Podcasts about job ads

Why Spending More on Job Ads Doesn't WorkBy month three of advertising, most vet clinics assume the problem is reach.Not enough applications?   Then not enough visibility.Not enough visibility?  Spend more.Premium placement.Featured listings.Boosted posts.Maybe even a recruitment agency.But the real problem isn't reach. It's recognition.In this episode of Veterinary Voices, Julie South unpacks what actually happens around week ten of the recruitment cycle—when rewriting hasn't worked, posting everywhere hasn't worked, and the numbers start looking impressive while the applications still don't.Because exposure isn't the same as recognition. And paying to be seen doesn't fix being unknown.Julie explains why month three is when budgets escalate, agencies start circling, and something more dangerous begins to build: the wrong kind of recognition. The clinic that's been advertising for 10 weeks. The clinic people start questioning.This episode contrasts two very different outcomes: The clinic that keeps upgrading listings and reinforcing concern… And the clinic that fills a role within days—not because their ad was premium, but because they weren't unknown.Stay to the end for two questions about what your recruitment budget is actually building.In This Episode00:00 – Introduction: Month three and the instinct to spend more 01:44 – Premium placement and the visibility trap 02:30 – Exposure vs recognition: why big numbers don't mean results 03:33 – The uncomfortable money conversation 05:07 – The recognition you're building (and why it's not good) 06:12 – What actually creates the right kind of recognition 07:26 – Why premium placement amplifies but doesn't create trust 08:13 – The exhausted clinic at the $2,000 mark 09:01 – The clinic that fills the role in three days 09:53 – Two questions about what you're really paying forAbout Julie SouthJulie South is the founder of VetClinicJobs and host of Veterinary Voices.She works with forward-thinking veterinary clinics that want to stop escalating job ad spend and instead build recognition before they need to hire—so when they do advertise, they're not paying to be unknown.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Signs the job market is on the up. New Seek data shows job ads have grown by 1.5% since October and are now 11.7% higher year on year. Gisborne's led monthly growth with an almost 4% increase, while Marlborough's the only region with a record annual decline in ads, at -6%. However Seek Country Manager Rob Clark says the fact growth stretches across regions and industries is a marked improvement on this year. He told Mike Hosking they're hopeful the growth will continue. LISTEN ABOVE See omnystudio.com/listener for privacy information.

When a job ad doesn't deliver suitable applicants, most clinics assume the problem is the wording.So they rewrite it.Add more detail.Highlight mentoring.Emphasise work-life balance.Polish the benefits.And wait.In this episode of Veterinary Voices, Julie South explores what's really happening in month two of the recruitment cycle—when “posting everywhere” hasn't worked, and rewriting feels like the logical next step.But vets and nurses aren't analysing your headline. They're pattern-matching. And when your clinic is unfamiliar, even the best-written ad becomes just another unknown name making familiar claims.This episode unpacks why better copy doesn't fix a recognition problem—and why some clinics fill roles without obsessing over wording at all.Stay to the end for a question that may change how you think about every job ad you've rewritten.In This Episode00:00 – Introduction: Month two of the recruitment cycle01:14 – The rewrite instinct and why it feels productive03:03 – Pattern matching: how vets and nurses actually scroll04:41 – Why even professional copywriters can't solve this07:45 – What job ads are really designed to do08:52 – Two clinics, two very different outcomes09:44 – The question about how many times you've rewritten the same ad10:55 – What happens in month threeAbout Julie SouthJulie South is the founder of VetClinicJobs and host of Veterinary Voices.She works with forward-thinking veterinary clinics that want to stop relying on reactive job advertising and instead build recognition over time—so when they do need to hire, they're not starting from cold.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Salon CEO Day: https://www.laurenlappin.com.au/the-salon-ceo-dayIn this week's episode Lauren discusses the real reason that you're attracting unqualified Salon applicants, and how to improve both your Job Ads and your Position Descriptions to get the very best results from your hiring process.Clearly Define What You Want in a Candidate. (05:30). Create a Detailed Position Description. (11:45).Set a Limited Timeframe for Applications. (18:00).Post Multiple Times on Social Media. (20:00).Utilise Facebook and Community Groups for Job Postings. (22:20). Don't Even Consider Poaching Other Businesses' Staff. (26:10). Prioritise Personality and Culture Fit in Hiring. (29:30).....Rate 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

You're scaring off top talent without realizing it... Here's what you need to change.-------------------------------

Vets and nurses scroll past job ads — not because they think vet clinics are lying, but because they've seen the same claims repeated over and over again.“Great team. Supportive environment. Work-life balance.”The words didn't become untrue.  They lost meaning through overuse and under-delivery.In this episode, Julie South unpacks why claiming culture through job ads keeps clinics invisible — and why vets and nurses now decide which clinics feel like their kind of place long before a vacancy appears.This is a conversation about recognition, not reach — and what actually changes when clinics show what working there is really like, instead of telling people what they hope it is.In This Episode:00:00 –  Introduction 01:39 –   Why vets scroll past familiar job-ad language 02:47 –  The quiet decision: choosing clinics they've been watching03:34 –  Post-and-pray recruiting and the questions vets actually ask 05:51 –  How culture claims lost their power 07:37 –  What's working now: seeing culture before advertising 11:35 –   The question every clinic should be asking 12:51 –   ClosingAbout Julie SouthJulie South is the founder of VetClinicJobs and host of Veterinary Voices. She works with forward-thinking veterinary clinics that want to shine online by showing what working there is really like, not just posting job ads. Through VetClinicJobs, Julie helps clinics build and maintain their own Culture Storytelling Centre — where real team stories, everyday moments, and ways of working are visible and discoverable year-round. This allows vets and nurses to recognise a clinic as Their Kind of Clinic long before a vacancy appears.LinksConnect with Julie on LinkedIn Learn more about Culture StorytellingStruggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

