Podcasts about hiring process

In this episode, Pierre Michiels interviews Dawn Pieczonka, a senior recruiter with more than eight years of experience across corporate, healthcare, and live event industries. Dawn shares insider perspectives on what happens after you apply, the roles of recruiters and hiring managers, resume and interview best practices, networking, LinkedIn, and the growing impact of AI in hiring. After listening, we hope you have a better understanding of the recruiting and hiring process. Full episode transcript can be found on the episode page. Below is a general timestamp summary.  00:00 - 09:35 | Meet the Recruiter & Understanding the Hiring Team  Host Pierre Michiels welcomes recruiter Dawn, who shares her background in corporate, healthcare, and event recruiting. The discussion explores the distinct roles of recruiters, hiring managers, and executives, what each evaluates during the hiring process, and why candidates should tailor their communication to each audience. 09:35 - 18:30 | What Really Happens After You Click Apply?  Dawn pulls back the curtain on the application process, explaining how resumes are reviewed, why internal candidates often receive early consideration, how referrals influence hiring, and why applicants may not hear back immediately. She also shares advice on following up professionally and leveraging LinkedIn connections. 18:30 - 28:45 | Resume Strategies for Standing Out  The conversation shifts to resumes, including the six-second review rule recruiters often follow. Topics include keeping resumes clear and concise, avoiding common mistakes, tailoring content to specific roles, and how students with limited experience can highlight coursework, volunteering, projects, and transferable skills. 28:45 - 38:10 | Interviewing, Professionalism & LinkedIn  Dawn shares what recruiters look for during interviews, including authenticity, responsiveness, communication skills, and confidence. She discusses professionalism, appropriate interview attire, handling lateness through clear communication, and the importance of maintaining consistency across resumes, interviews, and LinkedIn profiles. 38:10 - 41:40 | AI in the Modern Job Search  The episode explores how organizations use AI in recruiting and applicant screening. Dawn explains how job seekers can use AI effectively to refine resumes, align applications with job descriptions, and improve their materials while keeping their experiences and accomplishments authentic. 41:40 - 45:56 | Final Recruiter Tips for Job Seekers  To close the episode, Dawn provides practical advice, including creating job alerts, applying within the first 24-48 hours of a posting, asking thoughtful questions during interviews, sending thank-you notes, networking through LinkedIn and professional communities, and using career services resources. She emphasizes that persistence, relationships, and preparation are key to long-term job search success. Listeners in the College of DuPage community can visit our website. All other listeners are encouraged to view the resources of their local community college, WIOA training programs, or other local support centers.Send us YOUR Listener Questions at careerpodcast@cod.edu Follow us on Instagram, Facebook, Twitter, LinkedIn @codcareercenter

One dental practice worked through four receptionists in a few years and every single time, they blamed the receptionist or blamed the hire. Dr Jesse Green traces the problem back to its real source: the dental practice hiring process. He makes the case that getting it right lifts the calibre of applicants, keeps good team members longer, and protects the productivity that constant turnover quietly erodes. If you are a dental practice owner tired of cycling through team members and ready to build a hiring system that works, you won't want to miss this episode.In This Episode:01:59 The two documents to have in place before you write a word of an ad: the ideal applicant avatar and your employer value proposition03:34 How to write an advertisement that speaks to your ideal applicant's hopes and frustrations05:15 Why advertising is only the first domino in a full recruitment systemResources and Links:How Does Your Dental Practice Compare Against the Top Performers?Stay Up to Date by Following Dr Jesse Green on InstagramConnect with Dr Jesse Green on LinkedInIf you're a Dental Practice Owner looking to scale your practice, learn more about our Practice Max ProgramMentioned in this episode:Savvy Dentist Team Training BundleIf your practice can't run without you, it's time for systems - not more theory. That's why we created the Savvy Dentist Team Training Bundle - five powerful, system-driven programs including Front Desk All Stars, the Million Dollar Dentist, Practice Manager Masterclass, Advanced Treatment Coordinator Training, and High-Performance Hygiene. Each course delivers practical, step-by-step systems your team can use every day to build accountability and create a self-managing practice. Save $2,000 for a limited time — visit savvydentist.com/team-training.Team Training Bundle 2025

Casey Jenkerson is director of employer engagement at the WashU Center for Career Engagement. She tells Chris and Mike Elam that employers are facing an, 'application avalanche,' noting that in the, 'last 5 years, job applications have tripled.' She no matter how AI is being used, it is still important to, 'have your own voice in your resume.' (Photo by Justin Sullivan/Getty Images)

Send us Fan MailThe guys talk with Nora Burns, Chief Curiosity Officer, The Leadership Experts, Denver. Nora Burns doesn't study workplace culture from the sidelines; she has flipped the script to research it from the inside out. She has interviewed for more than 350 jobs and worked frontline roles inside Fortune 500 companies as The Undercover Employee™, uncovering what employees actually experience in hiring, onboarding, and day-to-day work. Check out her presentation at PHCC CONNECT, “What employees are really saying when they talk to each other.” This episode of Appetite for Construction is brought to you by Webstone. Protect the entire system with Webstone's NEW Sediment Filter. Its spin-down design protects against rust, dirt, sand and other suspended particles, while the multi-mode handle lets you filter, bypass, clean or stop flow. And with Webstone's Twist-to-Clear feature, accumulated debris can be flushed through the integrated hose drain, making service fast and simple. Plus, G-Union connections help simplify installation.Subscribe to the Appetite for Construction podcast at any of your favorite streaming channels and don't forget about the other ways to interact with the Mechanical Hub Team!Follow Plumbing Perspective IG @plumbing_perspectiveFollow Mechanical Hub IG @mechanicalhubSign up for our newsletter at www.mechanical-hub.com/enewsletterVisit our websites at www.mechanical-hub.com and www.plumbingperspective.comSend John and Tim your feedback or topic ideas: @plumbing_perspective

