signal a salary exists and nothing else; research from VetStaff and Unitec Te Pukenga (2023) shows salary is the number one thing vets and nurses want to knowThe new graduate experience — mentoring programmes that drift from weekly to monthly to nothing, and the smaller group who leave the profession entirely because the job failed themCorporate or independent — half the profession says it matters, almost no job ad says which one it isThe episode argues that every elephant is the same thing wearing different clothes: information that vets and nurses need before they apply that isn't in the job ad. And that in most cases, it doesn't need to be in the ad — the ad's job is to signal the vacancy. But clinics need somewhere vets and nurses can go to verify the claims. Because they're hiring critical thinkers. And critical thinkers check.The episode closes by opening the door to the next series — the REAL+CULTURE+STORY framework — which is how that peer-to-peer culture evidence gets built.If you'd like a copy of the VetStaff/Unitec Te Pukenga research, email julie@vetclinicjobs.com.About your hostJulie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.Struggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

15 operative Einheiten, drei gemeinsame Markenwerte und über ein Jahr Prozess: Dr. Martina Gieg, CHRO bei Heraeus, erzählt, wie ein B2B-Konzern zu einer Arbeitgebermarke kommt.Als Martina 2022 die CHRO-Rolle übernahm, war der Arbeitsmarkt weltweit aufgeheizt und Heraeus als B2B-Unternehmen kaum bekannt. Statt eine Marke von oben zu setzen, hat sie alle 15 operativen Einheiten an einen Tisch geholt, die meisten davon überzeugt, dass ihr Markt zu speziell für eine gemeinsame Marke ist. Was am Ende überzeugt hat, waren nicht Argumente aus der Gruppenzentrale, sondern die Mitarbeitenden selbst.Außerdem geht es um ihren Quereinstieg: Martina kam aus Bank und Beratung ins HR und hat den Blick von außen behalten. Warum HR sich schadet, wenn es Führungskräften ihre Aufgaben abnimmt. Warum Unternehmenswerte ohne Proof Points zum Reputationsrisiko werden. Und warum du Employer Branding nicht an- und ausknipsen kannst, wenn die Budgets knapper werden.Über den Gast: Dr. Martina Gieg ist CHRO bei Heraeus und Mitglied des Group Executive Leadership Teams. Sie kam aus der Finanzdienstleistung und Beratung ins HR, die HR-Organisation umfasst rund 250 Menschen weltweit.Mehr HR Weekly:- YouTube: https://www.youtube.com/@HRWeekly- beyobie: https://www.beyobie.com/- unsere WerbepartnerWerbepartner: thevalyoubox

Wenn Entscheidungen nicht halten, verliert Führung ihre Wirkung.Andreas Haffner kennt Vorstandsetagen nicht aus der Theorie. Als ehemaliger Personalvorstand bei Porsche hat er erlebt, was passiert, wenn Organisationen in Bewegung gesetzt werden und eine Richtung kurz darauf wieder infrage gestellt wird.Im Gespräch mit Johannes Füß zeigt sich, dass moderne Führung selten an zu wenig Beteiligung scheitert. Sie scheitert dort, wo Beteiligung zur Dauerschleife wird und Entscheidungen nicht mehr verbindlich in Umsetzung kommen.Andreas spricht darüber, warum psychologische Sicherheit nicht durch Harmonie entsteht, sondern durch klare Richtung. Warum Vertrauen nicht bedeutet, Führung loszulassen. Und warum HR eine zentrale Rolle spielt, wenn Organisationen entscheidungsfähiger werden sollen.Für CHROs und People-Verantwortliche entsteht daraus eine konkrete Aufgabe. Führung nicht nur an Kommunikation, Empathie oder Beteiligung zu messen, sondern auch daran, ob Entscheidungen halten und wirksam in die Organisation übersetzt werden.Dich erwarten folgende Themen:1) Warum revidierte Entscheidungen Organisationen lähmen.2) Wie Beteiligung und Verbindlichkeit zusammenwirken.3) Warum psychologische Sicherheit klare Richtung braucht.4) Wie HR Transformation aktiv in Verantwortung nimmt.5) Wann hybride Arbeit Führung statt neue Regeln braucht.___________Andreas Haffner freut sich über den Austausch zu Führung, Vertrauen und Entscheidungsfähigkeit in Organisationen.Wenn du dich angesprochen fühlst, dann melde dich bei ihm auf LinkedIn:https://www.linkedin.com/in/andreas-haffner/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/ 

This week on Tapod, we catch up with Natalie Badaway – or ‘Nat Bad' as we like to call her (thanks Denise Pereira, for the nickname). Nat is busy as Talent Acquisition Specialist at Andromeda (a really cool robotics company) and co-organiser at the Melbourne Talent Meet-Up. We are all very aware of the pressure and anxiety our industry has been under over the last 18 months. With the rise of AI, war in Europe and the Middle East, global tariffs, increased inflation and interest rates all affecting hiring levels and redundancies across our sector, we are all feeling it. And this is why Community is so important. Nat talks us through the how and why. If you do not attend 'meet-ups' in your city, it's about time you bloody did! No-one understands our industry like our community, and if you need support, we are all here for you.Thanks to Paradox for partnering with us for this episode. 