You list protected meal breaks, no weekend work, and flexible hours in your job ad.So does every other clinic in your city.How do vets and nurses decide? They can't tell you apart. So they don't apply. Or they apply everywhere and mean nowhere.Meanwhile, down the road, another clinic fills their position in three weeks. Same benefits. Same salary. Same city. But vets and nurses already knew their team actually gets lunch breaks - because they've been watching it happen for months before that clinic even advertised.That's not luck. That's visibility before vacancy.I'm Julie South. I run VetClinicJobs and help vet clinics across Australia, New Zealand and beyond build Culture Centres through Culture Storytelling. I've seen hundreds of clinics add more benefits to their job ads, wondering why nobody applies - while their competitors show their Quality of Life at Work year-round and attract people who've already decided.This episode shows you why competing on Quality of Life through job ads keeps you trapped, how the system changed in three ways most clinics haven't noticed, and the one question that changes everything about how you think about Quality of Life at Work.I'd love to help you, if you'd like that - email me or connect with me on LinkedIn.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Writing job ads and job descriptions is torture… Staring at a blank screen, wondering where to start, questioning every word.But last week I hired for a critical General Manager role, and I didn't need to write a single thing myself.Instead, I just talked.I spoke into my computer for about five minutes, describing exactly what I was looking for.Then I used 3 no-cost AI tools to turn my rambling thoughts into a powerful job description and hiring ad.The whole thing took less than 10 minutes.I show you the exact step-by-step process in this new video.=============FREE TRAINING CENTERhttps://adamsfreestuff.com/ FREE ROOFING MARKET REPORT:https://roofmarketreport.com/FREE COACHING FROM MY AI CLONEhttps://secure.rsra.org/adams-cloneJOIN THE ROOFING & SOLAR REFORM ALLIANCE (RSRA)https://www.rsra.org/join/ GET MY BOOKhttps://a.co/d/7tsW3Lx GET A ROOFING SALES JOBhttps://secure.rsra.org/find-a-job CONTACTEmail: help@rsra.orgCall/Text: 303-222-7133PODCASTApple Podcasts: https://apple.co/3fSQiev Spotify: https://bit.ly/3eMAqJe Available everywhere else :)FOLLOW ADAM BENSMANhttps://www.facebook.com/adam.bensman/   https://www.facebook.com/RoofStrategist/ https://www.instagram.com/roofstrategist/ https://www.tiktok.com/@roofstrategist https://www.linkedin.com/in/roofstrategist/#roofstrategist #roofsales #d2d  #solar #solarsales #roofing #roofer #canvassing #hail #wind #hurricane #sales #roofclaim #rsra #roofingandsolarreformalliance #reformers #adambensman

The Public Service Association wants the Commerce Commission to investigate ACC over job ads which said staff could work from home. PSA National Secretary Fleur Fitzsimons spoke to Ingrid Hipkiss.

Zwei Drittel aller Kandidat:innen haben schon mal auf eine Bewerbung verzichtet, weil sie die Stellenanzeige zu schlecht formuliert fanden. Auch 2025 bleiben Job Ads der wichtigste Einstiegspunkt in den Bewerbungsprozess – aber nur, wenn sie wirklich überzeugen! In dieser Folge zeigen euch Susa und Laura, worauf Bewerbende heute Wert legen, warum schwammige Gehaltsangaben ein No-Go sind und wie KI & Format den Unterschied machen.Außerdem sprechen die beiden über einen neuen Trend aus den USA: Quiet Cracking. Was steckt hinter dem stillen Zerbrechen der Arbeitszufriedenheit – und wie erkennt ihr die ersten Anzeichen, bevor es zu spät ist?Quellen:https://presse.koenigsteiner.com/2025/09/17/stellenanzeigen-2025-whitepaper/https://www.talentlms.com/research/quiet-cracking-workplace-surveyhttps://www.fastcompany.com/91379675/how-to-respond-to-quiet-cracking-a-new-workplace-threathttps://www.gallup.com/workplace/393497/world-trillion-workplace-problem.aspx?utm_source=chatgpt.com“Das HR-Briefing" ist der wöchentliche HR-Podcast für Personaler:innen und Führungskräfte – powered by Personio. Weitere Infos zum Podcast, den Hosts und Personio findest du hier: https://www.personio.de/hr-briefing/Du hast Fragen, Feedback oder spannende Themen-Vorschläge? Kontaktiere uns unter: hr-briefing@personio.de

The job market remains in a tough spot despite modest improvements. The latest Seek NZ Employment Report finds job ad volumes have risen 1% for the fourth consecutive month and 7% year-on-year. The growth is seen across most regions and industries. Country manager Rob Clark says we're heading in the right direction. He told Mike Hosking that hospitality and tourism is important over the summer, but they've also seen some good progress in other industries, such as IT and construction. IT is now up 15% year-on-year, he says, and construction is up almost 30% now. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Application volumes are continuing to rise, but finding quality hires remains a challenge. The usual suspects that tend to get the blame are candidates using AI, economic uncertainty, and a continuing decline in job board effectiveness. However, research suggests a more fundamental issue that many organizations overlook. The words in job descriptions matter more than most teams realize. Non-inclusive language is actually a key factor that stops many qualified candidates from applying. At the same time, regulations around pay transparency and anti-discrimination are proliferating across the US and EU, creating complex compliance requirements for job ads that vary by market. Many employers are also outsourcing their job ad creation to generic LLMs that have more potential to amplify bias than they do to eliminate it. So, how should employers utilize technology to ensure inclusivity, compliance, and a high-quality response from their advertising My guest this week is Pil Byriel, CEO and co-founder of Lyser. In our conversation, Pil shares research on how language shapes candidate behavior, why LLM reinforces bias, and the growing complexity of job ad compliance around the world In the interview, we discuss: The impact of language on applications from qualified candidates The human-led research behind inclusive communication Why generic AI LLMs amplify stereotypes and bias Compliance challenges across global markets What actually drives job ad performance Why structure, clarity, and transparency matter Building data-driven recruitment communication Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Send us a textWhy Your Job Ads Aren't Getting Applications (And What Actually Works) - Veterinary Voices ep.236Your job ad has been up for months and you still see zero suitable applications.Here's the harsh reality: we're in a global veterinary professional shortage with more jobs than jobseekers. Some clinics are getting great applications while others get crickets. Most clinics are still advertising like it's 2010—writing job ads that focus entirely on what they need from employees, not what employees want from them. They list requirements like shopping lists: "Must have 3 years experience, must work weekends, must be comfortable with surgery"—but nothing about why their clinic is special or what makes working there genuinely rewarding.In this Episode Julie Covers :The three-strategy framework that actually works in shortage markets to get veterinary professionals to notice, read and apply to your adsWhy leading with "we need a veterinarian who can..." kills applications and the flip technique that transforms employer-focused ads into jobseeker magnetsWhy clinical competence is now assumed and what veterinary professionals are actually choosing based on insteadHow traditional job boards force you into templates that strip away your clinic's personality (and why clinic showcasing is just as important as job posting)The fatal mistake of treating job ads like shopping lists when you should be competing on the whole employment experienceThis week's actionable takeaway: Count how many sentences in your current job ad focus on what you need versus what the jobseeker gets—if it's weighted towards your needs, flip it.Essential listening for veterinary practice owners who want to attract applications instead of hoping for them.Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.LINKS MENTIONED IN THIS EPISODE:Email LizzieEmail TaniaJob Advertisement Market Intelligence Report - Australia New ZealandStruggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Wall Street consolidated overnight, buoyed by rising hopes of interest rate cuts as signs of weakness in the job market shaped expectations. In company news, Alphabet shares surged after a court ruling on search, while Apple also gained on the back of the decision. Elsewhere, Macy’s lifted its outlook but warned of a fickle consumer. In commodities, oil eased as OPEC weighed another output hike, iron ore extended gains after Goldman Sachs lifted its price forecast, and gold hit a record high. Back home, Aussie shares are expected to rebound on Thursday after recording their steepest drop in nearly five months. The content in this podcast is prepared, approved and distributed in Australia by Commonwealth Securities Limited ABN 60 067 254 399 AFSL 238814. The information does not take into account your objectives, financial situation or needs. Consider the appropriateness of the information before acting and if necessary, seek appropriate professional advice.See omnystudio.com/listener for privacy information.

