Podcasts about hiring process

Hiring the wrong person happens. Keeping them too long is the real mistake. In this episode, Sean Barnes breaks down what leaders should do when a bad hire becomes obvious. From recognizing early warning signs to coaching, supporting, and ultimately making the tough call, this conversation walks through the real cost of ignoring a poor fit. We explore how bad hires drain morale, push out high performers, and increase operational costs. More importantly, we unpack how leaders can prevent repeat mistakes by asking better questions, involving the team, and getting comfortable with uncomfortable conversations. If you're a new leader or an executive responsible for building teams, this episode will challenge how you think about accountability, ownership, and the true responsibility of leadership.   Podcast Show Notes – Episode 270 | 02.24.2025 Episode Title: Hiring Mistakes That Set Us Back Years   Key Moments [0:00:00] – “Do Not Hire the Idiot” [0:01:03] – Early Warning Signs of a Bad Hire [0:02:07] – Coaching Before Cutting [0:02:50] – The Real Cost of Keeping Them Too Long [0:03:28] – The Financial Impact [0:04:03] – Preventing the Next Hiring Mistake [0:05:14] – Involving the Team in the Hiring Process [0:05:45] – The Leadership Skill Most People Avoid [0:06:23] – Act Quickly [0:06:55] – A Skill New Leaders Must Develop   Key Takeaways Act Early or Pay Later Bad hires reveal themselves quickly. Ignoring early signals damages morale, culture, and performance. Coach First. Exit If Necessary. Leaders have a responsibility to support and develop someone they hired. But if performance does not improve, protecting the team comes first. Own the Mistake and Fix the Process Hiring errors are leadership errors. Ask better questions, involve your team, and build a stronger interview process to prevent it from happening again.   Host: Sean Barnes Website: https://www.wolfexecutives.com   https://www.seanbarnes.com LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wolfexecutives https://www.linkedin.com/company/thewayofthewolf/ LinkedIn Newsletter: https://www.linkedin.com/newsletters/7284600567593684993/ Twitter: https://x.com/seanbarnes https://x.com/wolfexecutives Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/wolfexecutives TikTok: https://www.tiktok.com/@the_seanbarnes Facebook: https://www.facebook.com/theseanbarnes  

The following article of the Professional Services industry is: “Why Your Hiring Process is Delaying Your Market Growth” by Matias Fernandez, Chairman & CEO, Acute Talent (AA2420)

All links and images can be found on CISO Series. Check out this post by Dr. Chase Cunningham, CSO at Demo-Force, for the discussion that is the basis of our conversation on this week's episode co-hosted by me, David Spark, the producer of CISO Series, and Geoff Belknap. Joining us is Brett Conlon, CISO, American Century Investments. In this episode: The experience paradox Who benefits from the narrative Kitchen sink job postings The aggregation problem Huge thanks to our sponsor, Scanner All your security logs end up in cloud storage like AWS S3. Scanner makes them searchable in seconds and runs real-time detections directly on that data. No pipelines, no re-ingestion. 100x faster than traditional data lakes, 10x cheaper than SIEMs. Loved by analysts. Built for AI agents. Learn more at scanner.dev  

Ken and Anthony react to the comments made by Jeremy Fowler that insinuated Andrew Berry and Jimmy Haslam weren't on the same page.

Nick and Jonathan try to differentiate the Browns hire of Todd Monken and the Browns hiring process that led to Monken.

Hear award-winning columnist Dejan Kovacevic's Daily Shots of Steelers, Penguins and Pirates -- three separate podcasts -- every weekday morning on the DK Pittsburgh Sports podcasting network, available on all platforms: https://linktr.ee/dkpghsports Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In Hour 2, the guys discuss the recent report of how the Cleveland Browns put their head coaching candidates through certain data driven processes that other teams do not commonly do and help explain why so many candidates have withdrawn from the job posting. Plus, the guys talk about Matt Nagy leaving the Chiefs because he wants to run an offense and more!!See omnystudio.com/listener for privacy information.

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Two new coordinators for Commanders could be a positive thing Tobi Altizer and Nick Ferguson join the show

Ken and Anthony share their thoughts on the reports of the Browns requiring an essay and homework assignments as part of their hiring process and whether or not the rest of the league is laughing at them for it.

The details of hiring of Robert Saleh paint a very clear and organized picture of how this process unfolded. And it's all good stuff. Then we dive into what Saleh's first order of business should be? How can he fix the offense and set Cam Ward up for success? Plus, how Saleh is similar but very different than Mike Vrabel. Braden Gall and Nick Suss talk Titans and SEC football. Watch the show ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠on YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. SinkersBeverages.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join The In Crowd⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ today! Shotgun Willie's BBQ: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get the best brisket in Nashville!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ All music by MoonTaxi.com. Be sure to subscribe to PaulKuharsky.com and The Tennessean.com