Warum sind manche Menschen in ihrem Job voller Energie – während andere trotz Erfolg irgendwann ausbrennen? Woran erkennen wir eigentlich unsere echten Stärken? Und was passiert, wenn die Karriere, die wir aufgebaut haben, gar nicht mehr zu dem passt, was uns wirklich erfüllt?In dieser Folge spreche ich mit Dr. Nico Rose – Bestseller-Autor, Diplom-Psychologe, Experte für Positive Psychologie und ehemaliger Vice President bei Bertelsmann. Er hat bei Martin Seligman an der University of Pennsylvania studiert, war Professor für Organisationspsychologie und Personalmanagement und hat über 500 Keynotes gehalten.Gemeinsam sprechen wir über eine Frage, die viele Menschen beschäftigt – aber viel zu selten ehrlich beantworten:Was sind eigentlich meine echten Stärken?Wir sprechen darüber:Was Stärken wirklich sind: Warum es nicht reicht, etwas gut zu können – und weshalb echte Stärken gleichzeitig Energie geben, Freude bereiten und Menschen in ihren Flow bringen.Die Spur der Begeisterung: Wie einfache Reflexionsfragen dabei helfen können, die eigenen Stärken Schritt für Schritt sichtbar zu machen.Karriere versus Erfüllung: Warum es nie zu spät ist, berufliche Entscheidungen neu zu hinterfragen – selbst wenn man bereits erfolgreich ist.Stärkenorientierte Führung: Wie Nico als Führungskraft die Potenziale seiner Mitarbeitenden sichtbar gemacht hat und warum kleine Reflexionsrituale oft mehr bewirken als große Entwicklungsprogramme.Bessere Fragen im Recruiting: Warum klassische Vorstellungsgespräche häufig an der Oberfläche bleiben – und welche Fragen stattdessen helfen, echte Motivation und Stärken zu erkennen.Das „Wie“ statt nur das „Was“: Weshalb Stellenbeschreibungen zwar Aufgaben definieren, Menschen ihre Arbeit aber erst durch ihre individuellen Stärken wirklich gestalten.Diese Folge zeigt:Menschen werden nicht erfolgreich, wenn sie permanent an ihren Schwächen arbeiten.Sie werden erfolgreich, wenn sie verstehen, was ihnen Energie gibt – und davon mehr in ihr Leben holen.Jetzt reinhören – und herausfinden, wo deine größten Stärken wirklich liegen.Und hier ist der Kontakt zu Nico:➡️  LinkedIn: https://www.linkedin.com/in/drnicorose/➡️  Webpage: https://nicorose.de/ Diese Folge wird unterstützt von Uniwunder – Deutschlands größter StudierendenplattformÜber 80.000 Absolvent:innen suchen dort nach ihrem ersten JobFür Unternehmen: direkter Zugang zu jungen akademischen Talenten, Sichtbarkeit bei der Gen Z, Employer Branding über Social Media und ein passgenaues Recruiting-PaketJetzt, einen Monat kostenlos eine Stelle schalten auf

   We often treat macroeconomics and B2B marketing as two completely separate ecosystems that function on entirely different levels and scale. However, if you look closer at the underlying factors such as silos, transactional friction, supply chain bottlenecks, and trust gaps, you'll realise how striking the parallels are. Have you ever considered how high-level macroeconomic policies actually mirror the daily execution battles fought within B2B marketing departments? How can B2B leaders extract these macro-level insights to solve operational challenges, streamline campaign execution, build market authority, and generate better results?In this solo episode, Christian Klepp (Host of the B2B Marketers on a Mission Podcast) shared his core strategic takeaways from the Rebuilding Alliances / Reconstruire des alliances event in Toronto. He translated complex macroeconomic frameworks into actionable strategies for B2B marketing teams. Christian talked about the importance of removing internal silos to drive cross-functional collaboration, eliminating buyer friction throughout the sales funnel, and create strategic co-marketing partnerships. He also elaborated on treating data like an organisation's “critical minerals” and how to leverage internal subject matter experts (SMEs) to establish greater industry credibility. Finally, Christian stressed the value of employer branding in talent acquisition, and why building organisational trust while defending the marketing mandate is critical.This episode was sponsored by the Economic Club of Canada. 

 Join us for a special Tapod episode, where we catch up with Lee Seymour – Founder and CEO at XRef. We discuss the shadow of AI – the good, the bad and the outright fraud. The transitional recruitment market we currently find ourselves in and the challenges associated with the current environment. And we drill down on on xref.me – your verified digital resume that's powered by verified references. It's a game changer.