Cliff Weitzman is the co-founder and CEO of Speechify, the world's leading AI voice and text-to-speech platform, used by more than 60 million people globally. Diagnosed with dyslexia as a child, Cliff first built Speechify at Brown University to help him consume written material through audio.  AGENDA:  00:00 Cliff Weitzman Reveals His Biggest-Ever Strategic Mistake 03:08 Why Speechify Is Paying Millions to Build Their Own Data Centres 09:59 What No One Knows About Buying Chips That Everyone Should Know? 20:19 The AI Data Gold Rush Has a Brutal Business-Model Problem 23:42 How ElevenLabs Leapfrogged Speechify—and Why It Was Cliff's Fault 31:00 The $15M AI Talent War: Can Startups Still Compete for the Best Talent? 36:57 The New 10X Engineer: Ten Killer Decisions Every Day 46:12 The Voice-AI Bloodbath: Who Survives Commoditisation? 53:21 The Screen Is Dying—and Voice Will Replace It 57:58 How Cliff Plans to Use AI to Cure His Brother's Disease

Send us Fan MailSend us Fan MailIn this enlightening episode of Living the Dream with Curveball, we are joined by Rick Denius, the founder of a fast-growing HR executive search firm with over 25 years of corporate leadership experience. Having spent 18 years at CNN in Atlanta, Rick is an authority on job searching, resumes, and the hidden job market, making him the go-to expert for anyone looking to navigate the complexities of employment in today's market.Rick shares invaluable insights on how job seekers can position themselves as the ideal candidates by understanding the specific problems that companies aim to solve when they post job openings. He emphasizes that it's not just about submitting resumes but about demonstrating how one's skills can address the unique challenges faced by employers.Throughout the episode, Rick discusses the impact of AI on HR practices, the significance of tapping into the hidden job market, and effective strategies for job seekers, especially those over 40 who face ageism in the workforce. He also highlights the importance of maintaining relationships with past colleagues and advocates to leverage networking effectively.Listeners will learn about the nuances of cover letters, the evolving nature of job applications, and how to stand out in interviews by telling compelling stories that resonate with hiring managers. Rick also touches on upcoming trends in HR and the implications of new regulations affecting the workforce.What You'll Learn in This Episode:- The importance of understanding company needs when applying for jobs- Strategies for accessing the hidden job market- How to effectively use AI and technology in job searching- Tips for overcoming ageism in the job market- The critical role of networking and maintaining professional relationshipsFor more information on Rick Denius and his work, visit www.hrsearchco.com and connect with him on LinkedIn for ongoing insights and updates.Support the show

Send us Fan MailTim and John chat with Westie Magnuson, Chief Culture Officer, HireAligned, Portland, Oregon. He's also a Presenter at PHCC CONNECT 2026: “Recruiting in the Trades: Modern Tactics With Proven Results.” Magnuson specializes in helping plumbing, HVAC, and multi-trade contractors scale their operations without losing their company's identity.This episode of Appetite for Construction is brought to you by Webstone. Protect the entire system with Webstone's NEW Sediment Filter. Its spin-down design protects against rust, dirt, sand and other suspended particles, while the multi-mode handle lets you filter, bypass, clean or stop flow. And with Webstone's Twist-to-Clear feature, accumulated debris can be flushed through the integrated hose drain, making service fast and simple. Plus, G-Union connections help simplify installation.Subscribe to the Appetite for Construction podcast at any of your favorite streaming channels and don't forget about the other ways to interact with the Mechanical Hub Team!Follow Plumbing Perspective IG @plumbing_perspectiveFollow Mechanical Hub IG @mechanicalhubSign up for our newsletter at www.mechanical-hub.com/enewsletterVisit our websites at www.mechanical-hub.com and www.plumbingperspective.comSend John and Tim your feedback or topic ideas: @plumbing_perspective

Artificial intelligence may become a more prominent part of the federal hiring process. The Office of Personnel Management is encouraging agencies to more widely adopt AI tools in their recruitment efforts. A new OPM memo outlines where agencies should or shouldn't begin using the technology. Here with more, Federal News Network's Drew Friedman. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What happens when technology moves faster than people are ready for—and how do leaders build organisations that can keep up?In this thought-provoking episode, Fatimah is joined by Anton Roe, recruitment and talent solutions leader with more than 25 years of experience across the UK, Europe, the US, and Australia, to explore the changing relationship between people, culture, psychology, and technology in today's workplace.Drawing on his background in organisational psychology and executive recruitment, Anton shares why successful organisations look beyond résumés and headcount to focus on culture, capability, and the environments that help people perform at their best. Together, they discuss why scaling teams isn't simply about hiring more people, how onboarding shapes long-term success, and what leaders often misunderstand about building high-performing cultures.The conversation also explores the rapid rise of AI in recruitment and the workplace. From AI-generated job applications to the growing importance of human judgement, Anton explains why technology should enhance—not replace—critical thinking, relationships, and accountability. They also unpack unconscious bias in hiring, the role of organisational psychology in better decision-making, and why trust has become one of the most valuable assets leaders can build during periods of change.Whether you're leading teams, growing a business, navigating organisational change, or simply trying to understand how AI is reshaping the future of work, this episode offers practical insights into creating workplaces where both people and technology can thrive.In this episode, we cover:4:18 Building Culture Beyond the Hiring Process 13:05 Organisational Psychology & Better Hiring Decisions 22:47 AI, Recruitment & The Human Advantage 35:14 Scaling Teams Without Losing Culture 47:32 Leadership, Trust & The Future of Work…and more.