On his weekly Chipped Ham and Football podcast, Post-Gazette Steelers insider Brian Batko welcomes long-time Pittsburgh radio personality Jim Colony to reflect on the 2007 coaching search that led to Mike Tomlin and what it could mean as owner Art Rooney II and GM Omar Khan search for his replacement. Our duo ponders lessons and priorities from that period in team history that may apply today. Will the team value relative youth and innovation in chasing names like Chris Shula, Nate Scheelhaase and Anthony Weaver? Who fit into similar molds as Tomlin and predecessor Bill Cowher? Or could the team buck the trend and go with a more experienced coach like Mike McCarthy, who already has a Super Bowl win with QB Aaron Rodgers in Green Bay and has guided another cornerstone NFL franchise with the Dallas Cowboys? Our duo tackles those questions and more. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of Disruption/Interruption, KJ sits down with Joey Coleman, two-time Wall Street Journal bestselling author and expert in experience design and retention strategy. Joey reveals the shocking truth about employee turnover—costing businesses a trillion dollars annually—and shares his proven framework for transforming the first 100 days of any relationship. From his background as a criminal defense attorney and White House advisor to consulting with NASA, Volkswagen, and Zappos, Joey brings unique insights into why companies lose employees and customers, and more importantly, how to keep them. Four Key Takeaways The First Day Crisis (10:25) 4% of all new hires quit after their first day of work globally, and by day 45, that number jumps to 22%. By the one-year mark, 40% of employees have left—costing U.S. businesses approximately $1 trillion annually. The True Cost of Turnover (13:00) Replacing an employee costs between 100-300% of their annual salary just to get someone new into the seat—not including their actual salary and benefits. For a $50,000 employee, you're looking at $50,000-$150,000 in replacement costs alone. HR's Shift from Culture to Compliance (27:00) Over the past 50 years, HR departments have shifted focus from creating great workplace cultures to managing compliance, documentation, and litigation prevention—leaving no one responsible for making the workplace the best it can be. The Remarkable Organization Test (35:31) "The way you know you're running a remarkable organization is if you announce you're hiring and your existing employees immediately recommend amazing people they want to work with. In most organizations, internal referral candidates measure close to zero." Quote of the Show (28:12):"There is no one who wakes up in the morning, looks in the mirror and says, 'My primary job when I get to work today is to make sure that this is the best place that any of these people have ever worked.'" – Joey Coleman Join our Anti-PR newsletter where we’re keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome. Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval Ways to connect with Joey Coleman: LinkedIn: https://www.linkedin.com/in/joeycoleman1/ How to get more Disruption/Interruption: Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755 Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlDSee omnystudio.com/listener for privacy information.

Powered by BTA Sports https://download.btasports.io/atoz Promo Codes: • ATOZ14 – Extends the weekly trial from 3 days to 14 days • ATOZSPORTS – Extends the yearly trial from 7 days to 14 days For More Titans coverage follow us here: https://www.atozsports.com/nashville  Podcasts: https://www.atozsports.com/podcasts  Facebook: https://www.facebook.com/atozsportsnashville  Instagram: https://www.instagram.com/atozsports/  Twitter: https://twitter.com/AtoZSports  TikTok: https://www.tiktok.com/@atozsportsnashville #AtoZSports #TennesseeTitans #NFLFootball  Learn more about your ad choices. Visit megaphone.fm/adchoices

The Chargers hired Mike McDaniels as their OC, and Danny isn't thrilled with the Commanders over this. We take a deep dive into the offseason with Ben Standig as well.

I'd love to hear from you 'text the show'WelcomeIf you've ever found yourself struggling to attract the right people, getting ghosted by candidates, or simply tired of recruitment draining your time and energy, this episode is for you. Today, I'm joined by Laura, a recruitment agent, to unpack what candidate experience really means, what's changed in the hiring market, and why working with an agency might matter more than ever. Episode SummaryWe chat about the challenges clinic owners face when hiring, why the old “post and hope” method no longer works, and the real cost of doing recruitment yourself. Laura shares her insider perspective on why building genuine relationships with candidates is key, how agencies have access to hidden talent, and why timely communication can make or break your next hire. Key TakeawaysRecruitment is never a one-time task – it's an ongoing process that needs your attentionAgencies can access candidates who aren't actively job-hunting but are open to the right opportunitySifting through unqualified applications is a huge drain on time and resourcesThe right agency will focus on long-term relationships, not just filling rolesDelays in your recruitment process can cost you top candidates and revenueCandidate experience matters – from first contact to onboarding, clear and timely communication is essentialOutsourcing recruitment isn't just a cost – it's an investment in your business's futureStart your hiring process early, and think ahead about your clinic's needsResources & LinksConnect with Laura and her team at https://www.recruittherapists.co.uk/Episode Sponsor:Today's episode is sponsored by Jane, clinic management software and EMR. Jane's online bookings and secure client portal help you reclaim your evenings and weekends by taking admin off your plate. To see how Jane can support your clinic, head to the link in the show notes to book a personalised demo. If you are ready to get started, use the code Thrive one mo at the time of sign up for a one month grace period on your new account. Treat Your Business podcast is proudly sponsored by MBST, the groundbreaking technology revolutionising recovery and rehabilitation. Offering a non-invasive, drug-free solution for musculoskeletal conditions and nerve injuries, MBST works at a cellular level to stimulate regeneration. Expand your services and deliver long-term patient improvements without increasing your workload.Learn more at mbstmedical.co.uk. Come and join me over on YouTube https://www.youtube.com/@thrivebizcoach?sub_confirmation=1  Resources & Links Clinic Growth Live: https://events.thrive-businesscoaching.com/cgl-tickets-2026

The guys discuss why the Ravens head coach hiring process seems to be flawed.

The Commanders are confusing us right now with their hiring process. Also, RFK Stadium 2.0 could have bouncy seats and that's awesome!

Sheil Kapadia of The Ringer joins the WIP Afternoon Show to break down the end of the Eagles' season and the growing momentum behind an offensive coordinator change. Sheil explains why he still has full confidence in the Eagles' coordinator-hiring process—and how it continues to translate into wins.

The guys discuss why they believe the Ravens hiring process is flawed.

The Ravens entered the head coaching cycle early enough that they aren't playing catch up, but do they need to pick up the pace and lock in a candidate within the next week?

1.13.26, Tobi Altizer gives his thoughts on the Commanders' hiring process when choosing David Blough to be the new Offensive Coordinator and whether the team did their due diligence or not before making a decision.

1.13.26 Hour 3, Tobi Altizer gives his thoughts on the Commanders' hiring process when choosing David Blough to be the new Offensive Coordinator and whether the team did their due diligence or not before making a decision. Tobi Altizer breaks down why he has reservations about David Blough as the Commanders' new Offensive Coordinator going into next season.

