Podcasts about hiring managers

Et si on croisait les regards ?Un recruteur. Un Hiring Manager.Oui, c'est une grande première dans Tam Tam ! Parce que chez Pennylane, le recrutement c'est définitivement un sport d'équipe ! Alors Thomas Guillet, Senior Technical Recruiter et Damien Milon, Chef d'équipe d'ingénierie logicielle senior et Hiring Manager nous racontent tout !Ensemble, ils ont vécu un scale… version XXL : de 20 à 300+ ingénieurs, 165 recrutements tech en un an et +90% de périodes d'essai validées. Rien que ça. Et chez eux, recruter n'est pas “le sujet des RH”. C'est le sujet n°1 de la boîte.Bref, on parle :

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Vanessa Reynolds  Vanessa Reynolds ist Partnerin bei Candidized, einer HR-Beratung, die auf moderne Eignungsdiagnostik und Skill-Based Hiring spezialisiert ist. Mit der Kombination bewährter Forschung, neuester Studien und den Ansprüchen des modernen Talent Acquisition denkt sie Eignungsdiagnostik weiter. Gemeinsam mit ihrem Team entwickelt sie Assessment Solutions, die die Vorhersage von Performance und eine ganzheitliche Passung in den Fokus stellen. Ihr erklärtes Ziel ist es, fundierte Eignungsdiagnostik noch stärker in der Praxis zu verankern. Mit dem Fokus auf Data und Skills schafft sie ein zukunftsgerichtetes HR, das den Herausforderungen dynamischer Arbeitswelten gewachsen ist. Vanessa steht für eine Diagnostik, die Potenziale hebt und echte Chancen ermöglicht.   Das Thema In der GainTalents-Podcastfolge 441 konnte ich mit Vanessa Reynolds (Partnerin bei Candidized) über das Thema Skill-based Eignungsdiagnostik sprechen. In diesem Kontext hat Vanessa insbesondere ausgeführt, worauf es dabei ankommt und wie das ganze in Unternehmen implementiert werden kann. Herzlichen Dank an Vanessa für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  Was gibt es bei dem Thema Skill-based Eignungsdiagnostik zu beachten? Folgende Bereiche gehören zu einer Skill-based Eignungsdiagnostik: Knowledge, Skills (auch Softskills), Abilities (Analytische Fähigkeiten, Intelligenz), Interessen, Werte und Persönlichkeit Anforderungsanalyse - was ändert sich in den nächsten Jahren für bestimmte Aufgaben/Rollen und was bedeutet das für die Eignungsdiagnostik welche neuen Themen gibt es, welche neuen Technologien müssen Kandidaten:innen beherrschen, welche Ziele leiten sich daraus für die neue Aufgabe/Rolle ab? Kriterien zur Passung hinsichtlich Organisation, Rolle, Team, etc. müssen definiert werden - wichtig für die spätere Messung Welche Kriterien sind wichtiger als andere im Selektionsprozess? "frühe" Filter in den Prozess integrieren - nicht nur Keyword-Matching! - z.B. standardisierte Online-Verfahren, Arbeitsproben, Kurz-Assessments, Kurzinterviews mit kompetenzbasierten Fragestellungen, etc. Trade-off bewerten zwischen Effizienz im Prozess und Effektivität (die wirklich passenden Kandidaten:innen finden)! Achtung Herausforderungen: Prozessdesign ist essentiell wichtig - wo starten wir und was sind die einzelnen Schritte, die aufeinander aufbauen? Ist nicht nur HR-Thema! Klare Verantwortlichkeiten auch in Zusammenarbeit mit den Hiring-Manager:innen müssen bzgl. Prozessen definiert werden Die positiven Resultate aus einer Skill-based Eignungsdiagnostik (qualitativ bessere Einstellungen) datengestützt im Unternehmen kommunizieren erst einmal mit einem Fachbereich starten und dann bei Erfolg und Akzeptanz in der Organisation ausrollen (early adopter identifizieren)   #GainTalentsPodcast #Eignungsdiagnostik #SkillBasedHiring #HRConsulting #TalentAcquisition #DataDrivenHR #Performance #FutureOfWork #Recruiting   Shownotes Links - Vanessa Reynolds LinkedIn: https://www.linkedin.com/in/vanessa-reynolds/  Website: https://candidized.de/    Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience 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/

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Vanessa Reynolds  Vanessa Reynolds ist Partnerin bei Candidized, einer HR-Beratung, die auf moderne Eignungsdiagnostik und Skill-Based Hiring spezialisiert ist. Mit der Kombination bewährter Forschung, neuester Studien und den Ansprüchen des modernen Talent Acquisition denkt sie Eignungsdiagnostik weiter. Gemeinsam mit ihrem Team entwickelt sie Assessment Solutions, die die Vorhersage von Performance und eine ganzheitliche Passung in den Fokus stellen. Ihr erklärtes Ziel ist es, fundierte Eignungsdiagnostik noch stärker in der Praxis zu verankern. Mit dem Fokus auf Data und Skills schafft sie ein zukunftsgerichtetes HR, das den Herausforderungen dynamischer Arbeitswelten gewachsen ist. Vanessa steht für eine Diagnostik, die Potenziale hebt und echte Chancen ermöglicht.   Das Thema In der GainTalents-Podcastfolge 441 konnte ich mit Vanessa Reynolds (Partnerin bei Candidized) über das Thema Skill-based Eignungsdiagnostik sprechen. In diesem Kontext hat Vanessa insbesondere ausgeführt, worauf es dabei ankommt und wie das ganze in Unternehmen implementiert werden kann. Herzlichen Dank an Vanessa für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  Was gibt es bei dem Thema Skill-based Eignungsdiagnostik zu beachten? Folgende Bereiche gehören zu einer Skill-based Eignungsdiagnostik: Knowledge, Skills (auch Softskills), Abilities (Analytische Fähigkeiten, Intelligenz), Interessen, Werte und Persönlichkeit Anforderungsanalyse - was ändert sich in den nächsten Jahren für bestimmte Aufgaben/Rollen und was bedeutet das für die Eignungsdiagnostik welche neuen Themen gibt es, welche neuen Technologien müssen Kandidaten:innen beherrschen, welche Ziele leiten sich daraus für die neue Aufgabe/Rolle ab? Kriterien zur Passung hinsichtlich Organisation, Rolle, Team, etc. müssen definiert werden - wichtig für die spätere Messung Welche Kriterien sind wichtiger als andere im Selektionsprozess? "frühe" Filter in den Prozess integrieren - nicht nur Keyword-Matching! - z.B. standardisierte Online-Verfahren, Arbeitsproben, Kurz-Assessments, Kurzinterviews mit kompetenzbasierten Fragestellungen, etc. Trade-off bewerten zwischen Effizienz im Prozess und Effektivität (die wirklich passenden Kandidaten:innen finden)! Achtung Herausforderungen: Prozessdesign ist essentiell wichtig - wo starten wir und was sind die einzelnen Schritte, die aufeinander aufbauen? Ist nicht nur HR-Thema! Klare Verantwortlichkeiten auch in Zusammenarbeit mit den Hiring-Manager:innen müssen bzgl. Prozessen definiert werden Die positiven Resultate aus einer Skill-based Eignungsdiagnostik (qualitativ bessere Einstellungen) datengestützt im Unternehmen kommunizieren erst einmal mit einem Fachbereich starten und dann bei Erfolg und Akzeptanz in der Organisation ausrollen (early adopter identifizieren)   #GainTalentsPodcast #Eignungsdiagnostik #SkillBasedHiring #HRConsulting #TalentAcquisition #DataDrivenHR #Performance #FutureOfWork #Recruiting   Shownotes Links - Vanessa Reynolds LinkedIn: https://www.linkedin.com/in/vanessa-reynolds/  Website: https://candidized.de/    Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience 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/

