Podcasts about hiring managers

We interview Brittany Ratsmith, hiring expert & business owner, to uncover what hiring managers are really looking for in remote job candidates. She will share practical advice from both the job seeker & employer perspectives whether you're looking to land a remote role or grow a remote team.What you'll learn:Why it's critical to show ownership and autonomy when applying for remote rolesThe importance of over-communicating your interest, availability, & expectations as a remote workerRed flags hiring managers watch for in remote interviews & how to avoid themHow to stand out in your application & follow-up processWhat hiring managers wish job seekers would do more oftenTips for business owners hiring remotely, especially first-time employersBonus Insight:Brittany shares a story about a candidate who impressed her w/confidence, clarity, & thoughtful follow-up, revealing what really makes someone memorable.Key Takeaways:Remote hiring is about more than skills—communication, self-management, & culture fit are equally important.Candidates who demonstrate qualities like organization & follow-through stand out more than those who just talk about them.Self-awareness and the ability to reflect on your own work style are green flags for hiring managers.Business owners should develop a thoughtful hiring process instead of rushing to fill a role.Remote teams thrive when members balance independence w/consistent communication.Whether you're applying or hiring, clarity is key, vagueness is a red flag on both sides.Click here to get the full show notes:What Remote Hiring Managers Actually Look for in CandidatesBrittany Rastsmith is a Remote Systems & Operations Consultant and the founder of Bloom Remote. She helps early-stage founders build remote teams that do the day-to-day work better than they could themselves, freeing them up to focus on the work only they can do. From scalable hiring and onboarding to communication and performance systems, she helps remote startups grow without chaos. Brittany is also a founding member of the Future of Work Alliance, a collective reimagining work to be more sustainable, effective, and human. Learn more at bloomremote.com or connect with her on LinkedIn: linkedin.com/in/brittanyrastsmith.Host Camille Attell is a remote work strategist, career coach, and the host of The Remote Work Retirement Show. After leaving a 20-year corporate career, she transitioned to a flexible, location-independent lifestyle and has since helped thousands of professionals do the same. Through her Remote Work School program, Camille empowers mid-career professionals and retirees to find meaningful remote work opportunities, build financial security, and design a work-life on their own terms.Take her FREE remote work training: www.camilleattell.com/remote-trainingLearn how to leverage your digital products or service:www.camilleattell.com/remoteworkschoolClick below to connect with Camille online:Instagram: @camille.attellLinkedin: Camille Attell, MARead more about the RV and Remote Work Lifestyle at https://www.morethanawheelin.com/

Austin shares a simple hack to find all of the hiring managers with open roles at your dream companies!Time Stamped Show Notes:[0:30] - Finding hiring managers with open roles[1:00] - Using LinkedIn filters[2:25] - Filter & bookmarkWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

Most jobseekers don't struggle with experience, they struggle with how to sell it. We are teaming up with Jason at InterviewFit, Jason helps jobseekers refine their interview performance, LinkedIn profiles, and CVs so they can confidently communicate their value and land offers. He also works with Talent Acquisition teams and Hiring Managers, meaning he knows exactly what employers are looking for, and what separates top candidates from the rest. With our combined expertise we are bringing you a free webinar designed to help jobseekers crack the interview code.We'll cover:✅ What hiring managers really want to hear in an interview✅ The biggest mistakes jobseekers make—and how to avoid them✅ How to structure responses that engage decision-makers✅ Real-world interview questions that we know are being asked✅ Practical tips to refine your CV, LinkedIn, and interview strategyThis is not theory, these are real, practical insights from both sides of the hiring fence. And it could be the difference between another rejection and landing your next role.Join us and get the clarity, confidence, and strategy you need to turn interviews into offers. 

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Kathrin von Wülfing (Expertin für Talent Acquisition & Employer Branding) Kathrin von Wülfing ist Expertin für Talent Acquisition & Employer Branding, die mit echter Leidenschaft die Welt des Recruitings gestaltet: Kathrin brennt für die Suche und Gewinnung von Talenten und hilft Unternehmen dabei, sich als echte Talent-Magneten zu positionieren. Sie realisiert das mit einem Mix aus innovativen Strategien wie Active Sourcing und digitalem Recruiting, gepaart mit einem feinen Gespür für Menschen und Unternehmenskulturen. Dabei setzt Kathrin auf moderne Tools, maßgeschneiderte Lösungen und vor allem auf Authentizität. Ihr Anspruch: Nicht nur Stellen zu besetzen, sondern Menschen und Organisationen zusammenzubringen, die wirklich zueinander passen – fachlich, kulturell und menschlich. Vielfalt sieht Kathrin nicht als Schlagwort, sondern als echten Werttreiber für nachhaltigen Unternehmenserfolg. In der heutigen Folge spreche ich mit Kathrin über ihre gesammelten Erfahrungen und insbesondere über die Optimierung von Abstimmungsprozessen zwischen Recruiting und Hiring-Manager:innen.   Themen Mit Kathrin von Wülfing (Expertin für Talent Acquisition & Employer Branding) habe ich in der GainTalents-Podcastfolge 399 besprochen, wie das Recruiting die Abstimmung mit den Hiring-Manager:innen optimieren kann. Viel Spaß beim Reinhören. Bei Kathrin bedanke ich mich ganz herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Ansätze zur Optimierung der Zusammenarbeit zwischen Recruiting und Hiring-Manager:innen: Abstimmung ist heute immer noch von Herausforderungen geprägt: Hiring-Manager:innen haben noch nicht alle verstanden, warum eine tiefe Auseinandersetzung mit dem Thema Recruiting heute notwendig ist Mindset für volle Verantwortung zur Gewinnung von Talenten obliegt letzten Endes den Hiring-Manager:innen und nicht dem Recruiting Kommunikation seitens HR/Recruiting an die Hiring-Manager:innen:  hinsichtlich der Wichtigkeit einer engen Zusammenarbeit für Recruitingerfolge hinsichtlich der Verantwortung für den Prozess Abstimmung der Candidate Persona und der Anforderungsprofile Unterstützung beim Zeitmanagement der Hiring-Manager:innen durch Recruiting (z.B. Timeslots für Kennenlerngespräche proaktiv einbuchen)  Leitfaden für Gesprächsführung vorbereiten (seitens Recruiting) sowie Nachbesprechung von Kennenlerngesprächen mit Hiring-Manager:innen Aufbereitung von Entscheidungsvorlagen (z.B. bei mehreren Kandidaten:innen, die alle für die Position passen könnten und auch Empfehlungen aussprechen) seitens Recruiting Reflexion der Gespräche mit Talenten sowie Dokumentation der Ergebnisse und der Gründe, warum ein Go oder NoGo für Talente ausgesprochen wurde seitens Recruiting mit Input durch Hiring-Manager:innen Vorbereitung des Arbeitsvertrages durch HR/Recruiting und dann genaue Information der Hiring-Manager:innen zu Inhalten und next steps in der Kommunikation mit den Talenten #Recruiting #Recruitingprozesse #Kennenlerngesrpaeche #GainTalentspodcast    Shownotes Links - Kathrin von Wülfing LinkedIn:      https://www.linkedin.com/in/kathrinvonwuelfing-talent-acquisition-partner/ XING:           https://www.xing.com/profile/Kathrin_vonWuelfing/cv   Links Hans-Heinz Wisotzky:   Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Kathrin von Wülfing (Expertin für Talent Acquisition & Employer Branding) Kathrin von Wülfing ist Expertin für Talent Acquisition & Employer Branding, die mit echter Leidenschaft die Welt des Recruitings gestaltet: Kathrin brennt für die Suche und Gewinnung von Talenten und hilft Unternehmen dabei, sich als echte Talent-Magneten zu positionieren. Sie realisiert das mit einem Mix aus innovativen Strategien wie Active Sourcing und digitalem Recruiting, gepaart mit einem feinen Gespür für Menschen und Unternehmenskulturen. Dabei setzt Kathrin auf moderne Tools, maßgeschneiderte Lösungen und vor allem auf Authentizität. Ihr Anspruch: Nicht nur Stellen zu besetzen, sondern Menschen und Organisationen zusammenzubringen, die wirklich zueinander passen – fachlich, kulturell und menschlich. Vielfalt sieht Kathrin nicht als Schlagwort, sondern als echten Werttreiber für nachhaltigen Unternehmenserfolg. In der heutigen Folge spreche ich mit Kathrin über ihre gesammelten Erfahrungen und insbesondere über die Optimierung von Abstimmungsprozessen zwischen Recruiting und Hiring-Manager:innen.   Themen Mit Kathrin von Wülfing (Expertin für Talent Acquisition & Employer Branding) habe ich in der GainTalents-Podcastfolge 399 besprochen, wie das Recruiting die Abstimmung mit den Hiring-Manager:innen optimieren kann. Viel Spaß beim Reinhören. Bei Kathrin bedanke ich mich ganz herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Ansätze zur Optimierung der Zusammenarbeit zwischen Recruiting und Hiring-Manager:innen: Abstimmung ist heute immer noch von Herausforderungen geprägt: Hiring-Manager:innen haben noch nicht alle verstanden, warum eine tiefe Auseinandersetzung mit dem Thema Recruiting heute notwendig ist Mindset für volle Verantwortung zur Gewinnung von Talenten obliegt letzten Endes den Hiring-Manager:innen und nicht dem Recruiting Kommunikation seitens HR/Recruiting an die Hiring-Manager:innen:  hinsichtlich der Wichtigkeit einer engen Zusammenarbeit für Recruitingerfolge hinsichtlich der Verantwortung für den Prozess Abstimmung der Candidate Persona und der Anforderungsprofile Unterstützung beim Zeitmanagement der Hiring-Manager:innen durch Recruiting (z.B. Timeslots für Kennenlerngespräche proaktiv einbuchen)  Leitfaden für Gesprächsführung vorbereiten (seitens Recruiting) sowie Nachbesprechung von Kennenlerngesprächen mit Hiring-Manager:innen Aufbereitung von Entscheidungsvorlagen (z.B. bei mehreren Kandidaten:innen, die alle für die Position passen könnten und auch Empfehlungen aussprechen) seitens Recruiting Reflexion der Gespräche mit Talenten sowie Dokumentation der Ergebnisse und der Gründe, warum ein Go oder NoGo für Talente ausgesprochen wurde seitens Recruiting mit Input durch Hiring-Manager:innen Vorbereitung des Arbeitsvertrages durch HR/Recruiting und dann genaue Information der Hiring-Manager:innen zu Inhalten und next steps in der Kommunikation mit den Talenten #Recruiting #Recruitingprozesse #Kennenlerngesrpaeche #GainTalentspodcast    Shownotes Links - Kathrin von Wülfing LinkedIn:      https://www.linkedin.com/in/kathrinvonwuelfing-talent-acquisition-partner/ XING:           https://www.xing.com/profile/Kathrin_vonWuelfing/cv   Links Hans-Heinz Wisotzky:   Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Tea Time with Talent Acquisition is proudly sponsored by Peritus Partners - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Peritus Partners - Next Generation Recruitment⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠------------------------------What really is the role of the Hiring Manager within a recruiting process? Outside the obvious, say yes to the right person.But really, when you think of it and put yourself in their shoes, what is their responsibility to the process, the business, the candidate and to you as their recruiter.All this and more was discussed with the brilliant Martin Pauser-Cowman who has enjoyed an incredible career with the TA, HR and People space for one of the worlds most known search engines.Knowing the role of the hiring manager will not only help you appreciate the relationship more but also help build stronger partnership from the off, leading to better outcomes for the business and your career.Tune in and enjoy! Feel free to find Martin here - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Martin Pauser-Cowman | LinkedIn ------------------------------If you find this topic interesting or have an idea about a future topic in which either you would like to speak yourself or would like us to cover, please reach out to the host, Eden here - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Eden Whitcomb | LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Thank you for supporting our project, if you liked what you heard then we would appreciate if you could drop us a review or rating!#podcast #recruitment #talentacquisition #hiring #HR #HRBP