In this episode of Believe, Behave, Become, Travis Jones shares his leadership journey from physical therapy to healthcare administration and how the principle of “First Who, Then What” shaped his approach to building strong teams and thriving cultures. Travis reflects on lessons learned, the importance of finding the right people, and practical strategies like peer interviews that create lasting impact. He also discusses why slowing down the hiring process and leveraging internal networks can transform organizational success.What You'll Learn:How “First Who, Then What” is the foundation of great leadershipThe difference between building the right team and the wrong teamHow your best people bring your next best peopleWhy peer interviews create buy-in and stronger onboardingStrategies for slowing down the hiring process to get it rightWhether you're a new leader or a seasoned executive, this conversation offers actionable insights on building trust, fostering growth, and creating a culture where people thrive.Timestamps:00:00 Introduction to the Podcast and Hosts02:18 Travis Jones' Professional Journey05:42 Discovering Pennant and Transitioning to Leadership09:15 What “First Who, Then What” Really Means14:32 Why the Right People Matter More Than Strategy18:50 Finding Leaders in Your Community and Internal Network23:40 Peer Interviews The Overlooked Hiring Practice29:12 Slowing Down the Hiring Process for Better Results34:55 Building a Tribe and Creating Buy-In40:20 Lessons from Kinder Hearts and Team Culture47:18 One Last Thing Advice for New Leaders52:00 Closing Thoughts and Future AspirationsConnect with us everywhere!

As AI accelerates across recruiting, the firms pulling ahead aren't chasing tools—they're doubling down on relationships. In this Industry Spotlight, Kortney Harmon sits down with Tom Wilson, Partner at Buffkin/Baker, to unpack what actually keeps recruiting leaders relevant as automation, speed, and expectations continue to rise.The conversation explores how client and candidate expectations have shifted across industries, where AI creates real leverage, and why human judgment, context, and trust remain irreplaceable. Rather than focusing on tactics, Tom offers a leadership perspective on building relevance, consistency, and long-term value in a rapidly changing talent market.Key insights you can't miss: • Why relationships—not speed or tools—remain the real competitive advantage • How recruiting strategies must adapt across industries and market cycles • Where AI adds efficiency and where human judgment still matters most • What advisory-led recruiting looks like in a changing talent economy______________________Follow Tom Wilson on LinkedIn: LinkedIn | Tom WilsonFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Real estate investing is full of numbers you can verify.But the part investors struggle with is simpler:Who are the people behind this? And can they actually run the play for the next 10 years?In this episode, we share how JWB builds a team that consistently executes — from the way we recruit and hire, to the culture we protect, to the incentives we align so outcomes stay strong for investors. Join our host, Pablo Gonzalez, and SHRM-CP–certified HR professional at JWB, Laura McLogan.This is a behind-the-scenes look at what most turnkey companies won't talk about:- What JWB does differently in the hiring process (and why it's hard to make it through)- How we recruit and retain A-players inside a small business- The culture and incentive alignment that keeps the team stable — and investors confident- Why “trust” in turnkey investing is built through people, not promisesHow talent density turns into investor returns over timeIf you want a better way to judge an investing opportunity than just “the deal,” start here.Listen NOW!Chapters:00:00 Introduction and Importance of Team in Real Estate01:18 Meet the Hosts: Papa Gonzalez and Laura McLogan02:06 JWB Real Estate Summit Announcement04:01 Building a Strong Team: JWB's Approach11:19 The Hiring Process at JWB13:01 Predictive Index and Interview Process14:39 The Importance of Culture Fit22:20 Tuesday Morning Meeting: A Unique Tradition25:01 Morning Routine and Positive Reinforcement25:19 Core Values and Peer Acknowledgement26:01 Department Visibility and Accountability26:23 Implementing Effective Team Alignment27:32 Shadowing and Hands-On Experience28:10 Intentional Hiring and Long-Term Fit31:29 Client and Employee First Impressions35:29 Recruitment Evolution and Talent Attraction38:58 Building a Great Team with Intentionality46:12 Final Thoughts and Community AppreciationStay connected to us! Join our real estate investor community LIVE: https://jwbrealestatecapital.com/nyai/Schedule a Turnkey strategy call: https://jwbrealestatecapital.com/turnkey/ *Get social with us:*Subscribe to our channel  @notyouraverageinvestor  Subscribe to  @JWBRealEstateCompanies  

In this week's episode, WBBM Noon Business Hour host Rob Hart speaks with Michelle Reisdorf of the Robert Half company and Rick Cobb of 2 Discern about the increasingly challenging job market. They break down how to navigate the current hiring process and how to stand out in the face of AI.

In this episode, we talk with Aaron Jorgensen about how JobHive came to life - starting as a small résumé-parsing experiment and gradually growing into a structured, AI-supported interview workflow. Aaron explains how the system handles voice capture, transcription, prompts, and AI avatars, and why he moved toward a multi-agent approach instead of relying on one model to do everything.We dig into what “fair scoring” actually means, how cross-checking evaluators and confidence levels work, and why it's important to keep the reasoning behind decisions visible to both employers and candidates.From the builder's perspective, Aaron walks through the practical side of developing the platform: shaping an MVP, working with LangChain, choosing AWS tools that reduce overhead, and dealing with the usual setbacks—broken features, unreliable external services, and the moments that test your patience. He also talks about the routines and habits that helped him stay consistent during the harder stretches.If you're interested in hiring workflows, AI tooling, or the reality of turning a rough prototype into a functioning product, this conversation covers it all.To learn more about Aaron's work, check out his websites or reach out to him on socials:JobHive: https://jobhive.aiAaron's Website: https://ajeema.com/LinkedIn: https://www.linkedin.com/in/mraaronjorgensen/Circle: https://pybites.circle.so/u/22287446___Book mentioned in ep: https://pybitesbooks.com/books/P3EFa-WuMMkC___

