Podcast appearances and mentions of gerry crispin

Join CXR's Chris Hoyt (he/him) and Gerry Crispin as they connect with Doug Berg and Elaine Orler of Match2. They'll chat about the story behind Match2 and how the solution is working to change the way candidates interact with jobs.

Gerry Crispin returned to speak to his thoughts on the recent DEI executive order. Gerry wrote an article, Signals Amidst the Noise, that gives some important context for everyone. The weather vane seems to be swinging wildly these days, and offering some thoughtful perspective on where and how this fits into our historical timeline will be helpful for people. One step forward, two steps back, maybe three steps forward another day.We also pulled in Jackye Clayton, Founder of PeoplePuzzles to share her perspective and to spill the beans on her year-long secret: She is on the next season of Amazing Race?!

Discover how HR tech trends are set to revolutionize the hiring process by 2025 with insights from the legendary Gerry Crispin, principal and co-founder of CareerXRoads. With over five decades of recruitment expertise, Gerry explores the exciting role of technology in enhancing real-time interviews and enabling candidates to shine. We promise you'll uncover how HR leaders are leveraging these advancements to align talent acquisition strategies with evolving skill demands. As the conversation unfolds, Gerry and Bill Banham discuss the emerging shift toward relationship recruiting, emphasizing the importance of long-term connections over immediate hires.Delve deeper into the transformation of hiring practices through social media and networking as we examine how recruiters are balancing short-term needs with long-term talent cultivation. Hear about the challenges and triumphs in building a diverse candidate pool that reflects societal diversity, particularly as the landscape shifts in the United States. With a focus on elevating the candidate experience—even for those not immediately hired—Jerry's insights illuminate the path forward for recruiters committed to diversity and inclusion. Don't miss this opportunity to gain a comprehensive understanding of the future trends in recruitment from one of the field's most esteemed figures.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Join CXR's Chris Hoyt (he/him), Gerry Crispin, and Rebecca Warren of Eightfold, where they'll discuss recent findings on the misalignment between HR leaders and business strategies, and explore implications for talent leaders.

Join CXR's Chris Hoyt (he/him) and Gerry Crispin as they connect with Johnny Campbell, CEO & Co-Founder of SocialTalent, for a lively discussion on new tools around training the candidate before their interview and the motivation behind them.

Gerry Crispin crashes into the Chad & Cheese podcast live from the Shaker Green Room at RecFest USA. With a cool 53 years in recruiting under his belt, Gerry takes us through his career, where he picked up a few nuggets of wisdom along the way, all while sticking to the golden rule of fairness—thanks, Johnson & Johnson! After dipping his toes in J&J, Roche, and a fancy boutique executive search firm, he's got stories for days, each one teaching him more about this wild recruiting world. When it comes to advice, Gerry's simple: master the basics, like understanding comp and benefits. If you're not on top of that, you're basically flying blind. Sure, recruiting's a grind, but Gerry's still loving it, crediting job shadowing (even some low-key undercover ops) for helping him truly get the lay of the land. As for the whole "AI is coming for your job" panic, Gerry's not worried. AI's impact is more "enhancer" than "job destroyer," he says, and it'll just make everything smoother by crunching numbers and improving the candidate experience. But he's seriously annoyed that Talent Acquisition leaders aren't jumping on the AI bandwagon fast enough. Get with the times, people! He wraps up with a classic Gerry line: find a company that matches your values, take the initiative, and stay positive. He's still in the game with CareerXroads, bringing optimism and action to the recruiting table—no room for negativity here!

Gerry Crispin crashes into the Chad & Cheese podcast live from the Shaker Green Room at RecFest USA. With a cool 53 years in recruiting under his belt, Gerry takes us through his career, where he picked up a few nuggets of wisdom along the way, all while sticking to the golden rule of fairness—thanks, Johnson & Johnson! After dipping his toes in J&J, Roche, and a fancy boutique executive search firm, he's got stories for days, each one teaching him more about this wild recruiting world. When it comes to advice, Gerry's simple: master the basics, like understanding comp and benefits. If you're not on top of that, you're basically flying blind. Sure, recruiting's a grind, but Gerry's still loving it, crediting job shadowing (even some low-key undercover ops) for helping him truly get the lay of the land. As for the whole "AI is coming for your job" panic, Gerry's not worried. AI's impact is more "enhancer" than "job destroyer," he says, and it'll just make everything smoother by crunching numbers and improving the candidate experience. But he's seriously annoyed that Talent Acquisition leaders aren't jumping on the AI bandwagon fast enough. Get with the times, people! He wraps up with a classic Gerry line: find a company that matches your values, take the initiative, and stay positive. He's still in the game with CareerXroads, bringing optimism and action to the recruiting table—no room for negativity here!

Gerry Crispin crashes into the Chad & Cheese podcast live from the Shaker Green Room at RecFest USA. With a cool 53 years in recruiting under his belt, Gerry takes us through his career, where he picked up a few nuggets of wisdom along the way, all while sticking to the golden rule of fairness—thanks, Johnson & Johnson! After dipping his toes in J&J, Roche, and a fancy boutique executive search firm, he's got stories for days, each one teaching him more about this wild recruiting world. When it comes to advice, Gerry's simple: master the basics, like understanding comp and benefits. If you're not on top of that, you're basically flying blind. Sure, recruiting's a grind, but Gerry's still loving it, crediting job shadowing (even some low-key undercover ops) for helping him truly get the lay of the land. As for the whole "AI is coming for your job" panic, Gerry's not worried. AI's impact is more "enhancer" than "job destroyer," he says, and it'll just make everything smoother by crunching numbers and improving the candidate experience. But he's seriously annoyed that Talent Acquisition leaders aren't jumping on the AI bandwagon fast enough. Get with the times, people! He wraps up with a classic Gerry line: find a company that matches your values, take the initiative, and stay positive. He's still in the game with CareerXroads, bringing optimism and action to the recruiting table—no room for negativity here!

The Digital Meetup welcomes special guest Gerry Crispin. Gerry has a bunch of well-founded data and well-formed suspicions about what education is likely to produce in the next 10 years if we don't intervene as employers. Do we need to further pique interest? Gerry borrows from the 10 principles of Burning Man, including radical inclusion and transparency as a means to demonstrate fairness. Maybe this applies to his thinking around candidate experience and expectations, but what else does it apply to? Takeaways Recruiters need to adapt and upskill to stay relevant in a changing landscape. Strategic talent work, such as workforce planning and addressing diversity, should be a focus for recruiters. There is a lack of collective leadership in the recruiting industry. Recruiters should embrace technology and think bigger about their role in the future of work.

To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads  0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting  0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact  0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry's Contact Information

To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads  0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting  0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact  0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry's Contact Information

To know industry icon Gerry Crispin is to love Gerry Crispin. And if you missed our Gerry Tales series, do yourself a favor and check it out at https://www.chadcheese.com/gerry-crispin. Then come back for an after-hours interview with Gerry live from Unleash in Las Vegas. It's a walk down Memory Lane, a breath of fresh air for our times, and a sobering forecast of where things might be going. Chapters: 0:00:00 - Introduction and Welcome 0:00:35 - Gerry Crispin's Background 0:02:17 - Early Days and Formation of CareerXroads  0:03:09 - The Internet and Job Boards Revolution 0:05:49 - Writing and Publishing the First Book 0:14:45 - Transition to Building a Community 0:16:35 - Reflecting on the Evolution of Talent Acquisition 0:17:31 - AI and the Future of Recruiting  0:19:42 - Current State of Talent Acquisition Technology 0:25:11 - Improving Recruiting Efficiency and Integration 0:30:40 - DEI and the Supreme Court Decision Impact  0:36:01 - Corporate Responsibility and Community Engagement 0:37:01 - Insights from the UNLEASH Conference 0:38:16 - Conclusion and Gerry's Contact Information

Jobsync's conversation with Gerry Crispin kicked off with defining what recruiting really is, what recruiters really do, and how not all things recruiting are learned in school.

Earlier this month, Gerry Crispin, Barb Ruess, Kristen Bailey and a full delegation of TA and HR leaders traveled to Israel to learn more about their employment, technology and culture. This week the three of them join Chris Hoyt to share some of their key takeaways from the trip.

Johnny Campbell, founder of Social Talent, joins Chris Hoyt (he/him) and Gerry Crispin to talk about more automation, ChatGPT, and technology options within TA along with the history of recruiting (all the way back to the 1800's) and the increasing pressure of corporations to get on board with pending pay transparency regulations coming out of the EU to US markets.

How Employee Referrals Empower Candidates and Improve Diversity Host: Madeline Laurano Guest: Gerry Crispin, Founder of Career Crossroads In this episode of Radical Research, Madeline Laurano apeaks with Gerry Crispin to discuss employee referrals. - Importance of employee referrals as a source of hire - How to empower candidates to have a fair experience - Cultural nuances of employee referrals - How can employee referral programs enhance diversity in the workplace Thank you for listening to the show! Remember to subscribe on your favorite podcast app!  

Scott and Chuck have an opportunity to sit with one of the most influential and longest-standing members of the corporate TA community. Wonderful discussion exploring some of the challenges of leading recruitment practices today.Gerry Crispin, Principal and Co-Founder of CareerXroads. A life-long student of hiring with a passion for conversations about how every stakeholder in the recruiting process finds meaningful work, technology & data that contribute to employer & candidate decisions, and an organizational strategy for talent management that is sustainable. To learn more, visit:https://veterantalent.com/Listen to more episodes on Mission Matters:https://missionmatters.com/author/scott-shearin/

Pull up a chair to the latest CXR Uncorked session where Peter Brooks joins Chris Hoyt and Gerry Crispin to talk events, trends, and more over a nice glass or two (or three) of Oban Scotch.

Regardless of the industry, few can rightly be referred to as the godfather of that industry. Today's guest, Gerry Crispin, is the godfather of recruiting. He's been immersed in high volume and other recruiting for more than five decades. He's led talent acquisition teams, been in career services for a top engineering school, worked for a decade as a leader of one of the world's top recruitment marketing agencies, churned out impactful recruiting books almost as quickly as Stephen King churns out horror novels and, for 26 years with CareerXroads, which faciltates peer-to-peer, invitation only meetings with corporate staffing leaders who collegially and confidentially share information with each other about their hiring practices. A year ago, CareerXroads formed a similar community for talent solutions vendors and College Recruiter was one of the founding members. What started as a community of 15 members has grown to 21 and is on the way to thirty. Gerry shares some formative moments from his career, including what led to the founding of CareerXroads in 1996 (hint, it had something to do with the Internet) and how that organization has evolved as the needs of its members have evolved. Yet, from Gerry's perspective, little has changed since 1996 when it comes to recruiting at scale. The software and other tools may be different. The recruiting leaders may have different names. But, at the end of the day, organizations can better solve their high volume hiring needs by focusing more on expanding the available labor pool than by continually looking for ways to reduce their recruitment costs. Learn more about your ad choices. Visit megaphone.fm/adchoices

Chris Hoyt and Gerry Crispin talk about the emerging importance of transparency they're seeing within Talent Acquisition and what leaders should be looking toward.