In diesem Gespräch mit meinem Mann Oliver Peters bekommst du einen Blick hinter die Kulissen der Arbeit eines Personalberaters. Wir sprechen über Mechanismen, Denkweisen, Prozesse und geben gute Hinweise, die für Führungskräfte hochrelevant sind – ganz gleich, ob du dich selbst bewerben oder Führungspositionen besetzen möchtest. „Verstehen, was das Problem ist, das es zu lösen gilt – das ist der Anfang jeder erfolgreichen Besetzung.“ (Oliver J. Peters) Was du als Führungskraft aus dieser Folge mitnehmen kannst: ➡️ Klarheit gewinnt: Ob du dich bewirbst oder eine Position besetzen willst – je klarer du weißt, was du suchst, warum und was dich ausmacht, desto höher ist die Chance auf ein echtes Match. ➡️ Stimmigkeit schlägt Perfektion: Es geht nicht unbedingt darum, alle Anforderungen einer Stellenanzeige zu 100 % zu erfüllen, sondern zu verstehen, welche Rolle du im System spielen sollst – und wie du als Persönlichkeit dazu passt. ➡️ Was du vom Job eines Personalberaters lernen kannst: Wer versteht, wie Besetzungsprozesse wirklich funktionieren – mit Briefing, Mandaten, Matching und Kundeninteressen – kann sich besser in Position bringen, gezielter kommunizieren und realistischere Erwartungen daran haben. ➡️ LinkedIn als strategische Bühne: Wie du ein Profil gestaltest, das nicht nur lückenlos, sondern auch lebendig wirkt – mit Tipps zu Fotos, Sprache, Sichtbarkeit und persönlichem Ausdruck. ➡️ Bewerbungsunterlagen mit Substanz: Warum weniger oft mehr ist, wie du mit Lücken umgehen kannst und warum klassische Anschreiben immer seltener eine Rolle spielen. ➡️ Wie du als Hiring Manager besser auswählst: Worauf du achten solltest – nicht nur bei der Qualifikation, sondern bei Haltung, Passung und Entwicklungspotenzial. Warum es oft nicht die eine perfekte Lösung gibt – aber viele sehr gute. ➡️ Flexibilität als Schlüsselkompetenz: Geografische Mobilität, Remote-Bereitschaft und persönliche Offenheit werden immer wichtiger – für beide Seiten. „Wenn du sagst: ‚Ich weiß genau, was Sie suchen‘ – ohne mit mir gesprochen zu haben – dann ist das Gespräch eigentlich schon vorbei.“ (Oliver J. Peters) Diese Folge ist besonders wertvoll für dich, wenn du deine Perspektive erweitern möchtest: weg von der reinen Jobsuche oder -vergabe, hin zu einem ganzheitlichen Verständnis von beruflicher Entwicklung, Systempassung und strategischem Selbstmarketing auf Führungsebene. „Flexibilität wird zur Kernkompetenz – geografisch, persönlich und in der Haltung.“ (Oliver J. Peters) Frage zum Nachdenken: Wie klar bist du dir über deine nächsten beruflichen Schritte – und wie ehrlich kommunizierst du sie? Shownotes: Mehr zu Oliver J. Peters findest du über: LinkedIn: https://www.linkedin.com/in/medtechrecruitment Webseite: https://eoexecutives.com/de/berater/oliver-j-peters Die gemeinsamen Folgen von Oliver und Julia bisher im Podcast findest du hier: Fast 4 Jahre alt und immer noch aktuell: unsere Fahrerlebenisse mit einem E-Auto Tausende km durch Europa: https://juliapeters.info/78-autofahrer-talk-mit-oliver-peters-elektrisch-in-die-zukunft Elterntalk über die Rolle von Vorbildern: https://juliapeters.info/125-wie-wir-von-vorbildern-lernen-konnen-elterntalk-mit-oliver-peters Eltern Talk über die Notwendigkeit, manchmal Pause von der Familie zu brauchen: https://juliapeters.info/podcast-neuestarke-036-brauchst-du-eine-pause-von-der-familie-eltern-talk-mit-oliver-peters --- ✍️ Trage dich hier für meinen Newsletter ein: https://juliapeters.info/newsletter