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I've helped over 2,000 people land jobs at companies like Google, Microsoft, Tesla, and Netflix, and I've noticed the top candidates all do the same 5 things that most people completely miss. These aren't the usual tips you hear from career coaches. They're specific, tactical shifts that actually work. In this video, I'm breaking down exactly what separates people who get multiple offers from people who can't even get a callback, and how you can start using these strategies today.TIMESTAMPS0:00 - Intro: Why Less Qualified People Are Getting Hired1:30 - The Fundamental Shift Top Candidates Make3:15 - Point #1: Act Like You're Dating, Not Begging6:45 - Point #2: Reverse-Engineer the Hiring Manager's Nightmare10:20 - Point #3: Treat the Application as the Audition13:50 - Point #4: Build a "Receipts Folder" for Every Achievement17:10 - Point #5: Follow Up Like a Chess Player, Not a Stalker19:45 - Recap & Action Steps21:00 - Final Thoughts & How to Get Started

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Antonio Zill  Antonio Zill ist Gründer und Geschäftsführer von Pactos, einer KI-basierten Plattform für das Management von externen Arbeitskräften. Antonio ist ein erfahrener Gründer mit Hintergrund in strategischer Unternehmensführung, Digitalisierung und am Puls der Zeit - zuvor hat er bereits eine Präventionsklinik gegründet. In dieser Podcastfolge erhalten wir von Antonio spannende Einblicke in HR-Tech, KI im Workforce-Management und in die Herausforderungen moderner Personaldienstleistung.    Das Thema In der GainTalents-Podcastfolge 438 habe ich mit Antonio Zill (Gründer und Geschäftsführer von Pactos) darüber gesprochen, wie Unternehmen externe Arbeitskräfte KI-gestützt rekrutieren und verwalten können. Herzlichen Dank an Antonio für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  Wann kann der Einsatz externer Arbeitskräfte sinnvoll sein? saisonale Schwankungen, bestimmtes Skillset oder Aushilftstätigkeit sind häufig Gründe Über wen kann ich auf externe Arbeitskräfte zugreifen? in der Regel über Personaldienstleister die Arbeitskräfte über den Weg der Arbeitnehmerüberlassung oder Freelancing anbieten Was kennzeichnet einen guten Personaldienstleister? Qualität (die richtigen Kandidaten - passend zum Anforderungsprofil) Geschwindigkeit (schnelle Lieferung - Basis ist dann die digitale Zusammenarbeit) Preis-/Leistungsverhältnis muss passen Wo kommt in das ganze Thema Künstliche Intelligenz zum Einsatz? Beim Recruiting in den Bereichen Bedarfserfassung, Selektion  der richtigen Dienstleister, Anforderungsmatching, u.v.m. Bedarfsplanung: Inhouse werden Bedarfe ermittelt inkl. Spezifikation des Bedarfs Analyse, Bewertung sowie Priorisierung der Bedarfe  KI-Agenten automatisieren die dahinterliegenden Prozesse  Übergabe der Anforderungen an die Personaldienstleister Auswahl der Kandidaten: Digitale Kollaboration mit Personaldienstleistern Screening der Kandidaten (Anforderungsmatching) Inhouse-Abstimmung mit Hiring-Manager:innen Management der externen Arbeitskräfte Abstimmungsprozesse hinsichtlich Einsatzort/-zeit und Onboarding Planung von Schichten, Organisation von Einsatzplänen (z.B. auch interne vs. externe Arbeitskräfte) Sicherstellung der Compliance (gesetzliche Anforderungen wie Dokumente, Arbeitszeiten, etc.)   #GainTalentsPodcast #KI #ExterneArbeitskräfte #FreelancerManagement #WorkforceManagement #HRTech #FutureOfWork   Shownotes Links - Antonio Zill LinkedIn: https://www.linkedin.com/in/antonio-zill/ Unternehmen: Pactos – https://www.pactos.ai Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience 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/

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Antonio Zill  Antonio Zill ist Gründer und Geschäftsführer von Pactos, einer KI-basierten Plattform für das Management von externen Arbeitskräften. Antonio ist ein erfahrener Gründer mit Hintergrund in strategischer Unternehmensführung, Digitalisierung und am Puls der Zeit - zuvor hat er bereits eine Präventionsklinik gegründet. In dieser Podcastfolge erhalten wir von Antonio spannende Einblicke in HR-Tech, KI im Workforce-Management und in die Herausforderungen moderner Personaldienstleistung.    Das Thema In der GainTalents-Podcastfolge 438 habe ich mit Antonio Zill (Gründer und Geschäftsführer von Pactos) darüber gesprochen, wie Unternehmen externe Arbeitskräfte KI-gestützt rekrutieren und verwalten können. Herzlichen Dank an Antonio für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  Wann kann der Einsatz externer Arbeitskräfte sinnvoll sein? saisonale Schwankungen, bestimmtes Skillset oder Aushilftstätigkeit sind häufig Gründe Über wen kann ich auf externe Arbeitskräfte zugreifen? in der Regel über Personaldienstleister die Arbeitskräfte über den Weg der Arbeitnehmerüberlassung oder Freelancing anbieten Was kennzeichnet einen guten Personaldienstleister? Qualität (die richtigen Kandidaten - passend zum Anforderungsprofil) Geschwindigkeit (schnelle Lieferung - Basis ist dann die digitale Zusammenarbeit) Preis-/Leistungsverhältnis muss passen Wo kommt in das ganze Thema Künstliche Intelligenz zum Einsatz? Beim Recruiting in den Bereichen Bedarfserfassung, Selektion  der richtigen Dienstleister, Anforderungsmatching, u.v.m. Bedarfsplanung: Inhouse werden Bedarfe ermittelt inkl. Spezifikation des Bedarfs Analyse, Bewertung sowie Priorisierung der Bedarfe  KI-Agenten automatisieren die dahinterliegenden Prozesse  Übergabe der Anforderungen an die Personaldienstleister Auswahl der Kandidaten: Digitale Kollaboration mit Personaldienstleistern Screening der Kandidaten (Anforderungsmatching) Inhouse-Abstimmung mit Hiring-Manager:innen Management der externen Arbeitskräfte Abstimmungsprozesse hinsichtlich Einsatzort/-zeit und Onboarding Planung von Schichten, Organisation von Einsatzplänen (z.B. auch interne vs. externe Arbeitskräfte) Sicherstellung der Compliance (gesetzliche Anforderungen wie Dokumente, Arbeitszeiten, etc.)   #GainTalentsPodcast #KI #ExterneArbeitskräfte #FreelancerManagement #WorkforceManagement #HRTech #FutureOfWork   Shownotes Links - Antonio Zill LinkedIn: https://www.linkedin.com/in/antonio-zill/ Unternehmen: Pactos – https://www.pactos.ai Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience 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/