Send us a textYou've decided to include salary information in your job adverts. But now you're staring at a blank screen wondering: do I just write "$120,000" and call it done? How do I handle different experience levels? What if current employees see this?Here's the likely reality: knowing you should include salary is one thing—knowing how to do it effectively without creating problems is entirely another. Most practices either go too vague ("competitive salary") or too rigid (single figure with no context), missing the opportunity to use salary discussions as a way to demonstrate their values.In This Episode You'll Discover:Why phrases like "competitive salary" and "salary negotiable" actually work against you (and what to say instead)The three proven strategies for presenting salary information that attracts the right veterinary professionals for the right reasonsHow to handle salary ranges when you're open to different experience levels without creating unrealistic expectationsThe specific approach for new graduates that shows your commitment to their career development while being realistic about local marketsHow to address internal team concerns when your job advert salary is higher than current employees are earningThis week's actionable takeaway: Rewrite your current salary approach using context, total value bundling, and honest experience level addressing—transform salary from a scary number into a demonstration of your practice values.Essential listening for veterinary practice owners who want to use salary transparency as a competitive advantage rather than just checking a box.Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.Links Mentioned in this Episode:BBVetStruggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a textYou know you should include salary ranges in your job adverts. You've probably read the articles, heard the advice, maybe even started typing a figure... then deleted it again.There's something about putting that number out there that gives vet clinic practice owners the absolute heebie-jeebies. But what if I told you that this fear is costing you 80% of your potential applicants?Here's what's actually happening: while you're worried about revealing "commercially sensitive information" to competitors, 4 out of 5 jobseekers are walking away because they don't know if your role fits their financial needs. Meanwhile, practices that do include salary ranges report 44% more applicants and significantly higher quality candidates.In This Episode You'll Discover:Why veterinary professionals check salary information FIRST in job adverts (before reading anything else about your practice)The three specific fears keeping practice owners awake at night about salary transparency—and why they're worse in your imagination than realityHow to use the "range strategy" that preserves negotiation power while attracting 44% more qualified applicantsWhy salary transparency saves you money and eliminates time-wasters—while salary secrecy costs you 80% of potential applicantsThe fatal mistake that's automatically eliminating quality candidates before they even consider your practiceThis week's actionable takeaway: Pick one upcoming job advert and commit to including a salary range—you'll transform your applicant quality while saving time and money on recruitment.Essential listening for veterinary practice owners who want to attract the right people efficiently instead of wondering why quality candidates aren't applying.Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a textMost veterinary clinics don't offer extensive benefits packages—and today, you'll discover why that doesn't have to stop you from attracting great veterinary professionals.Join host Julie South as she reveals why trying to compete with "benefits" is the wrong strategy and how to showcase the genuine value your clinic offers that money can't buy. Because veterinary professionals aren't just chasing benefits—they're looking for workplaces where they can thrive.You'll discover:Why independent practices trying to compete on corporate terms is a losing gameThe three-strategy framework for attracting great people without big benefit packagesZero-cost benefits that prevent burnout and matter enormously to veterinary professionalsHow "We finish by 6pm most days" beats expensive health insurance for many jobseekersThe mentorship advantage that independent practices have over corporatesWhy "protected time to finish notes" is more valuable than you thinkHow to be honest about limitations without sounding negativeThe whiteboard exercise that reveals hidden job-ad gemsThis week's actionable takeaway: List everything valuable you offer that isn't a traditional benefit—then ask your team to add what they value about working at your practice. These genuine advantages are often more compelling than expensive benefit packages.Essential listening for independent clinics that feel they can't compete on benefits but want to attract veterinary professionals who value what they actually offer.Brought to you by VetClinicJobs—direct hiring, reimagined. No agency.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

The job market is slowly rebounding from last year's low point. SEEK's latest Employment Report shows job ads dropped for a second month, down three percent month on month. Applications per job ad fell two percent. Country Manager Rob Clark told Mike Hosking this is just a small drop, and we're still at record unemployment levels. He says the job market in the last 12 months has been flat, leaving Kiwis struggling. LISTEN ABOVESee omnystudio.com/listener for privacy information.