David is joined by Cody Tench, owner of Gleaming Gutters in Charlotte, North Carolina. He grew from a side-hustle subcontractor into an exterior cleaning business closing in on $700K a year. They break down what actually drove that growth, from fixing his hiring process to building the systems that let him step back.Stop doing every job yourself. Join the #1 community for pressure washing & window cleaning owners ready to get off the truckWhere does your business actually stand? Take the free Growth Scorecard

Ryan Englin is the Founder and CEO of Core Matters, a company that helps small and midsize blue-collar businesses build workplaces where great people want to work and stay. A workforce strategist and the creator of the Core Fit Blueprint, he helps owners improve recruiting, hiring, onboarding, leadership, and retention. Ryan is also the best-selling co-author of Hire Better People Faster, host of the Titans of the Trades podcast, and creator of FieldCon, software designed to help field-service companies coach, develop, and retain employees. In this episode… Finding good people is not just a hiring challenge — it is a recruiting and marketing challenge. When business owners wait until they desperately need someone, they often rush the process, lower their standards, and make costly hiring decisions. So how can owners create a hiring process that consistently attracts the right people before a position needs to be filled? Recruiting and workforce strategist Ryan Englin explains that the solution is to treat recruiting like marketing: build a pipeline, know exactly who you want to attract, and keep recruiting even when the team is fully staffed. A stronger hiring strategy includes clear expectations, structured interviews, applicant tracking systems, and a focus on both skills and cultural fit. Ryan stresses the value of active listening and understanding what employees care about, because attracting great people is only part of the equation — keeping them matters just as much. With the right recruiting systems in place, owners can avoid desperate hires, reduce costly turnover, and build teams that support sustainable growth. In this episode of Owner's Profit Playbook, Pat Mancuso hosts Ryan Englin, Founder and CEO of Core Matters, to talk about why recruiting should be treated as a marketing activity. Ryan shares how to avoid desperate hires, build a steady candidate pipeline, and improve hiring and retention. He also discusses cultural fit, active listening, AI-generated resumes, and smarter candidate screening.

Shoot Us A Message!Hiring Producers for P&C Agencies.In this episode, we discuss effective recruitment techniques for finding high performing talent in a competitive market. We break down the mechanics of role fit and how to screen for candidates who actually want to work.If you are looking to improve your hiring process, hiring producers, and team culture, check out TeamIQ.Key Takeaways and Timestamps 0:00 Introduction to hiring challenges 4:15 Why role fit is more important than experience 8:30 Screening for work ethic in the first interview 12:45 Creating a culture that attracts producers 18:20 Using assessments to find the right team members 24:10 Closing thoughts on recruitment strategyThe Insurance Dudes ResourcesJoin the Agent Elite: https://www.skool.com/agenteliteBest Seller: https://MillionDollarAgencyBook.comInsurance Dudes Files: https://blog.theidudes.comTeamIQ: https://teamiq.theidudes.comTelefunnel Lead Callers: https://theidudes.comILB: https://insuranceleadbrokers.comInsurance Agency Trader: https://trader.theidudes.comIf this helps, subscribe and hit the bell so you can catch every episode.Follow UsFacebook: https://www.facebook.com/theinsurancedudesLinkedIn: https://www.linkedin.com/company/the-insurance-dudes-podcastInstagram: https://www.instagram.com/insurancedudespodcastSupport the showHey there! Thank you for listening! We'd be SUPER GRATEFUL for a subscribe!And a review over on the Apple Podcasts would be incredible!Check out our newsletter, webinar, and some great Internet Lead tactics at The Insurance Dudes Homepage.We appreciate you!Craig Pretzinger & Jason FeltmanThe Insurance Dudes

Marty Griffin Show Hour 3: Attorney Tom King talks with Marty about discrimination in the hiring process! Wedding season: overpriced!! full 1844 Mon, 03 Aug 2026 17:11:00 +0000 H51NqFNBptnjyGOAAJPcxrhj3OfJ9xHh news Marty Griffin news Marty Griffin Show Hour 3: Attorney Tom King talks with Marty about discrimination in the hiring process! Wedding season: overpriced!! On-demand selections from Marty's show on Newsradio 1020 KDKA , airing weekdays from 10 a.m. to 2 p.m. 2024 © 2021 Audacy, Inc.

Finding a great hygienist is difficult enough in today's market. The last thing your practice needs is a hiring process that unintentionally drives qualified candidates away. In this episode of Dental Drill Bits, Sandy and Dana Pardue challenge one of the most common assumptions in dentistry: that the hygienist shortage is the only reason practices can't fill open positions. While the shortage is real, many practices are creating unnecessary barriers through slow decision-making, gatekeepers, personality assessments, and interview processes that put the doctor—the very person candidates want to meet—at the end of the process instead of the beginning. If you've ever had a hygienist accept your offer only to disappear before their first day, this episode may explain why. Key Takeaways: Why your hiring process may be costing you great hygienists The biggest mistake practices make during hygienist interviews Why DISC is a powerful development tool—but a poor screening tool Why licensed professionals want to meet the doctor early in the hiring process How to remove unnecessary hiring roadblocks and move faster with confidence Special Thanks to Our Sponsors:

The 2026 World Cup is over, but the next cycle is already underway. David Gass, Matt Doyle and Tom Bogert look ahead to the future of the U.S. Men's National Team. The crew discusses the USMNT coaching search, discusses which players are the foundation of the next cycle, identifies the young prospects who could break through over the next four years, and explains why the 2028 Copa América could be the biggest tournament of this generation.00:00 Intro5:35 Mauricio Pochettino's Future11:40 The Hiring Process & What Comes Next15:45 Coaching Candidates for the Next Cycle21:10 Building the 2030 Roster25:09 Gio Reyna & Other Potential Roster Additions30:51 Why Copa América 2028 Is the Next Big Target34:50 How the USMNT Can Get More Games in South America37:49 Who Are the Next Big Young Stars?44:32 Final Thoughts & Soccerwise's U.S. Soccer Coverage