Send us a textIn this AXR How-To Series special of Your Future in Sales and Marketing, we flip the recruitment lens and speak directly to hiring managers. Mike is joined by Beth Holgate, Ben Carnegie, and Andrew Cannock, this episode breaks down how to get the most out of your recruitment process - whether you're hiring for the first time or looking to level up your approach.The conversation covers the fundamentals of recruiting well, from getting the basics right and building a clear hiring brief, to stepping up your process as roles become more senior or specialised. The team share practical insights on working effectively with specialist recruiters, running structured and meaningful interviews, and delivering candidate feedback that's timely, constructive, and human.The episode also dives into one of the most delicate stages of hiring: negotiating the offer. You'll learn how to balance commercial realities with candidate expectations, while protecting both your employer brand and long-term retention.Packed with real-world advice and actionable tips, this episode is essential listening for sales and marketing leaders who want to hire better, faster, and with confidence.

About Fatemah Mirza Fatemah Mirza is a Certified Resume Master and the powerhouse behind CareerTuners, a premier career services firm she founded over 15 years ago. Her work has helped thousands of driven professionals break into top-tier organizations—including the United Nations, Big Four consulting firms, Fortune 500 companies, and even the White House. Her clients don't just land interviews; they double their salaries, reclaim their time, and walk away with the confidence to ask for (and get) what they truly deserve. A best-selling author and TEDx speaker, Fatemah is a sought-after expert regularly invited to speak at institutions like UCLA, CSUN, and ICOI. Her career tools and templates have been downloaded over 200,000 times, and her company boasts 200+ five-star Google reviews, cementing her reputation for delivering real, measurable results.   Episode Notes:  00:00 Leadership – Intro 09:53 Lesson 1: The Hidden Job Market Still Hires Faster Than Job Boards 16:17 Lesson 2: Negotiate the Role Before You Negotiate the Salary 24:38 Lesson 3: Know Your Red Flags and Neutralize Them Early 32:12 Affiliate Break 33:01 Lesson 4: Decode the Job Description to Expose the Hiring Manager's Real KPIs 41:04 Lesson 5: Use Your Skills to Create Opportunities for Others  

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Stefan Dietz  Stefan Dietz ist Unternehmer, Sparringspartner für Geschäftsführungen und Keynote Speaker mit klarem Fokus auf People Strategy, Employer Branding, Führung und Zukunft der Arbeit. Er begleitet Unternehmen dabei, eine strategische Ausrichtung für die Menschenseite des Unternehmens zu entwickeln – von langfristigem Personalbedarf über Führung und Personalentwicklung bis hin zu Arbeitgeberattraktivität und kultureller Klarheit. In seiner Arbeit verbindet Stefan strategisches Denken mit hoher Praxisnähe. Er unterstützt Organisationen dabei, klare Ziele zu definieren, Führung wirksam zu gestalten und sich als Arbeitgeber glaubwürdig und sichtbar zu positionieren – intern wie extern. Darüber hinaus ist er als Redner, Moderator, Podcast-Host und Impulsgeber gefragt und beschäftigt sich intensiv mit Themen wie Fachkräftemangel, Arbeitsmarkttransformation und der Rolle von Führung in Zeiten des Wandels.   Das Thema In der GainTalents-Podcastfolge 436 habe ich mit Stefan Dietz (Unternehmer, Sparringspartner für Geschäftsführungen und Keynote Speaker mit klarem Fokus auf People Strategy, Employer Branding, Führung und Zukunft der Arbeit) über das Thema People Strategy gesprochen und dabei auch herausgearbeitet, warum das Chefsache ist. Herzlichen Dank an Stefan für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  People Strategy als Chefsache Integrierte Gesamtstrategie ist notwendig - Menschen in Unternehmen sind Chefsache (die Unternehmensführung muss komplett dahinter stehen)   Vorgehen für eine People Strategy: Wo will das Unternehmen hin? auf Grundlage einer Analyse der aktuellen Situation  welche Talente benötigen wir in der Zukunft (Fähigkeiten, etc.) Bedarfsermittlung bzw. Gapanalyse daraus ableiten Profil des Arbeitgebers schärfen Warum arbeiten die Menschen gerne bei uns (Achtung: authentisch bleiben!)? Die Marke intern schärfen (die Menschen im Unternehmen auch abholen) - ist die Grundlage für spätere Mitarbeitende gewinnen neue Mitarbeitende Klare Kommunikation der Erwartungshaltung seitens der Unternehmensführung ist wichtig Führung und Personalentwicklung muss tiefgehend analysiert werden wie sehen die Führungsrollen aus? Kompetenz zur Umsetzung der People Strategy aufbauen Definition: was ist gute Führung? Umsetzung der People Strategy mit Außenwirkung Mitarbeitende werben Mitarbeitende Karriereseite entsprechend der Strategie aufbauen (fokussiert auf Bedarfe) Social Media Strategie aufbauen (Content erstellen fokussiert auf Zielgruppe) Offline auf Zielgruppen zugehen Talentpool aufbauen für zukünftige Bedarfe und Kontakt halten zu diesen Talenten Umsetzung intern Führungskräfte und HR/Recruiting müssen z.B. bei Kennenlerngesprächen von Talenten im Unternehmen die Strategie leben Sehr gute Vorbereitung seitens HR/Recruiting für Hiring-Manager:innen für die Themen Recruiting, Personalentwicklung, etc. Umsetzung ist ein "Langstreckenrennen" - es dauert mehrere Jahre, bis die Umsetzung wirklich sehr gut greift   #GainTalentsPodcast #PeopleStrategy #Chefaufgabe #Leadership #CEO #HRStrategy #Führung #ZukunftDerArbeit   Shownotes Links - Stefan Dietz LinkedIn: https://www.linkedin.com/in/stefan-dietz/ Website: https://stefandietz.com/ Youtube: https://www.youtube.com/@stefandietz2808 Podcast: https://stefandietz.com/podcast/ Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience 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 neues Buch (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" kaufen (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Mein Gast: Stefan Dietz  Stefan Dietz ist Unternehmer, Sparringspartner für Geschäftsführungen und Keynote Speaker mit klarem Fokus auf People Strategy, Employer Branding, Führung und Zukunft der Arbeit. Er begleitet Unternehmen dabei, eine strategische Ausrichtung für die Menschenseite des Unternehmens zu entwickeln – von langfristigem Personalbedarf über Führung und Personalentwicklung bis hin zu Arbeitgeberattraktivität und kultureller Klarheit. In seiner Arbeit verbindet Stefan strategisches Denken mit hoher Praxisnähe. Er unterstützt Organisationen dabei, klare Ziele zu definieren, Führung wirksam zu gestalten und sich als Arbeitgeber glaubwürdig und sichtbar zu positionieren – intern wie extern. Darüber hinaus ist er als Redner, Moderator, Podcast-Host und Impulsgeber gefragt und beschäftigt sich intensiv mit Themen wie Fachkräftemangel, Arbeitsmarkttransformation und der Rolle von Führung in Zeiten des Wandels.   Das Thema In der GainTalents-Podcastfolge 436 habe ich mit Stefan Dietz (Unternehmer, Sparringspartner für Geschäftsführungen und Keynote Speaker mit klarem Fokus auf People Strategy, Employer Branding, Führung und Zukunft der Arbeit) über das Thema People Strategy gesprochen und dabei auch herausgearbeitet, warum das Chefsache ist. Herzlichen Dank an Stefan für die vielen guten Tipps zum Thema. Viel Spaß beim Reinhören!  People Strategy als Chefsache Integrierte Gesamtstrategie ist notwendig - Menschen in Unternehmen sind Chefsache (die Unternehmensführung muss komplett dahinter stehen)   Vorgehen für eine People Strategy: Wo will das Unternehmen hin? auf Grundlage einer Analyse der aktuellen Situation  welche Talente benötigen wir in der Zukunft (Fähigkeiten, etc.) Bedarfsermittlung bzw. Gapanalyse daraus ableiten Profil des Arbeitgebers schärfen Warum arbeiten die Menschen gerne bei uns (Achtung: authentisch bleiben!)? Die Marke intern schärfen (die Menschen im Unternehmen auch abholen) - ist die Grundlage für spätere Mitarbeitende gewinnen neue Mitarbeitende Klare Kommunikation der Erwartungshaltung seitens der Unternehmensführung ist wichtig Führung und Personalentwicklung muss tiefgehend analysiert werden wie sehen die Führungsrollen aus? Kompetenz zur Umsetzung der People Strategy aufbauen Definition: was ist gute Führung? Umsetzung der People Strategy mit Außenwirkung Mitarbeitende werben Mitarbeitende Karriereseite entsprechend der Strategie aufbauen (fokussiert auf Bedarfe) Social Media Strategie aufbauen (Content erstellen fokussiert auf Zielgruppe) Offline auf Zielgruppen zugehen Talentpool aufbauen für zukünftige Bedarfe und Kontakt halten zu diesen Talenten Umsetzung intern Führungskräfte und HR/Recruiting müssen z.B. bei Kennenlerngesprächen von Talenten im Unternehmen die Strategie leben Sehr gute Vorbereitung seitens HR/Recruiting für Hiring-Manager:innen für die Themen Recruiting, Personalentwicklung, etc. Umsetzung ist ein "Langstreckenrennen" - es dauert mehrere Jahre, bis die Umsetzung wirklich sehr gut greift   #GainTalentsPodcast #PeopleStrategy #Chefaufgabe #Leadership #CEO #HRStrategy #Führung #ZukunftDerArbeit   Shownotes Links - Stefan Dietz LinkedIn: https://www.linkedin.com/in/stefan-dietz/ Website: https://stefandietz.com/ Youtube: https://www.youtube.com/@stefandietz2808 Podcast: https://stefandietz.com/podcast/ Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience 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