Employer branding still has to shout for a seat at the table as a strategic business asset - and the people who can change that fastest are the practitioners themselves, by using their voice.Sang-Kyun ("Sanny") Park, Global Expert for Employer Branding and Talent Attraction at KWS, is one of them. He's spent the past 18 months building a voice on LinkedIn, and it's more than just sharing a post or two on LinkedIn.This conversation is about what it takes for employer branding to be recognised as central to how organisations attract and retain talent — not a side function.Sanny didn't wait for a strategy before he started posting; he picked topics he had an opinion on and worked out what resonated by watching the numbers. That habit of sharing expertise, done consistently, is what raises the profile of employer branding as an industry and gives individuals more of a voice inside their own organisations.About Sanny: Sanny moved into employer branding after a career in classic FMCG brand marketing, and now leads employer brand and talent attraction globally at KWS, one of the world's leading plant breeding companies. His weekly LinkedIn videos have grown into a company-wide social media advocates programme.What you'll hear:- Why raising individual profiles on LinkedIn also raises the profile of employer branding as an industry- Why Sanny started posting before he had a content strategy — and why that wasn't a mistake- The personal reason he pushed himself in front of the camera after years working behind it- How one post about "job hugging" hit 3 million impressions, and what he learned from it- Why leading by example is the fastest way to get employees creating content- How KWS built a social media advocates pilot from Sanny's own experimentFind Sanny: www.linkedin.com/in/sang-kyun-park-kwsFind Chris: www.linkedin.com/in/chrislch Get full access to Employer Content Marketing at www.employercontent.marketing/subscribe

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including emerging roles in AI, Ghost Jobs crack down in the US, economic updates with Callam Pickering, firing a time traveller in the UK, China making hiring decisions based on zodiac signs, and workers nostalgic about life before AI. Don't forget to check out the upcoming events.Thanks to Indeed for partnering with us to bring you the Scoop.

Everyone in veterinary has an opinion about corporate versus independent ownership. Strong ones, in both directions.But almost nobody says which one they are in the job ad.In the seventh episode of The Elephant In The Room, Julie South looks at the question that sits in the back of every vet and nurse's mind when they're reading a job ad — and gives you one practical check that takes about thirty seconds.Episode notesResearch VetStaff undertook with Unitec Te Pukenga in 2023 found that ownership type is roughly a fifty-fifty issue in the veterinary profession. Slightly more respondents said it mattered to them — but plenty had positive and negative experiences in both corporate and independent environments. This episode is not about which is better.The elephant is about disclosure.Some corporate groups advertise with their brand loud and clear — transparent, straightforward, and attracting the vets and nurses who want exactly what a larger group offers. Others make a deliberate business decision to preserve the local identity of their acquired clinics, for good reasons that serve both clients and teams.The result is that vets and nurses who care about ownership type may not know what they're looking at from the ad alone. They find out through their own due diligence — checking whether the contact email matches the clinic's URL, Googling the group name, asking at interview.When it matters to them and they didn't know earlier, it can feel like something was left unsaid.The episode argues that clinics — corporate or independent — have something to gain by being upfront. The vets and nurses who want what you offer can find you faster. The ones who don't can rule themselves out before anyone wastes time finding out three interviews in.This is the seventh episode in The Elephant In The Room — a series examining the things everyone in veterinary knows and almost no one says out loud.About your hostJulie South is the founder of VetClinicJobs and the host of Veterinary Voices. She has been in veterinary recruitment since 2019 and is known for her work in culture storytelling — helping forward-thinking vet clinics build the kind of genuine, specific culture evidence that attracts Their Kind of People long before any job ad runs.Julie has spoken on culture storytelling and employer branding at VetEXPO in Melbourne and works with clinics across Australasia and beyond who want vets and nurses to be excited about going to work on Monday mornings — for all the right reasons.Struggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Die meisten Organisationen haben eine Transformationsstrategie. Nur wenige haben ein Führungssystem, das sie trägt.Stefan Homeister, Gründer und CEO der Stefan Homeister Leadership GmbH, hat drei Jahrzehnte Führungserfahrung in Konzernen wie Procter & Gamble und SABMiller in eine unbequeme These verdichtet: Transformation scheitert nicht an fehlender Kommunikation, sondern daran, dass niemand ein System gebaut hat, das Verhalten tatsächlich verändert.Im Gespräch mit Johannes Füß erklärt er, warum Transformation im Führungsalltag entschieden wird, aus welchen Bausteinen ein wirksames Führungssystem besteht und welche Rolle HR einnehmen muss, wenn eines davon fehlt.Du erfährst in dieser Episode:1) Woran du erkennst, dass eine Transformation trotz guter Kommunikation in die falsche Richtung läuft.2) Warum Transformation scheitert, wenn Topmanagement Veränderung einfordert, aber nicht vorlebt.3) Wie HR auch gegenüber CEO und Geschäftsführung wirksam Feedback gibt.4) Warum Menschlichkeit und Leistung sich nicht ausschließen, sondern multiplizieren.5) Warum gezielte Fragen mehr Verhaltensänderung bewirken als jede direkte Anweisung.___________Stefan Homeister freut sich über den Austausch rund um Führungssysteme, Transformation und die Rolle von HR als aktive Kraft im Veränderungsprozess.Wenn du dich angesprochen fühlst, dann melde dich bei ihm auf LinkedIn: https://www.linkedin.com/in/stefanhomeister/?locale=en Stefans Leseempfehlung:Die 5 Dinge, die Sterbende am meisten bereuen von Bronnie Ware | https://amzn.eu/d/0cPSSdFF Stefans Leadership-Podcast: https://stefan-homeister-leadership.com/en/podcast/ Hier geht's zur LEITWOLF®-Podcast-Episode mit Johannes Füß: https://open.spotify.com/episode/23D0iZmdqsZ1BfdoUBLUww?si=m0ucOQy-SL-VVGv9J3pqXA ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/ 