The job market is slowly rebounding from last year's low point. SEEK's latest Employment Report shows job ads dropped for a second month, down three percent month on month. Applications per job ad fell two percent. Country Manager Rob Clark told Mike Hosking this is just a small drop, and we're still at record unemployment levels. He says the job market in the last 12 months has been flat, leaving Kiwis struggling. LISTEN ABOVESee omnystudio.com/listener for privacy information.

Episode Summary: In this episode of Dental Drill Bits, Sandy Pardue and Dana Salisbury tackle one of the most underestimated tools in the hiring process—your job ad. They explain why hiring should be treated like a marketing campaign and how your job postings either attract or repel the very people you are trying to hire. From crafting compelling headlines and utilizing creative job titles to understanding hiring psychology, Sandy and Dana share strategies to elevate your job ads and recruit with intention. They also explore the power of nontraditional hiring sources and the importance of keeping your energy positive throughout the hiring process. Whether you are actively hiring or just building your team, this conversation is packed with must-use tips to help you find and retain great talent. Takeaways: If you are having trouble hiring, check your job ads first Always accept resumes even when you are not actively hiring Make sure job ads reflect your practice's values and culture Use creative job titles to capture attention and stand out Women apply when they meet 80 percent of requirements; men at 20 percent Treat hiring like a marketing campaign, not just an HR task Track where your applicants come from to measure effectiveness Consider nontraditional candidates from service-oriented industries Stay positive throughout the process—your mindset matters Great employees are often already employed—go find them

Transparency - around salaries and parental leave policies at PR agencies - is the theme of PRWeek's latest podcast.PRWeek UK editor John Harrington and deputy editor Siobhan Holt are joined by Elena Lewis, data editor at PRWeek and sister title Campaign, to look at the big trends based on recent research.Beyond the Noise looks at some of the biggest issues affecting comms and PR. Download the podcast via Apple, Spotify, or listen on your favourite platform.The team discusses a new study by PRWeek that found only around one in four of the UK's biggest PR agencies post salaries on their job ads.They look at separate, newly-released research by PRWeek, as part of the UK Top 150 Consultancies project, into the proportion of agencies that have disclosed whether they pay the Living Wage or the London Living Wage.The Top 150 questionnaire also asked agencies to declare their parental leave policies - the trio discuss how many did, and examine some of the big trends in the policies.On the topic of transparency, UK PR agencies can submit their data for the upcoming Pay Gaps Report from PRWeek and People Like Us - click here for more information. Hosted on Acast. See acast.com/privacy for more information.

Send us a textIn today's competitive veterinary job market, skilled professionals have choices about where they work, making your clinic's culture your competitive advantage. This episode explores three practical strategies to showcase your genuine team culture in job ads to attract jobseekers who'll be the perfect cultural fit.• Culture isn't just a nice-to-have—it's what makes jobseekers choose your clinic over others• The "BBQ test": what team members would honestly say about your workplace when you're not around• Show collaboration in action through specific stories rather than generic claims• Highlight unique traditions that reveal your workplace's human side• Share growth stories demonstrating how team members have developed professionally• Traditional job boards limit your ability to showcase culture effectively• Authenticity is crucial—job seekers can spot fake enthusiasm from a mile away• Even "ordinary" clinics have special cultural elements they take for granted• Avoid overselling or exaggerating your culture with unrealistic claims• Don't reduce culture to perks—focus on team interactions and supportVisit vetclinicjobs.com for a job board that gives you space to tell your story, showcase your culture, and include photos without cramming your clinic's unique personality into a tiny text box.Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Send us a textEver wondered why your veterinary job advertisements aren't attracting the right applicants? The answer might be simpler than you think.Welcome to Episode 225 of Veterinary Voices, where we kick off an exciting new series about how to advertise job vacancies to build your stellar teams in the veterinary profession. Today, we're diving into a game-changing approach that transformed one clinic's year-long recruitment struggle into a successful hire within just two months: storytelling in job advertisements.Most veterinary roles share similar technical requirements – what truly sets positions apart are the people, environment, and culture. Traditional bullet-point job listings fail to capture these crucial differences. Through storytelling, you invite potential applicants to imagine themselves within your clinic's unique narrative. Rather than stating "We're hiring a veterinarian," paint a picture: "Picture yourself walking through the doors of a welcoming clinic where the laughter of the team competes only with the tap of paws waiting patients."Julie South shares three practical strategies to incorporate storytelling into your recruitment process: describing a day in the life at your clinic, celebrating your practice's unique "wow factors" (flexible schedules, work-life balance, team camaraderie), and highlighting the patients and clients that make your community special. These approaches help applicants envision their future at your practice, creating emotional connections that bulletpoints simply cannot achieve.The proof is in the results – clinics using this storytelling approach are connecting with jobseekers who specifically want to work in their environments, not just anyone looking for a job. Ready to transform your recruitment strategy? Visit VetClinicJobs.com, where Lizzie will help you craft compelling narratives that attract the perfect additions to your team. Hit that "follow" button to automatically tune in next week as Julie explores team culture and its critical role in attracting ideal job applicants!Struggling to get results from your job advertisements? If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic. The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Kia ora,Welcome to Tuesday's Economy Watch where we follow the economic events and trends that affect Aotearoa/New Zealand.I'm David Chaston and this is the international edition from Interest.co.nz.And today we lead with news the Americans seem to be making a concerted effort to adopt a stagflation policy. The USD is falling toward a three year low, gold is rising again, as are US benchmark interest rates.But first, the week ahead will feature central bank rate decisions from Canada (expect a hold at 2.75%), the ECB (-25 bps to 2.15%) and India (-25 bps to 5.75%). And the week will end with the US non-farm payrolls report (+130,000 and extending the ho-hum trend).But the week will be dominated by factory and service sector PMIs, closely watched for the consequences of trade war activity. More damage came from the US over the weekend with the doubling of steel tariffs, from 25% to 50%. These are certain to make the US steel industry even less competitive globally, embedding higher producer costs for American factories and higher prices for its customers.We can see that from the latest ISM factory PMI for May, where a small contraction is now taking place, and the cost pressures are still very high. The final S&P/Markit May factory PMI recorded the most cost pressure since 2022, but a tiny expansion in this one.China released its official PMIs over the weekend, with the factory version contracting much less, and their services little-changed in a tiny expansion. Inflation pressures aren't evident here. The US trade pressure may be preventing China's economy from growing much but it isn't pushing it into a contraction. And so far, Beijing has resisted Trump's request for a phone call with Xi.And there were May PMIs out for Japan (contracting less), Canada,(holding a sharp contraction) Taiwan (contracting less), Korea (small contraction, but stable) Singapore (stable small contraction) and Australia (stable but expanding a bit less) on Monday. So this set isn't yet showing much change, but the trade war does seem to be embedding stagnation. Inflation doesn't seem to be much of a problem here, it is only the US that is getting them both.Stagnation without inflation does allow central banks to try a rate cut remedy - a remedy not available to the Americans.In China they are applying both monetary (lower rates) and fiscal policies (more spending) to stabilise their situation. Beijing is spending big to counter the downward pressure on its economy. As a result, the country's broad fiscal deficit expanded at its quickest clip since 2023 in the first four months of 2025, reaching a -¥2.7 tln (-NZ$630 bln) deficit in the period, almost 60% more than in the same period in 2024.They need all of that because it is pretty clear their real estate sector slump isn't anywhere near over yet, despite all the official help for it.We should also note that it is a holiday in China today, for Dragon Boat Festival.India reported Q1-2025 GDP outcomes, claiming a heady expansion of +7.4% from a year earlier, far better than the +6.7% expected and the +6.4% expansion in Q4-2024. This expansion was led by both the construction sector, and consumer spending.And Canada also reported an expanding economy in Q1-2025, gaining +0.5% in the quarter to be +2.2% higher for the year. Both these indicators of economic activity are better than analysts had expected. Of course these are only of historical interest because they pre-date the tariff-war actions of the US that started in April.Back in the US, the final University of Michigan consumer sentiment survey recovered its early month drop in the second half of the month, ending similar to the April level. The pause in the tariff war and the hope this would ease inflation pressures during the survey period was said to be behind the mood change. Still, this level is very pessimistic, -24% lower than year-ago levels.In Australia, job ad growth has turned into a decline, with the number of job ads dropping -1.2% in May from April, when they fell a downwardly revised -0.3%. Year on year they are down -5.7% although they remained +14% higher than pre-pandemic levels.The UST 10yr yield is now at 4.46%, and up +6 bps from Friday. The price of gold will start today at US$3,375/oz, and up +US$86 from yesterday.Oil prices are up +US$2 in the US at just under US$63/bbl and the international Brent price is just under US$65/bbl.The Kiwi dollar is now at 60.2 USc, a +50 bps rise from yesterday at this time. Against the Aussie we are up +20 bps at just on 92.9 AUc. Against the euro we are up +10 bps at 52.7 euro cents. That all means our TWI-5 starts today at just on 68.2 and up +30 bps from yesterday.The bitcoin price starts today at US$104,272 and down -0.9% from yesterday. Volatility over the past 24 hours has been modest at just on +/-1.0%.You can get more news affecting the economy in New Zealand from interest.co.nz.Kia ora. I'm David Chaston. And we will do this again tomorrow.