Episode 163 | Interview Insights from Recruiters and Hiring ManagersWhat actually matters in an interview?In Episode 163 of the Military Transition Academy Podcast, we share short, real-world interview insights from recruiters, hiring managers, and career professionals who are directly involved in hiring and career transitions.This episode features expert snippets from:Bobby Aragon – Global Talent AcquisitionTiffany Bradbury – Talent StrategistGarry Steensgard – People & Culture ManagerWilliam E. “Bill” Kieffer – Career Transition CoachCathy Miclat – Director, Career Services at Vets2PMMisty Moreno – Human Resources ProfessionalThese insights focus on what hiring decision-makers actually listen for, where candidates commonly miss the mark, and how professionals can explain their experience in a way that translates clearly to the civilian workforce.If you're preparing for interviews, navigating a career transition, or trying to better understand how recruiters and hiring managers evaluate candidates, this episode is for you!

If you're not ready to job hunt yet but you can feel a change is on the horizon and the idea of talking about your achievements makes your mind go blank, this episode is for you!Coming up with strong examples on the spot is one of the hardest parts of resumes and interviews! That's why creating a "best bits" tracker is one of the biggest gifts you can give your future-self!We break down how to turn yourself into a “best bits hunter,” what actually counts as a win (hint: it doesn't have to save the company money or change the world), and simple, realistic ways to track your examples so you'll actually stick with it.This habit does more than make resume writing easier. It helps you notice the impact of the work you're already doing, builds confidence over time, and gives future you a list of epic stories to use in interviews, pay rise conversations and promotion opportunities, without the last-minute panic.

Viele Interviews scheitern nicht an fehlender Erfahrung – sondern an 2–3 Sätzen, die im falschen Moment das falsche Signal senden.In dieser Episode zeige ich Ihnen die 9 Interview-Momente, in denen Kandidaten in Deutschland und Europa sich oft unbewusst selbst aus dem Rennen nehmen – und wie Sie stattdessen professionell, klar und „low-risk/high-impact“wirken.Sie erfahren u. a.:was Sie auf „Wie geht's Ihnen?“ besser antworten (ohne künstlich zu wirken)wie Sie „Warum wollen Sie zu uns?“ beitragsorientiert statt „mission-lastig“ lösenwarum „5-Jahres-Plan“ meist eine Risiko-Frage ist – und was Hiring Manager hören wollenwie Sie Wechselgründe, Lücken im CV und schwierige Manager-Fragen souverän framenwelche Fragen am Ende ein Interview oft drehen – von „Bewerbung“ zu „Business-Meeting“Bonus: 3 Fragen, die im Enterprise-/Cybersecurity-Sales in DACH fast immer entscheidend sind (Pipeline, komplexer Deal, verlorener Deal)Ich bin Jan Nordh, Headhunter für Cybersecurity & Enterprise IT Sales (DACH/Nordics) – und ich teile hier die Formulierungen, die in der Praxis funktionieren.https://www.nordh.de

It's a common myth that your resume is about you. It's not. In this episode, I discuss: What your resume is really aboutThe changes you need to make now to get noticedSupport the showJill Griffin, host of The Career Refresh, delivers expert guidance on workplace challenges and career transitions. Jill leverages her experience working for the world's top brands like Coca-Cola, Microsoft, Hilton Hotels, and Martha Stewart to address leadership, burnout, team dynamics, and the 4Ps (perfectionism, people-pleasing, procrastination, and personalities). Visit JillGriffinCoaching.com for more details on: Book a 1:1 Career Strategy and Executive Coaching HERE Build a Leadership Identity That Earns Trust and Delivers Results. Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Keynote Speaking Grab a personal Resume Refresh with Jill Griffin HERE Follow @JillGriffinOffical on Instagram for daily inspiration Connect with and follow Jill on LinkedIn