Thanks to our Partners, Shop Boss and AppFueledWinning the Vision Hi-Tech Training & Expo Best Place to Work Award isn't something that happens by accident. It's the result of years of intentionally building a culture where people want to come to work, grow, and succeed.In this conversation, Brian and Kim sit down with Matt Mevert of Mevert Automotive & Tire Center to unpack what it really takes to create an award-winning workplace. Matt shares the emotional story behind receiving the recognition, explains why culture has to be designed, not left to chance, and discusses the role core values play in hiring, leadership, accountability, and making difficult personnel decisions. The conversation also explores how great teams are built, why character matters more than technical ability, and how protecting your culture ultimately leads to a stronger business.If you're looking to build an auto repair shop where great employees want to stay and thrive, this is an episode you won't want to miss.Listen now and discover practical leadership lessons you can start applying in your shop today.Show Notes with TimestampsIntroduction and Guest Welcome(00:00:10) Host Brian Walker introduces co-host Kim and guest Matt Mevert, owner of Mevert Automotive and Tire Center.Vision's "Best Place to Work" Award(00:01:20) Kim congratulates Matt on his shop winning the "Best Place to Work" award at Vision, nominated by his team.Matt's Reaction to Winning(00:03:42) Matt shares his emotional reaction to the award, realizing his team nominated him and the significance of the recognition.The Importance of Team Nomination(00:05:48) The hosts and Matt discuss how an award nominated by one's own team is the most meaningful form of recognition.Intentionally Designing Workplace Culture(00:08:38) Matt explains that a positive workplace culture doesn't happen by accident; it must be intentionally designed and cultivated.Developing and Implementing Core Values(00:10:13) Matt details the process of creating, refining, and integrating core values into the shop's daily operations and decision-making.The Hiring Process and Cultural Fit(00:16:45) The discussion shifts to the hiring process, focusing on finding candidates who are a good cultural fit beyond technical skills.Dealing with Toxic High-Performers(00:23:58) Matt shares his experience with a high-producing but toxic technician and the positive impact of their departure on team morale.Team Building Activities(00:29:54) Matt describes their twice-a-year team building events, like a lake day and a Christmas party, to foster bonding.Employee Appreciation and Recognition(00:32:16) Discussion on how the shop shows appreciation through birthday desserts, morning shout-outs, and a core values sticker reward system.Measuring Workplace Culture(00:35:21) Matt discusses the challenges of measuring culture and the importance of building trust so employees feel safe raising concerns.Leadership Advice: Rapid Fire Questions(00:43:26) Kim asks Matt a series of rapid-fire questions on leadership books, best advice, habits, and employee benefits.How To Get In TouchJoin The Auto Repair Marketing Mastermind Group on FacebookMeet The ProsFollow SMP on FacebookFollow SMP on InstagramLagniappe (Books, Links, Other Podcasts, etc)The 21 Irrefutable Laws of Leadership by John MaxwellVision Hi-Tech Training & ExpoThanks to our Partners, Shop Boss and AppFueledThis episode is sponsored by Shop Boss. You know, other shop management software makes you work, but Shop Boss works for you.AppFueled at appfueled.com. “Are you ready to convert clients to members? AppFueled™ specializes in creating custom apps tailored specifically for auto repair businesses. Build your first app like a pro.”The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm/

In this episode of the Un-Billable Hour's Seat at the Table: Hiring is hard. It's harder if you don't know what you want, can't describe the position, and don't make an effort to attract the right candidates (and reduce the number of candidates you don't want) Develop an intentional, consistent plan for reviewing a candidate's credentials. That includes knowing the questions you want to ask – and don't want to ask – candidates and uncover a candidate's willingness to grow, learn, and adapt. Once you know what you want, be upfront about what you offer. Sharing the compensation package is becoming a must. Younger workers may pass if you're being too coy. Share what makes you special: Educational and travel opportunities? Paid bar dues? Bonuses? Time off? Culture? Transparency counts. If you've done well with your marketing and you've delighted clients who are happy to refer new clients, maybe it's time to hire some additional team members. Host Christopher T. Anderson brings in regular guest Rob Leitner along with HR and management pros Laytoamb Wiggins, Lori Brown-Simmons, and Jeff Levin for a seat at the table to discuss how to  approach the hiring process, and the pitfalls to avoid. Successful hiring starts before you post a help wanted sign. Start by understanding what you want. What does the perfect hire do? What outcomes do you need? If you don't know what you want, you won't get it. The best job postings attract candidates you want and weed out mediocre candidates. Don't waste your time or theirs. Once you've developed an intentional job description, make time during the interview to understand not only what the candidate already knows, but also the candidate's capacity to learn, grow, and adapt. Developed a “score sheet” that helps you accurately compare candidates consistently. Create an interview plan before you welcome the first candidate – and stick with it. What about signing bonuses, compensation (yes, be upfront), intangible benefits like flexible schedules and bonuses? These things matter, put them first in your posting. Hiring is tough, and failure comes with costs both financial and cultural. Hear how Christopher and the panel find ways to get the job of hiring for the job done right.  REFERENCES MENTIONED: “10 Best Human Resources Information Systems (HRIS) of 2025,” Wellness360 Clio ClioCon 2026, Oct. 26-27, 2026  Legal Talk Network Unbillable Hour Special thanks to our sponsors Wyzer Staffing and CallRail.

Last Friday Rich Interviewed Steven Rennenkamp from Energy Swing Windows, who talked about creating outstanding customer experiences. A big part of his "secret sauce" is making sure you have the right people on the bus to make sure they are handling your customers the way you want. Today's podcast is an interview with Grant Mazmanian from The Pinnacle Group–that's the company that handles hiring for Energy Swing Windows… which Steve talked about quite a bit. So let me say this: I know hiring might sound like kind of a boring topic–but TRUST ME… this is a really important episode for you to listen to. This guy Grant has got hiring for remodeling companies down to an absolute SCIENCE, and you are going to believe me after hearing this. I've put Grant's contact information in the show notes… if you'd like to reach out to him after listening to this–and you probably will–you can easily do so.