Talent Acquisition is perhaps the most important but also complex part of business. In this podcast I explain the intricate details of this $750 billion market, which is now being transformed by AI. As you'll hear, recruitment is far more nuanced than you may think, so “experts” in HR can do some pretty amazing things. I hope this podcast helps you see the entire landscape and also understand where and why AI can have such an impact. Many tech companies have tried and failed to transform the market (Google Jobs failed, Facebook Jobs failed), yet some thrive and deliver tremendous value. As you listen to this podcast I hope you get a better sense of where this market is going and I encourage you to get Galileo and ask Galileo to explain the vendor market in detail (it is updated almost daily). As always I welcome your feedback and if you have an amazing or interesting story to share, please reach out to us. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information The Talent Acquisition Revolution: How AI is Transforming Recruiting (research) AI-First TA Transformation: Join the Revolution! (certificate course) Talent Acquisition Factbook (Benchmark your TA team).   Chapters (00:00:00) - The Process of Hiring and Talent Acquisition(00:07:42) - The 3 Step Process on Hiring Process(00:12:49) - Interviewing the Right People(00:22:23) - One more message about talent acquisition(00:26:18) - A message for recruiters and talent acquisition professionals

In this hour, Adam Crowley and Dorin Dickerson dive into how much control Steelers' head coach Mike Tomlin seems to have over the team. Also, could the AFC North winner this season finish under .500? And Ray Fittipaldo from The Pittsburgh Post-Gazette comes on The Fan Hotline. December 3, 2025, 8:00 Hour

When Lew Frankfort joined Coach in 1979, he knew nothing about fashion but he understood people. That skill became the foundation of his leadership and the reason he transformed Coach from a small, overlooked accessories brand into a global powerhouse. In this episode, Lew shares the interview strategy he's refined over decades and written up in his new book Bag Man. He breaks down the questions he asks, the tests he uses, and the surprising single trait he believes matters more than experience or résumé. Learn more about your ad choices. Visit megaphone.fm/adchoices

Saturday Morning Coffee Chats: Real Conversations With Women Leading, Creating & Saying YES Tune in here!Entertaining with Ease Series: Join Wendy in her kitchen as she shares the magic of how to host each of these magnificent holiday experiences for your loved ones. $47 each or purchase the bundle for $150. Nov. 30: How to Host a Tree Trimming PartyDec. 3: Holiday Food GiftsDec 10: How to Host a Cookie Exchange Dec 17: How to Host a New Year's Eve PartyThe Entertaining with Ease BundleWelcome to the Say YES to Yourself! Podcast—the show for midlife women, empty nesters, and anyone navigating life after divorce, burnout, or big transitions. If you're ready to shed cultural expectations, reconnect with your true self, and put your joy first—you're in the right place.In this episode, Wendy sits down with Erin Krueger, author of Capture the Culture and leader of a top-producing real estate team in Nashville. After losing both parents in a tragic accident at 21, Erin built a $2 billion real estate business with one guiding principle: people don't leave businesses, they leave cultures. Her team of 12 women (ages 23-62) has an average tenure of 6 years—in an industry known for high turnover.They explore:Erin's unconventional interview technique that tests for emotional intelligence and attention to detailWhy she takes her team on all-expense-paid trips every year, and the moment she realized appreciation changes everythingThe tools she uses to build sustainable systems that support employee onboarding and work life balanceThis is a must-listen for anyone building a business, a team, or a way of working that values people as much as performance.Connect with Erin:Get her book: Capture the CultureInstagram @theerinkruegerteam ErinKreuger.comCapture-the-culture.com________________________________________________________________________________________ Say YES to joining Wendy for her: LinkedinInstagram: @phineaswrighthouseFacebook: Phineas Wright House Website: Phineas Wright House PWH Farm StaysPWH Curated France Trips Podcast Production By Shannon Warner of Resonant Collective Want to start your own podcast? Let's chat! If this episode resonated, follow Say YES to Yourself! and leave a 5-star review—it helps more women in midlife discover the tools, stories, and community that make saying YES not only possible, but powerful.

My hiring was broken—and painful. Here's the mindset shift that turned our job post into a magnet for A-players—no recruiters required.