If you have ever walked out of an interview thinking I nailed that and still did not move forward, this episode is your wake up call. Today, I'm breaking down one of the most common reasons qualified CSMs struggle to land offers even when they prepare and practice. Most candidates prep for every interview the exact same way, and it quietly works against them. Recruiters, hiring managers, and cross-functional partners may ask similar questions, but they are listening for very different signals.In this episode, I walk you through a smarter, more strategic way to prepare based on who you are interviewing with so you can tailor your answers without sounding scripted or inauthentic. By the end, you will know exactly how to shift your messaging so you come across confident, credible, and intentional in every round. If you are tired of guessing what interviewers want and ready to finally control the outcome, hit play and let's dive in. And if you want to discover the easiest and most effective way to prepare for your Customer Success interviews, watch my Free Training on how to Nail Your CS Interviews: https://customer-success-career.captivate.fm/nailinterviews02:37 – Why Memorizing Interview Answers Backfires (and What to Do Instead)8:13 – How to Prep Differently for Recruiters vs. Hiring Managers vs. Cross-Functional Teams14:42 – The "Checklist" Approach Recruiters Really Use And How to Make It Work for You21:23 – How to Show Hiring Managers You're the One Who'll Help Them Hit Their Goals 27:00 – Ways to Stand Out in Cross-Functional Interviews by Addressing What Each Team Actually Cares About10:44 – The Fastest Way to Level Up Your Interview Prep (Hint: It's All About the Interviewer's Perspective)Other Episodes You'll Love:Episode 3: Falling short in interviews? ACE your next Customer Success job interview with these simple tips!

Find out why brilliant candidates still miss out on job opportunities and why Gordon thinks we're in the midst of a job interview crisis, where candidates often show up underprepared. Host & Producer◼️Gordon Thane, BMSc, MPH, PMP®Production Notes◼️ Music from Johnny Harris x Tom Fox: The Music RoomSubscribe to the NewsletterSubscribe to The Insight newsletter so you don't miss out on the latest podcast episodes, live events, job skills, learning opportunities, and other engaging professional development content here.Leave Us Some FeedbackIf you enjoy our podcasts, be sure to subscribe and leave us a rating on Apple Podcast or Spotify, and spread the word to your friends to help us get discovered by more people. You can also interact directly with the podcast episodes on Spotify using the new “comment” feature! We'd love to hear what you think.Send us a Text Message to let us know what you think.

Viele Führungskräfte sagen: "Gen Z ist schwierig, sprunghaft und anspruchsvoll." Aber ist das die ganze Wahrheit?In dieser Folge spreche ich über die Generation Z im Tech-Vertrieb – mit harten Fakten, realen Beispielen aus Deutschland und meiner Perspektive als Headhunter mit über 18 Jahren Erfahrung.Die Zahlen sind eindeutig:76% der Arbeitgeber stellen 2025 gleich viele oder weniger Entry-Level-Mitarbeiter einNur 30% der Absolventen fanden 2025 einen Job in ihrem StudienfeldDie Arbeitslosenquote bei frischen Absolventen liegt bei 9,7%Gen Z tritt nicht einfach in einen schwierigen Arbeitsmarkt ein – sie tritt in einen eingefrorenen Markt ein. Und das prägt, wie sie sich verhalten und was sie erwarten.In dieser Episode erfährst du:Was Gen Z wirklich ausmacht (jenseits der Klischees)Warum der Arbeitsmarkt 2025 so schwierig istKonkrete Beispiele aus Deutschland: Von der BWL-Absolventin im Kundenservice bis zum Informatiker, der nach Schweden auswandertWas Unternehmen tun können, um junge Talente zu gewinnen und zu haltenWas Gen Z selbst tun muss, um erfolgreich zu seinEgal ob du Hiring Manager, Kandidat oder einfach interessiert bist – diese Folge gibt dir einen ehrlichen Blick auf beide Seiten.Über mich:Jan Nordh – Headhunter für IT-, Cybersecurity- und Software-Sales in DACH und den Nordics. Über 18 Jahre Erfahrung, davor mehr als 20 Jahre im IT-Vertrieb beim Aufbau von US-Tech-Startups in Europa.https://www.nordh.de

This week on Tapod we catch up with Jason Lau, Head of Talent Acquisition at hipages. From falling in love with the company 4 years ago when he joined on Valentine's Day, Jason takes us through recruitment processes at an innovative Tech business. Hiring mainly Sales and Tech roles, hipages current employer brand campaign is an absolute cracker and leans right in to the ‘feels' that allow prospective candidates to push behind the veil. We also explore CX with Hiring Manager boot camps, gender parity and being a certified ‘best place to work.' If you are looking for something very different—have we got something for you!Thanks to Greenhouse for partnering with us this month. 

Design roles are shifting fast and AI is speeding things up. In this episode of Future of UX, we dig into what's really changing in the UX world, which roles are emerging, and how you can stay ahead in a landscape shaped by automation, agents, and AI tools.You'll hear:Why roles like Interaction Designer aren't disappearing but evolvingWhat new job titles like “AI UX Designer” or “Design Ops” actually meanThe skills that make designers future-proof (and which ones won't matter as much)What hiring managers really want nowPlus: a real story of one of our bootcamp participants who landed her dream AI design job after sharing a case study on LinkedInThis episode is packed with clarity, energy, and practical advice whether you're just starting out or looking to reinvent your UX role for the future.

Learn more about Level 1 Functional Pelvic Health Practitioner programGet certified in pelvic health from the OT lens hereGrab your free AOTA approved Pelvic Health CEU course here.____________________________________________________________________________________________Pelvic OTPs United - Lindsey's off-line interactive community for $39 a month! Inside Pelvic OTPs United you'll find:​ Weekly group mentoring calls with Lindsey. She's doing this exclusively inside this community. These aren't your boring old Zoom calls where she is a talking head. We interact, we coach, we learn from each other.​ Highly curated forums. The worst is when you post a question on FB just to have it drowned out with 10 other questions that follow it. So, she's got dedicated forums on different populations, different diagnosis, different topics (including business). Hop it, post your specific question, and get the expert advice you need. More info here. Lindsey would love support you in this quiet corner off social media!

Watch the video recording of this Keynote here on YouTube.Check out JR Keller's Onboarding and Employee Success Cornell CourseOnboarding has a significant impact on the employee experience, with research showing it can boost new hire productivity by over 60% and decrease turnover likelihood by nearly 50%.In this Cornell Keynote, JR Keller, Associate Professor of Human Resource Studies at Cornell ILR School, and Beth Flynn-Ferry, Executive Director of the Center for Advanced Human Resource Studies, share insights into how effective onboarding enhances job satisfaction, confidence, organizational commitment, and employee well-being.Drawing on decades of academic research and real-world expertise, they will present four actionable tips to improve onboarding programs, equipping leaders to drive engagement, retention, and overall team success.What You'll LearnThe importance of preboarding and how to do it wellThe pivotal role the hiring manager — not HR — plays in onboardingThe importance of assigning an onboarding buddyHow to measure successEffective Interviewing Cornell Course https://tinyurl.com/2brlxtfxThe Center for Advanced HR Studies (CAHRS) https://www.ilr.cornell.edu/cahrs  Follow eCornell on YouTube, Facebook, Instagram, LinkedIn, TikTok, and X.

Recent graduates send out dozens of resumes without understanding what hiring managers actually notice in those critical first seconds. Learn the red flags that get you skipped and the proof points that land interviews. To learn more, visit: http://www.resumecatalyst.com/ Resume Catalyst City: Fort Collins Address: 155 N College Ave #110 Website: http://www.resumecatalyst.com/ Phone: +1 970 540 5163

Mike Johnson, Beau Morgan, and Ali Mac react to the Atlanta Braves promoting longtime bench coach Walt Weiss to manager to replace the retired Brian Snitker, and explain why they think the Braves hiring a manager from outside of the organization won't change how Liberty Media spends money.