For law firm owners, establishing a compelling personal brand is crucial, especially in competitive or semi-crowded markets. This episode explores how authentic branding and delivering high-quality service are essential for sustainable growth and client retention. It emphasizes that marketing alone isn't enough; your reputation and the genuine connection you forge with clients underpin long-term success.Ben Faber, a criminal defense lawyer practicing in a diverse rural and urban area, shares how his approach to branding, client service, and community involvement shapes his firm's reputation. He discusses the importance of authenticity, consistent communication, and investing in community relations as key components of a resilient law firm.In this episode, you'll learn: The importance of authenticity in legal branding How community involvement enhances reputation The role of consistent follow-up and reviews Why delivering a quality product impacts marketing The challenges and rewards of hiring in a smaller market This conversation offers practical insights for law firm owners wishing to grow thoughtfully, emphasizing leadership, operations, and strategy over quick fixes. Today's episode is sponsored by The Managing Partners Mastermind. Click here to schedule an interview to see if we're a fit: https://arraydigital.com/the-managing-partners-mastermind/ Chapters (00:00:00) - Law Firm Marketing: How to Win(00:00:45) - Managing Partners: Ben Faber(00:01:32) - How to Build a Mid-Sized Law Firm in Missouri(00:03:17) - How to Get the Lawyer You Want to Hire(00:10:01) - Brand Management and Lead Generation(00:15:36) - Hiring Process, Brand and Search(00:18:27) - Part 3: Community Based Marketing(00:24:15) - How to Hire a Law Clerk(00:26:05) - Ben Faber on Cocriminal Defense

Today's podcast is an interview with Grant Mazmanian from The Pinnacle Group–that's the company that handles hiring for Energy Swing Windows. So let me say this: I know hiring might sound like kind of a boring topic–but TRUST ME… this is a really important episode for you to listen to. This guy Grant has got hiring for remodeling companies down to an absolute SCIENCE, and you are going to believe me after hearing this.

Are you struggling with high turnover and finding valuable talent in property management? The operational future demands a shift in focus! This episode dives into why hiring for essential skills may soon trump hiring based on a current job title or description. Discover how to reinvent your recruiting process to tap into a wider talent pool and set your team up for success. What skills are you prioritizing right now? Key Timestamps/Highlights: 0:00 Why relying on “job titles” is limiting your talent pool in property management 0:30 The essential skills (interpersonal, customer service, sales) that transcend specific property management job roles 1:45 How to “rewrite, rethink, reinvent” your hiring process to combat high turnover 2:10 Balancing the value of industry experience with the power of effective training and skill assessment

In this episode of Beyond the Technique, Kati Whitledge sits down with salon owner, Jessi Ivey to break down the hiring strategies that helped grow a salon from two team members to over 25 and generate more than $2.5 million in revenue. Jessi shares how refining her hiring process with multiple interviews, shadow days, and clear expectations transformed her culture, improved retention, and supported rapid growth—even after launching during the pandemic. Salon and spa owners will learn how to build a strong team through structured hiring, ongoing education, and boundaries that create both accountability and long-term success.   WATCH ON YOUTUBE: https://youtu.be/o7OqWkkdXhY   GET MY BOOK! From First Date to Forever; How to Market Like A Matchmaker: https://joinmya.com/from-first-date-to-forever-book    POWERED BY:  JOIN mya! joinmya.com   FOLLOW JESSI IVEY Website: https://www.lewisandivey.com/  Instagram: https://www.instagram.com/theiveyclub/    LET'S CONNECT! BTT Instagram: https://www.instagram.com/beyondthetechnique MYA Instagram: https://www.instagram.com/join_mya/    FOLLOW KATI WHITLEDGE Instagram: https://www.instagram.com/katiwhitledge/ Get my favorite bio-hacking products: CLICK HERE   SPONSORS Join the PBA: https://www.probeauty.org/

Hiring Guide for Salon Owners: https://www.laurenlappin.com.au/Hiring-GuideIn this week's episode Lauren tackles one of the most important questions in small business: How do you hire the best people, and how do you keep them for the long-term? The Process to Hiring and Keeping the Best People: Hiring Long-Term Loyal Staff. [00:48]The Hiring Process. [02:09]Choosing the Right Staff. [08:08]Onboarding New Team Members. [13:18]Empowering Staff with Responsibility. [20:01]Incentivising Staff. [22:40]Creating a Positive Team Culture. [26:05]Ongoing Training and Development. [30:24]Accepting Responsibility for Staff Performance. [32:26]....Hiring Guide for Salon Owners: https://www.laurenlappin.com.au/Hiring-GuideRate and Review the Show in Apple: https://podcasts.apple.com/au/podcast/the-lash-business-lounge/id1609510128Rate the Show in Spotify: https://open.spotify.com/show/0xvJ8MNZM9cbjYBGcMDtb8?si=b23764e4d0ed4b59Lauren on Instagram: https://www.instagram.com/laurenlappin_Allure's Instagram: https://www.instagram.com/allure_lashbeautybar....This Episode was Recorded and Produced by Josh Liston at JCAL Media Group - https://www.jcaldigital.org/podcast-editing