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

Was passiert, wenn Unternehmen sich neu aufstellen müssen? Wenn Stellen wegfallen, Bereiche verändert werden oder ganze Organisationen auf den Prüfstand kommen? Und wie schafft man es, dabei wirtschaftlich sinnvoll zu handeln, ohne die Menschen aus dem Blick zu verlieren?In dieser Folge spreche ich mit Prof. Dr. Rupert Felder. Er ist Rechtsanwalt für Arbeitsrecht bei Schork Kauffmann Bremenkamp in Karlsruhe, war selbst Personalleiter in der Automobilindustrie und im Maschinenbau, ist Honorarprofessor an der Hochschule RheinMain und gehört seit Jahren zu den führenden Köpfen im Personalmanagement.Gemeinsam sprechen wir über eines der anspruchsvollsten Themen für Unternehmen: Restrukturierung.Wir sprechen darüber:Warum jede Restrukturierung mit einer klaren Managemententscheidung beginnt: Weshalb Führung und Geschäftsleitung zuerst Klarheit schaffen müssen, bevor die Organisation folgen kann.HR als Projektleitung der Veränderung: Warum Restrukturierungen wie professionelle Projekte geführt werden müssen – mit Meilensteinen, Kennzahlen, Verantwortlichkeiten und einem klaren Plan.Die Rolle von Finance und Controlling: Welche finanziellen Aspekte berücksichtigt werden müssen – von Rückstellungen über Abfindungen bis hin zu den richtigen Zeitpunkten für Entscheidungen.Instrumente der Restrukturierung: Von betriebsbedingten Kündigungen über Transfergesellschaften bis zur Zusammenarbeit mit der Agentur für Arbeit – welche Möglichkeiten Unternehmen tatsächlich haben.Individuelle statt standardisierte Lösungen: Warum Restrukturierungen selten nach Schema F funktionieren und wie kreative Lösungen dabei helfen können, bessere Ergebnisse für Unternehmen und Mitarbeitende zu erzielen.Menschlichkeit in schwierigen Entscheidungen: Wie Unternehmen auch in herausfordernden Situationen respektvoll, transparent und professionell handeln können.Diese Folge zeigt:Restrukturierung ist weit mehr als Stellenabbau.Sie ist ein strategischer Veränderungsprozess, der wirtschaftliche Vernunft, saubere Planung und menschliches Fingerspitzengefühl gleichermaßen erfordert.Jetzt reinhören – und erfahren, wie Unternehmen auch schwierige Veränderungen professionell und nachhaltig gestalten können.Und hier ist der Kontakt zu Rupert:➡️  LinkedIn: https://www.linkedin.com/in/prof-dr-rupert-felder-4917642b5/ Diese Folge wird unterstützt von Uniwunder – Deutschlands größter StudierendenplattformÜber 80.000 Absolvent:innen suchen dort nach ihrem ersten JobFür Unternehmen: direkter Zugang zu jungen akademischen Talenten, Sichtbarkeit bei der Gen Z, Employer Branding über Social Media und ein passgenaues Recruiting-PaketJetzt, einen Monat kostenlos eine Stelle schalten auf

In dieser Folge von Wannabe a Founder spricht Nina Schöfl über ihre Initiative Mission Traumberuf. Mit echten Role Models bringt sie Berufe direkt ins Klassenzimmer und zeigt Jugendlichen, dass Karriere selten geradlinig verläuft, sondern oft mit Neugier, Ausprobieren und Leidenschaft beginnt. Wir sprechen über Unternehmertum, Employer Branding, Netzwerke, Work-Life-Balance und darüber, warum Erfolg nicht bedeutet, möglichst viel zu arbeiten, sondern morgens gerne aufzustehen. Eine inspirierende Folge für Gründer:innen, Führungskräfte, Lehrkräfte und alle, die junge Menschen auf ihrem Weg begleiten möchten.Jetzt reinhören!

In this episode of #WorkTrends, we will walk through how younger generations and the age of AI are changing the hiring landscape, and explore how we can adapt to protect our teams, brand reputations, and quality of hire. The days of water cooler whispers and "what happens at work stays at work" are over. For today's digital-native workforce, the line between workplace conversations and public social media posts has all but disappeared. One viral moment can reshape an employer's reputation, influence hiring, and impact customer trust. In this episode, we explore how organizations can stay ahead of these risks while protecting both their people and their brand.

Ein falscher Mitarbeiter kostet dich nicht nur Geld – sondern auch Zeit, Nerven und das Vertrauen deines gesamten Teams. Die bittere Wahrheit: Die meisten Fehlbesetzungen passieren nicht, weil Unternehmen Pech haben. Sie passieren, weil entscheidende Warnsignale im Bewerbungsgespräch übersehen werden. Fast immer sind sie da. Man muss sie nur erkennen. In diesem Video zeige ich dir 14 Red Flags, die dir verraten können, ob ein Bewerber wirklich zu deinem Unternehmen passt – oder ob du gerade dabei bist, einen der teuersten Fehler als Unternehmer oder Führungskraft zu machen. Denn eine Fehlentscheidung bedeutet oft: - ❌ Monate verlorene Einarbeitungszeit. - ❌ Tausende Euro Recruiting- und Personalkosten. - ❌ Frust im Team. - ❌ Sinkende Motivation. - ❌ Unzufriedene Kunden. - ❌ Und im schlimmsten Fall beginnt die Mitarbeitersuche wieder von vorne.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including fashion brand changes their parental leave program, job ad results in zero applications, teachers striking… and miners striking, Indeed launches Career Scout, another job ad calls for 10 years of Claude Code experience, Deel and Rippling continue to rumble, AI firm calls for masturbation consultants, and much more. Don't forget to check out the upcoming events.Thanks to Indeed for partnering with us to bring you the Scoop.