Welcome to our latest podcast episode featuring Dr. Amrit Karmarkar, Sr. Manager – HR & L&D at Zuventus Healthcare!In this insightful conversation, we explore: ️ How pharma careers have evolved in the digital age️ What hiring managers actually look for in resumes️ The great salary debate: Pharma vs. IT️ Emerging hiring trends – beyond campus placements and into AI-powered recruitment Whether you're a pharma student, a young professional, or someone curious about the future of the pharma industry, this episode is packed with real-world insights and career-shaping advice. Don't forget to like, share, and subscribe for more conversations that decode the evolving world of pharma!#Gameofpharma #PharmaSalaries #PharmaSales #PharmaCV #21MinPharma Edge #healthcare #careerinpharmacy Available on Spotify, Gaana, JioSaavn, Amazon Music, and Apple Podcasts. Dr. Amrit's LinkedIn: https://www.linkedin.com/in/dr-amrit-karmarkar/Host's LinkedIn: https://www.linkedin.com/in/lokesh-sharma-7250a71a9/Follow us on social media-Website: https://gameofpharma.com/Instagram: https://www.instagram.com/gameofpharma/LinkedIn: https://www.linkedin.com/company/game-of-pharma/

„Ich hab doch keine Zeit für sowas!“ Kommt Dir dieser Satz bekannt vor, wenn du an Auswahlprozesse denkst? Dann ist diese Folge Euer Weckruf. Henrik Zaborowski hat diesmal Jens Olberding (Organisationsentwickler, Berater und ehemaliger HR-Business Partner) zu Gast. Sie besprechen ein Thema, das viele HRler*innen regelmäßig verzweifeln lässt: Hiring Manager, die Prozesse verzögern oder falsche Entscheidungen treffen. Warum das so oft passiert: Kaum Interview-Erfahrung & teils unrealistische Erwartunge Bauchgefühl statt Bewertungssystem „Recruiting? Dafür bin ich doch nicht zuständig…“ ..... Die Lösung: HR als Enabler! Jens & Henrik teilen spannende Praxisbeispiele und stellen ihr aktuelles Training für HR & Hiring Manager vor. Damit gute Bewerber:innen nicht mehr am Prozess scheitern. Viel Spaß beim Hören! Hier geht es zu Henrik's Buch. Und hier findest Du mehr Infos über unsere Personalberatung: Webseite LinkedIn YouTube Unser Haufe Webinar

We discuss six unspoken questions that hiring managers consider during salary negotiations  The questions include whether the candidate knows their worth, how they react to pushback and much more!  I provide specific strategies and examples for each aspect These strategies aim to help candidates negotiate better offers and highlight their value while maintaining strong, positive communication with hiring managers.   Free Salary Negotiation training! Audio Download! Salary Negotiation Training (It's Free!)   Connect with me: WEBSITE: https://www.dorothymashburn.com LINKEDIN: www.linkedin.com/in/dorothy-mashburn  X:  https:/twitter.com/DMASH_Negotiate INSTAGRAM: https:/www.instagram.com/dorothymashburn.negotiator FACEBOOK: https://bit.ly/dmashburn   TIKTOK: https://www.tiktok.com/@dorothymashburn  YOUTUBE: https://bit.ly/DorothyMashburn  