As 2021 comes to a close, we thought that there'd be no better way to wrap up this season of The Shortlist than to welcome back an absolute legend of the recruiting world, Gerry Crispin. The Principal and Co-Founder of CareerXroads, Gerry is a renowned speaker, author and walking encyclopaedia on all things talent and hiring. And it's this depth of knowledge that we're going to be tapping into today as we look to discuss the history of recruiting itself. Gerry has recently been editing a comprehensive, open-source document on this topic. With over 41 contributing authors, this living compendium chronicles some of the biggest milestones in the industry, starting from 1900 right up until the present day. In this episode of The Shortlist, we'll be diving into this history with Gerry while also looking at some of the more recent events which will shape recruiting for years to come. Glassdoor article: https://www.glassdoor.com/research/2022-workplace-trends/

On this episode of The Shape of Work podcast, our guest is Gerry Crispin, co-founder & Principal at CareerXroads- a premier talent community for recruiting & HR professionals willing to collaborate, innovate and lead.Having been in the industry for more than 30 years, he is best known as a ‘Virtual Encyclopedia' for all things HR, talent acquisition, and recruiting.And, that's not all, Gerry is also a co-author of 8 books and over 100 articles, and a lifelong student of staffing.We discuss with Gerry:Common mistakes most recruiters makeRecruiting tips from talent acquisition leaders How has recruitment marketing changed in the last 30 years?It's all about the data: TA & Data. EPISODE HIGHLIGHTS:Common mistakes most recruiters makeIn the first part of his interview, Gerry talks about why most recruiters consistently make common mistakes. He discusses a new initiative of the International Standard Organisation (ISO) for fair recruitment and critical listening. Engaging with the hiring manager may help improve the recruitment process. Recruiting tips for talent acquisition leadersGerry also shares the recruiting tips for talent acquisition and recruitment professionals. He discusses how recruiters need to align their hiring strategies with hiring managers to measure the same success metrics and get the appropriate skills needed for the role. Besides, Gerry talks about how recruitment and talent acquisition professionals must work against their biases to draw the best talent and support candidates through the process to make informed decisions. How has recruitment marketing evolved over the last 30 years?Gerry Crispin walks us through the evolution of marketing practises over the last 30 years. He discusses how recruitment technology now helps you solve diverse recruitment challenges and the ability to collect the Candidate Net Promoter Score (CNPS) to measure and improve candidates' experience with your company. It's all about data: Talent Acquisition and dataGerry also talks about how timely and precise data is essential for a well-functioning talent acquisition program. It is the most important metric for talent acquisition professionals to be efficient and improve their hiring skills in a data-driven culture. Lastly, Gerry shares some of his favourite recruiting tools and traits that helped him reach the top of his game.Follow Gerry on LinkedIn.Produced by: Priya BhattPodcast host: Abhash Kumar

Welcome to the CXR channel, our premier podcast for talent acquisition and talent management listening as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:19Welcome, everybody to another CareerXroads podcast. I am really excited. This is one of our quick recap shows. So this is just where we grab a couple of folks right out of one of our meetings. And we talked a little bit about did we have any big takeaways, any aha moments, any omgs all the way through the session and just share and chat a little bit about that. I have a few so I am excited to jump right in. And we I have with me obviously everybody knows Gerry. Gerry Crispin say hello to everybody. Gerry Crispin, CXR 0:50Hello Chris Hoyt, CXR 0:51There he goes. But also to guests that are members of ours that were in the meeting. Marlon, Hazel, introduce yourself. Tell us a little bit about what you do at Merakey and Cigna / Express Scripts. Fill us in, who are ya? Marlon Tatom, Merakey 1:09Ladies first Hazel Cormier, Cigna Express Scripts 1:11Oh, great, thank you. Hi, Hazel Cormier with Cigna Express Scripts on recruitment director leading recruitment for our legacy Express Scripts organization primarily in the clinical spaces of nursing and pharmacists as well as non clinical so your sales, product innovation, type of tech talent, as well. Chris Hoyt, CXR 1:33Good Stuff Marlon Tatom, Merakey 1:33Alright, I'm Marlon Tatum I work with Merakey we, I'm a lead recruiter with the company. And we pretty much provide different service lines with IDD behavior, health. And everything that falls between that from HVAC tech to administrative assistant we hire for provide a provide needs for the for the company, and we're roughly 15 different states. So I believe we're in California, we're in Texas, I'm just thinking about the different areas you guys are in. We're at all the office states that you guys live in, I believe we have services that we offer. So yeah, definitely. Chris Hoyt, CXR 2:14So this was our first, this was our first healthcare recruitment meeting of the year. And any, any surprising moments, any sort of big takeaways for you as a result of attending today? Hazel Cormier, Cigna Express Scripts 2:30Yeah, I think it was really great to see companies working together. In a competitive market. It's interesting, because Cigna Express Scripts, we've always been open to working with our competitors, you know, proven through our deal with prime therapeutics and our partnerships, even with our direct competitor, Humana. So it's one thing to work from a business standpoint with your competitors, which we've opened that up. But it's another thing to work with your competitor when it comes to talent, because I think there's still a lot of, you know, me, me, me when it comes to talent. So I was really impressed to see these organizations come together and be able to come up with a program that's really for the good of Milwaukee, and then good for their for organizations. Chris Hoyt, CXR 3:17Yeah, and I'll just I'll set that stage there, Hazel, it's a great call. So what we saw today Advocate Aurora Health and Froedtert. Had partnered together with several other health care organizations to to create a nonprofit centers for healthcare careers of Southeast Wisconsin, they got a right to come together to help solve the shortage of talent that they had, whereas formerly their recruiting strategies consisted of recruiting from each other. They formed this collaboration, which was pretty interesting. And I agree with you, I thought quite incredible, Marlon about you? Marlon Tatom, Merakey 3:55I definitely agree with Hazel, and you as far as that, the partnerships that and sharing those trends and sharing the information that that we all experience. Now, whether it's interesting, whether it relates to your industry or not,

Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:18Alright, everybody, welcome to another CareerXroads podcast, we're actually doing a little bit something a little bit different here, we're going to do a recap. The idea we just we have just wrapped up our first 2021 Candidate Experience meeting with our members members only meeting but we are going to just spin some wisdom into the stratosphere of the internet. And talk a little bit about a couple of big things we took away. We've got some guests with us. But let me first tell you who's on the line, obviously, myself president of crossroads, Chris Hoyt, but we've got Gerry Crispin, the founder of CareerXroads. Gerry Say hello to everybody. Gerry Crispin, CXR 0:54Hi, hi, everyone, Chris Hoyt, CXR 0:55The godfather of talent acquisition, he needs no further introduction. But in addition, we had a guest speaker today. And it was Kevin Grossman of the talent board and the candidate experience where it's Kevin, how are you? Kevin Grossman, CandEs 1:07Great. Glad to be here. Thank you for Thanks for having me. Chris Hoyt, CXR 1:10Yeah, we had a fun time. So it was really helpful. Had you do a quick presentation on a couple of elements today. So we're really appreciative of that. Thanks for joining us. Kevin Grossman, CandEs 1:17Absolutely. Chris Hoyt, CXR 1:18All right. And Merrie, who are you? Who are you with? Merrie Gebhardt, Nielsen 1:21Hi, I'm Merrie Gebhardt. I'm with Nielsen coming to you from New York City. And I lead our talent acquisition operations globally at Nielsen. Chris Hoyt, CXR 1:29Fantastic. appreciate having you here. Tiffany, Tiffany, you might be the newest addition to Church and Dwight, from a talent acquisition perspective. Give us a little bit of info about yourself. Tiffany Reyes, Church and Dwight 1:40Yeah, so my name is Tiffany Reyes I am the TA Operations Manager for Church and Dwight. I'm having a great time. I'm learning a lot of great things. So thank you for having me. Chris Hoyt, CXR 1:51Welcome. Welcome to the membership. Welcome to Church and Dwight. So it's nice to see you over there. And Brooks. We know you, we love you. We've known you for a long time. tell the audience who you are and where you're at Brooks Thurston, Trane Technologies 2:02So I am Brooks Thurston. I am with Trane technologies, and I am the talent acquisition and global process lead. Chris Hoyt, CXR 2:09Awesome. Thank you so much everybody for being on. So today, we focused on four sort of elements with our membership of the candidate experience, we focused on four pieces, and it was sending expectations. It was customized communication. It was the feedback loop. And it was interview prep. That was the last one. So not necessarily in the order that they happen, hopefully. but so did anybody have any big I got a couple of things that were interesting for me. But did anybody have something that stood out today or a takeaway from the meeting or the way that we did that? Merrie Gebhardt, Nielsen 2:48I think from from a candidate experience perspective, a lot of the things that we talked about today, we've talked about on our team. But what came out to me was being able to serve as an advocate to the business and to our leadership teams and our stakeholders to make sure that our recruiters have rec loads that are realistic to be able to have a lot of these things and to add a lot of these things as a part of the candidate experience to deliver that feedback to set those interview expectations. It's really going to be a requirement in order for us to add those to our experience. Chris Hoyt, CXR 3:25Yeah, yeah, it's definitely call out. Brooke, I can see you're dying to say something. Brooks Thurston,

Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:16Hello, everybody, this is Chris Hoyt. I am the president of CareerXroads. You are listening to the CXR broadcast, which we're actually going to do a recap today. I'm pretty excited about this. We did our first DE&I meeting of the year for 2021. I can't believe 2021 is here already quite frankly, I've got a couple of folks with me but also my co host the lovely and talented Gerry Crispin, Gerry, say hello to everybody. Gerry Crispin, CXR 0:39Hello, everybody. Chris Hoyt, CXR 0:43So we've just wrapped up our first meeting, we thought it might be fun to just talk a little bit about it. And a couple of big takeaways and with us to do that, I have Cris Castillo Brizard of MMC and Cris say hello. Cris Castillo-Brizard, Marsh & McLennan Companies 0:55Hi, there. Chris Hoyt, CXR 0:57We have Chad Godhard longtime CXR member from Assurant Chad, how are you? doing? Great. Chad Godhard, Assurant, Inc. 1:02Thanks for having me, Chris. Chris Hoyt, CXR 1:03So guys, this was really interesting. We had a guest speaker, from thoughtworks, she was lovely, she shared a little bit about the journey with some of the work that they are doing. And just just kind of set the stage with things that they are doing with regards to sort of attacking from a DE&I standpoint, attacking the funnel. So really taking a look at collecting information with regards to gender and gender identity. And looking at the attrition within the funnel, how to prevent that I thought that was fascinating. But then we also broke and we did an exercise on solving for hiring more females in the workspace. So well, sort of dissecting the entire meeting. Cris, I'll just I'll ask you first. Did you have? Was there a big takeaway? Or was there something from from the conversations that we had today to our meeting that just sort of resonated or that, you know, you're going to walk back to the office with the virtual office with an implementer? begin to talk about with your peers? Cris Castillo-Brizard, Marsh & McLennan Companies 2:00Yeah, no, absolutely. The first one was the comment from Raja around, just rethinking what gender looks like. And I loved how she made the distinction between the gender identity versus the legal definition of gender for that individual. So that was an aha moment, because at Marshall McLennan we've been looking at, do we have an opportunity to re label the way that we're asking people to self identify their gender. And this is not one item that we discussed. And the other takeaway for me was from the group discussions, and it was about the, what I heard from everyone on that call, just the importance of flexibility of companies really creating a culture where there is genuine, flexible programs in place, but that they apply not just to women who have children in the workplace, but also individuals who are caregivers, and just kind of redefining what it means to have flexibility and not just being applied to women. I just thought it was a really valuable concept to think about all of our colleagues and how they're being impacted by the state of work today. Chris Hoyt, CXR 3:06Yeah, I love that, Kristen. I think so. So my B piece there, my big takeaway when Ryan was presenting was that there is a difference. I think we're creating two funnels of data, right to two silos of data from a talent acquisition standpoint of what we're collecting. And now as more of us begin to collect gender identity on that front end, and what's actually being collected and recorded on sort of the hiring side or the the company side, so that the HR side of the talent acquisition side, and what's ultimately at least in the US being reported on one reports.

For episode 13 of the Hiring Success Podcast, SmartRecruiters’ head of communications, Roy Baladi, is joined by Gerry Crispin— Principal & Co-Founder of CareerXroads. The discussion is focused on, among other things, a new initiative called Recruiters Recruiting Recruiters, whose mission is “to support our colleagues and peers in Talent Acquisition on both sides of the crossroad where opportunity and talent meet. Recruiters are an awfully big part of a recovery effort and we want you to be part of it. Whether you’re an employer, a vendor, or a job seeker, you are a crucial part of this effort.”