In 2025, it's not about degrees or certifications, it's about real skills, AI-readiness, and strategic thinking. In this episode, Monica, a board-certified cybersecurity leader with 20+ years of experience, breaks down the 5 biggest shifts shaping the cybersecurity job market right now.• Why mindset and adaptability now outrank credentials• How AI is redefining job roles and hiring criteria• Why communication is the #1 skill for cybersecurity leaders• How skill stacking gives you a salary and career edge• How compliance and regulation are changing hiring in Europe and beyondWhether you're an aspiring CISO, a security analyst, or pivoting into cybersecurity, this episode gives you the insights you won't hear anywhere else.Looking to become an influential and effective security leader? Don't know where to start or how to go about it? Follow Monica Verma (LinkedIn) and Monica Talks Cyber (Youtube) for more content on cybersecurity, technology, leadership and innovation, and 10x your career. Subscribe to The Monica Talks Cyber newsletter at https://www.monicatalkscyber.com.

The Tests and the Rest podcast is always focused on exploring essential topics in testing, admissions, education, and learning with amazing expert guests. Sometimes, though, we enjoy an unstructured opportunity to discuss our own takes on major issues and ongoing adventures at the intersection of business and education. Catch up with us in the latest episode of EXTEMP with Amy & Mike. What are five things you will learn in this episode? How busy was last month for Amy and Mike? How can educators balance work and family? Should high school prepare teens for the work world? What is the status of TestBright Tutor Training? What's coming up in the next month for Amy and Mike? We definitely want to respond to listener questions in our next EXTEMP episode, so reach out to us on social media or get in touch through our contact page. Let's get this Tests and the Rest mailbag rolling! LINKS Is High School Meant to Be Job Training? The New Hire Readiness Report 2025: Insights from Hiring Managers on Entry-Level Workforce Preparedness ACT WorkKeys – Job and Career Assessments RELATED EPISODES EXTEMP WITH AMY & MIKE: September 2025 EXTEMP WITH AMY & MIKE: August 2025 EXTEMP WITH AMY & MIKE: July 2025 EXTEMP WITH AMY & MIKE: June 2025 ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our episodes on the show page. ABOUT YOUR HOSTS Mike Bergin is the president of Chariot Learning and founder of TestBright, Roots2Words, and College Eagle. Amy Seeley is the president of Seeley Test Pros and LEAP. If you're interested in working with Mike and/or Amy for test preparation, training, or consulting, get in touch through our contact page.  

Unternehmenskultur schlägt Skill: Warum Werte im Hiring wichtiger sind als Lebensläufe – mit Ailyn Arnold & Björn Andres Im Recruiting sprechen viele zuerst über Hard Facts wie Umsatz, Provisionsmodell und große Logos. Dennoch entscheidet am Ende die Unternehmenskultur – denn sie prägt Zusammenarbeit, Führung und Wachstum. Wenn die Kultur passt, performst du schneller und bleibst länger; wenn nicht, dann helfen auch Top-Lebensläufe wenig. Deshalb sollten wir Kultur früh sichtbar machen und im Prozess messbar überprüfen. Mit meinen Gästen Ailyn Arnold und Björn Andres wird deutlich: Kultur ist das, was täglich gelebt wird – nicht das, was auf Postern steht. Gerade im Sales zeigt sich, dass Werte Gesundheit, Bindung und Performance beeinflussen. Zugleich sorgt ein klarer Wertekompass dafür, dass Teams auch unter Druck gut funktionieren. Woran erkennst du gute Unternehmenskultur? Zunächst an echten Begegnungen, nicht an Slogans. Führe deshalb Gespräche mit deiner zukünftigen Führungskraft, mit Kolleg:innen und – vor allem – mit Ehemaligen. Frage dann: „Warum arbeiten (oder arbeiteten) Sie hier?“ Kommt die Antwort spontan und konsistent, spricht das für Substanz. Plane außerdem Schnuppertage ein; ein einzelnes Interview liefert nämlich selten genug Evidenz. Werte > Lebenslauf – und zwar nicht nur im Startup. Zwar lassen sich Skills aufbauen, doch Wertematch entsteht oder entsteht eben nicht. Deshalb setzen immer mehr Unternehmen auf Begegnungen in Stufen: zuerst der Hiring Manager, danach das Team und anschließend ein kurzes, praxisnahes Case. Dadurch prüfst du, ob Mindset, Mission und Unternehmenskultur wirklich zusammenpassen. Folglich sinkt die Fluktuation, während Ramp-up-Zeiten und Teamenergie steigen. Welche Kultur passt zu dir? Unternehmen bewegen sich häufig zwischen Clan-, Adhocracy-, Markt- und Hierarchie-Kultur. Während Gründerphasen oft Freiheit und Tempo betonen, benötigen Spätphasen dagegen Standards und Klarheit. Entscheidend ist daher, ob die gelebten Werte deinen Antreibern entsprechen. Hör zudem auf dein Bauchgefühl; es warnt dich früh, wenn Show und Wirklichkeit auseinanderfallen. Für Unternehmen: Kultur fit machen Stellt euer Hiring schrittweise auf 360° um. Kombiniert einerseits einen kompakten Skill-Check (Probleme erfassen, Lösungen verständlich darstellen), andererseits echte Unternehmenskultur-Checks: Teamlunch, Job-Shadowing und Fragen an Ehemalige. Dokumentiert außerdem harte Folgewerte wie Verweildauer, Fehltage und Ramp-up-Zeit. Dadurch erkennt ihr, ob eure Kulturarbeit wirkt – und wo ihr nachjustieren müsst. Transparenz statt Hochglanz lohnt sich, weil authentische Stimmen Vertrauen schaffen. Lasst Mitarbeitende deshalb auf LinkedIn frei sprechen, anstatt Posts zu diktieren. So wird Unternehmenskultur sichtbar, wodurch das Matching leichter fällt. Wer hingegen Social-Posts verbietet, setzt – gewollt oder ungewollt – ein klares Kultur-Signal. Blick nach vorn: KI kann bereits heute öffentliche Inhalte clustern, Gespräche auswerten und daraus Kulturmerkmale ableiten. In Verbindung mit einem strukturierten Werte-Check entsteht Schritt für Schritt echtes Culture-Matching – für Kandidat:innen und Unternehmen. Fazit: Stelle die Unternehmenskultur konsequent an den Anfang. Passt der Werte-Fit, dann beschleunigen sich Lernkurven, Kollaboration und Umsatz. Passt er nicht, dann kosten dich die besten Lebensläufe Zeit, Nerven und Geld. Kultur schlägt Skill – immer und überall.  

Are you sending out resumes and hearing nothing back?Here's the hard truth: hiring managers aren't always picking the most experienced candidate. They're choosing the one who positions themselves as the obvious choice.In this episode, I'll show you exactly how to:✅ Position yourself as the candidate every hiring manager wants to hire✅ Replace weak, boring resume language with impact-driven results✅ Understand what hiring managers actually look for in 7 seconds✅ Craft your one-line positioning pitch that makes you unforgettablePlus, I've created a free guide: 50 Power Verbs That Instantly Strengthen Your Resume. These are the exact words hiring managers look for when deciding who to interview.