Zweilagiges statt dreilagiges Klopapier soll die Kostenkrise lösen, während im gleichen Atemzug große Reden über Unternehmenskultur gehalten werden.Diese Anekdote von Cawa Younosi, Managing Director bei der Charta der Vielfalt, bringt auf den Punkt, worum es in dieser Podcast-Folge wirklich geht: Unternehmen sparen an den falschen Stellen und nennen es Leistungssteigerung.Aufgenommen wurde das Gespräch live beim Special Confidential Forum der Level Up HR Community in Köln, moderiert von Johannes Füß. Es ist Teil 2 einer dreiteiligen Reihe: Teil 1 entstand in München, Teil 3 folgt aus Stuttgart.In dieser Episode aus Köln bekommt Cawa Verstärkung von zwei Frauen mit echter Entscheidungserfahrung. Julia Merkel war Vorständin und Arbeitsdirektorin bei der R+V Versicherung und bringt die Perspektive der Aufsichtsrätin mit, die selbst abwägen musste, wie viel Kulturarbeit sich ein Unternehmen unter Kostendruck noch leisten kann. Anna Hellweg ist Chief People & Culture Officer bei ISS Deutschland und hat auf einer Führungskonferenz schon einmal 300 Managern anonyme Zitate über Diskriminierung im eigenen Betrieb an die Wand geworfen, weil für sie klar war: Die Scham muss die Seite wechseln.Drei Leute, die wissen, wovon sie reden, wenn es um Leistung, Kultur und die Grenzen von HR geht. Keine fertigen Antworten, aber ehrliche Perspektiven aus der Praxis.Die Themen im Überblick:1) Warum Manntage und Umsatzzahlen kaum etwas über echte Leistung aussagen, aber trotzdem über das Gehalt entscheiden2) Wie Unternehmen aus digitalen Spuren echte Skillprofile bauen, mit Zustimmung von Mitarbeitenden und Betriebsrat3) Warum Feedbackkultur und Unternehmenserfolg in der Praxis kaum zusammenhängen, unabhängig davon, was alle behaupten4) Wo KI im Performance Management wirklich hilft, und wo sie zum reinen Kontrollinstrument wird5) Warum HR mit 3 Prozent Personalanteil nie die ganze Unternehmenskultur tragen konnte, und wer diese Verantwortung wirklich trägt___________Du möchtest das Gespräch weiterführen? Dann melde dich direkt bei den Gästen dieser Folge:Cawa Younosi: https://www.linkedin.com/in/cawa-younosi/Julia Merkel: https://www.linkedin.com/in/juliamerkel/Anna Hellweg: https://www.linkedin.com/in/anna-hellweg/___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-füß/___________Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/

This week on Tapod, we catch up with Emma Cassidy, Group Head of Talent Acquisition & Workforce Solutions at Ampol. We hear a lot about transformation, but in Emma's own words it's been ‘A huge year of transformation for Ampol'—in this episode we focus in on the contingent workforce. From knowledge retention to classification to visibility to a new career website to employing a new model to workforce redesign to task intelligence to working collaboratively across the business, what we see is a true transformation success story and a blueprint for other Talent Teams to follow.Thanks to Greenhouse for partnering with us this month. 

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including the latest on WFH legislation, candidates being judged on their drink order, Fair Work laying down the law, Meta goes early… too early, strange things are afoot at Wollongong Uni, Hudson in more of a pickle, Hiring Manager disses his staff during an interview, and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

On this very special episode, the team at Tapod come to you all the way from Recfest UK as we catch up with Robby Perdue - VP of Product Management at Greenhouse. A lot has been going on at Greenhouse, and we get right down and dirty with features, updates and releases. We discuss all the key issues, including the AI 'doom loop' and how technology can actually help. We discuss whether the 'new phase' of recruitment challenges are AI or human-led as well as ethical AI and we talk about some amazing new Greenhouse features - Voice AI and MCP integrations. And for this special episode we have released a video version - see comments if you want to check out our ugly mugs!Thanks to Greenhouse for your support of Tapod.