2020 has been nothing if not a year of dramatic change. But what if we told you that the most impactful event of 2020 is not what you think? For those working in talent, something else happened this year which is going to send shockwaves of consequences into our companies for years to come. Today's guest is none other than the inimitable Gerry Crispin, friend of SocialTalent and absolute legend of the talent industry. And he's going to tell us all about this locomotive that is hurtling down the track and into our lives. Get ready! News Stories: https://www.forbes.com/sites/deloitte/2020/11/18/five-lessons-from-the-pandemic-light-a-path-forward-to-the-future-of-work/?sh=7bfa0a4b76c1 https://www.forbes.com/sites/elanagross/2020/12/01/nasdaq-plans-to-require-listed-companies-to-follow-board-diversity-requirements/?sh=a2c0eca7287c For more from The Shortlist: www.socialtalent.com/theshortlist

Announcer 0:01Welcome to CareerXroads Uncorked a series of member chats inspired by good drinks and current talent acquisition trends your hosts Chris Hoyt and Gerry Crispin breakdown today's recruiting headlines while reviewing a selected beverage of choice with industry leaders and influencers join us for a drink and conversation. Curtis Dorsey, Elanco 0:22Social media as such, Facebook says we just want to remind me to remind you of things that you were doing this time last year and it's like yeah, wonderful in the in the COVID era you're sending me pictures of when we were out and Sonoma Chris Hoyt 0:35Thanks for rubbing it in that I'm not out at the vineyards thanks for rubbing it in that I'm not in London or Paris or Japan. Thank you. Thank you. Thank you. Curtis Dorsey, Elanco 0:44Yeah, and to add insult to injury This is my wife and I was five year wedding anniversary, which also got got bashed a bit by by COVID Gerry Crispin 0:53Bummer Curtis Dorsey, Elanco 0:54We're on the right run a rain rain check. Chris Hoyt 0:57Oh man, Gerry Crispin 0:57Sorry I am a little bit late. I just thought I would join you by telling you I've got Walt Chris Hoyt 1:04Awesome awesome. I couldn't get Walt Gerry Crispin 1:08And you got right could not get Rex. Is that gonna Walt too? Curtis Dorsey, Elanco 1:13Yeah, no, I got you. Yeah, I got Walt, I got Walt Chris Hoyt 1:16I do not I am the outlier today. I could have ironically I am near Sonoma could not get Walt. But I have abear Gary Farrell which is a Sonoma County. Pino 2017. Well ranked. So now I'm pouring it. We waited for you. Gerry doesn't even wait look at him Gerry Crispin 1:36I, I was on talent net. And I had to manage a conversation about I don't know some bullshit. And but it was good. It was a good conversation. And then I said, You know, I gotta leave. And I had already opened the bottle. Chris Hoyt 1:52Well, let me can I want to call this out before we did a little toast. Oh, so hold your glass up. Look at your glass. These are called COVID pours? Curtis Dorsey, Elanco 2:01Yes. Chris Hoyt 2:04We never poured wine this heavy when we were before COVID. Curtis Dorsey, Elanco 2:08Some of us may have? Gerry Crispin 2:10Yeah, well, maybe. Maybe. Chris Hoyt 2:13I'm very concerned Curtis Dorsey, Elanco 2:14I do think that it's grown. Chris Hoyt 2:16Yeah, sure. We get back to the bars. And some we're gonna order a drink and it's gonna come out. It's gonna be a tiny little what we're used to. It's gonna be like, we'll have to order triples in order to get.. Curtis Dorsey, Elanco 2:25No it'll probably be quadruples because they'll be they'll be trying to make make up for lost time. So therefore, it will be smaller than they would have been. Chris Hoyt 2:33All I 'm sayin is save me a trip. I'm just filling up and save me a trip. Well, Cheers, guys. Cheers. Gerry Crispin 2:39Cheers to you. How are you Walt? Well, I mean, not Walt Chris Hoyt 2:45Like a bottle. Gerry. Admit it. Gerry Crispin 2:46I know. I know. Curtis Dorsey, Elanco 2:47Yeah. Gerry Crispin 2:49How's Elanco doing? Curtis Dorsey, Elanco 2:50We're doing we're doing well. We're doing we're doing busy, which is normal for us. We've had a busy busy busy several years. But but we're doing well. Gerry Crispin 3:00Who do we see? Who do we see earlier this week for briefly? Oh, Shannon and I had a meet a we obviously we do two or three meetings a week. At least. We have one on critical. And Tom referenced you? Curtis Dorsey, Elanco 3:16Yep. my campus is there. Gerry Crispin 3:17And we had a nice conversation about universal relations and some of the issues that we see our members doing in 2021. And I think he was appreciative of it. So is it was useful? Curtis Dorsey, Elanco 3:31Yeah. Yeah. Now we are we are we are definitely, you know, having come off of an IPO then lots of work day, then, you know, major acquisition, you know,

Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt 0:16Hello everybody This is Chris Hoyt with CareerXroads. I have my business partner Gerry, on the line with me today, Gerry, how are ya? Gerry Crispin 0:24I'm, I'm wonderful partner. Life is good Chris Hoyt 0:28So the topic we're gonna talk about today quick broadcast, because we've got a little special something that a handful of folks in the space have been working on and something that I think it's actually been boiling up for a number of months, if not at least a year with us. Yeah. Is is the announcement of the new CXR Foundation, a nonprofit that has just been formed and established. Gerry Crispin 0:52Yeah, Chris Hoyt 0:53Yeah. And I guess I've got I've got you on the line today, because I just thought it would be interesting for us to talk a little bit about why, why this and why this now and share that with everybody where headspace is at. So I guess my first question to Gerry is like, what, why on earth? Did we form a nonprofit? Gerry Crispin 1:13I think a nonprofit has a different kind of mission. And, and the mission is not just to make money, it has to be a business in the sense that it has to pay for itself. But its goal is not to make the owners rich. And there's a transparency around nonprofits from a public point of view, that kind of helps that along. But I do think the attitude has to be there as well. And I do think that we've been talking about and doing things for, for the space for the industry, for many years. I mean, just because and and we've been very fortunate and very privileged to be able to have the kind of where with all to spend time to try to help others, you know, within our space and to bring people together. And I think we recognize that our success has been about community, that's a part of our industry, which is the the practitioners and very large companies. But what's left out, in part because of our business model is the ability to bring literally everybody in our space vendors, consultants, you know, service suppliers, practitioners together to solve common problems for industry, that, that we believe, you know, are part of the challenge that make this not just a profession, but but a place that we're proud of. And I think there's enough people in our space who want to work together to work on problems bigger than themselves bigger than their employer. And I think this gives us the platform to be able to, to accomplish that at least that's, that's my aspiration. Chris Hoyt 3:07Yeah, I agree with you. And I think we've we've already sort of been doing some stuff. You know, we were just talking about this the other day, like this sort of goes hand in hand, along the lines with the work we were doing in local communities, right with the CXR Cares efforts. Gerry Crispin 3:20Without a doubt, I think, a, a foundation, if you will, a nonprofit that's focused in on our should be at varying levels. So our ability to go into a different community that and help our members realize that this is kind of a you know, every community is unique, it has a special set of issues, we tend to look only at those people that we're trying to hire. But the fact is, there are people who might eventually become hireable, that we should maybe be adding some value to people who have disabilities, people who may have had some hard times, and then fundamentally can come back into the workforce. And I think that's part of how we have to give back in total. And so that's at one level another level, we want to be able to encourage recruiters to think beyond putting a body in a seat. And that fundamentally, they have a responsibility in the, in the community to to kind of engage and and kind of provide help to those people looki...

Gerry Crispin 0:00Cheers. Shannon Pritchett 0:04That's a good wine. Gerry Crispin 2:50Oh, yeah, I might be able to open this file. Barb Ruess 2:55Twist your arm Gerry. twist your arm. Chris Hoyt 2:58Gerry. I think because it is your 25th year of CareerXroads. You can you should absolutely open that bottle and celebrate. Gerry Crispin 3:09I want to I want to make it 26 Chris Hoyt 3:13Yeah, cuz I'm with you in an evening insight as a senior drink a bottle? Yeah, Barb Ruess 3:17I just gonna say anybody who has been to an actual after hours. Evening with Gerry would know that drinking a bottle is not unheard of. Gerry Crispin 3:26No. But you know it. It takes time, whatever. And then of course, Shannon knows that we need to finish it off with a little white Russian or something like that by the end of the night. Shannon Pritchett 3:40That's true. perfect thing to finish a night of drinking is a dairy nightcap. I always feel so great in the morning. But it's just Chris Hoyt 3:52I just can't. Barb Ruess 3:53I can't either. I do fall out of the white Russians at the end. Shannon Pritchett 3:57I don't even know how that started. But we've been doing it pretty much every time. Barb Ruess 4:03I think it's Gerry fault. Chris Hoyt 4:04Gerry has a sweet tooth. Gerry Crispin 4:05Probably my fault because I was looking for something that is a little more creamy. That would not upset my stomach. If I've been drinking too much, too much wine with too much acid. Shannon Pritchett 4:17They're Good. Yeah, I love them. Gerry Crispin 4:19It's always nice. It's a nice way to sip and and and tonight. You know, chat a little bit. I do miss Shannon Pritchett 4:26We never just have one. Gerry Crispin 4:28No, true. But I but I kind of missed that we should. We should have figured out some way to accomplish all of that at various points in time. Chris Hoyt 4:39I have some half and half in the refrigerator. You want to wrap up with a uncork session with some half and half. Barb Ruess 4:45Okay, there you go. That's what we're missing in the year the pandemic before we had with 24 and a half years of all these wonderful get togethers and nightcaps and then it came to a screeching halt in year 25. Gerry Crispin 5:00Yeah, it's tough. But you know, we I do think that we've had lots of extraordinary conversations with people this year. So I think the pivot truly did allow for a continuation of what we were about in terms of doing all of that. So that's kind of cool. Barb Ruess 5:18Yeah, I think so too. So Gerry, I got I got to ask 25 years ago, did you have any inkling of what this would look like today? Gerry Crispin 5:30Yeah, a little? Barb Ruess 5:31Yeah. Chris Hoyt 5:34Of course, he did. Of course, Barb Ruess 5:36Back in the day, so we had two meetings a year. Gerry Crispin 5:40Well, we did, but we didn't do that two meetings a year until 2010. Barb Ruess 5:46Correct. The first few years there were no meetings at all. Gerry Crispin 5:48That we've we pivoted to, to do what we're doing now. What we did from 96 on was sell books. And consulting at three grand an hour. Barb Ruess 6:07Right. And taught classes and whatever computer lab you could rent space in. Gerry Crispin 6:12Yeah, we had one. We did. We did the computer labs with Cornell or, yeah, Cornell, their their New York facilities. They they found a computer lab across the street at the technology, New York City technology library had 25 computers online. The only place in new york city that had that. And there was only one other place we found and that was Ryder College in New Jersey also had a lab. That's really where we did our first one. But then we made the deal with Cornell. And we were doing that twice a, twice a month, five people each were paying 500 each person was paying 500 bucks. We're sold out for four or five years. Everybody paid 500 bucks. We got $250 per person.