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) Jens Bender ist ein erfahrener Unternehmer und Managing Director der WorkTech Advisory GmbH mit Fokus auf den HRTech und WorkTech-Markt. Er begleitet Investoren und Scale-Ups als Advisor und Beirat mit seiner Unternehmererfahrung und seinem Netzwerk bei Go-To-Market sowie Produktportfolio und Partnerthemen. Während des Studiums an der WHU gründete Jens das Unternehmen PeoplePath, das sich zum weltweit führenden Anbieter von Alumni- und Talent Relationship Management-Lösungen entwickelte. Anschließend leitete er als Geschäftsführer die markt- und produktbezogenen Aktivitäten des Geschäftsbereichs Haufe Talent/ Haufe-Umantis, dem führenden Anbieter von Bewerbermanagement- und Mitarbeiterverwaltungslösungen für mittelständische Kunden in DACH. Neben seiner beratenden Tätigkeit initiierte er den HR Angels Club als größtes HR & WorkTech fokussiertes Business Angel-Netzwerk in Europa. Darüber hinaus ist er regelmäßiger Autor, Redner, Diskussionsteilnehmer und Podcast-Gast in Branchengesprächen.   Themen Mit Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) habe ich in der GainTalents-Podcastfolge 395 über die neuesten Entwicklungen im Bereich HR-Tech gesprochen. Viel Spaß beim Reinhören. Bei Jens bedanke ich mich recht herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was gibt es Neues im Bereich HR-Tech keine Überraschung: AI ist das große Thema, da auch viele neue Technologien um AI herum entstehen Recruiting: Ansprache (Formulierung von Ansprachen, mehr Marketing-/Sales-Logik) Talentpool (Aufbereitung und Interaktion mit Talenten) Interviews und Assessment mit Kandiaten:innen, aber auch intern, um z.B. Positionsprofile zwischen Recruiting und Hiring-Manager:innen abzustimmen Transkription von Gesprächen, um Inhalte für das Gespräch zu optimieren und um die Art der Gesprächsführung im Interviewprozess zu optimieren Scheduling für Terminvereinbarung mit Kalenderintegration Bewerbermanagement (logische Checks, ob alle wichtigen Dokumente vorliegen) Frontline-Worker Interaktion und Kommunikation mit den Mitarbeitenden (meistens App-basiert) Onboarding, z.B. Einarbeitung von Mitarbeitenden (Compliance, Sicherheit, etc.) Benefits / Payroll Multibenefits-Plattformen mit Fokus auf individuelle Benefits (Ernährung, Gesundheit, Finanzen, Familie, etc.) große Konzerne wie z.B. Sodexo (aus dem Catering) dringen in das Benefits-Business ein Payroll - starker Trend zum Outsourcing und daher Konsolidierung in dem Bereich - wie bekommt man mehr Produktivität in die Outsourcing-Leistungen? Analytics - mehr Daten in HR (People und Organisational Analytics) sowie Schnittstellen und Integrationen in andere Systeme mehr Daten, um den Business Impact von HR besser darstellen zu können Personalplanung wird optimiert Sourcing, Mulitkanalstrategien analysieren und bewerten Zukunft in HR Tech: Trend zu Talentplattformen (starker Wettbewerb zu Stellenanzeigenportalen) mehr Daten- als Prozessorientierung (KI-Software vs. klassischer Prozess-Software) mehr internationale Player drängen auf den deutschen Markt   #hrtech #peopleanalytics #recruiting #benefits #AI #GainTalentspodcast   Shownotes Links - Jens Bender LinkedIn: https://www.linkedin.com/in/jens-bender/ Monthly HR-Tech funding news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226887500227653635 Monthly HR-Tech M&A news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226888225003294720 HR Angels Club: https://www.hrangels.club/ Multi-Benefits: https://www.haufe.de/personal/hr-management/multi-benefits-plattformen-marktuebersicht_80_641762.html Payroll: https://www.haufe.de/personal/entgelt/herausforderungen-in-der-lohnbuchhaltung_78_637918.html   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) Jens Bender ist ein erfahrener Unternehmer und Managing Director der WorkTech Advisory GmbH mit Fokus auf den HRTech und WorkTech-Markt. Er begleitet Investoren und Scale-Ups als Advisor und Beirat mit seiner Unternehmererfahrung und seinem Netzwerk bei Go-To-Market sowie Produktportfolio und Partnerthemen. Während des Studiums an der WHU gründete Jens das Unternehmen PeoplePath, das sich zum weltweit führenden Anbieter von Alumni- und Talent Relationship Management-Lösungen entwickelte. Anschließend leitete er als Geschäftsführer die markt- und produktbezogenen Aktivitäten des Geschäftsbereichs Haufe Talent/ Haufe-Umantis, dem führenden Anbieter von Bewerbermanagement- und Mitarbeiterverwaltungslösungen für mittelständische Kunden in DACH. Neben seiner beratenden Tätigkeit initiierte er den HR Angels Club als größtes HR & WorkTech fokussiertes Business Angel-Netzwerk in Europa. Darüber hinaus ist er regelmäßiger Autor, Redner, Diskussionsteilnehmer und Podcast-Gast in Branchengesprächen.   Themen Mit Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) habe ich in der GainTalents-Podcastfolge 395 über die neuesten Entwicklungen im Bereich HR-Tech gesprochen. Viel Spaß beim Reinhören. Bei Jens bedanke ich mich recht herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was gibt es Neues im Bereich HR-Tech keine Überraschung: AI ist das große Thema, da auch viele neue Technologien um AI herum entstehen Recruiting: Ansprache (Formulierung von Ansprachen, mehr Marketing-/Sales-Logik) Talentpool (Aufbereitung und Interaktion mit Talenten) Interviews und Assessment mit Kandiaten:innen, aber auch intern, um z.B. Positionsprofile zwischen Recruiting und Hiring-Manager:innen abzustimmen Transkription von Gesprächen, um Inhalte für das Gespräch zu optimieren und um die Art der Gesprächsführung im Interviewprozess zu optimieren Scheduling für Terminvereinbarung mit Kalenderintegration Bewerbermanagement (logische Checks, ob alle wichtigen Dokumente vorliegen) Frontline-Worker Interaktion und Kommunikation mit den Mitarbeitenden (meistens App-basiert) Onboarding, z.B. Einarbeitung von Mitarbeitenden (Compliance, Sicherheit, etc.) Benefits / Payroll Multibenefits-Plattformen mit Fokus auf individuelle Benefits (Ernährung, Gesundheit, Finanzen, Familie, etc.) große Konzerne wie z.B. Sodexo (aus dem Catering) dringen in das Benefits-Business ein Payroll - starker Trend zum Outsourcing und daher Konsolidierung in dem Bereich - wie bekommt man mehr Produktivität in die Outsourcing-Leistungen? Analytics - mehr Daten in HR (People und Organisational Analytics) sowie Schnittstellen und Integrationen in andere Systeme mehr Daten, um den Business Impact von HR besser darstellen zu können Personalplanung wird optimiert Sourcing, Mulitkanalstrategien analysieren und bewerten Zukunft in HR Tech: Trend zu Talentplattformen (starker Wettbewerb zu Stellenanzeigenportalen) mehr Daten- als Prozessorientierung (KI-Software vs. klassischer Prozess-Software) mehr internationale Player drängen auf den deutschen Markt   #hrtech #peopleanalytics #recruiting #benefits #AI #GainTalentspodcast   Shownotes Links - Jens Bender LinkedIn: https://www.linkedin.com/in/jens-bender/ Monthly HR-Tech funding news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226887500227653635 Monthly HR-Tech M&A news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226888225003294720 HR Angels Club: https://www.hrangels.club/ Multi-Benefits: https://www.haufe.de/personal/hr-management/multi-benefits-plattformen-marktuebersicht_80_641762.html Payroll: https://www.haufe.de/personal/entgelt/herausforderungen-in-der-lohnbuchhaltung_78_637918.html   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Achtung (Werbung in eigener Sache):  Jetzt mein Buch "Die perfekte Candidate Journey & Experience" unter folgenden Links bestellen: https://link.springer.com/book/10.1007/978-3-662-66875-7 https://bit.ly/3KEgwDF https://amzn.to/3mbzhUO Der inhaltliche Fokus liegt auf Recruiting für mittelständische Unternehmen sowie Startups und darum, wie die Candidate Journey und deren Touchpoints so gestaltet werden können, dass eine hervorragende Candidate Experience möglich wird.   Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) Jens Bender ist ein erfahrener Unternehmer und Managing Director der WorkTech Advisory GmbH mit Fokus auf den HRTech und WorkTech-Markt. Er begleitet Investoren und Scale-Ups als Advisor und Beirat mit seiner Unternehmererfahrung und seinem Netzwerk bei Go-To-Market sowie Produktportfolio und Partnerthemen. Während des Studiums an der WHU gründete Jens das Unternehmen PeoplePath, das sich zum weltweit führenden Anbieter von Alumni- und Talent Relationship Management-Lösungen entwickelte. Anschließend leitete er als Geschäftsführer die markt- und produktbezogenen Aktivitäten des Geschäftsbereichs Haufe Talent/ Haufe-Umantis, dem führenden Anbieter von Bewerbermanagement- und Mitarbeiterverwaltungslösungen für mittelständische Kunden in DACH. Neben seiner beratenden Tätigkeit initiierte er den HR Angels Club als größtes HR & WorkTech fokussiertes Business Angel-Netzwerk in Europa. Darüber hinaus ist er regelmäßiger Autor, Redner, Diskussionsteilnehmer und Podcast-Gast in Branchengesprächen.   Themen Mit Jens Bender (Founder & MD Worktech Advisor und Initiator HR Angels Club) habe ich in der GainTalents-Podcastfolge 395 über die neuesten Entwicklungen im Bereich HR-Tech gesprochen. Viel Spaß beim Reinhören. Bei Jens bedanke ich mich recht herzlich für das sehr gute Gespräch und für die vielen guten Tipps zum Thema.  Was gibt es Neues im Bereich HR-Tech keine Überraschung: AI ist das große Thema, da auch viele neue Technologien um AI herum entstehen Recruiting: Ansprache (Formulierung von Ansprachen, mehr Marketing-/Sales-Logik) Talentpool (Aufbereitung und Interaktion mit Talenten) Interviews und Assessment mit Kandiaten:innen, aber auch intern, um z.B. Positionsprofile zwischen Recruiting und Hiring-Manager:innen abzustimmen Transkription von Gesprächen, um Inhalte für das Gespräch zu optimieren und um die Art der Gesprächsführung im Interviewprozess zu optimieren Scheduling für Terminvereinbarung mit Kalenderintegration Bewerbermanagement (logische Checks, ob alle wichtigen Dokumente vorliegen) Frontline-Worker Interaktion und Kommunikation mit den Mitarbeitenden (meistens App-basiert) Onboarding, z.B. Einarbeitung von Mitarbeitenden (Compliance, Sicherheit, etc.) Benefits / Payroll Multibenefits-Plattformen mit Fokus auf individuelle Benefits (Ernährung, Gesundheit, Finanzen, Familie, etc.) große Konzerne wie z.B. Sodexo (aus dem Catering) dringen in das Benefits-Business ein Payroll - starker Trend zum Outsourcing und daher Konsolidierung in dem Bereich - wie bekommt man mehr Produktivität in die Outsourcing-Leistungen? Analytics - mehr Daten in HR (People und Organisational Analytics) sowie Schnittstellen und Integrationen in andere Systeme mehr Daten, um den Business Impact von HR besser darstellen zu können Personalplanung wird optimiert Sourcing, Mulitkanalstrategien analysieren und bewerten Zukunft in HR Tech: Trend zu Talentplattformen (starker Wettbewerb zu Stellenanzeigenportalen) mehr Daten- als Prozessorientierung (KI-Software vs. klassischer Prozess-Software) mehr internationale Player drängen auf den deutschen Markt   #hrtech #peopleanalytics #recruiting #benefits #AI #GainTalentspodcast   Shownotes Links - Jens Bender LinkedIn: https://www.linkedin.com/in/jens-bender/ Monthly HR-Tech funding news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226887500227653635 Monthly HR-Tech M&A news: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7226888225003294720 HR Angels Club: https://www.hrangels.club/ Multi-Benefits: https://www.haufe.de/personal/hr-management/multi-benefits-plattformen-marktuebersicht_80_641762.html Payroll: https://www.haufe.de/personal/entgelt/herausforderungen-in-der-lohnbuchhaltung_78_637918.html   Links Hans-Heinz Wisotzky: Website https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Buch: https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Want to thrive in medical sales? In this episode, TJ, a regional business director specializing in cardiology, shares insider strategies for success—from fostering a growth mindset to mastering self-leadership. Learn how top performers refine their processes, understand their motivations, and leverage innovation to drive sales in coronary artery disease and structural heart technologies.   Discover why psychology beats tactical selling when building strong healthcare partnerships and how relationship-building is the key to long-term success. TJ also reveals how Boston Scientific onboards new reps to ensure they make an impact from day one, engaging effectively with hospital accounts.   Thinking about breaking into medical sales from a different industry? We explore how a restaurant server can successfully pivot into medical sales, the importance of demonstrating growth, and what hiring managers look for in standout candidates. Plus, get expert tips on acing interviews, crafting personalized follow-ups, and making authentic connections that lead to opportunities.   Whether you're a seasoned rep, an aspiring medical sales professional, or a leader looking to build a high-performing team, this episode is packed with real-world insights, career strategies, and actionable advice to help you succeed in the dynamic world of medical sales.   Meet the guest: TJ Jones is a Regional Sales Director for Boston Scientific, a global company that transforms lives through innovative medical solutions. He is passionate about positively impacting patient care and helping sales professionals reach new milestones professionally and personally. Connect with TJ: LinkedIn Connect with Me: LinkedIn Love the show? Subscribe, rate, review, and share! Here's How » Want to connect with past guests and access exclusive Q&As? Join our EYS Skool Community today!  