 This week on Tapod we catch up with the winners of the Enterprise Talent Team of the Year at ITAs2025 – The Warehouse Group – represented by Kim Nicholas – GM – Talent Acquisition, HR Systems and Payroll, and Hayley Smith – Head of TA. We were also joined by the fabulous Brett Potts – Customer Success Lead APAC from SmartRecruiters. We cover the joy of the win and key aspects of the winning submission, including the challenging economic conditions over the past 12 months, the increased number of candidates and building a positive experience, the internal mobility project, massive internal restructures, Hiring Manager training, a complete EVP rebrand, HR Tech Stack and much more. Every year people ask us what it takes to win an award like this – listen in and find out. Thanks to SmartRecruiters for your support this month. 

In this episode of HR Heretics, Kelli Dragovich and Nolan Church sit down with LinkedIn's VP of Talent Solutions Mark Lobosco to discuss their new "Hiring Assistant" - an agentic AI tool automating recruitment intake, sourcing, and messaging. Today, early adopters are saving 4+ hours per role, reviewing 62% fewer profiles, and seeing a 69% improvement in InMail acceptance rates. They also discuss how AI will affect recruiting roles, candidate requirements, and why LinkedIn profiles are about to get that much more critical.*Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coFor coaching and advising inquire at https://kellidragovich.com/HR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI platform built for recruiting. Our suite of AI agents work across your hiring process to save time, boost decision quality, and elevate the candidate experience.Learn why team builders at 3,000+ cutting-edge companies like Brex, Deel, and Quora can't live without Metaview.It only takes minutes to get up and running. Check it out!KEEP UP WITH MARK, NOLAN + KELLI ON LINKEDINMark: https://www.linkedin.com/in/marklobosco/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—TIMESTAMPS:(00:13) Intro(01:24) Introducing Hiring Assistant: LinkedIn's First Agentic Product(03:20) The ChatGPT Moment: Microsoft Partnership Changes Everything(05:30) Inside the Intake Process: From Chat Interface to Candidate Search(08:44) The Magic of Agentic Sourcing: "Go Get a Cup of Coffee"(10:06) Purple Squirrel Syndrome: Faster Feedback Loops for Hiring Managers(11:21) "I Love My Job and I Hate My Day": The Recruiter's Dilemma(12:06) Sponsors: Planful | Metaview(14:34) LinkedIn Profile Optimization: The New Resume Reality(17:04) ATS Integration: The Next Generation of System Connect(18:33) The Beginning of the End of Sourcing(19:26) Charter Customer Success: Global Construction Company Results(22:30) AI Tool Overwhelm: What Does This Replace?(26:33) Product Access: Who Gets Hiring Assistant?(27:00) The Open to Work Banner Debate(28:12) Profile Pictures and Bias: Microsoft's Responsible AI Approach(30:22) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

In this episode of FP&A Tomorrow, host Paul Barnhurst is joined by William Spengler, founder of Frederick Fox, a recruiting firm specializing in placing top-tier finance and accounting talent. They discuss what employers are looking for in FP&A professionals and the growing demand for technical skills such as Power BI, Tableau, and SQL. William shares insights into the current job market, what makes candidates stand out, and why effective communication and a curious mindset are essential for success in finance. The episode is packed with practical advice for job seekers and finance professionals looking to advance in their careers.William is the founder and principal of Frederick Fox, a recruiting firm that specializes in placing finance and accounting talent. Since its launch in 2019, Frederick Fox has grown rapidly, serving over 700 clients with a team of 55+ experienced recruiters. The firm has achieved this growth without outside funding, focusing on speed, accountability, and results. Frederick Fox has redefined the recruiting process, prioritizing lean systems and performance-based partnerships to help companies make confident hires. Outside of work, William is a guitar-playing father of three, a math nerd turned entrepreneur, and an enthusiast of spicy food and hot yoga.Expect to Learn:Why accounting and finance roles are becoming more crucial to businesses todayHow to stand out as an FP&A candidate in a competitive job marketThe importance of mastering technical tools like Power BI, Tableau, and SQLWhy humble curiosity is key to becoming a better business partnerHow recruiters assess FP&A candidates and what skills they prioritizeHere are a few quotes from the episode:“Accountants are becoming like the new software engineers. They're in high demand and increasingly critical to business operations.” - William Spengler“The biggest mistake candidates make is not reaching out directly to hiring managers with relevant examples. Networking is key.” - William Spengler“If you're not networking continuously, you're not future-proofing your career.” - William SpenglerWilliam Spengler shared valuable insights into the FP&A job market, highlighting the demand for technical skills, the importance of effective communication, and the value of humble curiosity. His practical advice on networking, understanding business needs, and positioning yourself for success will help both job seekers and finance professionals advance in their careers. World-class Digital FP&A Course Bundle: Sign up for over ten hours of video content with 4 different courses and 8 modules on FP&A topics, including: Business Partnering, Data Analysis, Financial Modeling Design Principles, and Modern Excel. Use code Podcast to save 25%. What are you waiting for? Sign up today: https://bit.ly/4decOf3Follow FP&A Tomorrow:Newsletter - Subscribe on LinkedIn - https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=6957679529595162624 Follow William:LinkedIn - www.linkedin.com/in/william-spengler-2193433aWebsite: https://frederickfox.com/Facebook:

Cameron-Brooks June 2025 Career Conference Review: Insights for Your Military-to-Business Transition Transitioning from the military to a professional business career is a pivotal moment for any Junior Military Officer (JMO). At Cameron-Brooks, our mission is to help JMOs navigate this career transition with clarity and confidence through a three-step approach: 1) Prepare 2) Search 3) Launch Our June 2025 Post-Conference Review offered a deep dive into the April Career Conference results and shared actionable insights for those preparing for the August 2025 conference, and those in the Cameron-Brooks Development and Preparation Program. I was joined by three recent Cameron-Brooks Alumnus who attended the Conference: Jesse DeVries (Caterpillar), Patrick McMahan (Intuitive Surgical), and Connor McNamara (Optimized Process Designs, LLC - a Koch Engineered Solutions company. Whether you are actively preparing for your transition or simply exploring what's possible, here are the biggest takeaways from our latest Career Conference and alumni panel. June 2025 Conference Recap: A Fast-Paced Career Launchpad The Cameron-Brooks Career Conference is a 4.5 day, high-intensity event, where you'll meet with Hiring Managers for open positions from industry leading companies spanning across multiple industries. At the June Conference, 46 JMOs attended, and 445 interviews were conducted. Every single JMO was "pursued" to the next round of interviews. These open positions are highly complex, designed to be filled by high-performing junior leadership talent in order to get into a company's succession planning. With about two openings per position on average, some opportunities were highly competitive single openings, while others offered broader geographic flexibility and multiple openings. Every JMO had multiple pathways to success.  Navigating the Market and Maximizing Interviews Despite a competitive economy - high interest rates and unemployment hovering around 4.2% (Which is relatively normal) - The JMOs interviewed for premium roles in leadership, operations, sales, and engineering. Key lessons from the conference: Be a Giver: Successful candidates focused on solving the company problem first (The open position). When candidates successfully connected their background, built rapport and demonstrated genuine interest in that position, the companies reciprocated with a pursuit for the next round of interviews, and then offers onsite. Preparation Drives Pursuits: The best-prepared JMOs - those who dressed for success, mastered their stories, and tailored their answers - earned the most follow-up interviews. There was a direct correlation between time spent in preparation (Phase 1 -Preparation), and successfully launching (Phase 3 - Launch). Embrace a Broad Search: Flexibility in industry and location opened the door for a broader search (Phase 2 - Search). The average time from conference to signed offer was 13.25 working days, with some candidates accepting in as few as six working days. Preparing Like a Pro: The Cameron-Brooks Process Our alumni panel reinforced the importance of preparation prior to, during, and post-conference. Pre-Conference Development & Preparation Program (DPP): Build your foundation, refine your stories, and understand how your military experience translates. Study Groups: Considered the most valuable tool for refining answers and building confidence. Mock Interviews: Essential to remove military jargon and communicate stories effectively. Reading List: Builds business acumen and helps connect with the interviewers, and recognized industry practices and topics such as: Lean, Six Sigma, Data Analytics, etc. During the Conference Company Briefings: Every JMO received a 30-minute briefing on every company they interviewed with accelerating their knowledge on each company, and what skills were necessary to connect on and be su...