Chris Hoyt 0:00Yes we hit record before we open the bottle we're net we're now recording You're welcome open bottle Gerry Crispin 0:05Recording is going to trigger that then yeah. Announcer 0:09Welcome to CareerXroads Uncorked a series of member chats inspired by good drinks and current talent acquisition trends your hosts Chris Hoyt and Gerry Crispin, break down today's recruiting headlines while reviewing a select beverage of choice with industry leaders and influencers. Join us for a drink and conversation. Chris Hoyt 0:33Alright so you got Chris Hoyt and Gerry Crispin from CXR and on the line and we have with us for today's Uncorked Rob Daugherty. Rob, how are you? Rob Daugherty, Lowes 0:41I'm doing awesome, man. It's a living the life in North Carolina these days with with Lowe's. Chris Hoyt 0:49Yeah and how long have you been at Lowe's? Rob Daugherty, Lowes 0:50I started I think the last day of January. So January 31, was my first day. So it's been a heck of an introduction. When you look at, you know, the the book, the first 90 days, mind's been nothing like that. So throw in. See on on about week four, there was a ski accident which led to shoulder surgery right in the middle of COVID. With civil unrest, it's been a hell of an 8 monghts Chris Hoyt 1:17Oh, my God, it's been a year I'm ready for 2020 to go home. Rob Daugherty, Lowes 1:20Yes, Gerry Crispin 1:22I am, too. But on the other hand, I will say for 2020 if I pick the one person who made the most appropriate move, or for a COVID that had not yet become evident, as opposed to the middle of COVID, I nominate you as being you know, right up there at the top to have left airlines that that you know, is not going to be working a hell of a lot in COVID for her for a place that's going to, you know, have some interesting challenges to how they are going to operate totally differently, but are are certainly going to be important for how people handle COVID it's, I couldn't imagine a more perfect segue, if you will, to to survival. So I think that was fabulous. Rob Daugherty, Lowes 2:17Yeah, I tell you what, by by the time I finished this bottle, I will have told you I had the insight that this was going to happen and the airlines are crashed and Lowe's is an essential employer with an essential business would completely take off but I really haven't started yet. I'll I can't tell that story. So it was it was definitely you know, those those the things and choices you make it at certain times you don't quite know how they're gonna get a turnout. And this is certainly been a been a blessing and certainly excited to to be here. Chris Hoyt 2:49Well, I have a. Oh, go ahead Gerry Gerry Crispin 2:52I was just gonna say how do you handle the back and forth with family because you still have a house in Dallas, right? Rob Daugherty, Lowes 2:58Yes, I do about Yeah. So you know, still a very loyal customer now of American Airlines. So so back and forth. They come out here there's a lot of FaceTime. You know, so we were figuring it out, you know, during the kind of COVID times I spent a lot of time back in Dallas and we're still working remote for the most part here at Lowe's so it's you know, with the kids kind of doing remote school that's been you know, that's been a make it a little bit easier to where they can come out here and and vice versa. Chris Hoyt 3:35Well, it took me as you as you probably saw it took me five good minutes to get into this bottle. I was Rob Daugherty, Lowes 3:41wondering, I was wondering if you had a cork issue or what was happening over there? Chris Hoyt 3:45I had this bottle is probably the most difficult or I'm just that thirsty? The most difficult bottle for me to get into so our theme Rob what kind of wine did you pick? Rob Daugherty, Lowes 3:54Yes, so you know our good friends over at E&J Gallo and Ryan Cook and the the ultimate of ultimate hosts to I don't know how any CXR client could ever top ...

Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Gerry Crispin 0:20I'm here with Carmen Hudson, who currently is just an extraordinary trainer and entrepreneur and just a friend. But once she's, you know, once she was a member many, many, many years ago, I think, I think, um, you were with Microsoft when I met you, but I know because I know you had a previous gig at Amazon. But I think it was when you were Microsoft. Carmen Hudson, Recruiting Toolbox 0:53I think I will actually, I was aware of you pre Amazon. Gerry Crispin 0:59Got it was Carmen Hudson, Recruiting Toolbox 0:59With Capital One. Gerry Crispin 1:02Oh, wow. Carmen Hudson, Recruiting Toolbox 1:02Yes. And I think you did. You knew you guys did? And that wasn't you and Chris. Yeah, what's you and Mark, and you did a an event somewhere in Florida. And I went, I was working for Capital One. Ah, and that was my first you probably, I was just one of many of the crowd. So you probably didn't even know me. But I knew of you? And then didn't get to formally meet you until, ah, Microsoft. Gerry Crispin 1:34That's cool. Yeah, probably, you and you, you know, kind of hung out, we hung out really, across a lot of different years. And I do one of the things that I remember most about you, because you always were always they're always present able to articulate really interesting ideas and insights about where you were into what you were trying to do. But the one time I remember you the most was, and I think somehow I think it was with Yahoo. It might might have been Yahoo, or it might have been Starbucks. But what I remember most is that you. You were talking about Twitter, this this really weird thing that had just been created. And you're already talking about recruiting on it, and I'm going, What the hell are you talking about? What that that sounds like the weirdest thing in the world to me. Why would you know, how could you possibly recruit with that? And I think you said something like, well, I just I just show up. And maybe it was Starbucks. I just show up on campus. I go to a Starbucks, and I let everybody in that in that college know, that, that I'm there and people show up. And I'm you know, I'm recruiting outside of the, you know, the campus or something. It was those kinds of things. Carmen Hudson, Recruiting Toolbox 3:08That that was that sounds like that was either? Probably, uh, I think that that had to be it had to be a Yahoo. That sounds like that was around that time. Probably. I just probably made it to Yahoo. And yeah, that's just because by that time, remember, I just would have my CareerXroads membership written into my offer letter. Gerry Crispin 3:32Yeah. I love that. You were you were a member in three or four different at least four different organizations that over the time until, of course, you went to the dark side. Left talent acquisition totally said, You know what? Maybe I could make a living some other way that are fun for you. Carmen Hudson, Recruiting Toolbox 3:53Yeah, Gerry Crispin 3:54I've been How long have you been on your own? Um, I have, you know, with, you know, recruiting toolbox. Anything else? Carmen Hudson, Recruiting Toolbox 4:05I think I left Yahoo in 2004-2003. Gerry Crispin 4:14Wow. Carmen Hudson, Recruiting Toolbox 4:15Yeah, it's been a while. Gerry Crispin 4:18It's been a good while. Carmen Hudson, Recruiting Toolbox 4:19It's been a good one. No, no, I take that back. I left Yahoo in 2010 Gerry Crispin 4:24 Okay, that makes sense. Yeah, yeah. Okay. 10 years. You can never go back. Could you? Carmen Hudson, Recruiting Toolbox 4:32I couldn't. I've even said okay, I'll try and then I have a conversation. I just started telling people the way that it should be.

Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Gerry Crispin 0:20So we're now recording, and I'm with Tara Amaral, from Marshall McLennan companies. And Tara and I go back, actually to just about the beginning of CareerXroads. Do you remember when we first we first got involved? Tara Amaral, Marshall McLennan 0:39I think it was before y2k Gerry Crispin 0:44I think it was two i think i think we met way back when I think there was some something you were doing with was a chase, I think you were were you at chase in that time Tara Amaral, Marshall McLennan 0:56I was at Chase, we were building our first internet site. And you and I are on a Sherm panel on workforce planning, Gerry Crispin 1:06oh, my God, boy, back to a long, long time ago, in the 1990s. And that was really before we pivoted, we were still doing consulting work. And I know Mark and I were primarily talking to people about their websites. And so we would, companies would have us come in, and we would have pretended that we were candidates. And so we would we would apply to jobs in those companies, and then compare them to similar companies, and talk to them about how screwed up their website was that sort of thing. Tara Amaral, Marshall McLennan 1:47And yeah, Gerry, I don't know if you remember, but two things. This is when we had to convince the firm at the time that everybody needed an email address. So that's how old I am. And I want to say it was like, Tony Bada Bing was who you introduced yourself as Gerry Crispin 2:05Yes. Yes. We then met Yes, we did mystery shopping for the hundred best companies in America to work for. And we did it under assumed names. And our first one was, what was it? I can't remember the guys name, but it was like that Bada Bing. And, and, and, and he got into the wall street journal. And we were accused by some president of the Association of Italian families of some kind of bias. And, you know, so we, we got it a little bit of trouble from that. And so after that, it was all cartoon characters, like Santa Claus, you know. So, so yeah, that was that was a lot of fun. And then I remember, when we pivoted, and we started the colloquium, you were one of the first members of the colloquium. And you were, you were with Chase, and you were working on either their first or their very first real website. Tara Amaral, Marshall McLennan 3:10Yeah, it was it was in concert with being building website and an internal job board, which they still actually called job Connect today. I heard the other day. And it was when we were replatformming from small Lotus Notes databases to the first enterprise wide applicant tracking system. And at the time, we, they were with delay. Oh, I don't know who they're with now. Gerry Crispin 3:35Yeah, that was, that was certainly a long time ago. And I remember, I remember how excited you were when you finally got this, this website together. And we're very proudly sharing that in in the cloak that people are going, oh, wow, look at that. I suspect that today, we probably look at it we go, Oh, my God, how primitive. But yeah, it was very cool. Tara Amaral, Marshall McLennan 4:01It was very cool. And I can't take credit for there's a young guy Ben Lavalick I think his name was he actually spearheaded it. And it was it was quite revolutionary for the time. But again, a lot of it had to do with, will people come? You know, getting rid of paper applications, a lot of things that were kind of tried and true. And, and, you know, they're still using a lot of that we're all using a lot of those same principles today. So it was a big shift for the industry. Gerry Crispin 4:30I think it was interesting. I think the one thing that reminds me I mean,

Announcer 0:00Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Gerry Crispin 0:21I'm not gonna ask you any hard questions. So this is you and me. So Kelly Cartwright at Amazon. Not representing Amazon, just representing Kelly Cartwright because she and I have been around for a while, although you were much, much, much, much younger. Kelly Cartwright, Amazon 0:43Back then Gerry Crispin 0:45In fact, when did we would you know, the year? When were you in that crazy startup? Kelly Cartwright, Amazon 0:53I'm going to say 2000? Gerry Crispin 0:59It had to be that or a little before a little after you were you were, you seem to be leading the damn thing. Yeah, at the time, because nobody else really knew what the hell they were doing. If I recall, it was a referral related product. Is that accurate? Kelly Cartwright, Amazon 1:19It was it was that that generation one of the referral automation products, remember a referral networks refer.com. And then that the place I worked with called career rewards. And based on my quick look on LinkedIn, I was there in 2001, to 2002. Gerry Crispin 1:41Okay, so that's, that was the beginning, actually, of us pivoting to a colloquium approach. And, and obviously, we're still doing some consulting. Because I think we came in and did some consulting with you guys, for a day we did. Kelly Cartwright, Amazon 1:59That's how we met, I asked you and Mark to come in and talk to the board to try to talk some sense into them, because we were making basically making a recommendation to aggressively pursue sale of either the business or the technology assets based on sort of what was going on in the market at that time. So.. Gerry Crispin 2:20And that's, that's kind of what we were about. At the time, we we obviously had gotten a lot of visibility, and we're doing not only consulting there, but with various companies. But it was always chasing that and and we were we were looking for that next thing where we could not have to chase money, but really focus in on having a group of people that were trying to improve what was going on. So I found that kind of fascinating. And I remember the years then that you continued to operate at very in various companies. You I would see you regularly at a at a conference. And as I move by, you would always go Gerry, What's my name? Do you remember that? Kelly Cartwright, Amazon 3:16I do I do. Gerry Crispin 3:18I think I think you did that a number of times before I go. Geez, I better remember her name before giving me shit all the time. Kelly Cartwright, Amazon 3:28I did. I used to purposefully, you know, kind of give you a little like poke and say, Gerry, come on. You must remember me don't you remember the gig we did? Gerry Crispin 3:38Yeah, it all came back to me, obviously. But my mental faculties were somewhat still are. They still are so so I've seen a lot of your your folks at Amazon, we've had a number of folks participating recently in colloquium and and really appreciate their their participation and involvement. It's really, it's really been good. I keep telling them. So you need to go back and tell Kelly and or whoever is your boss, what you're getting out of this. So, so anyhow, it's kind of a, it's kind of a fascinating shift to pivot to zoom, in effect is what we've done. And instead of a day and a half meeting every month, we're now doing almost two to three meetings a week, on some subject or another. So there's just and we're getting as, you know, 40-50, whatever, people coming from our membership, and the questions and the engagement is fully on. kind of fascinating. I I think more and more right now. people, if they choose to come to a meeting, you see them and they're, they're kind of fully engaged. Kelly Cartwright,

Gerry Crispin, Principal & Co-Founder of CareerXroads, shares some #SnackableHR.

Gerry grabs some time with Brad Cook who shares some fun anecdotes and his thoughts on a few decades of recruiting industry experience.

Chris connects with Kristen Weirick to talk about 25 years of CXR, being "fans" before they were "members", the "cat in the hat", and favorite CXR memories.

Gerry takes some time to talk about "the old days" as CareerXroads enters its 25th year - many of those years, where Cathy was a CXR member!

Gerry Crispin takes some time to ask Chris Hoyt, CXR President, some unscripted and personal questions so that we learn a little more about the man behind the microphone.

Tune in and relax while we grab a little time and get to know Gerry Crispin, founder of CareerXroads, a little better.