Why Is Transition Rule #1 - Don't Do It Alone? When talking about the transition, why did we make Transition Rule #1 -Don't Do It Alone?  At Cameron-Brooks, we've spent nearly 50 years helping Junior Military Officers (JMOs) make this transition successfully. A lot has changed in 50 years, and there is one thing for certain: There is so much information out there. There are a lot of resources and people out there who want to help you. We've developed 6 Rules for the JMO Military to Business Transition to help break through the vast amounts of information and organize it for you. These rules provide a framework and a structure to help you gather information, plan, prepare and help educate you on your options outside of the military. In this episode, we're joined by Tim Kirchner, who has spent 20+ years in the recruiting Industry. He's a key team member and leader at Cameron-Brooks. What is unique about Tim is that he's seen both sides. He's been at Cameron-Brooks for the last six years and has helped thousands of JMO's learn about their options and helped communicate how companies view and understand them. He's spent the majority of his professional career communicating with Hiring Managers and helping them find, build, and retain talent. Tim was the main driver behind organizing these rules. He's a wonderful teammate and leader, and we value that he's seen a lot, and he brings a fresh perspective and a “different frame” of viewing things. In this episode, we dove into the crucial first step: finding the right guide. We discuss key insights, practical strategies, and the value of a guide in the transition to help you build a plan, develop a strategy, and start building the foundation for your transition. We start with Transition Rule #1: Don't Do It Alone. In other words, Find Your Guide. Why Should You Find a Guide? It will highly increase your chances of being successful in the transition, based on how you define success. When starting something new, the most important thing to do is gather information and get educated on that topic. So naturally, how do we do that? We find information and people who know things that we don't. We learn from people who have gone before us and from people who have experience. What to Look for when You Find a Guide? The first thing that's important when you find a guide is choosing one that you trust. With trust comes open, candid communication, that goes both ways. For the JMO, it's about communicating what's important to you and thinking about your objectives in the transition. For the guide, it's about listening and being honest about the realistic nature of achieving those goals based upon the proposed strategy. We discussed the importance of trust, which stems from the book Trust by Dr. Henry Cloud. The five components of trust: 1. Does the guide understand what is important to you? 2. Does the guide have the expertise? 3. Does the guide have the Integrity and Character to do what they say they are going to do? 4. Does the guide have transparency in their motive to help you? 5. Does the guide have a clear track record? Transformation over Transaction Joel left us with some closing thoughts. Our mission at Cameron-Brooks is about transformation, not transaction. We don't just place JMOs in front of Hiring Managers and Decision Makers for open developmental positions. It goes further than that. We strive to be Counterculture to help JMOs grow, reflect, and step into the next phase of their careers with confidence. We strive to provide confidence in your choice to find a guide. Ready to Take the Next Step? Are you ready to follow Transition Rule #1 - Don't Do It Alone? Want to learn more? Check out our podcast, Cameron-Brooks: PCS to Corporate America, follow us on LinkedIn or check out our website.  If you want to chat and learn more about your options, let me know. Always happy to set up a no pressure conversation. Brock Dudley

In dieser Folge knüpfe ich an Episode 165 („Die 10 wichtigsten Karrierelektionen aus 40 Jahren“) an – und gehe noch einen Schritt weiter: Ich spreche über meine persönlichen Perspektivwechsel und was ich dabei gelernt habe.Vom Techniker zum Vertriebsleiter. Vom mehrfachen Hiring Manager zum Headhunter. Von der einen auf die andere Seite des Tisches.Ich teile konkrete Erkenntnisse und Erfahrungen, die zeigen:• Warum Fachwissen heute nicht mehr reicht• Wie man im Bewerbungsprozess nicht nur überlebt, sondern überzeugt• Was Unternehmen wirklich suchen – und wie man das erkennt• Warum sich ein Perspektivwechsel fast immer lohntDiese Folge richtet sich an alle, die ihre Karriere bewusster gestalten wollen – ob als Kandidat oder Entscheider.https://www.nordh.de

Kortney Harmon sits down with Clark Wilcox, founder of The Digital Recruiter, to explore the transformative power of LinkedIn in modern sales marketing strategies—especially for recruiting businesses. Together, they dive into the benefits of LinkedIn as the top B2B platform, the evolution of digital recruiting, and how recruiters can leverage modern tools to build meaningful relationships and scale their agencies effectively. No matter where you are in your recruiting journey, this conversation is packed with actionable strategies to help you stay ahead in the ever-evolving talent industry. Clark offers valuable insights on leveraging LinkedIn, building meaningful connections, and creating a systemized digital approach that drives real results. Tune in to gain a comprehensive understanding from a true industry expert and discover actionable insights to drive your staffing strategy forward.________________Follow Clark on LinkedIn: LinkedIn | Clark WilcoxCheck out The Digital Recruiter Website hereListen to The Digital Recruiter Podcast hereWant to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Do you ever worry about what hiring managers might think of you? In this episode, Natalie Fisher explores how the way you think about yourself directly shapes how others perceive you.  Natalie emphasizes that rejection or criticism often reflects more about the other person than you—and that shifting your internal narrative can transform how you're perceived.    Get full show notes and more information here: https://nataliefisher.ca/245