Has AI made hiring easier, or has it simply made recruiting more complicated?In this episode of Success Leaves Clues, Robin Bailey and Al McDonald sit down with Kristin Condon, Chief Talent Officer at Sales Talent Agency, to explore how artificial intelligence is reshaping recruitment, leadership, and the future of work.With more than 25 years of experience advising founders, CEOs, CHROs, and executive teams across North America and the UK, Kristin has helped organizations make more than 4,000 successful hires. She explains why the companies winning today's talent market aren't relying on AI alone. They're building authentic leadership, investing in employer branding, and creating cultures where people want to stay.The conversation dives into the growing disconnect between AI-generated applications and the highly sought-after passive candidates companies actually want to hire. Kristin shares why attracting top performers now requires stronger leadership, greater transparency, and a talent strategy that's every bit as intentional as a company's revenue strategy.Robin, Al, and Kristin also discuss employer branding, succession planning, leadership development, candidate experience, and why curiosity, adaptability, and human connection are becoming even more valuable in an AI-driven world.Whether you're a CEO, founder, HR leader, hiring manager, or professional navigating today's evolving workplace, this episode offers practical insights into building organizations where both businesses and people thrive.You'll hear about:How AI is transforming recruitment and hiring Why more applications don't necessarily mean better candidates The growing importance of employer branding Why passive candidates are today's most competitive talent How leaders can retain high performers in an evolving workplace The leadership qualities employees are looking for today Why authenticity and transparency build stronger teams Helping junior talent succeed in an AI-driven economy Why curiosity and adaptability matter more than ever Building succession plans for long-term business success The connection between talent strategy and business growth Why CEOs should treat talent strategy like revenue strategy Creating candidate experiences that attract top performers How human connection remains a competitive advantageWe talk about:00:00 Introduction to Kristin Condon and Sales Talent Agency02:00 How AI is changing recruitment and talent acquisition06:00 Why hiring has become more competitive, not easier09:15 What employers should look for in future talent13:45 Why employer branding matters more than ever17:30 The founder's role in attracting top candidates20:00 Leadership qualities that retain exceptional people23:40 Why employees quietly disengage and leave27:00 The power of vulnerability and transparency in leadership31:00 Why talent strategy deserves the same focus as revenue strategy33:00 Building a legacy through connection, contribution, and communityConnect with KristinLinkedIn: https://www.linkedin.com/in/kristincondon00/ Website: https://www.salestalentagency.com/ Connect with UsLinkedIn: Robin Bailey and Al McDonald Website: Aria Benefits and Life & Legacy Advisory Group

This week on the Scoop we do things a little differently. The team from Tapod has travelled to the UK to attend Recfest. We ask vendors about their experience with AI and how some candidates are gaming and failing – hope you enjoy!Thanks to Indeed for continuing to support the Scoop.

This week on Tapod, catches up with Elaina Chan, Senior Manager of Global HR Automations at IBM. Elaina we walks us through the process and journey one of the largest technology businesses on the planet has undertaken to transform. From identifying opportunity and the key use of ethical AI, this is a blueprint for other businesses to use when undertaking their own journey.Thanks to Greenhouse for partnering with us this month. 

AI answer engines are changing how candidates discover and learn about employers.Join Dalia's Mikaela Fitzwilliam along with Danny Rojas, a forward thinking TA leader who's worked at nation-wide brands like JCPenny, The Container Store to learn how to build an employer brand that gets surfaced and cited by ChatGPT, Claude, Gemini and Copilot. Learn more about your ad choices. Visit megaphone.fm/adchoices

Ce înseamnă să înveți o profesie în același timp în care o practici? În acest episod despre învățământul universitar dual vorbim despre ce presupune el și despre cum să fii relevant profesional într-o lume în care AI-ul automatizează tot mai mult și experiența reală e greu de dobândit pe perioada studiilor.Estera Anghelescu este Director de Recrutare & Employer Branding la Kaufland România & Moldova. Silvia Maican este Directorul Departamentului de Administrarea Afacerilor și Marketing de la Universitatea „1 Decembrie 1918" din Alba Iulia. Silvia coordonează programul de Logistică Operațională în regim dual, în care Kaufland este partener și agent economic, primul astfel de program din România. În acest episod discutăm despre:Ce sunt competențele și ce interesează mediul universitar vs. mediul privatÎnvățământul universitar dual: mod de organizare și structură concretă Cum se îmbină teoria utilă cu antrenarea abilităților în învățământul dualCum este diferit de învățământul clasic și de școala profesionalăCe competențe umane rămân greu de automatizat de inteligența artificialăDrumul de 10 ani de la idee la lansarea programului de studiu universitar dualResurse menționate în conversație:Discursul TED al lui Ricardo Semler: Radical wisdom for a company, a school, a life• Cartea Imagine If, de Sir Ken Robinson• Kari Era — consilierul AI de carieră Kaufland • Raportul Anthropic Economic Index Mai multe informații despre programele de licență în regim dual (Logistică Operațională, Management în Retail, Robotică și Automatizări Industriale) găsiți pe site. "(00:00) Teaser și introducere episod: educație academică vs. experiență practică""(04:33) Paradoxul experienței: angajatorii cer ce n-ai de unde să fi acumulat""(06:32) Învățământul universitar dual: cunoaștere, abilități și tip de memorie""(08:33) Perspectiva de angajator: importanța practicării imediate a cunoștințelor""(10:40) Alinierea teoriei din universitate la practica din lumea reală""(15:32) Ce le lipsește absolvenților de liceu azi: comunicare și soft skills""(17:46) Claritate în carieră și Kari, consilierul AI de la Kaufland""(19:47) Repere concrete: burse și program săptămânal și anual în studiul universitar dual""(25:30) Recunoașterea oficială și programe: logistică, management, robotică și automatizări""(30:08) Perspectivele ca absolvent al programului de logistică operațională""(32:41) Orientarea în carieră prin mentoratul dublu: universitatea ȘI compania""(35:43) Competențele care te fac greu de înlocuit de AI""(40:00) Retail și logistică: ce te diferențiază și face necesar inclusiv în era AI""(42:47) Sir Ken Robinson și cele 8 competențe necesare pentru viitor""(46:20) Cu ce diferă aceste programe de școala profesională și de învățământul clasic""(50:17) Drumul de 10 ani până la construirea primului program dual din România""(53:52) Tinerii din România: date statistice, nevoi urgente și cum le adresează dualul""(57:35) Unde și cum se desfășoară programele: sistem hibrid și fizic, proces de (pre-)înscriere"