New Grad Hiring during a Crisis? Protect Your Brand is a Limited Podcast Series. The Chad & Cheese call on a real cast of experienced characters including Gerry Crispin, Principal & Co-Founder of CareerXRoads, Deb Andrychuk, VP of Client Services with Shaker Recruitment Marketing and Steven Rothberg, Founder and President of CollegeRecruiter.com to answer the questions employers should be asking themselves. Lead question: How are employers protecting their brands and talent pipelines by adapting their new grad hiring programs? Support provided by our friends at Shaker Recruitment Marketing - COVID might keep us at home but it won't keep us quiet!

How can hiring companies build real talent pipelines?  Protect Your Brand is a Limited Podcast Series. The Chad & Cheese call on a real cast of experienced characters including Gerry Crispin, Principal & Co-Founder of CareerXRoads, Deb Andrychuk, VP of Client Services with Shaker Recruitment Marketing and Steven Rothberg, Founder and President of CollegeRecruiter.com.to answer the questions employers should be asking themselves.   Lead question: How are employers protecting their brands and talent pipelines by adapting their internship programs? Support provided by our friends at Shaker Recruitment Marketing - COVID might keep us at home but it won't keep us quiet! 

COVID-19 is a bitch for business, but it's making us adopt and evolve faster. Protect Your Brand is a Limited Podcast Series. The Chad & Cheese call on a real cast of experienced characters including Gerry Crispin, Principal & Co-Founder of CareerXRoads, Deb Andrychuk, VP of Client Services with Shaker Recruitment Marketing and Steven Rothberg, Founder and President of CollegeRecruiter.com.to answer the questions employers should be asking themselves. Lead question: How should large employers adapt their hiring of students and grads if those employees cannot work remotely? Support provided by our friends at Shaker Recruitment Marketing - COVID might keep us at home but it won't keep us quiet!

COVID-19 is a bitch for business, but are you thinking enough about the people being impacted? Protect Your Brand is a Limited Podcast Series. The Chad & Cheese call on a real cast of experienced characters including Gerry Crispin, Principal & Co-Founder of CareerXRoads, Deb Andrychuk, VP of Client Services with Shaker Recruitment Marketing and Steven Rothberg, Founder and President of CollegeRecruiter.com.to answer the questions employers should be asking themselves. Lead question: What impact to their campus hiring efforts will employers experience if they rescind job offers to students and recent grads? Support provided by our friends at Shaker Recruitment Marketing - COVID might keep us at home but it won't keep us quiet!

For episode 13 of the Hiring Success Podcast, SmartRecruiters' head of communications, Roy Baladi, is joined by Gerry Crispin— Principal & Co-Founder of CareerXroads. The discussion is focused on, among other things, a new initiative called Recruiters Recruiting Recruiters, whose mission is "to support our colleagues and peers in Talent Acquisition on both sides of the crossroad where opportunity and talent meet. Recruiters are an awfully big part of a recovery effort and we want you to be part of it. Whether you’re an employer, a vendor, or a jobseeker, you are a crucial part of this effort."

As regular listeners will know I'm currently mixing podcast content to provide information and insights that are valuable for right now, during the pandemic and insights which will help everyone as we plan for the future. This episode is a right now episode. My guest this week is Gerry Crispin. As many of you will already now Gerry is the co-founder of Career Crossroads, a long-established community for talent acquisition leaders. In the interview, we discuss: • What talent acquisition leaders are thinking, planning and doing right now. • How remote hiring is changing the game • The pivot from goal-directed behaviour to community-directed behaviour • Will candidates be making different choices in the future? • Moving furloughed workers frictionlessly between employers • The Recruiters Recruiting Recruiters initiative; its aims and code of conduct. Subscribe to this podcast in Apple Podcasts

The CandEs Shop Talk Podcast welcomes Gerry Crispin, Talent Board co-founder and principal and co-founder of CareerXroads. In this episode we'll talk about Recruiters Recruiting Recruiters, it's mission, the impact of coronavirus on recruiting and hiring, and the importance of measuring candidate experience. Listen in on how improving candidate experience impacts recruiting and the business bottom line.

Lars and Gerry discuss the impact of covid on recruiting including increased collaboration and openness, what the future might look like, and the Recruiters Recruiting Recruiters initiative.

Gerry Crispin sits with Jack Coapman, chief strategy officer of Gr8 People, to catch up on the fast and furious effort to get the new RecruitersRecruitingRecruiters project launched and what inspired Jack to participate. A collaboration of industry veterans from HRTech companies including CareerXroads, Gr8 People, Consider, SmartRecruiters, PhenomPeople, Paiger, Lever, The Talent Board, and Red Branch Media, the platform is unique from other talent exchange programs in that it draws from CXR members such as Nike, EY, Hilton, Marriott, United Airlines, Intuitive Surgical, CVS, Uber, and others. Talent professionals at these companies are helping to architect the concept and entrusting their employees’ to its success. Another differentiating feature is the commitment of participating employers to excellent candidate experience and ensuring they follow up with candidates who apply via the platform. 

Aishwarya Jain talks to Gerry Crispin on how Talent Management can be optimized to succeed in the workplace! If you like the podcast, please follow the channel, so we could keep producing more content like this!

Gerry Crispin gets to know a little bit more about Cheri Hanson from the Sierra Nevada Corporation, including why she left a large corporation to a mid-sized company, and the differences in talent acquisition as they scale.

Does Gerry Crispin have a time machine? Tune in to hear what he predicted in 2006 about recruiting in 2016, some of which is happening now. Gerry rocks! #GodfatherOfHR   Find more content like this at JimStroud.com

Our own Gerry Crispin catches up with Dr. Polli of Pymetrics and discussed the future of fair hiring.

CareerXroads pulled together ~30 Talent and Recruiting leaders to talk openly about how they are handling the COVID-19 challenge.  Companies like Enterprise, Hilton, BASF, Genentech, and others chime in on the struggles candidates are facing, potential hiring freezes, helping employees to be productive working from home, and virtual meetings or conferences. Join in and hear Chris Hoyt and Gerry Crispin facilitate this extended discussion with top industry leaders working through this pandemic and leaning on each other for advice and best practices.

Have you heard of Open Hiring? It's a radical method of recruiting which does away entirely with CV and Interview - and indeed, any other form of assessment - and simply hires people for jobs if they want them.  Crazy eh? But some companies have experimented with it and they swear that it works better than any other method. And if they are right, what does that mean for our industry? Has it all been a lie? What if 'randomised' hiring like this could produce a more effective workforce? It would certainly improve diversity, which we all convinced is the key to high performing teams.  We're talking about this, and assessment methods, in Ep49 of Brainfood Live. I'll be joined by recruiting legends Robin Schooling and Gerry Crispin who will help us guide through the conversation.  Also with bonus segment on COVID-19 and impact on recruiting with Lars Schmidt Episode 49 is supported by our buddies at PASS. If you plan on doing some radical hiring, you probably still want to do a decent background check.PASS is the one stop shop for all the checks you need to do. Claim your free 30 day trial here

Gerry Crispin took a few minutes to chat with Rod Broshinsky, VP Talent Acquisition of new CXR Member BrandSafway.  BrandSafway is a leading provider of specialized services to the global industrial, commercial and infrastructure markets with 45,000 employees in approx 30 countries. It is interesting to note that 90% of their workforce are craft laborers. Finding those niche laborers on that scale certainly brings plenty of challenges as does recent growth for the company. Learn how the evolutions of BrandSafway, particularly over the past two years, have kept Rod engaged and excited.

A job candidate should walk away from the recruitment experience feeling good, even if rejected. Unfortunately for many companies, the results are horrifying. Candidate resentment has increased 40% since 2016. Candidates exit the process not just disappointed but resentful. That's not just bad for HR but bad for the brand, the business, and the bottom line. To understand how some companies are responding, we spoke with two leaders from The Talent Board, Kevin Grossman and Gerry Crispin.

A job candidate should walk away from the recruitment experience feeling good, even if rejected. But despite billions of dollars invested in HR technology and countless human hours spent working on improvement, many candidates walk away disappointed, resentful, and even angry. According to The Talent Boards 2019 Research report, candidate resentment has increased 40 percent since 2016. That should be horrifying news since resentment means 71% of rejected candidates will tell their inner circle and one-third will publicly shame you on social media.  That’s not just bad for HR but bad for the brand, bad for the business, and bad for the bottom line. To better understand the state of candidate experience 2020 and how some companies are responding, converting resentful detractors into a positive relationship and referral partners, listen to two of the leading experts on talent acquisition and candidate experience: The Talent Board’s Kevin Grossman and CareerXRoad’s Gerry Crispin.

Listen in as Madeline Laurano of Aptitude Research talks with Gerry Crispin about the results of our recent survey on talent acquisition challenges. We asked TA leaders to tell us what challenges are going to dominate their workload in the coming year. And while all the proposed challenges had at least a few people agree that they were going to be issues dealt with this year, five issues truly rose to the top of the list.

Christina Coyle is someone who has enjoyed the challenges of high-volume recruiting – perhaps the first person in Gerry Crispin’s memory to say that and mean it. When she came to McDonald’s she was given a blank slate to create a recruiting framework that didn’t rely so heavily on recruiters – because the recruiters for the restaurants are also the store managers. Enter, McHire. Since its launch last fall, the McHire automated solution has dramatically closed the hiring gap and reduced time to hire. “When you can craft and design a candidate-centric solution – a solution that is infused with hospitality – then when humans enter the process they are extending what has already felt like a high-touch experience.” Listen in as Christina shares more about the high volume hiring challenges at McDonald’s in our latest Up neXt episode.

In this next episode of our Podcast by the Pool series at The HR Technology Conference 2019, Danielle is joined by industry alums, Gerry Crispin and Shannon Pritchett, of CareerXroads to discuss the future of talent acquisition and where they think candidate experience is heading.

Gerry Tales with industry icon Gerry Crispin was off-the-chain, and this is Part V, the last of our interview on all-things-recruiting. Enjoy, get smarter and show exclusive sponsor Nexxt some love.

Gerry Tales with industry icon Gerry Crispin was off-the-chain, and this is Part IV of our interview on all-things-recruiting. Enjoy, get smarter and show exclusive sponsor Nexxt some love.

Gerry Tales with industry icon Gerry Crispin was off-the-chain, and this is Part III of our interview all-things-recruiting. Enjoy, get smarter and show exclusive sponsor Nexxt some love.

Gerry Tales with industry icon Gerry Crispin was off-the-chain, and this is Part II of our interview all-things-recruiting. Enjoy, get smarter and show exclusive sponsor Uncommon some love.

Gerry Crispin is an industry treasure and a virtual encyclopedia for anyone who wants to take a look back at how things used to be, as well as getting an historical perspective on the present and the future. Chad & Cheese chatted with Gerry and it turned into a conversation that lasted well over an hour (too much for our listeners to digest in one sitting). We've chopped it up, and this is the first in a series of what we're calling Gerry Tales … like Fairy Tales … get it? Enjoy

Gerry Crispin hosts this CXR talk with Mary Grace Hennessy (GraceRock), Martin Burns (Hireclix) and three hard-working practitioners – Jennifer Tracy (Spectrum), Adam Eisenstein (Boston Consulting Group) and Allyn Bailey (Intel) to talk about the re-emergence of the interest in talent acquisition tracking source of hire. Together this group offers up much more than a starting point and are working to kick off a professional committee focused on building industry-wide guidelines for the future definition, measurement and decisions surrounding candidate sources.

The CandEs Shop Talk Podcast welcomes Gerry Crispin, Talent Board co-founder and principal and co-founder of CareerXroads, a community of talent acquisition professionals who have a passion for hiring. Listen in on how improving candidate experience impacts recruiting and the business bottom line. This is a special episode recorded during Talent Board's recent virtual conference.