In this episode of PR After Hours, Alex takes a deep dive into the findings of a recent survey by Resume.Org, which polled 765 hiring managers to evaluate the performance of Generation Z job applicants. The results are eye-opening, revealing several key areas where Gen Z candidates are struggling in the hiring process.From unprepared interviews to low-quality resumes and a lack of professionalism, Alex breaks down the challenges hiring managers are facing when it comes to Gen Z candidates. The episode also offers helpful advice for job seekers to improve their interview skills, resume quality, and overall professionalism to better stand out in today's competitive job market.Key Takeaways:Over 50% of hiring managers say Gen Z applicants are unprepared for interviews.Communication skills, professionalism, and resume quality are major areas of concern.Many candidates exhibit behaviors like using phones during interviews or bringing companions along.Practical tips for improving your chances in the job market, including interview prep, resume polish, and improving interpersonal skills.Resources Mentioned:Resume.Org Survey on Gen Z Hiring ChallengesCareer Coaches & Resume Tools for Job SeekersListen in to learn what Gen Z candidates can do to avoid common pitfalls and succeed in the competitive hiring process!CONNECT:⁠⁠⁠Alex on Substack⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠Alex on Medium⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Alex on LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Alex's Author Website⁠⁠⁠⁠⁠⁠⁠⁠⁠Join the Conversation: We want to hear your thoughts! ⁠⁠⁠⁠⁠⁠⁠⁠⁠Click here⁠⁠⁠⁠⁠⁠⁠⁠⁠ to share your experiences with crisis communications and the strategies that have worked for you.Get more great content on the website at ⁠⁠⁠⁠⁠⁠⁠⁠⁠PRAfterHours.com⁠⁠⁠⁠⁠⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get Alex's book, THE PODCAST OPTION-⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠-NOW IN PAPERBACK, AUDIOBOOK, and eBOOK!Pitch yourself or client as a guest ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.Announcer: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Mary McKenna⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. PR After Hours Theme: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://filmmusic.io⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ "Bossa Antigua" by Kevin MacLeodThis PR After Hours Podcast episode was recorded and mixed at Green Shebeen Studios in beautiful Kansas City, Missouri. Copyright 2025, all rights reserved. No reproduction, excerpting, or other use without written permission. As an Amazon Associate, we earn a small commission on some of our Amazon links.

Struggling to stand out in medical sales? This episode is your blueprint for crafting a resume that gets noticed, even if you don't have direct sales experience.  Learn how to position your background as an asset, highlight your sales potential, and structure your resume for maximum impact. We'll also dive into LinkedIn strategies to boost your visibility and connect with decision-makers, plus real success stories from professionals who made the leap. If you're serious about breaking into medical sales, this episode is a must-listen! Connect with me: LinkedIn Love the show? Subscribe, rate, review, and share! Here's How » Want to connect with past guests and access exclusive Q&As? Join our EYS Skool Community today!

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  In this milestone 100th episode, dive into essential resume and LinkedIn advice, including the importance of a LinkedIn profile, common resume mistakes to avoid, and actionable tips to make your resume stand out to recruiters and hiring managers. Learn how to replace vague adjectives and adverbs by emphasizing specific accomplishments, tailor your resume for your target role, and more.   We'll Talk About: 02:14 Three Important Principles 03:58 Tip 1: Remove Adjectives and Adverbs 09:00 Tip 2: Swap Vague Phrases for Specifics 10:12 Tip 3: Use Raw Numbers Over Percentages 12:09 Tip 4: Avoid Wordy Bullets 14:32 Tip 5: Focus on Relevant Career History 17:03 Tip 6: Ensure Breathing Room in Your Resume 19:17 Tip 7: Prioritize Content Over Template 26:29 Tip 8: Avoiding Commoditized Language 28:59 Tip 9: Starting with Your Target Role 32:35 Tip 10: The Importance of a Strong LinkedIn Profile _________________________________________________________________ Connect with Me Connect with me on LinkedIn From Zero Responses to Multiple Offers: Download The 5 Essential Steps Checklist Click here to learn about coaching Referenced Materials: Book your Diagnostic and Power Strategy Hour Listen to Episode 2: Swap These Three Time-Wasting tasks to Accelerate Your Career Search 

Feeling unsure about what hiring managers truly want? This episode is all about unlocking the secrets to becoming the ideal candidate in today's competitive job market.Discover the crucial qualities hiring leaders seek, from problem-solving and adaptability to cultural fit and measurable achievements.Renee doesn't waste any time so listen to this episode in full where she covers: Why hiring the right person is about cultural fit and growth potential beyond skills Why adaptability and fresh perspective matter more than industry experience How job seekers can best stand out through showcasing achievements and following up the right way

Are you a hiring manager or a psychologist?! Hour 4 2/20/2025 full 2141 Thu, 20 Feb 2025 23:00:00 +0000 BDxn4xszW8yajSmvSwx5WhPJmYImtVck news The Dana & Parks Podcast news Are you a hiring manager or a psychologist?! Hour 4 2/20/2025 You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! 2024 © 2021 Audacy, Inc. News False https://player.amperwavepodcast

In this Tactical Tuesday episode, Samand Vivien dive into the importance of efficiency — covering everything from strategies to get interviews scheduled more quickly to establishing more clear, open communication channels between recruiters and hiring managers so that presenting candidates becomes more streamlined. A 15 minute episode jam-packed with tons of takeaways you can start acting on today — we're not joking when we say we're about efficiency! 

Selecting qualified people who can fit in and contribute effectively is a key hiring manager challenge, whether you’re a mid-manager or senior executive. When the decision is right, you can relax and enjoy the ride. When the decision is wrong, you can look forward to losing 2 times base salary plus the hidden but significant costs of morale problems, customer chagrin, lower productivity, and missed opportunities. Today, we’re going to discuss the advantages of psychological or executive assessment for key people when it is added to traditional hiring methods and other best practices. Traditional hiring will more likely lead to a 40 to 60% (at best) success rate. Adding the pysch assessment dimension and best processes to the hiring equation will boost your success rate to above 80% and ensure that you avoid bad decisions over 90% of the time. Today, we’re going to discuss how to optimize your successful candidate decisions. Watch here: https://youtu.be/w0RIUBgwjDQ

Selecting qualified people who can fit in and contribute effectively is a key hiring manager challenge, whether you’re a mid-manager or senior executive. When the decision is right, you can relax and enjoy the ride. When the decision is wrong, you can look forward to losing 2 times base salary plus the hidden but significant costs of morale problems, customer chagrin, lower productivity, and missed opportunities. Today, we’re going to discuss the advantages of psychological or executive assessment for key people when it is added to traditional hiring methods and other best practices. Traditional hiring will more likely lead to a 40 to 60% (at best) success rate. Adding the pysch assessment dimension and best processes to the hiring equation will boost your success rate to above 80% and ensure that you avoid bad decisions over 90% of the time. Today, we’re going to discuss how to optimize your successful candidate decisions. Watch here: https://youtu.be/w0RIUBgwjDQ

Gen Z is too "difficult" to work with, and hiring managers are avoiding them -- even Gen Z hiring managers. So is this reputation deserved or not? ✨ Shadowbinders Pin Set Campaign - https://www.kickstarter.com/projects/nydaria/shadowbinders-steampunk-fantasy-hard-enamel-pin-set-series-1

Do you dread the thought of a CS interview presentation? People love to hate these, but not me! That's why, in part one of this two-part series, I am diving into how to nail your CS interview presentations. I'll share everything I have learnt from my experience as a hiring manager and a coach who has helped over 800 aspiring professionals. I'll break down the three most common types of presentations and shed light on the first four critical assessment criteria.Tune in for practical tips and strategies that can give you a competitive edge and set you on the path to securing your dream customer success role. Let's transform those interview jitters into confident, job-winning presentations!

The goal is to connect with the hiring manager on a human level, not to impress them with your intelligence. At the end of the day, PhDs who get hired are the ones who understand that hiring managers think and operate differently. The post #728 Stuck? Hack The Hiring Manager's Mindset appeared first on Cheeky Scientist.