Job ads have seen another increase from March to April, though it was a small one, just one percent. Seek Country Manager Rob Clark spoke to Corin Dann.

President and CEO of the Better Business Bureau Steve Bernas joins Bob Sirott to talk about fake voicemails claiming to be from your cable company, fake summer job ads, and choosing the best summer camp for your kids. He also shares details about fake calls claiming to be from the government, scammers that travel to people’s homes, and […]

Sun, 20 Apr 2025 22:23:00 +0000 https://hr-ungeschminkt.podigee.io/52-s02e25-retention-in-der-logistik 8a186f10c5a32d54b9a52ae8a869e3d5 mit Björn Kastl von MyTheresa Wie bindet man Mitarbeitende in einem Schichtsystem, das fest an einen Standort gebunden ist? In dieser Folge von HR ungeschminkt sprechen wir mit Björn Kastl, CHRO von MyTheresa, der nicht nur operativ exzellent arbeitet, sondern auch unser ersten "HR Ungeschminkt Resident" ist ✨. Er teilt mit uns, was in der Logistik wirklich einen Unterschied macht, wenn es um Retention geht, und warum viele vermeintlich triviale Dinge den größten Impact haben. Talking Points: ✔ Warum der Standortfaktor oft unterschätzt wird ✔ Was MyTheresa bei Schichtsystemen anders macht ✔ Welche Rolle eine gute Kantine bei der Bindung spielt ✔ Wieso Führungsspannen mehr als eine Zahl sind ✔ Warum Internationalität nicht bei Job-Ads aufhört ✔ Wie Sauberkeit ein Zeichen von Wertschätzung wird Key Takeaways:

SEEK NZ's new employment report for January shows job ads rose four percent month-on-month, the strongest growth in five months, with the public sector and consumer services leading the way. SEEK country manager Rob Clark spoke to Alexa Cook.

This week on Techish, Michael and Abadesi break down DeepSeek, China's open-source AI rival, what the rise in AI agents means for jobs, and Andreessen Horowitz (a16z) hiring Daniel Perry, the man who placed Jordan Neely in a lethal chokehold on a NYC subway. They also discuss Kendrick Lamar's Grammy sweep for his Drake diss track and why Bianca Censori, Kanye West's wife, never seems to be wearing any clothes. Chapters00:30 The Rise of Deepseek: A Game Changer in AI 07:33 Job Ads for AI Agents12:55 Kendrick Wins 5 Grammys for Dissing Drake 19:28 Andreessen Horowitz Hires Daniel Penny 26:48 Kanye West's Wife Bianca Censori Is Naked Again Extra Reading and Resources Drake Withdraws ‘Not Like Us' Petition Against Spotify And UMG [POCIT]EXCLUSIVE: Daniel Penny Gets Hired by Andreessen Horowitz [The Free Press]Donate now to The First Woke War play by Abadesi at tinyurl.com/abadesikickstarter ————————————————————Disclaimer: The information provided in this podcast episode represents the personal opinions and experiences of the presenters and is for informational and entertainment purposes only. It should not be considered professional advice. Neither host nor guests can be held responsible for any direct or incidental loss incurred by applying any of the information. Always do your own research or seek independent advice before making any decisions. ———————————————————— Watch us on YouTube: https://www.youtube.com/@techishpod/Support Techish at https://www.patreon.com/techishAdvertise on Techish: https://goo.gl/forms/MY0F79gkRG6Jp8dJ2————————————————————Stay in touch with the hashtag #Techishhttps://www.instagram.com/techishpod/https://www.instagram.com/abadesi/https://www.instagram.com/michaelberhane_/ https://www.instagram.com/hustlecrewlive/https://www.instagram.com/pocintech/Email us at techishpod@gmail.com...