If you ever been to a recruiting conference chances are you know the name Gerry Crispin. He is the principal and co founder of CareerXroads a community of talent acquisition professionals whose aim is to move the profession forward. Today we will discuss the state of the Candidate Experience. TOPICS INCLUDE: 1)  Are employers getting the message about the candidate experience...whats the current state of it? 2) how do you see technology playing a part in crafting the right CE? 3) tell us a few companies that have a great CE and one/two examples of what they do to accomplish that? 4) What are the common questions you get form TA leaders about the CX process? This podcast sponsored by; https://workhere.com/ https://www.emissary.ai/

Gerry Crispin meets with Melissa Le after a recent CXR colloquium meeting to talk about her big takeaways after a day and a half with over 30 TA leaders focused on a new take on the Candidate Experience.  At the Charlotte-based Spectrum headquarters, we spent two days collaborating with professionals from across the country who were focused on not just the candidate, but also the experiences of the hiring manager and recruiters. The best advice to those wanting to contribute to a CXR meeting?  “Bring what you know, ask what you want, and be ready to make real friendships.”

Gerry Crispin meets with Melissa Le after a recent CXR colloquium meeting to talk about her big takeaways after a day and a half with over 30 TA leaders focused on a new take on the Candidate Experience.  At the Charlotte-based Spectrum headquarters, we spent two days collaborating with professionals from across the country who were focused on not just the candidate, but also the experiences of the hiring manager and recruiters. The best advice to those wanting to contribute to a CXR meeting?  “Bring what you know, ask what you want, and be ready to make real friendships.”

There is no one better to weigh in on this most timely of topics than Gerry Crispin, co-founder of CareerXroads and the TalentBoard and long time champion of those who demand more from their hiring experience.In this episode provides an honest answer to the question:"Can assessments and a positive candidate experience peacefully coexist?"Gerry makes the answer simple: Candidates do not hate assessments at all. What they hate is engaging in a hiring process that seems unfair. Perceptions of fairness are driven by many things- where the assessment falls in the talent acquisition workflow, selling the value of the assessment to the candidate, and feedback from recruiters. But the #1 factor in job candidate’s positive feelings about an assessment is a clear link between the content of the assessment and the job they are applying to (aka “face validity”). The idea that candidates drop out of the process due to the length of an assessment is a myth. Candidates disengage from the process when they feel their time is being wasted by irrelevant questions delivered in what appears to be a vacuum.Beyond this revelation, Gerry provides some great ideas for those who want to make pre-hire assessments a value add to the candidate experience and delivers the good news that they can actually play a starring role. You can follow Gerry on Twitter at https://twitter.com/gerrycrispinConnect on LinkedIn here: https://www.linkedin.com/in/gerrycrispin/And Learn more about CareerXroads here: https://cxr.works

Research on the Rocks 7 - Talent Acquisition in Buenos Aires, Argentina Host: Madeline Laurano, Aptitude Research Partners Guest: Gerry Crispin, CareerXRoads On this episode of Research on the Rocks, Madeline Laurano and Gerry Crispin share their key takeaways from a recent trip to Buenos Aires. With 70% of students graduating with degrees in HR and business, talent is a key priority in Argentina. They discuss key trends in recruiting, the rise of the HR profession, and the importance of RPO. Oh, they also reminisce about the great steak, great wine, and great conversations. Remember to subscribe to Research on the Rocks and all the HR Happy Hour Podcast Network Shows on Apple Podcasts, Stitcher Radio, Google Podcasts, or your favorite podcast app - just search for 'HR Happy Hour'. And for more information, please go to www.h3hr.com.

I met today’s guest as he drove me and Steve Levy to a dinner hosted by Gerry Crispin in Nashville a few weeks back while i was at the Jobg8 summit...afterwards he also introduced me to Nashville's best dive bar and then the day after he invited me to hang out in the offices of IQ Talent before my flight left. We had time to have lunch, and commiserate for an afternoon while overlooking the Nashville skyline. Chris Murdock is the Co-Founder and Senior Partner of IQ Talent Partners. Chris has over 18 years of executive recruiting experience and leads research and sourcing for the firm while also developing client relationships. Prior to Founding IQTalent Partners, Chris was a Sourcer with Yahoo!'s internal Executive Recruiting team in the corporate offices in Sunnyvale, California. Previous to Yahoo!, Chris was an Associate in the Menlo Park, California office of with Heidrick & Struggles, where he recruited for software, hardware, professional services, and semiconductor clients. Before Heidrick & Struggles, Chris worked in the Retail Practice of TMP Worldwide in Atlanta, Georgia. Todays Topics: Quick bio….and Tell the listeners what you guys do at IQtalent? Sourcing as a service? Describe the size of your team, what types of jobs do you typically source for. Distributed? How do you train them? Open rates for emails…? Phone calls to a live person? Lots of vmails? Do you have an ATS? If so what What Other software tools in your HR toolbox? Ever source anyone from Facebook/Twitter or Instagram? Finish this sentence: sourcing people in 5 years will be like ______________? The RecTech Podcast is sponsored by: https://www.rejobify.com/ Hiretual - https://hiretual.com/business/RecTech?utm_source=RecTech  

On a warm sultry day in central New Jersey I drove down I-95 to New Brunswick just past the campus of Rutgers University and near the headquarters of iconic corporate brand, Johnson & Johnson, to attend a Candidate Experience Workshop run by Kevin Grossman and his team from the Talent Board. The Talent Board is non-profit organization focused on the elevation and promotion of a quality candidate experience. Along with Gerry Crispin and other familiar faces we sat under tents on the immaculate grounds of an executive retreat house often used by J&J senior staff.  In this exclusive audio from the event you will mostly hear from Kevin as he addresses the crowd and covers some statistics from their annual survey as well as other tips and stories from the hiring world.

In this episode Matt Alder talks to Gerry Crispin about the rise of technology in the recruiting industry

Derek Zeller allowed us to share an unpublished story that was similar to another headline shared at CXR.  To accompany this headline, we sat with Derek and recorded a few minutes of conversation surrounding the topic, his story, and thoughts on diversity in recruiting in general.

Even before I was a partner at CareerXroads, I’ve long been a fan of people in the recruiting industry that show up and do the work with everyone’s best interests at heart.  It’s a shared sentiment that I believe to be a large part of what started my friendship with Gerry Crispin almost a decade ago.  Enjoy this interview that Nick Price does with Gerry about his own history within our industry.

Still pulling together and processing great content from our recent trip to Japan as part of an educational HR delegation. We were happy to get Angie Verros and Gerry Crispin on the line to talk about one of the topics that kept coming up throughout our adventure: Lifetime Employment.

We talk with Social Talent about Machine Learning, Artificial Intelligence, and how to play the modern game of Talent Acquisition.  Throughout that conversation we shared a little bit about ourselves, the origin of CareerXroads, the evolution of Recruiting Automation, and what we think is on the horizon for TA leaders everywhere.

[Rebroadcast] The CandEs Shop Talk Podcast welcomes Gerry Crispin, Talent Board co-founder and principal and chief navigator at CareerXroads. Listen in on how improving candidate experience impacts recruiting and the business bottom line.

This podcast is a follow-up to an article Craig Wrote for SHRM prior to the 2016 annual conference about how background checking can challenge your candidate experience. Gerry Crispin and I talk with Richard Seldon at Nick Fishman of Sterling Talent Solutions to discover just what is the right approach to the background screening process to ensure a great experience for job candidates.

Research on the Rocks 2 - Recruiting, Technology, and Candidate Experience Hosts: Madeline Laurano, Mollie Lombardi Guest: Gerry Crispin, CareerXRoads Here at Research on the Rocks, we love talking about data. Luckily, we aren’t the only ones. On this week’s episode, we are live from IBM’s HR Summit in Boston with Gerry Crispin, co-founder of CareerXRoads and The Talent Board. He is in the process of gathering data for the Talent Board’s annual Candidate Experience survey where his team is currently, receiving 10,000 survey responses a DAY. So, we were more than a little excited to have Gerry as our first guest on the show. Listen in as we discuss IBM’s value proposition, the strategies for collecting and analyzing data, and why the word “best” isn’t exactly the best. This was a fun and interesting show - thanks to Gerry for joining us! Remember to subsribe to Research on the Rocks and all your favorite HR Happy Hour Podcast Network shows on iTunes, Stitcher Radio, or your favorite podast player app. Just search for 'HR Happy Hour' to subscribe and never miss a show.

Discussion with Talent Board co-founder Gerry Crispin about how improving candidate experience impacts recruiting and the business for the better.