By J.M. Auron Quantum Tech Resumes These days, apparently, most job seekers are afraid of the Big Bad ATS. And, with the endless drumbeat of horror stories about the ATS destroying careers? It's pretty understandable that people are nervous. So I'd like to follow up my earlier post on IT resume misinformation, and try to relieve some of the anxiety that's come to surround Applicant Tracking Systems. Now, don't get me wrong. ATS systems are far from ideal. But I believe - based on many years as a professional IT resume writer, as well as my own research - that the ATS may not be the bogeyman it's often made out to be. What is ATS and how to deal with it People often see "getting through the ATS" as the biggest challenge in the job search. It's really not, though. Getting through the ATS - and I know this goes against the conventional "wisdom" - isn't that difficult, and shouldn't be the focus of your resume writing. So let's break it down a bit. 1) Getting Through the ATS isn't that Hard I know. I just said that. It bears repeating, though, given the fear-mongering online and on social media. From the research I've done, 80%-95% of all decently written, decently formatted resumes get through the gatekeeper. Decently formatted just means a simple, readable, reverse chronological framework with clear section headings. The problem comes when there are multiple columns, tables, graphics, or very unusual fonts. The ATS can't read that, but, honestly, they're hard for humans to read, too. So keeping things simple, clear, and straightforward is likely to improve your chances with both the ATS and the humans who are really making the decisions. 2) You Don't Need a 100% Keyword Match In fact, a keyword match that high (if it's even possible) looks over-optimized, as though you've just copied and pasted the job description. Recruiters are hip to that - so even if you do get through the ATS with an overly optimized IT resume, you may well not get past the human being making the decision. It's a bit like Google. Keyword stuffing is more likely to get a site lowered rather than raised. The general rule of thumb is that you need a keyword match around 70%-80%. That's not really that hard, though it sounds like a high number. If you're a Cloud Architect, for example, a lot of what you've done is going to overlap with any decently written job description (I know, of course, that not all are decently written, but that's not something we can control). So if you talk clearly about what you've done, and naturally weave in the skills and tools you've used, the keyword matching will actually happen fairly automatically. I'm not suggesting that you don't read job descriptions carefully, but focus on the places where all the job descriptions match, rather than on a few outliers. 3) AI Hasn't Taken Over the Hiring Process! I'm not, in general, a big fan of AI - or at least of the AI hype we're all bombarded with. But from everything I can find, AI has not taken over ATS systems. They are still pretty close to what they've always been. AI is used to automate some tasks nowadays. More importantly, AI may be used for more semantic keyword matching - "cloud computing" can now match "AWS expertise" - for example. That's actually a positive; semantic keyword matching makes writing a resume that reads naturally much, much easier. But AI has not become a demonic (or hopelessly inefficient) entity committed to destroying your careers. It's not even mucking up the works as much as in some other areas - at least at this point. Bottom Line? There's a lot to be concerned about in the job search. Things aren't easy. But the hype about the Big Bad ATS, in my view, is just adding to the many worries that job seekers already have. That's not a good thing. So I recommend writing a good, solid, clear IT resume that tells your career story. If you do that well, the keywords - and the ATS - should take care of themselves. Bio: I'm J.M. Auron and I've owned one of the to...

10.20.25 Hour 2 1:00- With Mike MacDonald coming to town, we look back at the 2024 head coaching cycle with the Commanders getting Dan Quinn. 22:30- The Washington Commanders will be wearing their Super Bowl era uniforms... And it resembles the old Redskins uniforms. 35:30- What's going on in our lives that has nothing to do with sports?

With Mike MacDonald coming to town, we look back at the 2024 head coaching cycle with the Commanders getting Dan Quinn. 

In this episode, I talk with Ethan Bull, President and Co-founder of ProAssisting, ranked No. 2466 on the 2025 Inc. 5000 list, about his innovative approach to delivering high-level fractional executive assistant services. Ethan shares how ProAssisting's unique hiring and matching process connects leaders with exceptional EAs skilled in both strategic thinking and executive support. We explore the importance of mutual respect, curiosity, and clear communication in creating strong client-assistant relationships, as well as how these values reduce churn and drive success. Ethan also opens up about managing tough conversations and maintaining financial transparency and effective communication in his partnership with his wife, Stephanie. This conversation offers valuable insights for business leaders looking to elevate their leadership and maximize the impact of executive support. 6:41 Leadership Principles at Pro Assisting 13:12 The Role of Executive Assistants 16:28 Tough Conversations and Culture 23:47 Working Together: Business and Marriage 26:18 Conclusion: Insights on Leadership Redefining Executive Support In this episode, I sit down with Ethan Bull, Co-founder of ProAssisting, a company providing high-level fractional executive assistant (EA) services to businesses across the United States. We explore how ProAssisting differentiates itself from traditional virtual assistant services by focusing on top-tier talent capable of both strategic thinking and executive support. Ethan shares insights into their rigorous hiring process, emphasizing the importance of pairing clients with assistants who not only excel in administrative tasks but can also contribute to broader business strategy. This approach ensures productivity, long-term success, and meaningful partnerships between clients and their EAs. Respect and Relationships Mutual respect is at the heart of ProAssisting's culture. Ethan discusses how fostering respect between clients and assistants leads to stronger collaboration, higher satisfaction, and reduced churn. He explains the value of emotional and interpersonal intelligence in executive support, sharing examples of how assistants who prioritize empathy and understanding create more productive relationships. By aligning expectations and cultivating trust, clients and assistants can work together seamlessly, driving growth and enhancing organizational performance. Curiosity and Tough Conversations Curiosity is a cornerstone of effective leadership and executive support. Ethan emphasizes how asking thoughtful questions and actively seeking to understand client needs strengthen communication and alignment. We also dive into managing tough conversations, including how assistants can “manage up” and navigate shifting priorities while maintaining context and empathy. By approaching challenging discussions as opportunities for growth rather than obstacles, both assistants and executives can enhance collaboration, improve decision-making, and create a more resilient work environment. Lessons from Partnership Toward the end of the episode, Ethan shares insights from co-founding ProAssisting with his wife, Stephanie. He reflects on the importance of financial transparency, open communication, and structured processes in both business and personal partnerships. Their experience highlights the challenges and rewards of working closely with family while maintaining professional boundaries. Ethan's lessons provide practical guidance for business leaders looking to foster strong partnerships, whether with family, co-founders, or key team members, and underscore how these principles can enhance leadership effectiveness and organizational growth. Key Takeaways This episode offers a comprehensive look at how respect, curiosity, and open communication can elevate leadership, optimize executive support, and drive meaningful growth. Business leaders seeking actionable insights to refine their leadership style, strengthen client-assistant relationships, and maximize organizational impact will find this conversation particularly valuable.  