In this episode from our FDE+ Virtual Event, Ron Dermady shares transformative insights on branding, marketing, and media for recruiters. We delve into how recruiters can move away from traditional sales techniques and embrace digital outreach to build lasting engagement with candidates and clients.Ron explores the power of showcasing your true self, finding your unique voice, and leveraging social media to establish yourself as a subject matter expert. He introduces practical strategies like the "media flywheel" and "10, 4, 2 strategy" to help recruiters create purposeful, value-driven content that resonates. Set your recruiting goals for 2025 on the right path with actionable tips on how to craft, share, and amplify your professional voice on LinkedIn and other platforms.Stay tuned as we unpack the key takeaways from this informative session and empower you with the tools to propel your recruiting success in the coming year. Let's dive in!________________Follow Ron on LinkedIn: LinkedIn | Ron DermadyWant to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Welcome back to another Post-Conference Recap. For the November 2024 Career Conference, we had three of our most recent alumni on a webcast to share their experiences about the Cameron-Brooks process and where they chose to launch their careers. Aine Armstrong – LT, Navy Supply Officer Maria Blom – CPT, Army Engineer Officer Haadi Elsaawy – LT, Navy Surface Warfare Officer They each offered great advice and perspective to other military officers who are preparing to transition. In this conversation, we cover many topics around some of the following questions: November 2024 Conference Statistics Economy Update Developmental opportunities at the November 2025 Career Conference Interview preparation tips and techniques Did the opportunities at the Career Conference meet your salary expectations? Why did you choose a partnership with Cameron-Brooks? What were the conversations like with these Hiring Managers? Study Groups Tips to Ace the Interview! And much more! I think these Career Conference Recap webcasts are so valuable because they give those who have not been to a Career Conference a “behind-the-scenes” view of what it's like. The transition can be hazy. It can be foggy, and in a sea of choices, it's sometimes hard to know the right path to navigate in order to reach your end goal. This is what I like to call "Navigating between the buoys". For those nautical folks out there, this is navigating in restricted waters! These Career Conference recap conversations help those planning to attend a future Conference have the confidence to continue preparing for transition success, and for those not in the Development and Preparation Program, hopefully their advice and experience serves you well as you prepare for your interviews! If you are a JMO and looking for answers, we are here to help. Cameron-Brooks has over 5 decades of experience guiding military officers as they transverse the challenges of transition from the military to the business world. I am glad to meet with you one-on-one to help better define your marketability and explore options. You can also find more information about Cameron-Brooks on our website, YouTube and LinkedIn. It all starts with a conversation. Best of success, Brock Dudley | bdudley@cameron-brooks.com | (210) 874-1495

Stepping into an interview at DraftKings isn't just about answering questions—it's about speaking to your strengths and understanding how you can contribute to our innovative environment. To help you prepare, we spoke with three hiring managers who shared their journeys, insights, and advice for acing every step of our process.  Do you have more questions about the interview process? Check out this DraftKings podcast episode, where we discuss FAQs. If you're ready to see our open positions, check out our jobs page.   

Being humble about your achievements and acknowledging that there's always more to learn can go a long way in making you more relatable and less intimidating. The post #720 Stop Accidentally Intimidating Hiring Managers appeared first on Cheeky Scientist.

We talked about how bad NFL coaches are at choosing head coaches. We had some bets in the Daily Gambit. We talked to Keith Smith of Spotrac to get some NBA thoughts!

In this episode of Relationships at Work, Russel chats with talent futurist and keynote speaker Alynn Bailey on why managers don't know how to hire, and how to help them.Allyn shares her insights and experience with...Empathy and first impressions are crucial.The hiring process is highly complex and often improvised.Consistency in assessment is essential but rare.Accountability in hiring starts with managers.Practical experience outweighs observation.The ripple effect of poor hiring.Confidence in hiring requires support systems.Hey! If you're enjoying the insights from our guests, you'll love our R@W Notes Newsletter. It's packed with guest takeaways, the resources that inspire them, and my own tips on how we as leaders can be better humans for the humans the are responsible for. Go to RelationshipsAtWorkShow.com and Subscribe Now and help the workplace be more human.And connect with me for more great content! Sign Up for R@W Notes Subscribe on Youtube Follow on Linkedin Follow on Instagram Follow me on Threads Follow on TikTok Email me anytime

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Help us become the #1 Data Podcast by leaving a rating & review! We are 67 reviews away! It's not just about skills; find out what makes hiring managers say, “You're the one we've been looking for.” Featuring hiring managers like Alex The Analyst, Megan McGuire, Jesse Morris, and Andrew Madson, the episode provides actionable tips and behind-the-scenes looks at what it takes to stand out in the data job market.

For many job seekers today, the first eyes on their application are most likely not human. Companies and recruiters are turning to AI more and more to streamline the hiring process. But is AI actually fairer than its human counterparts? Or is it bringing in new biases and discriminatory practices when looking at a job applicant's qualifications?  Hilke Schellmann is a professor of journalism at New York University and the author of The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired and Why We Need to Fight Back Now. Her work examines AI's increasing role in the world of work and how companies should be cautious of its pitfalls. Hilke and Greg discuss the scale of AI's impact on hiring, the bias and inefficiencies in these tools, and why more human oversight and testing is needed in this field. *unSILOed Podcast is produced by University FM.*Show Links:Recommended Resources:AIHawkHireVue Joseph B. FullerCambridge AnalyticaGuest Profile:Faculty Profile at New York UniversityProfessional WebsiteProfessional Profile on LinkedInHer Work:The Algorithm: How AI Decides Who Gets Hired, Monitored, Promoted, and Fired and Why We Need to Fight Back Now Episode Quotes:Is AI more biased or human hiring?04:16: I think the one concern that I have with AI tools is like, one human hiring manager can be biased against a certain amount of people; it's usually very limited. How many can they possibly hire in a year, right? And I'm sorry to all the people who have been the victim of somebody who's biased in HR or in hiring manager. The problem is with AI tool we sometimes see it used in a new scope. If you have a resume parser that's discriminating against women. If you use it in all incoming resumes in your company, some companies receive millions, literally millions, of applications. So the harm can be just so much larger than one biased human can apply, and I also feel like if we build these sophisticated AI tools, let's make sure they work. They're not compounding their already bias that people, especially people of color, especially women, especially people with disabilities, have already encountered.The misconception of AI as thinking machines16:29: I think the problem is that we assume that AI tools are thinking machines and that they find something meaningful. But they have no conscience. They don't understand. They just pick.AI tools don't erase biases14:09: If you work with an AI vendor that cannot tell you how a score comes to be and says, "We know it's a deep neural network. We don't know it's on in training data," I would be really worried because we have only seen time and again that we find bias in these tools and not the opposite. The tool doesn't erase the bias, unfortunately.Do we need more educated HR consumers or consumer reports for AI tools?51:54: I would love to have a consumer report, but in the absence of that for AI tools, we need to get a whole lot more skeptical and do pilot studies. Also, like, hire maybe an outside I/O psychologist to take apart the technical report. And if an AI vendor doesn't have a technical report that explains how the tool was validated and built, and how they did at least the four-fifth rule analysis to understand that there's no disparate impact—if they don't have a technical report that explains any of that or whatever they call it—I would assume they didn't do this. I would run away if they can't even tell you how the tool was validated and checked for disparate impact. And then I would scrutinize these technical reports. I had people help me with that, and they found flaws in a couple of technical reports that I was able to get my hands on. So I would do that.

Hiring managers receive hundreds of resumes for each open position today. How do you make your resume stand out? In this episode of Career Confidante, host Marie Zimenoff interviews guest Amelia Brooke on the power of storytelling in resumes (or CVs where Amelia's located in the UK) and LinkedIn profiles. Amelia shares her journey from working in manufacturing to becoming a recruiter and now a career coach and writer. Marie and Amelia discuss the importance of storytelling in resumes and how it can differentiate you from your peers in today's competitive job market. They also delve into the art of prioritizing stories to make sure your message resonates instantly with the recruiter and hiring manager. Listen in to uncover the secrets to using storytelling to transform your career documents and stand out from the crowd, even if you're making a career transition.