Send us Fan MailIn this episode, Heidi Howell joins host Jason Mudd to discuss why organizations should think twice before cutting PR during economic uncertainty. They explore the connection between reputation, recruiting, employer branding, visibility, trust, and revenue growth.Tune in to learn more!Meet our guest:Our guest is Heidi Howell, marketing director at CoreMedical Group. Heidi is a marketing executive who leads efforts to transform marketing into a revenue-driving function within healthcare staffing and human resources technology. She partners with executive teams to align marketing, sales, and operations through scalable systems, data-driven strategy, and growth-focused demand generation.Five things you'll learn from this episode: 1. Why public relations is often cut first and why that can be a costly mistake2. How reputation directly impacts recruiting outcomes and talent acquisition3. Why you should view recruiting as a revenue-driving function4. How PR keeps you visible to top clients 5. Questions leaders should ask before reducing PR investments Quotables“PR is not just about visibility; it's about trust, reputation, and staying known to the people who are ultimately going to be buying your services.” — Heidi Howell“Recruiting is our revenue. That's how we make money. We make money by placing great candidates at great jobs with great clients.” — Heidi Howell“When companies cut PR, they're cutting the very thing that keeps them visible.” — Heidi Howell"When budgets are being cut, trust becomes more valuable, not less." — Heidi Howell“In a down economy, trust becomes more valuable, not less. PR is one of the few functions built specifically to protect it.” — Jason MuddIf you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.Guest's contact info and resources:Heidi Howell on LinkedInCoreMedical Group websiteHow PR influences recruiting, retention, and workforce qualityratethispodcast.com/ontopofprAdditional Resources:Reputation management for AI search: Monitoring and response frameworkWarning signs your online reputation management is failingAxia's reputation management serviceListen to more episodes of the On Top of PR with Jason Mudd podcast.Find out more about Axia Public Relations.If you like this episode, you're going to love this:Job search and hiring tips with Nicole BalsamNavigating PR and communications hiring with Brooke KrugerSupport the showOn Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.

This week on Tapod, we catch up with Sarah Prince, Managing Director at the Migration Agency. With the recent budget and the ongoing discussions around underemployment in the immigrant population, it's a fantastic time to check in with an industry expert. We cover the disconnect between budget and government announcements in terms of the need for the skilled migrant population to deliver essential services like Aged Care and Health Care and the reduction in net immigration. We talk about qualifications and the challenges around many skilled migrants sourcing opportunities at the level they are trained at. It's a really interesting discussion. Thanks to Greenhouse for partnering with us this month. 

 It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we have a guest host and cover all kinds of angles, including fake applicant beats 261 rivals, Deloitte disruption forecast, doom jobbing, token maxxing or lily padding, IKEA replaces 8,500 roles, but it's not what you think, World Cup productivity sinkhole, the back door reference and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Denise Pereira – Senior Global Talent Sourcing Partner @Zendesk, Founder @KaleidoSource, Podcaster @CraftySourcer and bloody Industry Legend! Denise has some very strong views on how AI has changed the role and will continue to change the role of the Sourcer. There are 2 overarching themes in this episode – 1: if you don't change and evolve to include AI in your day-to-day, you will not survive… And 2, there always needs to be a person in the loop. Grab a listen; there are nuggets aplenty!Thanks to Greenhouse for partnering with us this month. 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner Chapters 00:00 Introduction to Tracey Parsons 04:26 The Reality of Work: Jobs vs. Careers 09:08 The Gig Economy: A Shift in Work Dynamics 12:06 The Evolution of Job Discovery 13:08 Behavioral Change in Recruitment 15:32 The Return to Analog: Networking in a Digital Age 17:26 The Creator Economy: Merging Two Worlds 20:46 The Birth of Flockity: A New Vision 21:55 The Art of Presentation and Communication 23:09 Influencer Marketing for Jobs 24:29 Introducing Flokety: A New Approach to Recruitment 25:02 Empowering Employees as Brand Ambassadors 26:20 The Shift Towards Authentic Marketing 27:23 The Staples Baddie Phenomenon 29:33 Control vs. Authenticity in Employer Branding 30:04 Letting Go of Control in Branding 31:50 The Importance of Accountability 35:24 The Future of Recruitment in a Creator Economy 41:50 Meeting Candidates Where They Are 43:28 Defining Success in Personal and Professional Life  

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Uber brutalising their HR Team; 12.5% tariffs imposed by the USA for allowing imports of goods created by modern slavery; Atlassian says AI is making teams slower; the daily commute is dead; businesses spending pay rises on AI; the top 10 in-demand jobs and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Jamie Leonard – Founder of Recfest – The LARGEST Talent Acquisition event in the world! Imagine over 4000 recruiters in the field at Knebworth, UK – in the biggest and baddest conference/festival on the planet. This year's theme revolves very heavily around human intervention in a world transfixed on AI. With a focus on practitioner delivery and case studies  Thanks to Greenhouse for partnering with us this month. 