In this episode of Building Better Developers, hosts Rob Broadhead and Michael Meloche continue their conversation with Agustin Morrone, CEO and co-founder of Vintti, a company improving the remote hiring process for U.S. and Canadian businesses across Latin America. From his base in Barcelona, Agustin explains how Vintti combines AI, automation, and cultural alignment to build remote teams faster while keeping people at the center. Vintti's mission remains clear: help companies hire top Latin American talent in under 21 days, saving up to 60 percent on payroll while maintaining quality and trust. In Part 2, we explore how Vintti's evolving systems make the remote hiring process smarter and more scalable. Using AI to Strengthen the Remote Hiring Process Vintti's young, tech-driven team approaches work with an “AI-first mindset.” Rather than replacing people, AI removes repetitive tasks that slow down the remote hiring process. Originally, every interview was manual. Now, AI manages more than half of all first-round interviews, rating English proficiency and technical expertise. Recruiters then step in to evaluate communication style and cultural fit. “AI helps us focus on what matters most,” Agustin says. “It saves time and allows our recruiters to build stronger relationships.” Automation Tools That Simplify Remote Recruitment Vintti automates much of its communication and reporting to improve efficiency. Instead of sending raw resumes, it builds custom, client-ready CVs using AI. Each profile merges data from interviews, LinkedIn, and client discussions into a consistent, easy-to-read document. Automated follow-ups and feedback loops help recruiters stay engaged throughout the remote hiring process, keeping clients informed without losing the human connection. Automation drives consistency, but empathy drives connection. Human Insight: The Key to Remote Hiring Success AI helps identify top candidates, yet it can't replace intuition. Recruiters still assess tone, enthusiasm, and motivation—critical elements of cultural fit. Similarly, Vintti maintains personal conversations with each client to understand company culture before sourcing talent. This ensures every step of the hiring process reflects both human judgment and data-driven insight. Testing, Learning, and Improving the Remote Hiring Process Experimentation fuels progress at Vintti. Recruiters rely heavily on LinkedIn but constantly test new tools to expand reach and reduce friction. “We test, compare, and adapt,” Agustin explains. “If a tool adds value, we scale it. If not, we move on.” This culture of experimentation keeps the hiring process innovative and resilient. Cultural Patterns in Global Recruiting Regional patterns help Vintti understand candidate strengths. Colombian professionals often shine in customer support, Argentines excel in sales, and Mexican talent frequently leads in finance. However, Agustin cautions against stereotyping. “Patterns are helpful, but people are unique,” he says. That perspective ensures fairness and flexibility in every hiring process decision. Supporting Global Teams After Placement Once hired, contractors integrate fully into client organizations. Vintti provides behind-the-scenes support—helping with taxes, communication skills, and professional development—while avoiding cultural interference. Support Principle: Empower independence and provide structure. This hands-off guidance strengthens relationships and keeps the hiring process transparent from start to finish. Discipline and Growth in the Hiring Journey Internally, Agustin looks for self-motivated people who take ownership. He values discipline over motivation, believing that commitment leads to better long-term outcomes. “Motivation fades, but discipline lasts,” he explains. This mindset ensures every member of the Vintti team contributes to refining the hiring process daily. The Future of the Remote Hiring Process Agustin believes AI will reshape global recruiting. While some jobs will change, others will grow. Vintti plans to: Identify new skill trends early. Use automation and AI to make hiring faster and smarter. “Companies that work with AI—not against it—will win,” Agustin concludes. Key Takeaway Agustin Morrone's story shows that the modern remote hiring process depends on balance. AI delivers speed and consistency, while people provide connection and understanding. Together, they build stronger teams worldwide. Learn more about their mission at www.vintti.com. Stay Connected: Join the Developreneur Community We invite you to join our community and share your coding journey with us. Whether you're a seasoned developer or just starting, there's always room to learn and grow together. Contact us at info@develpreneur.com with your questions, feedback, or suggestions for future episodes. Together, let's continue exploring the exciting world of software development. Additional Resources Online Communities and Marketing Protecting Your Brand and Avoiding Legal Trouble How to Succeed with Digital Marketing for Small Businesses Getting the word out, promoting your blog Building Better Foundations Podcast Videos – With Bonus Content

In episode #129, podcast host Carmen Ramirez is joined by attorney and visionary leader at Pacific Workers, Bilal Kassem, to discuss the complexities and challenges faced by seasonal workers, particularly during the holiday season. They explore the rights of seasonal employees, the importance of safety in fast-paced work environments, and the risks associated with seasonal employment. The conversation also delves into the hiring process, the potential for misclassification of workers, and the intricacies of workers' compensation and temporary disability benefits. The episode aims to arm listeners with knowledge and awareness to navigate the seasonal job landscape effectively.    Takeaways:  Seasonal workers often face unique challenges and risks.  Understanding your rights as a seasonal employee is crucial.  California labor laws provide protection for all workers, including seasonal ones.  The hiring process for seasonal jobs can be rushed, leading to confusion.  Misclassification as independent contractors can deny workers their rights.  Temporary disability benefits can be complicated for seasonal workers.  It's important to weigh the risks versus rewards of seasonal employment.    Chapters:  00:00 Introduction and Overview of Seasonal Employment  02:54 Understanding Seasonal Workers and Their Rights  05:34 The Challenges Faced by Undocumented Seasonal Workers  08:33 The Risks of Seasonal Work: Injuries and Safety  11:13 Navigating the Hiring Process and Employee Rights  14:17 Common Issues and Fears of Seasonal Workers  16:49 Temporary Disability and Compensation for Seasonal Workers  19:56 Misclassification of Seasonal Workers  22:38 Conclusion and Final Thoughts on Seasonal Employment      This episode is sponsored by Pacific Workers, The Lawyers for Injured Workers, the trusted workers' compensation law firm in Northern California. With over 10,000 cases won and more than $350 million recovered for injured workers, we are here to help if you've suffered a workplace injury.     Visit our FAQ and blog for more resources:    https://www.pacificworkers.com/blog/    Join Us for Our October Work Comp Webinar  CA Workers' Comp Webinar - Pacific Workers' Compensation   Learn key insights, best practices, and expert advice on Workers' Compensation, all in one live session.   