Compliance doesn't begin with a background check — it starts at the very first touchpoint with a candidate. In this live recording from Talent 2026, Debra Keller reveals the most common and costly compliance mistakes organizations make long before a background check is run. Learn how to properly navigate criminal record considerations, candidate consent, individualized assessments, and adverse action.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Think back to the last person who didn't work out in your business. Was it a people problem - or a process problem? Nine times out of ten, it's the process. In this episode, Kerri Roberts walks through the 5 components of a real small business hiring system - so you can stop winging it and start building a process that protects your business and brings in the right people. [This is Episode 2 of the 13 HR Systems Series.] FREE RESOURCES Mini HR Audit (free) → https://saltandlightadvisors.com/hrauditHR Foundations Course (under $400) → https://saltandlightadvisors.com/hrfoundationsThe HR Easy Button (book) → https://saltandlightadvisors.com/thehreasybuttton What you'll learn in this episode: → Why most small business hiring is a reaction, not a process — and what that costs you → The 5 most common hiring mistakes (and how to stop making them) → Component 1: How to write a job description that works as an interview rubric, onboarding guide, AND performance baseline → Component 2: Why "post and hope" isn't a sourcing strategy → Component 3: Why your most charming candidate isn't always your best hire — and how structured interview questions fix this → Component 4: What you legally cannot ask in an interview (ever — not even as small talk) → Component 5: How to score candidates so gut bias stays out of your hiring decisions → The pre-boarding window: what to do between offer accepted and day one → I-9 verification: the legal requirement most small businesses get wrong → What a hiring system actually looks like for a business that only hires 1–2 people a year YOUR ONE ACTION FROM TODAY: Pull up whatever you're currently using as your interview questions. If you don't have any written down, open a doc right now and write 10. Same questions, every candidate, every time. That's where the system starts. WORK WITH KERRI HR Audit + Consulting → https://saltandlightadvisors.com/contactKeynote Speaking Engagements → https://kerrimroberts.com/speaking ABOUT KERRI ROBERTS Kerri M. Roberts is an HR strategist, consultant, and founder of Salt & Light Advisors with 20+ years of experience helping small and midsize businesses build the HR systems that protect their business and empower their people. She is the author of The HR Easy Button and host of Don't Waste the Chaos, releasing every Tuesday.Support the show

Check out upGrad School of Technology & their scholarship test: https://sot.upgrad.com/s/64f64862Guest Suggestion Form: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://forms.gle/bnaeY3FpoFU9ZjA47⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Disclaimer: This video is intended solely for educational purposes and opinions shared by the guest are his personal views. We do not intent to defame or harm any person/ brand/ product/ country/ profession mentioned in the video. Our goal is to provide information to help audience make informed choices. The media used in this video are solely for informational purposes and belongs to their respective owners.(00:00) - Intro(03:22) - 3 Phases of Life, Phase 1: Crack(15:57) - Phase 2: Switch(18:47) - Phase 3: EMI(19:37) - The World Is Undergoing an AI Revolution(28:17) - What Is Quantum Computing?(30:25) - Do Stanford University & MIT Graduates Get an Upper Hand?(38:00) - Top 3 Skills Companies Assume You Know While Joining(42:20) - LinkedIn's Hiring Process(44:57) - Amazon's Hiring Process(49:31) - Why Are They Offering Degree Courses if They Think Degrees Are Worthless?(59:09) - Which Are the 3 Jobs That Would Not Exist in the Next 3 Years?(1:01:14) - 3 Jobs That Don't Exist Now but Will Be High-Paying in a Few Years(1:05:24) - Which Engineers Survive Automation and Which Don't?(1:13:52) - AI-World-Ready or Not, How to Self-Audit?(1:19:03) - How Can Someone Make Their Career Bulletproof?(1:34:23) - What's One Indian Mindset Framework the World Is Copying?(1:38:40) - India Will Grow When...(1:39:49) - OutroIn today's episode, we sit down with Vishwa Mohan, Founder & CEO of upGrad School Of Tech, for an honest conversation about engineering, placements, AI, and the future of work.He talks about the reality behind the IIT dream, what students are rarely told about placement packages, and why chasing salary numbers often creates the wrong expectations. The conversation also covers AI, layoffs, hiring trends, and the skills needed to stay relevant in a fast-changing world. He explains the warning signs that show your job could be at risk, the litmus test to know if you are truly AI-ready, and why learning to build real-world applications matters more than simply collecting certificates. Subscribe for more such conversations.Follow Vishwa Mohan here:Instagram: https://www.instagram.com/vishwa.mohan.singh/ Linkedin: https://www.linkedin.com/in/vishwa-mohan/ Follow upGrad School Of Tech here:Instagram: https://www.instagram.com/upgrad_schooloftech/ Linkedin: https://www.linkedin.com/company/upgrad-school-of-technology/ Youtube: https://www.youtube.com/@upGradSchoolofTechnology Facebook: https://www.facebook.com/upGradSOT/ Follow upGrad here:Instagram: https://www.instagram.com/upgrad_edu/?hl=en Youtube: https://www.youtube.com/@upGrad_edu⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠About Raj ShamaniRaj Shamani is an Entrepreneur at heart that explains his expertise in Business Content Creation & Public Speaking. He has delivered 200+ speeches in 26+ countries. Besides that, Raj is also an Angel Investor interested in crazy minds who are creating a sensation in the Fintech, FMCG, & passion economy space.

The city's struggled to fill jobs in hard-to-hire roles like trash collection and 911 dispatching. City services will suffer as a result.

#FenceFam Listen in on how we grew our rockstar team of absolute beasts in 2026!!! How, why, when, who... Cheers! Remember to like, share, comment and REVIEW! The Fence Industry Podcast Links: IG @TheFenceIndustryPodcast FB @TheFenceIndustryPodcastWithDanWheeler TikTok @TheFenceIndustryPodcast YouTube @TheFenceIndustryPodcastWithDanWheeler Visit TheFenceIndustryPodcast.com Email TheFenceIndustryPodcast@gmail.com Central Fence Supply:  Visit centralfencesupply.com Gopherwood & Expert Stain and Seal IG @stainandsealexperts  FB @ExpertProfessionalWoodCare YouTube @Stain&SealExperts  FB Group Stain and Seal Expert's Staining University  Visit RealGoodStain.com Visit Gopherwood.us Log Cabin Fence IG @Log_Cabin_Fence FB @LogCabinFence Visit LogCabinFence.com Elite Technique Visit https://www.getelitetechnique.com/ Greenwood Fence Visit https://greenwoodfence.com/ Ozark Fence & Supply promo code: TFIP15 for 15% off! Visit https://www.ozfence.com/ Benji with Clever Fox for all your FENCE website, SEO & marketing needs! Visit https://www.cleverfox.online/ Stockade Staple Guns Visit https://www.stockade.com/us/ mySalesman Visit mySalesman.com Orlando Hinge Company Visit swanhinge.com   The Fence Industry Podcast is Produced by CleverFox.Online https://www.cleverfox.online/  