Job applications remain at historic highs, far outweighing the number of jobs being advertised. SEEK's revealed job ads dropped 2% in December and are down 22% on 2023. While the number of applications per ad also dropped 2%, they remain 32% higher than in 2023. Country Manager Rob Clark told Ryan Bridge that since June they've seen job ads decline by just 1%, but certainly at the start of 2024 they saw a pretty significant decline. He says the feeling is that we've hit the bottom and are bouncing along it, but they're not seeing a ton of green shoots at the moment. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Spotting Job Scams: Tips for Job Seekers and Employers Spotting Job Scams: Tips for Job Seekers and Employers

The pressure on New Zealand's labour market continues to tighten, with job ads falling for the third consecutive month. Despite these grim figures, one expert has noticed there's light at the end of the tunnel for the economy Infometrics Principal Economist Brad Olsen explains further. LISTEN ABOVESee omnystudio.com/listener for privacy information.

There's hope that employment numbers could be a sign of economic growth.  Seek job ads are up 3% for the month, with retail and government jobs increasing.  Seek Country Manager Rob Clark told Mike Hosking there's still an overall downward trend, but it's promising.  He says after five months of declining ads, it shows people are getting ready for more spending, with retail, hospitality, and tourism, gearing up for the summer period.  LISTEN ABOVE See omnystudio.com/listener for privacy information.

The latest BNZ-SEEK employment report shows an eight percent drop in the number of job ads on the Seek website in June compared to May, which itself was down on the previous month. Seek's country manager Rob Clark spoke to Corin Dann.

Recruitment site SEEK says job ads have fallen in the past month across most sectors and in virtually all regions. According to its latest Employment Report, monthly job ads dropped five percent between April and May, and are thirty percent down on the same time in 2023. Welllington is particularly hard hit, with a 40 percent drop compared to May last year. Seek country manager Rob Clark spoke to Corin Dann.

Logan Forsyth is the Founder and Co-CEO of Media Scaling, generating for their clients over 3.5 billion views and 24M+ followers through short-form content. Media Scaling works with large personal brands, podcasts, and creators, guaranteeing up to 150M views in 90 days and also offers coaching with guaranteed results.Join us for an exciting conversation with Logan Forsyth as he shares his insights on how to qualify customers for 7 figure scale, the 5 keys to viral social media videos now, and AI hacks for creators and operators. Don't miss this episode of the After Hours Entrepreneur Podcast, full of innovative new strategies for small business owners and entrepreneurs.Takeaways:Ensure quality through structured hiring.Optimize content repurposing tactics.Leverage AI tools strategically.Connect with Logan ForsythInstagram | YouTube | LinkedInWebsite: www.mediascaling.comTimestamps:00:00 - Introduction to Logan and Mediascaling.com03:17 - Massive content management: Key strategies and tools07:45 - The role of an API scraper in social media data management10:02 - Importance of internal software development12:35 - Discussion on the organizational hierarchy with 114 employees15:50 - Hiring process compared to sales funnel strategies19:27 - Guaranteeing 150 million views through organic growth25:13 - Creating high-volume, high-quality short-form content27:59 - Ideal Client Profile (ICP) and its significance30:46 - Role of AI tools like Opus clips in content creation34:21 - Essential editing techniques: custom b-roll, jump cuts, pacing40:55 - Using hooks effectively to captivate social media audiences45:32 - Tailored services for clients not ready for the core offer49:15 - AI in consulting and enhancing marketing strategies53:10 - Critical thinking in integrating AI for creative results56:22 - Final thoughts and promotion of Mediascaling.com_____________________________________________Launch and Automate your Podcast:

EP 2950 This #short highlights a classic mistake job hunters make--thinking a job description or job ad is accurate. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER People hire Jeff Altman, The Big Game Hunter to provide No BS job search coaching and career advice globally because he makes job search and succeeding in your career easier.  You will find great info and job search coaching to help with your job search at ⁠⁠JobSearch.Community⁠⁠  Connect on LinkedIn: ⁠https://www.linkedin.com/in/T⁠⁠heBigGameHunter⁠  Schedule a discovery call to speak with me about one-on-one or group coaching during your job search at ⁠www.TheBigGameHunter.us.  He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2900 episodes over 13+ years. We grant permission for this post and others to be used on your website as long as a backlink is included to ⁠www.TheBigGameHunter.us⁠ and notice is provided that it is provided by Jeff Altman, The Big Game Hunter as an author or creator. Not acknowledging his work or providing a backlink to ⁠www.TheBigGameHunter.us⁠ makes you subject to a $1000 penalty which you proactively agree to pay. Please contact us to negotiate the use of our content as training data. --- Support this podcast: https://podcasters.spotify.com/pod/show/nobsjobsearchadviceradio/support

The first task for a would-be employee might be to sift through the jargon and waffle to figure out what exactly the job is. By Chris Fitzgerald, Mary Immaculate College.

The latest report from SEEK says the number of jobs ads is declining, and the number of applications per ad is growing. The country's top job ad site says its total listings dropped 3 percent in February. It is the ninth month out of the last 13 to see listings drop, following a small increase in January. Applications per job however rose by 3 percent. SEEK country manager Rob Clark spoke to Ingrid Hipkiss.

99% of SDR job posts are fluffy, self-centred, and provide 0 value to the candidate. In this episode I go through ways of fixing that!*Join the SDR Hire community: https://www.skool.com/sdr-hire-community-1422/about In this episode I go through the worst and best job ads in tech sales for SDRs:- usual templated version of SDR job posts on LinkedIn- why they fail to attract the best candidates- best practices how to fix that- An example of a killer SDR job post by Cameron Morgan- Connect with me on LinkedIn: https://www.linkedin.com/in/stefan-conic/ - Find Cameron's Job post here: https://www.linkedin.com/posts/cjmorganli_job-opportunity-an-on-target-dream-activity-7171025721975357440-nXEv---------------------------------------Taking too long to hire a sales rep? Access vetted, trained and experienced SDRs. Cold calling, cold emailing, social selling, sales automation. Cut your hiring to a few days and pay 50-60% less in salaries. Hire with sdrhire.comListen on YouTube, Apple, Spotify, Google podcast.

Andrew Lewin discusses the importance of approaching marine science and conservation careers with the right mindset. With over 20,000 members in his Facebook group dedicated to marine science and conservation careers, Andrew shares common mistakes job seekers make and offers solutions to help build a successful career in the field. Tune in to learn how to navigate job searches and career development in the marine science and conservation industry. Follow a career in conservation: https://www.conservation-careers.com/online-training/ Use the code SUFB to get 33% off courses and the careers program.   Facebook Group: https://bit.ly/3NmYvsI Connect with Speak Up For Blue: Website: https://bit.ly/3fOF3Wf Instagram: https://bit.ly/3rIaJSG TikTok: https://www.tiktok.com/@speakupforblue Twitter: https://bit.ly/3rHZxpc YouTube: www.speakupforblue.com/youtube When seeking career advice from a group, it is crucial to approach the interaction with a strategic mindset. The podcast episode emphasizes the importance of asking targeted questions that can provide valuable insights into the type of career you are interested in pursuing. Instead of simply inquiring about job opportunities, focus on understanding the intricacies of the career path you aspire to follow. Type of Career: Start by asking questions about the specific type of career you are interested in. Inquire about the different roles, responsibilities, and job titles within that field. By gaining a comprehensive understanding of the career landscape, you can better align your goals and aspirations. Lifestyle Implications: Delve into the lifestyle implications of the career you are considering. Ask about the work-life balance, potential travel requirements, and overall job satisfaction associated with that particular career path. Understanding the lifestyle implications can help you determine if the career aligns with your personal values and long-term goals. Qualifications Needed: Seek information about the qualifications and skills required to excel in your desired career. Inquire about the educational background, certifications, and experience levels typically sought after in the industry. By understanding the necessary qualifications, you can proactively work towards acquiring the skills needed to succeed in your chosen field. Gaining Relevant Experience: Explore avenues for gaining relevant experience in your desired career. Ask about internships, volunteer opportunities, or entry-level positions that can provide valuable hands-on experience. By actively seeking opportunities to build your skill set and expertise, you can enhance your employability and stand out in a competitive job market. By focusing on asking insightful questions about the type of career, lifestyle implications, qualifications needed, and gaining relevant experience, you can leverage the collective knowledge and expertise of the group to make informed decisions about your career path. Approach the interaction with a mindset of learning and growth, and utilize the guidance and advice provided by group members to navigate your career journey effectively. When seeking career advice within a group focused on marine science and conservation, it is essential to offer value by going beyond simply asking for job leads. The episode emphasizes the importance of approaching the group with a mindset geared towards long-term career goals. Instead of solely inquiring about immediate job opportunities, consider seeking advice on the types of jobs available within the industry that align with your interests and aspirations. By engaging with the group members to discuss different job types, responsibilities, and qualifications required, you can gain valuable insights into the diverse career paths available in marine science and conservation. This approach not only broadens your understanding of the field but also helps you tailor your career trajectory towards roles that resonate with your long-term goals. Furthermore, the episode highlights the significance of learning how to effectively approach job applications within the industry. Understanding that each job type may require a unique application strategy, it is crucial to seek guidance on how to tailor your resume, cover letter, and overall application approach to different roles within the marine science and conservation sector. By actively participating in discussions about career development, seeking advice on long-term goals, exploring various job types, and learning effective job application strategies, you not only contribute value to the group but also enhance your own understanding of the industry and improve your chances of securing meaningful opportunities in marine science and conservation. Joining the "Marine Science and Conservation Careers" Facebook group or the private podcast can provide valuable insights and discussions on marine science and conservation career development. The Facebook group, with over 20,000 members from around the world, offers a platform for individuals interested in marine science and conservation careers to connect, share knowledge, and seek advice. The group is not just about job postings but also focuses on discussions about career development, industry trends, and tips for building a successful career in the field. The host of the podcast, Andrew Lu, emphasizes the importance of approaching career discussions with a proactive mindset. Instead of simply asking for job leads, individuals are encouraged to ask insightful questions about the type of career they envision, the skills and qualifications needed, and the long-term goals within the marine science and conservation industry. By engaging in meaningful conversations and seeking advice from experienced professionals, members can gain valuable insights that can help shape their career paths. The private podcast, which requires a subscription fee, offers in-depth discussions on various topics related to marine science and conservation career development. Andrew Lu plans to cover a range of subjects, including how to find entry-level jobs, tips for job applications, resume and cover letter advice, and insights on different career paths within the industry. By listening to the podcast episodes, individuals can access expert advice, industry insights, and practical tips to enhance their career prospects in marine science and conservation. Overall, joining the "Marine Science and Conservation Careers" Facebook group or subscribing to the private podcast can be beneficial for individuals seeking to advance their careers in marine science and conservation. These platforms provide a supportive community, valuable resources, and opportunities for networking and learning from industry professionals, ultimately helping individuals navigate their career paths and achieve success in the field.

The boys are live from TA Week in the Qualifi booth dropping more commentary from the world of work. First up, the boys cover recent updates on Google for Jobs killing off their pay-per-click (PPC) pilot with employers and agencies. Then, HireVue has a new CEO - Jeremy Friedman, bringing his tech growth expertise to the company. HireVue specializes in candidate evaluation through video interviews, boasting over 1,000 customers. In CEO updates, rumors suggest Arno Schafer is out at Vonq, the job advertising platform. Now, let's dive into tech news - ADP has launched ADP Assist, a cross-platform solution powered by generative AI, revolutionizing HR productivity. Moving on, Twitter Jobs introduces featured job ads, giving verified organizations benefits like priority posts and premium support. Now, from Japan, Indeed Plus is automating job matching by distributing postings on various job boards within Recruit Holdings. Lastly, UPS is cutting 12,000 jobs, saving approximately $1 billion after a 31.8% drop in quarterly profit. UPS CEO Carol Tomé announces the end of the hybrid work schedule, requiring employees to return to the office five days a week. Plus, over 10,000 autoworkers from non-union companies have signed union cards with the UAW.

If you are looking to get hired as a freight broker agent or you are looking for freight broker jobs near me or if you are a freight broker looking to hire freight agents, freight dispatchers, or freight salespeople this new freight broker job board will help.  ANNOUNCING the first and only Freight Broker Job board dedicated exclusively to freight broker and freight agents!!!! AND it's 100% FREE! https://jobs.freightbrokerbootcamp.com  Timestamps: [00:00] Introduction [00:16] Get Hired or Hire Someone NOW! [00:31] NEW Freight Broker Job Board [01:10] How to Use the Job Board [02:38] The reason I created a job board for brokers & agents? [03:41] Freight Broker Boot Camp Online Job Board - www.FreightBrokerBootCamp.com/Jobs [04:04] Subscribe, Rate & Review! ---------------------------------- If you enjoyed this episode, please RATE / REVIEW and SUBSCRIBE to ensure you never miss an episode. Connect w/ Dennis & Learn More! Connect with me on LinkedIn Learn to Become A Freight Broker/Agent in 30 Days or Less! Watch Freight Broker Training Videos FREE

After peaking at record highs the past few months, it appears the job market is starting to slow down.  Seek's latest employment figures for September show a 4% dip in applications per job compared to the month prior.   The number of job ads have also fallen by 2% month on month, and by 25% compared to last September.  Infometrics Principal Economist, Brad Olsen, told Mike Hosking that despite the number of job ads being down by 25%, the number of jobs is up by 3.3%.  He said that it's encouraging from a macroeconomic point of view, as businesses who are looking at a darker economic outlook are unlikely to be hiring as many people.  LISTEN ABOVE See omnystudio.com/listener for privacy information.

EP 2743 This #shortvideo highlights a classic mistake job hunters make--thinking a job description or job ad is accurate. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER People hire Jeff Altman, The Big Game Hunter to provide No BS Career Advice globally because he makes many things in peoples' careers easier. Those things can involve job search, hiring more effectively, managing and leading better, career transition, as well as advice about resolving workplace issues.  He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2700 episodes.  You will find great info to help with your job search at my new site, ⁠JobSearch.Community⁠ Use coupon code ALPHA LAUNCH for a free Insider membership good until Jan 1, 2024. It is in alpha currently. Besides the video courses, books and guides, I answer questions from members daily about their job search. Leave job search questions and I will respond daily.  Also, subscribe to ⁠JobSearchTV.com⁠ on YouTube and No BS Job Search Advice Radio, the #1 podcast for job search with more than 2700 episodes over 12+ years.in Apple Podcast, Spotify, Google Play, Amazon Music and almost anywhere you listen or watch podcasts. You can also have your #jobsearchquestions answered Tuesdays at noon Eastern. Search for Career Coach Office Hours on LinkedIn and mark that you're attending. You'll have access to the recording if you miss it live.  Schedule a discovery call at my website, ⁠www.TheBigGameHunter.us⁠ LinkedIn: ⁠https://www.linkedin.com/in/T⁠⁠heBigGameHunter⁠ ⁠Resume & LinkedIn Profile critiques⁠ ⁠www.TheBigGameHunter.us/critiques⁠ We grant permission for this post and others to be used on your website as long as a backlink is included to ⁠www.TheBigGameHunter.us⁠ and notice is provided that it is provided by Jeff Altman, The Big Game Hunter as an author or creator. Not acknowledging his work or providing a backlink to ⁠www.TheBigGameHunter.us⁠ makes you subject to a $1000 penalty which you proactively agree to pay. --- Support this podcast: https://podcasters.spotify.com/pod/show/nobsjobsearchadviceradio/support

The number of job ads are down 26 percent compared to last year, according to the latest SEEK employment report. At the same time demand for jobs on offer is at the highest level on record. Applications per job ad increased by 11 percent in the last month alone. SEEK NZ's country manager Rob Clark spoke to Ingrid Hipkiss.

In this quick episode, Carlo discusses fake job ads, why they exist, how to determine if they are fake and some techniques to blast through the fake ads and find out which one's are the real deal..

Roger Grimes is an industry expert and the Data Driven Defense Evangelist for KnowBe4. In this episode, Roger and host Hillarie McClure talk about cybercrime groups posting job ads on the dark web, as well as how cybercriminals are exploiting the recent 7.8 magnitude earthquake in Turkey and Syria. KnowBe4 is the world's first and largest New-school security awareness training and simulated phishing provider that helps you manage the ongoing problem of social engineering. To learn more about our sponsor, KnowBe4, visit https://knowbe4.com

We hear about the impeccable achievements of GPT-3 models, but such large generative models come with their bias. On the show today, Conrad Borchers, a Ph.D. student in Human-Computer Interaction, joins us to discuss the bias in GPT-3 for job ads and how such large models can be de-biased. Listen to learn more!

Ashley Taylor from SANS.edu, joins Dave to discuss fake job ads and methods to proactively detect these scams. The research shares how job seekers are under attack, with scammers posing as fake job recruiters to steal information from people who are interested in the job posting. The brands being impersonated as are at risk of losing credibility to their brand identity. The research shares exactly how these doppelgängers are posing a threat to job seekers and the best practices to detect these scams. It also shares how one company that works in medical device manufacturing industry has been a target for these scams. It concludes with sharing some of the ways to proactively spot these scams before they happen. The research can be found here: Doppelgängers: Finding Job Scammers Who Steal Brand Identities