Think your interview skills are top-notch but still walking away empty-handed? You might be leaving points (and offers) on the table…without even knowing it.In this episode, I'm pulling back the curtain on the real way interviewers score your answers and why vague talk tracks are quietly wrecking your chances. We'll dive into the truth about the interview scorecard system, run through real-life answer transformations (from bland to “Hire them now!”), and I'll reveal the tiny shifts that separate “meh” candidates from absolute standouts in today's hyper-competitive Customer Success market.You'll walk away knowing exactly how to turn your stories into high-scoring, offer-earning answers so you finally stand out, leave no doubt, and get the job you deserve. Curious what your go-to interview stories are really scoring in the eyes of a hiring manager?Hit play now because the details you're missing might be the only thing standing between you and your dream role.

In this Tactical Tuesday episode, we continue on with our hiring manager series — this time, Sam and Natalia dive deeper into building trust with hiring managers. Understanding hiring managers — their needs, their communication styles, and success metrics — is how you build trust. But what does that all really look like in practice? Sam and Nat emphasize the importance of creating a 'greatest hits' list of successful candidates, using mirroring as a trust-building tactic, and establishing a recruitment wiki to streamline processes and knowledge sharing. Chapters:00:00 - The recruiter's playbook for winning hiring manager trust03:15 - How to use your track record to build hiring manager trust05:40 - Mastering communication styles for better hiring manager alignment09:11 - The art of calibrating on must-have candidate traits12:38 - Using recruitment metrics to prove your value and build trustExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this Tactical Tuesday episode, Natalia Bullett (a CSM here at Loxo) joins us again to discuss more strategies for in-house and agency recruiters.Today, she walks Sam through some of the dynamics of working with multiple hiring managers — from the importance of creating customized templates and the value of pipeline review calls to the need for tools that enhance communication and collaboration. The biggest takeaway? As a recruiter, you're a strategic partner to hiring teams — and you can help set the tone for the collaboration and the overall success of the partnership. Chapters:00:00 - Becoming a strategic partner to your hiring managers02:35 - Tailoring your recruiting process for different departments05:55 - The value of pipeline review calls and candidate scorecards08:10 - The power of sharing recruiting metrics early and often11:05 - Improving your time-to-hire with the right communication12:59 - Translating team objectives into a winning recruiting strategyExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Jason Bryll is a healthcare analytics expert and hiring manager with nearly two decades of experience. In this episode, Jason explains what healthcare analytics entails, why it's essential, and the role of AI in the field. More importantly, you'll learn how to stand out to hiring managers-- even in today's market!Wanna dive further into healthcare analytics? Here's your next podcast:

Hiring managers don't care about your credentials, your jargon, or how smart you sound. They care about whether you can solve their problems, fit into their culture, and stay long enough for them to hit their retention goals. The post #789 Your Resume Repels Hiring Managers. Here's Why appeared first on Cheeky Scientist.

Recruiting Future is a podcast that helps Talent Acquisition teams drive measurable impact by developing their strategic capability in Foresight, Influence, Talent, and Technology.  This episode is about Influence and Technology. Talent Acquisition leaders are navigating a uniquely challenging period, juggling rapid advancements in AI with ongoing operational demands. The opportunity to automate routine tasks is clear, but the real challenge is determining where AI ends and human intervention begins.  With AI technologies rapidly reshaping the recruitment landscape, how can employers ensure they deploy AI strategically rather than superficially?  My guest this week is Chris Riche-Webber, VP Business Intelligence and Analytics at SmartRecruiters. Chris shares valuable insights into defining clear outcomes for AI deployment, experimenting effectively, and building genuine trust with technology vendors. In the interview, we discuss:  Current TA market realities Implementing AI to its full potential Defining the split between automation, augmentation, and obsolescence Why trust is critical for AI success Radical shifts in recruiter roles Hiring Manager self-service and why human backstops aren't the solution What will TA teams do when AI gives them increased capacity? How to build a business case What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Here's the hard truth: a job candidate with no skills who relentlessly sells themselves as a perfect cultural fit will get hired over someone with all the skills in the world but no mention of culture. The post #781 What Hiring Managers (Secretly) Care About Most appeared first on Cheeky Scientist.

A well-written professional summary is the key to grabbing an employer's attention and getting invited to a phone screen, so make sure you take it very seriously. The post #780 Get Your Resume In The Hands Of Hiring Managers appeared first on Cheeky Scientist.

If you've been job hunting for months and wondering why the market feels tougher than ever, you're not alone. I recently sat down with a room full of executives to ask one big question: Why are so many talented people struggling to get hired in 2025? And more importantly, what can you actually do about it?If your applications are being met with silence, this episode will help you understand what's really going on behind the scenes, and give you clear strategies to help you stand out and land the job you're called to.In this episode, we're sharing real, unfiltered insights from CEOs, hiring managers, and recruiters, plus practical steps you can take today to position yourself for success.We discuss:Why executives say “the good talent is already hired”The #1 thing hiring managers look for in job interviewsHow to show you're “humble, hungry, and smart”How to land roles that aren't even posted (and create your own openings)How Christian jobseekers can stay faithful, strategic, and confident in a tough marketCheering you on,Kelsey Kemp & Audrey BagarusBOOK A FREE CALL WITH US THIS WEEK: https://calendly.com/audrey-tcc/consultation-call?month=2025-01FREE CAREER COACHING RESOURCES:Free Training: How to Find and Land a Job You Feel Called to in 8 Straightforward Steps → https://thecalledcareer.com/our-processMore of a reader? ⁠Download the 22 page PDF⁠ version instead → https://thecalledcareer.mykajabi.com/PDFFOLLOW US ON OTHER SOCIALS:

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!

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

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

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!

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