Send us Fan MailIn this solocast, On Top of PR host Jason Mudd dives into how PR shapes recruiting, retention, and workforce quality through reputation.Tune in to learn more! Five things you'll learn from this episode:1. How candidates evaluate your reputation before your careers page2. Why PR influences recruiting outcomes before HR gets involved3. The role of visibility, credibility, and interpretation in hiring decisions4. Why employer brand perception is formed in search and media results5. How PR reduces hiring friction and improves talent quality Quotables“Candidates don't start with your careers page; they start with your reputation.” — @jasonmudd9“Your careers page doesn't create perception. It confirms or contradicts what they already perceive or believe.” — @jasonmudd9“Recruiting is a reputation-driven system.” — @jasonmudd9“PR didn't create demand; it removed the friction that prevented their growth.” — @jasonmudd9“Public relations doesn't just influence how customers see you, it influences who wants to work for you, who shows up, and how they perform.” — @jasonmudd9If you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.Contact info and resources:Jason Mudd on XJason Mudd on LinkedInLinkedIn Talent Solutions - Employer's brand mattersGlassdoor - Employer Branding 101: Why, How and Proven ROIratethispodcast.com/ontopofpr Additional Resources:Case study: Improving a company's recruitingHow to turn award wins into long-term assetsWarning signs your online reputation management is failingHow to improve your company's Glassdoor reviewsFind out more about Axia Public Relations.Axia Public Relations resourcesAxia's NewsBureau ServiceListen to more episodes of the On Top of PR podcast.If you like this episode, you're going to love this:Support the showOn Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.

Do you want to learn the exact hiring process we've used in my business to bring in A Players that can help grow your business? In this episode I break down the exact steps to finding, recruiting and hiring the best trainers in the industry

If you want to do the work that will grow your business - the businessperson work that moves the needle and makes you more money - BUT you're too busy doing the other shit to do that, then you have a problem, don't you?You're caught in the busy trap where you're too busy doing work to do the work that will actually give you the business you want.This week's video is an extract from my recent Client Intensive where I talked about your next hire and who it should be.Your next hire could be a tradesperson so you can be more off the tools and it could be someone in the office to do some of the non-tools work that takes up your time.What should YOUR next hire be?Watch the video and think about it.--------------------------------------Get the PROPER TRADIES HIRING PROCESS GUIDE here: https://pages.smallfish.com.au/the-hiring-process-dlIf you want more money (profit), more time (off work), and more freedom (from work, stress, responsibility), Book a Money Call: smallfish.com.au/tradies/money-call/FOLLOW US AT:Facebook: https://www.facebook.com/smallfishcoach/Twitter: https://twitter.com/smallfishcoachInstagram: https://www.instagram.com/smallfishbusinesscoach/YouTube channel: https://www.youtube.com/c/smallfishau

Should you use AI to write your CV? Should AI be used to scan through CVs in order to rank them?

Most companies derail their best growth opportunities by scaling too quickly — Otmar Szafnauer reveals the counter intuitive timing strategy behind Force India's extraordinary achievements in Formula One. At just a fraction of the budget of rivals, he led one of the most efficient teams to punch above its weight, finishing fourth multiple times and nearly winning races. Now, learn how strategic leadership, autonomy, and resourcefulness transformed a underdog into a midfield powerhouse. You'll discover: - How Otmar built a winning culture at the smallest team in F1 despite severe financial limitations - The vital role of leadership and team chemistry in outpacing teams with much bigger budgets - Specific tactics to innovate within budget constraints — from wind tunnel upgrades to driver selection processes - The behind-the-scenes decision-making, including how driver recruitment and technical choices shaped success - Why legacy infrastructure and long-term planning remain key even in the era of cost caps This episode is perfect for motorsport fans, aspiring team principals, and anyone interested in high-stakes leadership under pressure. Otmar Szafnauer shares lessons from the frontlines of F1 that apply far beyond racing — showing how strategic execution can defy the odds when resources are limited but ambition is boundless. Guest Otmar Szafnauer is a seasoned F1 team principal and former racing director known for elevating Force India from the brink of administration to one of the most efficient teams on the grid. His insights illuminate the real formula behind success in one of the world's most competitive sports. Are you ready to rethink what's possible with limited resources? Hit play and unlock the secrets to punching above your weight — in racing and in life. 0:00 - 0:24: Introduction and Opening Remarks 0:24 - 2:24: Otmar's Language Skills and Personal Insights 2:24 - 5:46: Force India F1 Team Days and Leadership Autonomy 5:46 - 9:11: Strategic Decisions and Team Building in Formula 1 9:11 - 13:37: Hiring Process and Early Impressions of Vijay Mallya 13:37 - 18:21: Budget Constraints and Punching Above Weight in Formula 1 18:21 - 20:57: Impact of Budget Cap and Legacy Infrastructure in Formula 1 20:57 - 23:19: Role of a Team Principal in Formula 1 23:19 - 29:56: Driver Decisions and Team Dynamics 29:56 - 35:23: Indian Drivers and One in a Billion Program 35:23 - 43:32: Administration Challenges and Team Resilience 43:32 - 47:17: Transition to New Ownership and Leadership Styles 47:17 - 52:17: Managing Change and Future Prospects This is Part 1 of our previously released interview with Otmar Szafnauer. Part 2 will be released on 19th April, 2026.