Fifty years ago, it was common for workers to have the same job (or stay with the same company) from graduation until retirement. Today, the average American will have seven to ten different jobs in their lifetime. This volatility in employment has created more uncertainty--but also more opportunity--for career-minded professionals. The secret to thriving in this job market is successful career management: being focused, knowing your goals, and marketing your skill set.   In this episode of Find Your Dream Job Mac speaks with career advisor and author Dawn Rasmussen. Dawn contends that “job security is dead” and that the key to professional success lies in improving your job marketability. She shares her tips on having a clear vision for your career, keeping your skills up-to-date, and adroitly marketing your transferable skills. In this 30-minute episode you will learn: How to discover your professional purpose and what you do best How to change careers by breaking down your transferable skill sets The habits of successful career managers How to overcome the fear of a career change or job search This week’s guest: Dawn Rasmussen (@DawnRasmussen)Principal, Pathfinder, Writing and Career ServicesAuthor of Forget Job SecurityPortland, Ore.   Listener question of the week: How can I transition from the for-profit sector into the nonprofit sector? Do you have a question you’d like us to answer on a future episode? Please send your questions to Cecilia Bianco, Mac’s List Community Manager at cecilia@macslist.org. Resources referenced on this week’s show: Who Moved My Cheese? Forget Job Security: Build Your Marketability Pathfinder Writing and Career Services Myers-Briggs Type Indicator Find Your Dream Job in Portland (and Beyond): The Complete Mac’s List Guide If you have a job-hunting or career development resource resource you’d like to share, please contact Ben Forstag, Mac’s List Managing Director at ben@macslist.org. Thank you for listening to Find Your Dream Job. If you like this show, please help us by rating and reviewing our podcast on iTunes. We appreciate your support! Learn more about Mac's List at www.macslist.org.   Full Transcript: Mac Prichard: This is Find Your Dream Job, the podcast that helps you get hired, have the career you want, and make a difference in life. I'm Mac Prichard, your host. Our show is brought to you by Mac's List, your best online source for rewarding creative and meaningful work. Visit macslist.org to learn more. You'll find hundreds of great jobs there, a blog with practical career advice, and our new book, "Land Your Dream Job in Portland and Beyond." Welcome to episode two of Find Your Dream Job. Every week we bring you the career tools and tips you need to get the job you want. Now according to the Federal Bureau of Labor Statistics the typical American changes jobs every 4.1 years. With most of us working well into our 60s that means you may have 10 or more employers in your lifetime, and you'll not only change jobs but careers too perhaps up to seven times some experts say. None of this comes as surprise to our guest today, Dawn Rasmussen. She says job security is dead and what matters now is employability and knowing how to manage your career. Dawn is president of Pathfinder Writing and Career Services, a company that provides resume, cover letter, and job search coaching services. She's the author of, "Forget Job Security: Build Your Marketability," a step-by-step guide to how to manage your career, attract promotions and salary increases, and find new opportunities. Dawn is also a career columnist for OnePlus magazine and talentzoo.com and she's been featured on CBS Morning Watch, CareerBuilder, and in business journal newspapers across the US. Dawn, thanks for joining us today. Dawn Rasmussen: Thanks for having me Mac. Nice to be here. Mac Prichard: It's a pleasure to have you here. I find that when I talk to job seekers when they get their job they think that's it, I'm all set, my job search is over, and now I'm employed and I don't need to think about that anymore. Now tell me why you advise the people you work with to think differently. Dawn Rasmussen: Mac, I always try to encourage people to see their career as something that's happening concurrently to their actual jobs, so while you're in your job your career's happening at the same time, but the career is actually like a river that's running underground and that's carrying you onto the next destination. It's all the things that you can do that can help prepare you for that next opportunity or position. You need to be in the right place when that opportunity does happen. It's not just being a static thing. It's a constant process. You really have to think about where do I want to go and what are the things that’ll get me in that river so I can navigate it, even though you're in your current job but there's some things you can take with you that will get you to the next destination. Mac Prichard: So you're in the canoe, you're going down the river. Dawn Rasmussen: Good metaphor, I love it. Mac Prichard: Now what do you do next? How do you know where you're going? The way I've seen people do this successfully is they're clear about their purpose. What do you see with the people you work with? Dawn Rasmussen: I think for the most part the people I work with are pretty clear on what they want to do, although I will get the occasional client. For example, I've had recently someone who was trying to do too many things. She was applying for a medical ... Well she was a medical billings person and she was trying to get into marketing and patient representation and a whole bunch of other things. She was trying to cover all these different bases, but she wasn't being very clear on what she does best and how she might help the employer. She was just being a job search chameleon, that's a term I like to use, that she was changing the color of her spots for each job opening. If you're not pretty clear on what you do best then that's going to be a problem because nobody else can see that either. The clarity helps you answer specifically what the employers needs are. It's really important to have a vision of what you want to do. That can change as you alluded to earlier having some kind of ... Change in your life is inevitable, that's fine, but the main thing is to really be clear that okay I'm going to target this next thing and then that may roll into something else later on down the line whether you get bored or another opportunity comes along. It's not a be-all end-all, but it's something that's a jumping off point to the next thing. It's a constant process. It really is. Mac Prichard: Let's drill down to that process Dawn because I can imagine some listeners might be saying, “Well, I get that, vision matters, clarity matters, but I don't want to close out my options. I want to be open to a lot of different things, because by doing so I'll make myself a more attractive candidate.” What steps do you see people take who are successful into finding their purpose and getting clarity? Dawn Rasmussen: I use the example no employer is going to hire a generalist. If they have a need for X, whatever that job is, then they're hiring for X and they're going to be putting that perspective, that microscope on X, looking at all the different candidates. If you're not sure … You can have more than one version of your resume. You can have a couple different iterations. Myself personally I have a lot of different curves under my belt that are extremely different from each other. I've been obviously a writer, I've been an educator, I've been in sales, I've been in tourism, I've been a meeting planner. I can't cram all those things in one resume. I have to be clear on who my target audience is. How would someone perceive what I'm saying in this document? Is it meeting their needs specifically? It doesn't mean you have to cram all the non-relevant stuff in there, you can summarize it. But having a real understanding of how are you answering their call, their need, and drilling down to that. Reading job descriptions, if you're not sure, that's okay. A lot of people, they don't know what they want to do. That's maybe where a career coach can help you work through that process because you really have to have that clarity. If you don't know what you want to do then how do you expect an employer to know that either. Having some help or using some online tools such as MBTI, Myers-Briggs, and some of the other tests can help you, or working with a career coach like I mentioned are all things that you can use to help pinpoint or narrow down what your focus is. Then have a separate resume for each one of those areas that addresses that. Mac Prichard: I hear that from a lot of employers. They tell me that when they're interviewing candidates the question that's often going through their mind first and foremost is, “What can this person do for me? I've got problems. I've got work piling up on a desk. How is this person going to make my life easier?” They say that the candidates who address that are the ones who stand out. Dawn Rasmussen: Exactly, you need to figure out what the pain points are of the employer and how you're going to solve them for them, and then write your resume in a way that shows specific examples of how you have addressed those pain points in a relevant way that matches the job requirements. Mac Prichard: Let's get back to purpose and vision. Many people may switch careers several times during the course of their working life. How have you seen people when they're thinking about changing careers do that successfully? Dawn Rasmussen: It's really, Mac it boils down to looking at what are my transferable skill set. For some people it's a pretty easy leap. I'll give you an example. There was one client of mine. She was in Chicago and she was a writer. She wrote books. She did the whole publicity, marketing, and all that kind of stuff, familiar with that aspect. Then she really had a passion for wine to the degree that she was going down to California and spending time with the wine maker. She actually did a bootcamp where you make your own wine. She toured with the wine maker. She worked part time in a very high end wine store in Chicago and her passion was to really get into promoting wine. By looking at breaking down her transferable skillsets it was an opportunity for her to basically say wine marketing specialist. We married her marketing skills plus her wine knowledge into a resume that really covered all those bases. It was a easy step for her. For some people, they don't have that immediate step in front of them. My suggestion is that if you're considering a career change, don't despair, you have to take an inventory of what skillsets that are relevant to where you want to go that you actually possess, and if there are gaps there are opportunities to add in experience. For example, you can take a class that would fill in a knowledge gap area so then you remove that liability from your job search. A second thing might be volunteering for a professional organization or a civic organization, performing the types of tasks that would matter towards where you want to go. Finally, for the people that are in school that may have gone back to school, they're more the nontraditional learners that they're going back and maybe getting a new degree or re-purposing their background, I suggest that you really go through your classroom experience and think about what projects, what kinds of papers, what kinds of experiments or anything else that would be real life applications of the concepts you're learning and cite those as examples in your resume. Your header should be relevant experience which can encompass both paid, volunteer, and educational experience, so that way it’s sort of a loophole. Mac Prichard: What I'm hearing is be clear about your purpose, be prepared to switch jobs throughout the course of your career or even switch careers, and when you're ready to switch careers Dawn think about those transferable skills or you acquire them and document them. Now how do people know it's time to switch? A lot of people I think don't think about these things until someone says, “Oh there's a great job over at this company or this nonprofit organization.” Or they get a new boss and things aren't working out well and then they try to catch up. So instead of thinking about their career over the long term and the investments they need to make, they try to catch up and do all these things when perhaps it's too late or things they might have done. What are some of the habits that you see people who are successful career managers adopt and practice during the 30 or 40 years they'll be in the workplace? Dawn Rasmussen: Oh gosh, there's so many. Networking is probably job number one. We do tend to get quite a bit complacent once we take on a new job. The heavy lifting’s been done. You beat all the connections. You've landed that job. People are usually so consumed with learning the ropes of the new job that they really don't invest as much time or energy into the networking piece that they were spending during the job search phase. My biggest concerns I see a lot of people just tune in and tune out basically on the networking. “I'm too busy. I don't have time to go to this networking function. I don't have time to do that.” Your networking piece is really the critical life line. Most people find jobs through someone they know. I know and I think its Gerry Crispin from CareerCrossroads had a statistic that said if you apply only online you have a 2% chance of getting interviewed. If you apply and you apply working through someone that you know you have about a 50% chance of getting interviewed. That really in stark contrast really shows how directly the networking impacts your job search success. Building that relationship and nurturing it and continuing the conversation from the initial meeting point is going to be critical for laying the groundwork in the future, not only just when you need to talk to them, but they may consider you and may come to you organically unsolicited even. That could be one way. Another thing that I see a lot people doing that are really good career managers is that they always see professional development as a center to their own development so that they can continue to learn and grow their skill sets. Employers are hiring subject matter experts. The more that you can gain job specific knowledge, it can be anything related to your particular job function, your industry, or management, anything in those realms, those are some things you should be adding one or two activities a couple of times a year so you show progressive job knowledge. If your employer doesn't pay for it this is absolutely an investment you need to make in yourself. It's not something you can say, “Well, throw up my hands. The boss won't pay for it. Oh well, I won't do it.” Really? You can't do that. Mac Prichard: Yeah, I think that's- Dawn Rasmussen: You need to be able to invest in yourselves. Mac Prichard: That's an excellent point about investing into yourself. Just to back up and think about that, people who apply only on online job boards, and that's 2% success rate that you cited, to put that in perspective I think 8% of people apply to Ivy League Colleges get in, so you may have a better chance of getting into Harvard than to getting a job on an online job board. Dawn Rasmussen: Lots of pretty ... Oh I love a good statistic. I love that one. The other thing I was going to mention too is that getting involved, I mean, we're all pressed for time. It's really hard to try to carve out the volunteer experience, but by golly, that's another way to get familiar with other people and similar types of jobs, and you end up becoming a known quantity as you give back through either volunteer experience if you're on a committee or on a board. Those are all really important factors as well as far as the people are really successful. They're the ones who are constantly doing those types of things. I realize not everybody is this super type A person, but you don't have to be the leader of the committee. You can be involved in volunteering and be that background person too and that's okay. It's just, make yourself known because no one is going to just reach out directly to you and say, “I'm going to help you throughout the rest of your career.” That doesn't happen. Mac Prichard: Get away, step away from the desk, get out in the community, go to a professional association meeting, do informational interviews, and volunteer when and where you can. Dawn Rasmussen: There's some other simple things too that, if I could just interject, that if you go to a conference, write a recap of some of the biggest things, your biggest takeaways and share it with your office. Your boss sees the value, and them sending you to the office and you help enhance the knowledge of your colleagues, that's a great way to really help show value to the organization too. There's a lot of things you can be doing all at once. It doesn't mean that you'd have to enact thus immediately when you start looking for a job. If you're constantly doing it, it's adding to that momentum, that river I was talking about. Mac Prichard: We're coming to the end of our time together. I want to hit any of the remaining points that you'd like to address. But one thing I'd like to bring up is when I talk to job seekers I think many people get this, they understand they need to think about their career over the long term, they need to think about how to manage it, and they need to get out into the community. One of the biggest barriers that they share with me that they face is fear. They're not sure how to do it. They're worried about rejection. Tell us about examples that you've seen of people who have overcome fear and how they do it? Dawn Rasmussen: I think a lot of it, there could be the fear of rejection and the salary discussion. I think why people have a lot of trepidation about that particular discussion in particular are because you're finally putting a number on what you're worth, what you think your value is. By spending some time and doing some research and really looking at the numbers you should start to feel very comfortable based on what you know your contributions are. That should really help you justify what your salary requirements are. Part of that is making a business case. The business case comes from keeping track of your accomplishments. The more you can quantify results and show benefits to employers that means that you have demonstrable valuable value to the company, and if you can back it up then no one is going to question your numbers, they're going to say, “Okay, I really see how important this person is,” and be willing and able to talk about it. That's thinking about it and owning it really. Mac Prichard: Those are great negotiating strategies. When you think about career management in general Dawn and people who are uncertain about how to begin and get stock, how have you seen people overcome that? Dawn Rasmussen: I think that they realize at some point that they need help and they reach out to maybe career coaches or writers or talk to mentors or talk to their trusted confidants. Everybody goes through a period of fear I think in their career management at least once or twice. I don't know if you have Mac, but I know I have. Mac Prichard: Oh no, I certainly have. I've been stuck myself. Dawn Rasmussen: You have to swallow the fear because ultimately, like I said before, there is no job security, you really have to be your own advocate, so understanding and gravitating into that mindset will help you realize that no one is going to do it but you. Mac Prichard: I too have gotten stuck several times in my career. I've gone through two long periods of unemployment. What helped me overcome that fear and those obstacles was to get out and talk to people through informational interviews and follow many of the strategies that you've laid out, volunteering and networking. Dawn Rasmussen: Exactly. Mac Prichard: Tell our listeners how they can find you online and learn more about your book and your company. Dawn Rasmussen: My web address is www.pathfindercareers.com. I've got all kinds of social media links. I'm on Twitter and Facebook and LinkedIn, so you're more than welcome to connect me there. It's pretty easy find. Mac Prichard: Thank you Dawn. Joining us today has been Dawn Rasmussen, president of Pathfinder Writing and Career Services. Thank you for being on Find Your Dream Job, Dawn. Dawn Rasmussen: Thanks for having me. Mac Prichard: Joining me in the studio today are Ben Forstag, managing director of Mac's List, and Cecilia Bianco, our community manager at Mac's List. How are you two doing today? Cecilia Bianco: Good Mac. Ben Forstag: I'm great. Mac Prichard: Good. It's a pleasure to have you here. Every week Ben scours the internet looking for blogs, podcasts, and other tools you can use in your job search, and Cecilia is listening to you our listeners and she joins us to answer your questions. Ben, let's start with you. What do you have for us this week? Ben Forstag: Mac this week Dan Rasmussen talked about all career management. That is essentially preparing yourself for the uncontrollable changes in your work life. This is a great thing to master because as we all know the only constant into this world is change. What do you guys feel about change? Mac Prichard: I have two minds about it. I certainly enjoyed the opportunities that changing jobs has brought, especially the chance to learn new skills. But I have to also share with our listeners it's scary going into a new office, and learning the ways of a new boss, and mastering new responsibilities. Cecilia Bianco: I agree with Mac. I think change can be both refreshing and difficult, but I think that it's good to adapt to change and to keep learning how to better deal with it throughout your career so it's a good learned skill to have. Ben Forstag: Yeah, I think most people struggle with change at some point in their life, and I do think it is a skill that you can learn. My suggested resource this week is a book that provides some perspective on how to successfully navigate change, whether that change happens in your work or your private life. The book is called "Who moved my cheese" by Dr. Spencer Johnson. This is a best seller back in the late 90s. Have either of you heard of it? Cecilia Bianco: I haven't actually. I missed this one. Mac Prichard: I do remember this book Ben. In 1999 I was the Y2K communications manager for the Oregon Department of Human Services. My boss at the time, a terrific fellow, Dan Postrel, had a copy on his desk. He was a big fan of it. Ben Forstag: This book was everywhere in the late 90s. I remember when I was training to become a YMCA camp counselor they actually gave us a copy to help us with that job. This is a fast and easy read. But I think it contains a lot of good takeaways. The book is a parable about mice and very tiny people trapped inside a maze looking for cheese. When the usual source of their cheese disappears the characters responded different ways. The mice, who are evidently moreresourceful than the humans, were already prepared for change and quickly move on to find other sources of cheese. The humans in the meantime are paralyzed by the question of who moved our cheese. Resistance to change and fear of the unknown prevent them from adapting to new realities and ultimately keep them from what they want. Cheese of course is just a metaphor for anything that you're searching for or anything that you want. It could be happiness or career contentment or new a job. When the book was really popular and the business world was using it as a training tool cheese was often representative of higher profits and increased sufficiency. The author doesn't ever say that. He never really says what cheese is at all. It's up for the reader to decide and really there's no answer or wrong answer. It's whatever you think or want. The book can't tell you what's important to you obviously, but it can provide some perspective on how to navigate a constantly changing world to help you find your own personal cheese. I recently reread the book after almost 20 years and I got a lot of value from it. Folks who are going through the uncertainty of a job change or a career change will definitely find some good lessons as well. Check out "Who moved my cheese," by Spencer Johnson. You can find it on Amazon or any major bookstore. We'll provide a link to it in the show notes for this podcast. Cecilia, since you haven't read it, this is your homework for the next week. Cecilia Bianco: Okay Ben, I will get on that. Mac Prichard: Thanks Ben. Again, if you have a recourse that you'd like to share with our listeners please write Ben. His email address is ben@macslist.org. He is standing by his computer right now, waiting to hear from you. While he's doing that, hitting the refresh button constantly on his email. Let's move to Cecilia. Cecilia, what are you hearing from our listeners this week? Cecilia Bianco: Thanks Mac. This week our question is: How I can transition from the for-profit to the nonprofit sector? As you know we get this question at every event. It's a common question from our readers. We actually had it at our most recent spring panel. It was our first event at University of Portland. I'm sure Mac remembers this. Mac Prichard: It's a wonderful venue up there and a beautiful campus. Cecilia Bianco: Ben, I remember you were in the crowd as a guest and you actually asked our panelists a question. You got on the mike. I remember that. Ben Forstag: I'm sorry that you do remember that. But yes, this was before I worked at Mac's List, back when I was back in nonprofit management. Cecilia Bianco: I bring this up because one of our panelists actually asked this specific question, how to transition from the for-profit to the nonprofit. She had a really interesting answer that stuck with me. She was the HR consultant for Oregon Health and Sciences University Foundation and she said that she has found for-profit backgrounds to actually be more valuable in some cases to a nonprofit. She said that they bring some skills that nonprofit professionals sometimes don't have from their work in the industry. That really stuck with me because we don't hear it a lot and we hear people in the for-profit industry nervous and thinking they can't transition because they don't have what nonprofits are looking for. One of the most important things that I got from that it's a transition you can make but you have to focus on framing your application to meet what the nonprofit is looking for. As Dawn mentioned earlier one of the most important things to do is to focus on your transferable skills and how can you apply your for-profit experience to show how it will contribute to a nonprofit success and the needs that they have. I think that's one of the most important ways to start your transition. What about you Mac because I know you get this all the time too? Mac Prichard: I agree. Highlighting your transferable skills is a very smart thing to do. The other lesson I draw from that story that you're sharing with us Cecilia is the importance of going to the source. If you have an objection in your mind about finding a job in a sector, or organization, or company, get out there and talk to people in that sector or in that organization and in that company and ask about the concern. This [inaudible 00:26:02] you, we’re hearing from the source, a human resources director at a foundation who says she's eager to hear from people in the private sector and that the trick is to highlight your transferable skills. Ben Forstag: Yeah, I'd agree with that Mac. I think the good news here is that there's a lot of new pressures on the nonprofits sector to compete for limited resources, and a lot of nonprofits are bringing in new practices that they've gotten from the for- profit world so folks who have experience in sales or business analytics or statistics there's a lot of new opportunities for folks like that in the nonprofit world. Cecilia Bianco: Yeah, I definitely agree Ben. I think I would add that another important thing for people to do is to get on the community and network and volunteer and get to hear the things that they're not getting in their for-profit background so that they can know what's going on in the nonprofit world and get connected to the important people and learn the important keywords. I actually just spoke with a reader recently. He took the advice that we're always telling people. He was coming from the public sector to the nonprofit industry and what he did was he made it a big part of his life to get out in the community and network. This helped him learn the skills that he needed to work on that he was lacking. Because everyone in the nonprofit community when you get out there, they want to help you and they'll give you the information you need, so you just need to put yourself out there which is exactly what he did, and be on networking. He also volunteered at Habitat for Humanity. This gave him some really great connections and he ended up learning the skills he needed to work in a nonprofit and he actually recently landed a job. You'll see him featured on our blog shortly. I'm sure Mac will look forward to that. He loves hearing our reader stories. Mac Prichard: I do enjoy those stories. If you have one in addition to a question but you want to share your own story about finding a job again Cecilia's address is cecilia@macslist.org. These segments by Ben and Cecilia are sponsored by the Mac's List Guides, publisher of our new book "Land Your Dream Job in Portland and Beyond." Now the Mac's List Guides give you the tools you need to get the job you want. We show you how to crack the hidden job market, stand out in a competitive field, and how to manage your career. In each of the books’ eight chapters experts share job hunting secrets like how to hear about positions that are never posted and what you can do to interview and negotiate like a pro. You can download the first chapter of the book for free. Just visit macslist.org/macslistguides. Thank you for listening. We'll be back next week with more tools and tips you can use to find your dream job. In the meantime visit us at macslist.org where you can sign up for our free newsletter with more than 100 new jobs every week. If you like what you hear on our show you can help us by leaving a review, a comment, and a rating at iTunes. Thanks for listening.