In this episode, guest Tom Kelly, co-founder of Evona, a recruitment firm specializing in the space industry, discusses the current talent landscape and the impact of AI on recruitment. The conversation explores the most in-demand roles within the space sector, highlighting ongoing shortages in both engineering (especially electrical engineering) and sales positions. Tom shares insights into how AI-driven tools are transforming the hiring process, from sourcing candidates to automating outreach, as well as potential challenges, such as increased spam and the loss of personal connection in recruiting. He also considers the future of talent acquisition, including how candidates might use AI to empower their own job searches. The episode provides a practical look at both the opportunities and hurdles of integrating AI into recruiting, with a focus on maintaining meaningful human connections.

Many organizations still use outdated hiring methods that turn off top talent and fuel unconscious bias. This leads to bad hires and harms employer reputations. By updating interview processes and using undercover research, companies can reduce bias, improve candidate experiences, and build stronger, more diverse teams that succeed. Nora Burns, a keynote speaker and researcher, went undercover for over 350 interviews across industries to reveal broken hiring practices. Her research shows many companies conduct interviews like it's 1983—asking irrelevant questions, being unprepared, and favoring men even in female-dominated roles. As founder of The Leadership Experts, Nora helps companies redesign hiring and onboarding by focusing on candidates' potential and removing bias. In this episode, Nora shares surprising findings: she was offered jobs she wasn't qualified for due to bias, traditional interview questions waste time, companies accidentally share confidential info during interviews, and candidates decide whether to stay or leave within their first three hours on the job.   What you will learn from this episode: Why traditional interview questions like "strengths and weaknesses" are counterproductive and what to ask instead. How unconscious bias affects hiring decisions based on gender, area codes, college names, and even Zoom backgrounds. Simple fixes for interview preparation, confidentiality, and creating bias-free application processes.   "Interviews over time have gotten shorter and shorter and shorter, especially for frontline jobs. We're doing those interviews in 20 to 30 minutes. If I'm spending five minutes on what's your greatest strengths, what's your greatest weakness, that's a high percentage of my overall time to get to know this candidate that I've just wasted." – Nora Burns   Valuable Free Resource: Connect with Nora on LinkedIn for hiring process insights and visit theleadershipexperts.com for consulting services.   Topics Covered: 02:30 - The genesis of undercover research: How Nora realized she hadn't been interviewed in over a decade while designing hiring processes for clients, leading to her decision to go undercover as a candidate 05:15 - Research methodology and ethics: Creating character personas, funding the research independently, and ensuring candidates knew she wasn't a guaranteed hire to maintain ethical boundaries 08:45 - Outdated interview practices: Why organizations are still "hiring like it's 1983" with tired questions that waste time and generate predictable, unhelpful responses from candidates 12:20 - Better questioning strategies: Moving beyond strengths/weaknesses to ask about development priorities and industry knowledge that reveals actual capabilities and cultural fit 16:30 - Interview preparation failures: How hiring managers show up late, unprepared, and treat candidates poorly, damaging the employment relationship from the start 18:45 - Confidentiality breaches: Shocking examples of organizations leaving candidates alone with payroll records, P&L statements, and unlocked laptops during interviews 22:10 - Unconscious bias in callbacks: A-B testing results showing male candidates consistently receive more callbacks, even for traditionally female roles like receptionist 24:45 - Geographic and socioeconomic bias: How area codes, college names, and Zoom setups create unfair advantages and disadvantages for candidates 27:20 - The critical first three hours: Why employees decide to stay or leave within their first three hours on the job and how organizations fail at basic onboarding   Key Takeaways: "We need to stop hiring for comfort and start hiring for capacity and for what they actually will bring to the organization. A lot of our old school questions are really built around comfort and, oh, they think just like me." –Nora Burns "People were making the decision as to if they would stay a year within the first three hours of employment. We are shockingly bad at the first three hours." –Nora Burns "Whenever you say my gut tells me, bias is coming in. That's your stories that you've collected over time. There's something about me that reminds you of somebody else that you love." –Nora Burns   Ways to Connect with Nora Burns: LinkedIn: https://www.linkedin.com/in/noraburns/ Website: https://theleadershipexperts.com Podcast: "Stories from the Break Room" (available on all podcast platforms) Book: "Stories from the Break Room" (upcoming publication)   Ways to Connect with Sarah E. Brown: Website: https://www.sarahebrown.com Facebook: https://www.facebook.com/DrSarahEBrown LinkedIn: https://www.linkedin.com/in/sarahebrownphd To speak with her: bookachatwithsarahebrown.com  

In this episode of High Velocity Radio, Lee interviews Tiffany Slowinski, CEO of Team Spark Advisors. Tiffany shares how she helps businesses optimize team performance by using the Culture Index, a data-driven tool that matches people to roles based on their natural strengths. She discusses the pitfalls of traditional hiring, the benefits of objective analytics, […]

Running a successful advisory firm takes more than great client service - it also means learning how to lead a team and build infrastructure to support growth. This episode explores how developing leadership skills, hiring intentionally, and leaning into personal values can lay the foundation for a thriving, mission-driven business. Maggie Kulyk is the founder of Chicory Wealth, an RIA based in Decatur, Georgia, that operates virtually and oversees $760 million in AUM for 480 households. Listen in as Maggie shares how she grew from a self-described “terrible” manager into a visionary leader by making key hires with complementary strengths to her own, delegating wisely, and developing a strong leadership team. We discuss how her firm finds and trains homegrown advisors aligned with its values, how Maggie structured an internal ownership track for future successors, and why breaking away from a broker-dealer and going fee-only  was the right move for her long-term vision.  For show notes and more visit: https://www.kitces.com/451

In this episode of the Bro Chat, "Flash" "Bender" and "Rain" are joined by Kevin "Konan" Parkhurst to discuss flying the F-35 in the reserves, how to get hired by a reserve or guard unit and more.Check out Authentic Media - Six months Free - Just use code 62F6D at Patreon.com/AuthenticMedia/redeem/62F6D.    