The GWC Framework: Why “Wants It” Determines Everything! The biggest hiring mistake in a chiropractic business usually is not talent, training, or even culture fit. It is putting someone in a seat they do not actually want.   Dr. Stephen and Dr. Pete unpack the GWC framework from Traction and show why “Wants It” is often the hidden reason behind underperformance, turnover, frustration, and team instability. They break down how to properly evaluate whether a team member gets the role, wants the role, and has the capacity to perform it, while challenging CEOs to stop selling people on positions and start building a stronger hiring process. The payoff is a more aligned team, healthier culture, lower turnover, and a business that can grow with greater clarity and momentum. In This Episode You Will: Understand why “Wants It” is often the missing factor behind team underperformance and turnover.  Learn how to use the GWC framework to assess role fit with greater precision.  Discover why selling people on a role creates costly hiring mistakes.  Clarify the difference between the right person and the right seat.  See how stronger team alignment protects culture, momentum, and long-term growth. Episode Highlights 03:51 - Recognize that underperformance, quitting, and firing often begin long before the visible breakdown appears inside the practice. 04:46 - Discover how the GWC framework reveals a deeper predictor of whether someone will truly succeed on a team. 06:25 - Understand why a person can clearly get the role and still fail simply because the internal desire to own it is missing. 08:05 - Uncover how misalignment between a position and a person's real motivation quietly sabotages performance over time. 09:44 - Clarify that wanting the role is what makes hard work sustainable when the pressure and difficulty inevitably rise. 10:41 - Examine why CEOs must stop guessing about role fit and start asking direct questions that expose real understanding and commitment. 12:28 - Reveal the costly mistake of selling people on a role instead of testing whether they will fight for it themselves. 16:03 - Differentiate between moving slowly in hiring and moving precisely by asking better questions that expose fit earlier. 19:23 - Explore how many chiropractors discover too late that loving chiropractic is not the same as wanting to be a business owner. 21:30 - Identify how most persistent business pain traces back upstream to a team issue and, more specifically, a right-seat issue. 24:37 - As a Success Partner, Chiro-Ads Academy brings a powerful, in-house approach to digital marketing that helps practices take control of new patient acquisition. As Dr. Eric sits down with Dr. Travis Stewart, the conversation reveals how early struggles with inconsistent agency results led to a proven system that lowers lead costs, improves conversion, and drives predictable growth through trust-based advertising and data-driven decision-making. If you are ready to create consistent, scalable growth you will want to explore how this system can transform your practice.   Resources Mentioned To learn more about the REM CEO Program, please visit:  http://www.theremarkablepractice.com/rem-ceo For more information about Chiro-Ads Academy please visit: www.makingmuvs.com/TRP     Book a Strategy Session with Dr. Pete - https://go.oncehub.com/PodcastPC Prefer to watch? Catch the podcast on YouTube at: https://www.youtube.com/@TheRemarkablePractice1 To listen to more episodes, visit https://theremarkablepractice.com/podcast or follow on your favorite podcast app.

Tina McKenna, Smart Hire Solutions, on Why Small Business Owners Should Stop Doing Their Own Hiring (North Fulton Business Radio, Episode 954) In this episode of North Fulton Business Radio, host John Ray welcomes Tina McKenna, owner of Smart Hire Solutions, a recruiting firm serving small and mid-size businesses across metro Atlanta and nationwide. Tina got […]

Today is Tuesday, April 14. Here are the latest headlines from the Fargo, North Dakota area. InForum Minute is produced by Forum Communications and brought to you by reporters from The Forum of Fargo-Moorhead and WDAY TV. For more news from throughout the day, visit InForum.com.

Join us in Clean Biz Network! https://www.cleanbiznetwork.app/Get your Cleaning Business Automated! Visit https://cleanbizuniversity.com/automa...Join this channel to get access to perks:   / @ajsimmonsonline  Schedule a 1 on 1 Consultation: https://calendly.com/ajsimmonsLet my lead generation company to set bid appointments for you! Click here https://www.cleanbizcrm.com/leadgener...Follow: @AjSimmonsOnline on Instagram   / ajsimmonsonline  Need Business Insurance? Click this link https://nextinsurance.sjv.io/Ea23K9Need Business Credit? Apply at this linkhttps://americanexpress.com/en-us/ref...Thank you for watching, subscribing, liking, sharing, and commenting!!!!

AI is transforming hiring—but it's also enabling a new wave of candidate fraud. In this episode of The Jim Stroud Podcast, Jim speaks with Maryam Mahdaviani, founder of Attesto, about how AI tools, deepfakes, and identity impersonation are reshaping the hiring process. Some candidates now use AI to generate resumes, get real-time interview answers, or even appear on camera using face and voice filters. In extreme cases, one person interviews, another person gets hired, and someone else does the job. Maryam explains why this problem is spreading beyond tech into industries like healthcare, engineering, and business development—and the real security risks companies face when fraudsters gain access to internal systems. They also discuss how organizations can detect suspicious candidates and rethink hiring practices in the age of AI. Learn more: attesto.com Connect with Maryam on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week's episode of Win The Hour, Win The Day Podcast interviews, Lina Pael.   Did your virtual assistant quit… or does it feel like you are doing all the thinking anyway? Join us as Lina Pael shares what really changes when a VA is trained to lead instead of just complete tasks.   In this practical and honest conversation, you'll learn: -Why most virtual assistant hiring processes fail before the work even starts. -How one simple interview question reveals confidence and clarity fast. -The difference between long SOPs and clear Super Toolkits that actually get used. -How daily scrum meetings stop confusion and keep everyone on the same page. -Why multitasking causes mistakes and what to do instead. -How to help a VA think ahead instead of waiting for instructions. -What makes a virtual assistant feel confident, trusted, and independent. -The real reason VAs burn out and leave.   This episode pulls back the curtain on how to build a virtual assistant who leads, solves problems, and grows with your business.   Win The Hour, Win The Day! www.winthehourwintheday.com   Podcast: Win The Hour, Win The Day Podcast   Facebook: https://www.facebook.com/winthehourwintheday/ LinkedIn: https://www.linkedin.com/company/win-the-hour-win-the-day-podcast  

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  

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.

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.

Want To Quit Your Job In The Next 6-18 Months Through Buying Commercial Real Estate & Small Businesses?

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 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.

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

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.

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.