Talent Board Member and the Godfather of Candidate Experience Gerry Crispin and the Mac Daddy of Data, Andrew Gadomski join us at Lunch on DriveThruHR to talk about data science and the CandEs, ahead of the Candidate Experience Symposium taking place 9/30-10/2 in Fort Worth. DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals and their #ArtofFailure & #SuccessStories. The radio program is hosted by @williamtincup, @Thehrbuddy @TheOneCrystal & @MikeVanDervort.. Follow the #1 HR Talk show on the twitters at @drivethruhr & #dthr.

The TalentCulture #TChat Show is back live on Wednesday, May 27, 2015, at its new time from 1-2 pm ET (10-11 am PT). Last week we talked about how disruptive technologies will empower the future of HR, and this week we’re going to talk about how improving the candidate experience empowers a better workforce. The hiring economy today is highly complex. Even though job growth has improved dramatically in the past 14 months, employers still struggle to fill jobs due to talent shortages. The Candidate Experience (CandE) Awards were created to provide a universal measure of the candidate experience. The “winners” are the ones empowering a better workforce. Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as we talk about how improving the candidate experience empowers a better workforce with this week’s guests: Elaine Orler, Chairman and Co-Founder of the Talent Board and the CandEs; and Gerry Crispin, Co-Founder of the Talent Board and the CandEs. Thank you to all our TalentCulture sponsors and partners: Dice, Jibe, RecruitiFi, TalentWise, Hootsuite, IBM, CareerBuilder, PeopleFluent, Silkroad, Predictive Analytics World for Workforce and HRmarketer Insight. Plus, we're big CandE supporters!

Join us each week as experts help us explore issues shaping the world of work! The TalentCulture #TChat weekly show is back live on Wednesday, December 11, 2013. #TChat Radio will start at 6:30 pm ET (3:30 pm PT), and immediately after, our entire community will continue the conversation on #TChat Twitter from 7-8 pm ET. Last week we discussed the one-person HR department, and this week, what if we told you there wasn’t as much as a difference between the five generations in the workplace as we’ve been led to believe?  In fact, what if we told you Millenials of either gender are asking for the same respect as our fathers and mothers are asking for in the world of work? Would you believe it? Well, you should. The latest research results of the 2013 Candidate Experience Awards are being finalized after receiving nearly 50K candidate responses and the report will be out early in January 2014 — it speaks of this insight and much more. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we all the latest “candidate experience” insights from our guests: Elaine Orler,  President and Founder of Talent Function Group and Chairman of the Talent Board; and Gerry Crispin, international speaker, author and acknowledged thought leader and Co-Founder of the CareerXroads Colloquium. Both are Co-Founders of the Candidate Experience Awards. This will another informative “world of work” show. Join us!

Online hiring is not particularly new, but social media hiring is.    After years working on the front lines of recruiting, Gerry Crispin saw a new potential in the Internet for hiring online.  In 1994, he created CareerXroads which helps corporations of all sizes with career planning and placement, contract recruiting, executive search, recruitment advertising… The post Social HR: Finding Job Candidates Online appeared first on Eric Schwartzman.

#TChat Radio is all new, Tuesday, June 4, 2013, at 7:30 pm ET (4:30 pm PT).   Consider the job candidate experience today – five generations of gender, ethnic, cultural, skills and experience diversity clamoring for full-time, part-time and increasing freelance/contract employment in the world of evolving project-based, collaborative work.    How do you think your candidate experience fares today and how does it affect retention and your brand? How do you think your organization compares with its immediate competitors as well as other industries? And how are you benchmarking to know?   To discuss this and more, join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as they welcome this week's guests -- HR/recruiting thought leaders and two Talent Board Candidate Experience Awards co-founders -- Gerry Crispin, Principal and Co-Founder of CareerXroads, and Elaine Orler, Founder and President of Talent Function Group.   This will be another great "world of work" show, so we hope to see you here!  **SPECIAL ANNOUNCEMENT: We’re thrilled to announce our first “world of work” partnership — with Achievers. Read about it here!

HR Happy Hour 157 - 'Recruiting in 2013' Thursday February 28, 2013 - 8:00PM EST Call in 646-378-1086 Sponsored by Aquire Follow the backchannel conversation on Twitter - hashtag #HRHappyHour The HR Happy Hour Show is back and this week we are really excited to welcome back to the show the great Gerry Crispin - a thought leader, influencer, and the man who has the pulse of the world of corporate recruiting.  Gerry's influence in the world of recruting is immense - his firm CareerXRoads issues the definitive 'Source of Hire' report each year that is widely regarded as the industry benchmark. Addtionally, Gerry is one of the driving forces behind the new Candidate Experience movement - spearheading research and awards that are pushing the recruiting community to improve and enhance how candidates are treated in the recruiting process. This week we will talk with Gerry about some of the big-picture trends in corporate recruitng, hit upon what technologies are having the most impact, and what we can expect to see in the world of recruiting in the future.. So this week we think you wil enjoy the conversations on all things recruiting with the great Gerry Crispin, of course also joined by the HR Happy Hour hosts - Steve Boese and Trish McFarlane. It should be a fun show and I hope you can join us!

Gerry Crispin at Lunch with DriveThruHR        @GerryCrispin    visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

@GerryCrispin .....Gerry Crispin aka "The Godfather" visits with Bryan Wempen and William Tincup about HR and whatever else keeps him up at night with Corporate America. DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".