Do you have what it takes to impress Customer Success hiring managers heading into 2025? We certainly have the information for you, and it has come straight from the mouths of current hiring managers.In this second episode of our two-part series, we cover five more key findings from our interviews with current Customer Success hiring managers, including some surprising insights about AI, that will put you ahead of the competition in your job search. If you haven't listened to part one yet, I highly recommend you do, and then tune in to arm yourself with the knowledge to head into your 2025 job search with your best foot forward. Listen to Episode 42: What CS Hiring Managers Really Want in 2025 (Part 1)

Send us a textIf You're Not Getting Interviews, Your Generic Resume May be to Blame!The old days of a "one and done" resume are not returning any time soon.If you're serious about getting the right job, not just any job, you need to avoid generic resume usage at all costs!Recruiters, hiring managers, and Human Resource professionals can sea  generic resume coming miles away and that usually means you end up in the discard pile!Learn what a generic resume looks like and how to correct yours so that you start getting interviews with the companies you want!Support the show

What are Customer Success hiring managers looking for in candidates in 2025? The best way to find out is by asking them directly, and that's exactly what we've done.In part one of this two-part series, I share five major findings directly from Customer Success hiring managers across various industries. We'll discuss the evolving partnership between hiring managers and talent acquisition teams, changes in the resume review process, and the growing importance of job descriptions. I'll also provide practical tips on how you can use these insights to your advantage.Tune in to uncover the secrets that could make you stand out and land your dream role in customer success!

Navigating the Cybersecurity Career Maze with Heather Hinton In this episode of Breaking into Cybersecurity, host Renee Small welcomes cybersecurity expert and professor Heather Hinton to discuss the intricacies of breaking into the field. Heather shares her extensive experience in security, from her beginnings in the late 80s to becoming a CISO and professor. The discussion covers essential tips for job seekers, including the importance of networking, tailoring resumes, and practicing interview skills. Heather emphasizes the value of critical thinking and problem-solving abilities and offers insights into emerging areas within cybersecurity. The episode also addresses the challenges of the current job market and provides practical advice for both candidates and hiring managers. 00:00 Introduction and Housekeeping 01:12 Heather Hinton's Journey into Cybersecurity 04:27 Challenges and Realities of Hiring in Cybersecurity 06:17 Networking and Community Involvement 08:38 Advice for Hiring Managers and Candidates 13:22 Audience Questions and Interactive Discussion 24:35 Understanding Resume Parsing 26:11 Importance of Tailoring Your CV 27:11 Networking: The Key to Job Search 27:53 Challenges with Applicant Tracking Systems 28:18 Effective Job Search Strategies 31:19 The Role of Generative AI in Resumes 33:03 Preparing for Cybersecurity Job Interviews 34:21 Specialized Areas in Cybersecurity 39:15 Advice for Disabled Job Seekers 44:45 Final Thoughts and Encouragement Sponsored by CPF Coaching LLC - http://cpf-coaching.com The Breaking into Cybersecurity: It's a conversation about what they did before, why did they pivot into cyber, what the process was they went through Breaking Into Cybersecurity, how they keep up, and advice/tips/tricks along the way. Check out our books: Develop Your Cybersecurity Career Path: How to Break into Cybersecurity at Any Level https://amzn.to/3443AUI Hack the Cybersecurity Interview: Navigate Cybersecurity Interviews with Confidence, from Entry-level to Expert roles https://www.amazon.com/Hack-Cybersecurity-Interview-Interviews-Entry-level/dp/1835461298/ Hacker Inc.: Mindset For Your Career https://www.amazon.com/Hacker-Inc-Mindset-Your-Career/dp/B0DKTK1R93/ About the hosts: Renee Small is the CEO of Cyber Human Capital, one of the leading human resources business partners in the field of cybersecurity, and author of the Amazon #1 best-selling book, Magnetic Hiring: Your Company's Secret Weapon to Attracting Top Cyber Security Talent. She is committed to helping leaders close the cybersecurity talent gap by hiring from within and helping more people get into the lucrative cybersecurity profession. https://www.linkedin.com/in/reneebrownsmall/ Download a free copy of her book at magnetichiring.com/book Christophe Foulon focuses on helping to secure people and processes with a solid understanding of the technology involved. He has over ten years of experience as an experienced Information Security Manager and Cybersecurity Strategist with a passion for customer service, process improvement, and information security. He has significant experience in optimizing the use of technology while balancing the implications to people, processes, and information security by using a consultative approach. https://www.linkedin.com/in/christophefoulon/ Find out more about CPF-Coaching at https://www.cpf-coaching.com Website: https://www.cyberhubpodcast.com/breakingintocybersecurity Podcast: https://podcasters.spotify.com/pod/show/breaking-into-cybersecuri YouTube: https://www.youtube.com/c/BreakingIntoCybersecurity Linkedin: https://www.linkedin.com/company/breaking-into-cybersecurity/ Twitter: https://twitter.com/BreakintoCyber Twitch: https://www.twitch.tv/breakingintocybersecurity

In this bonus episode we've got something special – an eye-opening conversation with Chris Allaire, founder and CEO of Averity, a leader in IT staffing and recruiting. During a chat with Chris, he dropped some jaw-dropping statistics about the current state of the IT industry, which I knew I had to share with you. From the challenges of an overflowing talent pool to the rise of AI in recruitment, this conversation is packed with actionable insights and expert advice that could change the way you navigate the staffing world. Sit back, tune in, and get ready for a real wake-up call that dives deep into the numbers and strategies shaping IT staffing today. This is an episode you won't want to miss!___________________Follow Chris Allaire on LinkedIn: https://www.linkedin.com/in/chrisallaire/Want to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

What's the current cybersecurity hiring manager's perspective on hiring? Talent scouting, employer reputation, etc.? Let's find out with our guest Reanna Schultz. Your hosts Kip Boyle, CISO with Cyber Risk Opportunities, and Jake Bernstein, Partner with K&L Gates. Reanna Schultz's LinkedIn profile -- https://www.linkedin.com/in/reanna-schultz/ Reanna's company "CyberSpeak Labs LLC" -- https://www.cyberspeaklabs.com/ "Cybersecurity Hiring Manager Handbook" -- https://cybersecurity-hiring-manager-handbook.netlify.app/ "Your Cyber Path" podcast -- https://www.YourCyberPath.com "IRRESISTIBLE" cybersecurity job hunter's course on Udemy -- https://www.udemy.com/course/irresistible-cybersecurity

Your 60-second money minute. Today's topic: AI May Be Your Next Hiring Manager

Mastering the Art of Hiring: Best Practices and Key Interview StrategiesIn this episode, we delve into the best hiring practices to ensure your team is set up for success. With over a decade of experience, Justin shares his insights on defining non-negotiables during the application process, evaluating resumes, and understanding the significance of first impressions. We discuss the importance of body language, strategic questioning, and digging deeper into candidates' backgrounds to find the right fit for your company. Learn how to spot red flags, tailor your interview questions, and the importance of checking references to make informed hiring decisions. Join us as we explore how to get the right people in your company rowing in the same direction.The Logistics & Leadership Podcast, powered by Veritas Logistics, redefines logistics and personal growth. Hosted by industry veterans and supply chain leaders Brian Hastings and Justin Maines, it shares their journey from humble beginnings to a $50 million company. Discover invaluable lessons in logistics, mental toughness, and embracing the entrepreneurial spirit. The show delves into personal and professional development, routine, and the power of betting on oneself. From inspiring stories to practical insights, this podcast is a must for aspiring entrepreneurs, logistics professionals, and anyone seeking to push limits and achieve success.Timestamps:(00:00) - Introduction to Effective Hiring Practices(00:36) - The Importance of the Interview Process(01:00) - Key Qualities to Look for in Applicants(03:23) - The Role of Body Language in Interviews(06:41) - Assessing Experience and Background(13:51) - Effective Questioning Techniques(17:26) - Final Tips for Hiring Managers(18:27) - Conclusion and Next Episode PreviewConnect with us!▶️ Website | LinkedIn | Brian's LinkedIn | Justin's LinkedInFollow The Logistics & Leadership Podcast on:▶️ Spotify | Apple | YouTube