I had a conversation with Nick Homer at Chapter 2 about the future of employer branding — it was such a good one that we decided to do a shorter episode on the future of employer branding agencies. This article covers the things we talked about. Watch the episode above, or listen to it below. The agency landscape has changed a lot across mine and Nick's careers. Recruitment advertising agencies that used to book media and fill it with creative evolved into something more. Websites, brochures, events, social media, employee comms… and employer branding.Then over the last decade we saw employer brand emerge as agency projects, new specialist agencies, and in-house job titles.So with the rise of in-house specialists and them working with other in-house teams, there's a commercial question from the bosses who hold the purse strings - do you need an agency at all?But the question isn't whether to use an agency. It's what they're actually there to do — and when.Because the thing agencies do really well, the thing that's hard to replicate inside an organisation, is creativity. Not creativity as a vague concept — but the kind that comes from working across dozens of organisations, sectors and challenges. From having different reference points in the room. From seeing the same problem play out in ten different ways and knowing what actually works.And that's not just “words, pictures and pixels” creativity. It's problem solving creativity.The opportunity is agencies bringing that creativity at the right time, alongside in-house teams who have their own deep knowledge of the organisation. Not taking over. Not just delivering a brief and walking away. But coming in when it matters, adding the thing that's genuinely hard to build internally, and leaving something better behind.That sounds like a true partnership, right?The knowledge transfer opportunityOne of the things Nick and I talked about is how much value sits in the movement of knowledge — in both directions.People who've worked agency-side before moving in-house are often great hires for an organisation. They've seen the same problems play out across multiple organisations, built instincts from a breadth of experience, and can transfer that to a team quickly. But there's an opportunity for agencies too. Rather than the traditional model — take the brief, go away, come back with the work — what if agencies embedded alongside in-house teams, filled in the gaps, amplified what was already happening, and left the team genuinely better than they found it?That's a different kind of engagement. Smaller maybe, but higher impact [and value]. And it keeps the relationship going — because you're building capability rather than creating dependency.Look at the RADs six or seven years ago. The usual suspects. Now there's a much wider range — smaller agencies, boutique outfits, even in-house teams entering their own work. That diversity is healthy. It pushes innovation, it pushes the bigger agencies to think differently, and it creates better work across the board.And when agencies shed people — as has been happening — you get independent consultants and small groups doing things differently. Faster to mobilise, lower overhead, able to bolt into a team for a sprint and step back out. That model is growing because it meets a real need [and one of the reasons I set up my business].What next?The future of employer branding agencies isn't smaller or larger. It's different, more targeted, and more about knowing when to come in and what to bring — rather than owning the whole thing.What's going to be happening in five years is being worked out right now. In new agency shapes, in how knowledge moves between organisations, in conversations like the one I had with Nick. That feels like an exciting place to be.If you know someone who would find this topic helpful then please do pass it on to them.And if you want to talk about how I can help you with my fractional content marketing capabilities then I'd be happy to talk.ThanksChrisChris Le'cand-HarwoodHost, Employer Content MarketingFounder, Content Marketing Pod Ltd Get full access to Employer Content Marketing at www.employercontent.marketing/subscribe

Strategic consultant Marta Riggins — formerly of Instacart, LinkedIn, and Pandora Music — joins Sarah to explore why employer branding is a critical lever for service organizations facing a frontline talent crisis. From building an authentic employee value proposition to why "culture add" beats "culture fit" every time, this is a practical and energizing conversation for any leader serious about winning the talent war.

Send us Fan MailIn this solocast, On Top of PR host Jason Mudd dives into how PR shapes recruiting, retention, and workforce quality through reputation.Tune in to learn more! Five things you'll learn from this episode:1. How candidates evaluate your reputation before your careers page2. Why PR influences recruiting outcomes before HR gets involved3. The role of visibility, credibility, and interpretation in hiring decisions4. Why employer brand perception is formed in search and media results5. How PR reduces hiring friction and improves talent quality Quotables“Candidates don't start with your careers page; they start with your reputation.” — @jasonmudd9“Your careers page doesn't create perception. It confirms or contradicts what they already perceive or believe.” — @jasonmudd9“Recruiting is a reputation-driven system.” — @jasonmudd9“PR didn't create demand; it removed the friction that prevented their growth.” — @jasonmudd9“Public relations doesn't just influence how customers see you, it influences who wants to work for you, who shows up, and how they perform.” — @jasonmudd9If you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.Contact info and resources:Jason Mudd on XJason Mudd on LinkedInLinkedIn Talent Solutions - Employer's brand mattersGlassdoor - Employer Branding 101: Why, How and Proven ROIratethispodcast.com/ontopofpr Additional Resources:Case study: Improving a company's recruitingHow to turn award wins into long-term assetsWarning signs your online reputation management is failingHow to improve your company's Glassdoor reviewsFind out more about Axia Public Relations.Axia Public Relations resourcesAxia's NewsBureau ServiceListen to more episodes of the On Top of PR podcast.If you like this episode, you're going to love this:Support the showOn Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan's journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter's attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect