Podcasts about engage talent

My interview today is with Kate Duchene, the CEO of RGP, a global consulting firm with over 4,500 team members. Kate originally started off her career as a litigator where part of her job was to know everything. As a leader, she had to shift from knowing everything to knowing who to go to when she needed help, this is something a lot of leaders struggle with today. In our conversation we look at what is going on in the world of work today, specifically if people even want to work anymore and if we have lost our respect and drive for working. We also look at the role that vulnerability plays at work, the changing stereotype of leadership, and the big trends that Kate is paying attention to. ------------------ Get ad-free listening, early access to new episodes and bonus episodes with the subscription version of the show The Future of Work Plus. To start it will only be available on Apple Podcasts and it will cost $4.99/month or $49.99/year, which is the equivalent to the cost of a cup of coffee. 

Episode Notes On the premier episode of “Smarter,” Jess shines a spotlight on Life Time, the healthy way of life company that's on an expansion tear. In the next five years, it could open as many as 60 new high-lux athletic clubs, adding to the 160 currently operating in North America.   Life Time uses an intelligent talent experience platform to power its high-volume hiring strategy, bringing on more than 21,000 people a year. If there's one thing Life Time doesn't do – and would not do – is sacrifice quality to get quantity or speed. It's not a race to hire talent; it's a race to engage them. Hear their story to find out how they're making it possible.   Guest: John Brennan, Senior Vice President of Human Capital at Life Time

Jumping into a new marketing position, or taking marketing leadership in a new industry? What should you focus on in the first few days in your new position? Thankfully, we have Robby Gulri. Robby is within his 45 days as the CMO at Engage Talent.He left his previous position as CMO in an entirely different industry -- marketing and sales optimization. His new position? Talent acquisition.  This jump provided Robby with a huge learning curve, and gave us a giant opportunity to hear from a marketing guru about how to tackle a new marketing or sales position and make an impact early on. -------------  

Joe Hanna joined the executive team as Chief Strategy Officer, Workforce Logiq and Managing Director, ENGAGE Talent in October 2019 with the acquisition of ENGAGE. Joe founded ENGAGE in 2015 and served as the company’s Chief Executive Officer leveraging his long experience in enterprise applications, predictive analytics, and building technology businesses. He previously held executive positions with both Fortune 500 companies as well as startups. Joe is obsessed with taking on tough challenges – including connecting the dots between the millions of data feeds we process every day – or navigating grueling offshore sailing races! Joe holds a B.Sc. in Software Engineering from Alexandria University and an MBA from Duke University where he was named a Fuqua Scholar.

Chad and Cheese are handing out tricks and treats this Halloween. - VONQ wants more candy! - Engage Talent breathes a sigh of relief... - Joel says "Careerbuilder ad still suck" - Chad says "LinkedIn ads knock it out of the park" - Chipotle deserves the park - Amazon orders more garbage cans and... Tim Sackett should allow Halloween in the office! All of these treats handed out by Sovren, JobAdX, and Canvas.. Enjoy!

Christy is the Chief Talent Economist at ENGAGE Talent. She leads the development of the science behind ENGAGE's predictive algorithms and machine learning models as well as the product as a whole. Christy holds a PhD in Economics from Clemson University and has focused her career on employment and labor economics.  Her previous experiences include key data science roles with PeopleMatter (acquired by Snag A Job) and Equifax. Christy is a frequent speaker in HR Analytics and machine learning conferences. She is also an active member of the Federal Reserve Roundtable.

Jumping into a new marketing position, or taking marketing leadership in a new industry? What should you focus on in the first few days in your new position? Thankfully, we have Robby Gulri. Robby is within his 45 days as the CMO at Engage Talent.He left his previous position as CMO in an entirely different industry -- marketing and sales optimization. His new position? Talent acquisiont. This jump provided Robby with a huge learning curve, and gave us a giant opportunity to hear from a marketing guru about how to tackle a new marketing or sales position and make an impact early on.

CHICAGO—humanpredictions.io, a machine learning technology company whose product helps recruiting companies and enterprises identify and build relationships with tech talent, today announced a $1.16 million funding round led by Network Ventures with additional investment from Hyde Park Angels, SaaS Ventures, and M25. This capital will help humanpredictions further grow and invest in its team of engineers and data scientists. The firm says it has a database of more than 44 million profiles of tech workers around the world. Recruiting for tech roles can be difficult. Because of the competitive nature of tech, it is often challenging for recruiters to find people who both have the right skills the company needs and are ready to pursue a new job opportunity. Once they have identified people of interest, recruiters may struggle to start the conversation in terms that prospects will respond to.   To address those problems, humanpredictions provides organized data-search tools and gathers public data to create profiles of people in the tech industry, specifically Technology Leaders, Software Engineers, DevOps, Data Science, Product, iOS/Android, Designers/UI/UX, and QA. The platform then uses machine learning to predict which individuals are more likely to leave their current roles. In addition, humanpredictions facilitates the conversation with people by indicating when and how to reach out. By accessing these insights, recruiters can better target their outreach, find the right matches more easily, and improve the flow of the interviewing process. https://recruitingheadlines.com/tech-recruiting-database-secures-1-million-in-funding/ CHARLESTON, S.C.– MAY 15, 2019 — ENGAGE Talent has raised $3.5 million to accelerate the innovation and scaling of its groundbreaking AI Talent Intelligence technology that powers both the recruitment and retention of key talent.   High Alpha Capital and Grand Ventures led the raise, with participation from other existing investors, new strategic investor Engage venture fund, and Silicon Valley Bank. The funds come from a mix of equity and debt. With this recent raise, the total investment in the company has reached $10M.   “We’re thrilled to support ENGAGE Talent’s continued growth and innovation,” High Alpha partner Eric Tobias said. “Employers everywhere know that their ability to recruit and retain talent in today’s extraordinarily competitive labor market directly impacts their ability to be successful as businesses.”   ENGAGE Talent listens to more than 30,000 data sources and processes more than a billion data points monthly to map and predict people movement–empowering it to provide unrivaled talent acquisition and retention insights and recommendations. Customers like Allstate, Dell, Transamerica, and Harris Healthcare experience quantifiable improvements, such as 200 to 700 percent increases in candidate engagement rates. https://recruitingheadlines.com/engage-talent-raises-3-5m/ SEATTLE, May 15, 2019 — Karat, the leader in conducting technical interviews on behalf of companies, today announced that it has raised $28 million in funding led by Tiger Global Management, with participation from existing investors Norwest Venture Partners and 8VC. Karat will deploy the Series “B” financing to globally to scale its category-defining solution and its community of Interview Engineers. The company will also invest in R&D to leverage its robust body of structured-interview intelligence to continuously improve its highly predictive and fair technical interviews for hiring software engineers. “Tiger’s investment in Karat is a watershed moment for the profession and science of Interview Engineering,” said Mohit Bhende, co-founder of Karat. “Just like Back-End engineers do Back-End work and Front-End engineers do Front-End work, companies need Interview Engineers who focus on interviewing with consistency, rigor, and empathy.   As every company becomes software-driven, we are seeing the demand for Interview Engineering grow exponentially. Karat is uniquely positioned to address this universal trend and set the gold standard for technical interviewing. In 2019 alone, Karat’s clients will gain over one million engineering hours by accelerating hiring and unlocking developer productivity.”   https://recruitingheadlines.com/technical-interview-platforms-nabs-28-million/ SEATTLE—SeekOut today announced Series A funding of $6 million led by Madrona Venture Group, with participation from existing investor Mayfield. As the world becomes increasingly digital, companies in every industry have an urgent need to find tech talent to thrive. SeekOut offers companies a competitive edge in hiring tech talent and to support their diversity goals. Launched in early 2018, the company has quickly gained ground with more than 75 enterprise customers spanning multiple industries, including technology, defense, finance, pharma, consumer packaged goods, food & beverage. Tech talent is hard to find because developers, engineers, and scientists don’t bother to keep an updated profile on sites like LinkedIn. Even worse, these sites provide a very narrow view of a candidate’s skills and abilities. Recruiters who limit themselves to traditional talent pools miss out on millions of quality, untapped candidates. SeekOut significantly expands the talent pool available by scouring public data and using natural-language (NLP) and machine-learning (ML) technologies to understand the expertise of each candidate and build a complete 360-degree view of each potential employee. SeekOut’s AI-powered search engine gives recruiters the tools to find the best fit matches in the talent pool. By automating the candidate search and understanding past hiring patterns, SeekOut makes every recruiter a search expert and simplifies the task of zeroing in on the right candidate. https://recruitingheadlines.com/seekout-gets-6-million-for-its-sourcing-platform/   Upwork ($UPWK), the largest freelancing website, today released its newest quarterly index of the hottest skills in the U.S. freelance job market. The Upwork Skills Index ranks the site’s 20 fastest-growing skills in a quarterly series. It sheds light on new and emerging skills and provides real-time validation of current trends in the labor market and tech industry. The top 20 fastest-growing skills, Q1 2019: U.S. Taxation Hadoop Robotic process automation Explainer videos Computer aided manufacturing Financial planning Urban design Software documentation Salesforce Commerce Cloud Geospatial Julia development Kubernetes Magento Employee training Shopify templates Certified Public Accountant (CPA) Vue.js framework Leadership development Architectural rendering Podcasting https://recruitingheadlines.com/upwork-names-the-20-fastest-growing-skills-for-freelancers/  

This episode of RecTech is sponsored by WorkHere.com and Hiretual.com. Derek Zeller is the Director of Recruitment Strategy and Channels for Engage Talent a passive candidate intelligence tool. In this podcast audio extracted from my recent webinar with him we cover the biggest challenges recruiters face in 2018 and I get Derek to dish the dirt with some funny stories from his days as a tech recruiter. Listeners can watch the webinar at: https://www.crowdcast.io/e/top-5-recruiting

Is AI something that could be utilized in the recruitment process without eliminating the need for the human element in HR? This week, Keith and I cover this topic during a great conversation with our guest, Robby Gulri, CMO of Engage Talent, an AI-assisted recruitment support company. With the recruitment process going through a technology metamorphosis, AI has found its place in the echelon of the biggest players and change makers in business tech. Robby describes Engage Talent as “Recruitment Science”,  in which they “map the relationships between people, roles, companies, and dynamic markets using purely external data.” When working with clients, the Engage Talent process is positioned on what Robbie calls the “Legs to the Stool”. Talent identification: There needs to be the realization that sometimes a person and a company are just not a good fit. Now, this isn’t necessarily the individual or the company’s fault. Engage Talent believes that this improper pairing can be avoided by identifying potential candidates’ personal and professional interests to see how these interests and skills align with the open position. In short, Engage seeks to pair recruiters with candidates that have the statistical possibility of becoming long-term, effective, and content employees. After providing the recruiter with candidates who meet the above criteria, the Engage team shows their client how to use this information to pique the interest of said potential candidates. With this information, they create custom, personalized messages catered to the individuals, instead of just sending them those cookie cutter emails that we all receive and usually discard without a moment’s glance. All of this information is married through the system that is Engage Talent’s AI algorithm. Now, for our listeners wary of AI and are currently picturing a robot apocalypse or the augmentation of human activity, Robby takes the time to stress how the human element in HR is essential, and it can not and should not be replaced. “AI is simply a way to gain a ‘leg up’ in the recruitment process by narrowing down the funnel that potential hires come through”. With the insights that Engage Talent’s AI algorithm provides, recruiters are able to focus their energy on the 100 or so people that would, or do actually care about the opportunity. So, instead of spreading their net out over the masses and holding their breath to see what they pull in, they are able to target specific candidates whom they already know are right for the job and have a keen interest in the possibility of acquiring it. Keith, Robby, and I also go on to reiterate that far too often, recruitment and HR departments are left behind when it comes to new tech. It seems that the cause of this problem usually lies at the top of the company pyramid with the “check writers”... aka senior management. This is a fact I find quite surprising considering that in a recent poll, 50% of senior management execs say that talent is their #1 issue and finding the right people to react with the dynamic nature of their business is a struggle. Yet, those are the same leaders resistant to making tech changes (such as the use of AI). Why is there such a resistance to tech upgrades that significantly help recruiters and HR departments in their mission to essentially keep the “lifeblood” of a corporate entity warm? There are a few reasons for this resistance. Reasons such as a sole focus on profit generation and the market, coupled with the non-realization of the tech that is currently available or how to use it. So, how exactly does Engage’s AI work? To put it simply, Engage focuses not just on today, but on what’s going to happen tomorrow. For example, news of a merger, an acquisition, or leadership change runs through Engage Talent’s AI. This information is then paired with potential candidates who are suddenly reeling from the business “shock” that comes with the above changes. These previously content employees are all of the sudden curious as to what else is out there for them and are now open to a recruitment conversation. Engage’s AI captures data from available public information, such as the New York Times, public domain data, and individuals’ public profiles and records. It then runs this data through their algorithm, which gives them the information needed to give prediction models to recruiters. This explaining of Engage Talent’s data collection, of course, led me to ask what the feedback has been on the use of this tech. Well, Robby states, “At first, there is usually this ‘deer in the headlights’ look, but after we explain how we aggregate the data to not only find the right candidates, but also show how their competition’s processes are working, their reception grows.” Overall, it seems that once the time has been taken to explain to CFO’s and CEO’s how Engage Talent’s algorithm is a science-based tool and not a human replacement, they realize how useful, essential, and ultimately profit-generating the use of AI is in the recruitment process. Of course, with new tech concerns will always come. The need to safeguard such data is key to helping AI succeed in this field, protecting it from non-ethical use and ensuring that it continues to flow through the proper channels. Robby’s team is dedicated to such safeguarding. That being said, I agree with his closing statement - “In terms of AI and recruitment technology, my feelings are nothing but jazz and excitement.” If you’d like to read more about Engage Talent or talk to Robbie, you can contact him at, robbie.gulri@engagetalent.com Engagetalent.com Linkedin: Robby Gulri You can also hear more on his podcast - Masters of Modern Recruiting  

Is there really a shortage of talent or just a shortage of talent willing to work for your company? Listen to our guest Robby Gulri, CMO of Engage Talent, share his insights into how data collection and AI is transforming the ways companies will identify top talent and then recruit them. This is one of our most amazing podcasts yet. We cover topics from Generation Z, artificial intelligence, recruitment marketing, and a few of the biggest talent acquisition hurdles companies will face in the next 5 years. This show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

On this episode, Kalo Founder and CEO Peter Johnston talks about how to attract the top talent when they won't settle for a W2. Peter and Chad's discussion highlights the importance of embracing the independent workforce - for the enterprises hiring them, the platforms supporting them, and the legislators governing them. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

We speak with Robby Gulri from ENGAGE Talent, the world's first AI-Powered Platform to combine Talent Mapping, Competitive Intelligence, Passive Candidate Sourcing and Outbound Recruiting. ENGAGE Talent is headquartered in Charleston, SC.

Gallup’s State of the Workplace reveals that two-thirds of the American workforce feels disengaged and 75% of this group are actively looking for new jobs, while on the job. How can leaders retain top talent in the midst of intense disruption, innovation, and even layoffs and market fluctuations? Stories. Employees need to feel connected to a higher purpose beyond the 9-5 and leaders must offer that larger cause to inspire, not just manage, their teams. Full video: https://youtu.be/MJ1AgrJc9to All about TNW Conference: https://tnw.to/conference

Joe is the founder and CEO of ENGAGE Talent, the world’s first AI-powered platform to combine Talent Mapping, Competitive Intelligence, Passive Candidate Sourcing, and Outbound Recruiting in one brilliant Candidate Identification and Engagement engine.  Joe has over 25 years of global experience in enterprise applications, analytics, and SaaS. Joe has established and successfully led the growth of a number of businesses with large companies including Oracle and CSC in addition to startups and small firms including OneNeck, Tenzing, and Angoss.  He holds an MBA degree from Duke University where he was named a Fuqua Scholar.  Joe is also a competitive sailor who enjoys long range ocean races and offshore navigation.

There are two types of engagement, before the hire and while employed. Recruiting is not about you or your needs anymore. The proper engagement in the recruiting process is focusing on work life balance, social consciousness, benefits… opportunity for growth.  To retain talent once you have a person as an employee, you need to build the right cutlure by providing growth, communication, and having a Purpose, Intention, and Execution process in place. Deena Brown is an Executive Director and certified speaker, coach, and trainer with The John Maxwell Team. She is an international best-selling author, The A-Z Guide to Mindful Leadership (Amazon.com) and has been featured on ABC, NBC, CBS, and Fox as a highly sought keynote speaker, business and leadership growth expert. She is affectionately known as The Millennial Whisperer. Her clients have identified her as The Catalyst because she makes Shift Happen. She is the founder of the Millennial Leadership Institute that provides leadership development and lifestyle coaching to Millennials. Her signature C3LeadershipTM Program helps professionals have more Clarity, Confidence, and Consistency by teaching how to Communicate with Influence, Connect Authentically, and Collaborate Strategically. Dr. Brown’s expertise helps organizations and individuals build a clear path to significance that bridges their philosophy, vision, mission, and goals to their optimal organizational identity. Check out Blog A and Blog B on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

(RE)ENGAGE: Talent Matters: The Parable Of The Talents, Part 1 message by Lead Pastor Terry Brisbane. For more information, visit cornerstone-sf.org

(RE)ENGAGE: Talent Matters: The Parable Of The Talents, Part 1 message by Lead Pastor Terry Brisbane. For more information, visit cornerstone-sf.org

Listen Here: Beverly Kaye is the Founder of Career Systems International and a leading authority on career issues, including retention and engagement in the workplace. She is the international bestselling co author of Love ‘Em or Lose ‘Em: Getting Good People to Stay which has sold over 600,000 copies and has been translated into 22 languages. This book […] The post Podcast: Strategies That Retain And Engage Talent appeared first on JenningsWire.