What does it take to land a data analyst job at Tesla, and what challenges await you once you're there? Join me as I interview Lily BL, a former Tesla data analyst, who reveals her exhilarating journey in the world of data at one of the world's most innovative companies.

Listen in this episode to analyze why making the smallest of changes will have the most profound impact and where you can start to make those alterations.

Let's face it: your business will never see success if you don't find the right people to work for you. And hiring the wrong person can end up costing you big. Unfortunately, the recruitment landscape has become more challenging than ever before, especially recent years. In this week's episode, I explore why recruiting has become so difficult and costly, and the steps you can take... Read More The post Is Your Hiring Process Costing You More Than You Think? appeared first on Healy Success Solutions.

In this episode of 'The Coaching 101 Podcast,' the host Daniel Chamberlain introduces and interviews BJ McBride, the Athletic Director at Bristow High School in Oklahoma. Broadcasting live from the Border State Summit, the discussion covers a variety of topics, including BJ's transition from classroom teaching to administration, the hiring process for coaches, and the evolving landscape of high school athletics amidst new NCAA-like transfer rules and NIL opportunities. The segment also highlights the supportive community at Bristow and the strategies being implemented to enhance athletic programs and student visibility. The host also plugs ACE Sports, a company providing sports technology solutions, as a tool for schools to celebrate and promote their athletes.00:00 Introduction and Event Overview00:53 Spotlight on Ace Sports and Ryan Hughes01:53 Interview with BJ McBride: Background and Role04:10 Challenges and Successes in Administration05:51 Hiring Process and Coaching Staff08:51 Impact of Transfer Portal and NIL in High School Sports12:43 Closing Remarks and ACE Sports PromotionDaniel Chamberlain: @CoachChamboOK ChamberlainFootballConsulting@gmail.com chamberlainfootballconsulting.com Kenny Simpson: @FBCoachSimpson fbcoachsimpson@gmail.com FBCoachSimpson.com

Hour 1 Starting Lineup: USU brings in interim AD USU coaches are watching the AD hiring process closely Real Golf Radio host Brian Taylor Hour 2 CBS Sports CFB writer Shehan Jeyarajah 60 in 60 Watchlist | Good, Bad & Ugly Whole World News Hour 3 Coaches talking transfer portal at media days | Bronco Mendenhall comments about closed spring Sports Roulette: Major pain in the butt Final thoughts

How do you build a high-performance culture without turning your company into the Hunger Games? Reed Hastings, co-founder and former CEO of Netflix, shares lessons from a career spent rewriting the rules—from severance as a management tool to “big-hearted champions who pick up the trash.” In this episode, he reveals how Netflix scaled trust, made bold bets before the data was in, and kept its edge by treating employees like adults—not assets. You'll hear how Hastings evaluates talent beyond the interview, the reason he avoids performance improvement plans, and what most leaders misunderstand about judgment, feedback, and innovation.  You'll also hear why he placed a $100 million bet on House of Cards with no pilot, how Drive to Survive changed an entire sport, and why Squid Game caught even Netflix by surprise.  Now focused on a new chapter—owning a ski mountain, reshaping education through AI tutors, and supporting charter schools—Hastings is still doing what he does best: building systems that scale culture, not just product.  If you care about performance without politics—or culture without the clichés—this is a blueprint from one of the clearest thinkers in modern business.  Approximate timestamps: Subject to variation due to dynamically inserted ads: (3:09) Powder Mountain, Skiing Industry, & Buying a Mountain (6:36) Setting Culture in an Organization (9:21) Hiring Process and Evaluating Candidates (14:24) Netflix's 2009 Slide Deck Release (16:26) Talent Density and Performance Culture (17:59) Loyalty and Team Building (19:56) Severance Packages (22:17) Process Vs. Innovation (24:21) Preventing Bureaucracy from Creeping In (25:46) Identifying and Nurturing Good Judgment (26:40) Transition from CEO to Board Member (27:37) Competitive Landscape of Online Streaming (29:18) Role of Netflix in Driving Industry Interest (31:25) Handling Controversy: The Dave Chappelle Case (33:59) Inclusiveness and DEI in the Workplace (35:10) Customer Satisfaction and Operating Income (36:06) Decision Making in Content Acquisition: House of Cards (37:28) Creating vs Buying Content (38:46) Data Collection and User Preferences (40:32) AI in Netflix and Personal Use (42:33) AI in Education (45:12) Charter Schools and Importance of Education (48:07) Charter Schools and Government Control (52:34) Misconceptions and Personal Projects (53:25) Admiration for Bill Gates (55:04) Work-Life Integration (56:59) Reflections on Career and Obsession (59:12) The Netflix Keeper Test (1:00:38) Learning from Past Experiences at Pure Software (1:02:27) Challenges and Regrets at Pure Software (1:03:38) Role of the Board in Founder-led Companies (1:04:49) Venture Capital Experiences and Insights (1:05:31) Defining Moments and Openness to New Experiences (1:06:14) First Product Excitement: The Foot Mouse (1:07:19) Definition of Success Thanks to our sponsors for supporting this episode: NORDVPN: To get the best discount off your NordVPN plan go to ⁠⁠nordvpn.com/KNOWLEDGEPROJECT⁠. Our link will also give you 4 extra months on the 2-year plan. There's no risk with Nord's 30 day money-back guarantee! MOMENTOUS: Head to https://www.livemomentous.com and use code KNOWLEDGEPROJECT for 35% off your first subscription. Newsletter - The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠⁠fs.blog/newsletter⁠⁠⁠ Upgrade — If you want to hear my thoughts and reflections at the end of the episode, join our membership: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/membership⁠⁠⁠⁠⁠ and get your own private feed. Watch on YouTube: ⁠⁠⁠@tkppodcast Learn more about your ad choices. Visit megaphone.fm/adchoices