Podcast appearances and mentions of Kelly Services

987: Kelly Services is transforming the way enterprises approach staffing through AI-powered innovation, scalable tech, and smart acquisitions. In this episode of Technovation, Peter High speaks with Sean Perry, Chief Information Officer of Kelly Services, a $4.3B staffing and professional services company. Sean shares how he's driving modernization across IT, integrating recent acquisitions like Motion Recruitment, and developing innovative AI tools to deliver enterprise-wide value. From launching a custom AI assistant (GRACE) to implementing a modern tech stack across legacy systems, Sean reveals how Kelly is reshaping its digital future while improving candidate and client experiences. He also draws lessons from his time at Amazon and Robert Half to rethink internal products with a customer-first mindset.

May 29, 2025 ~ Peter Quigley, President and CEO at Kelly Services, 2025 Mackinac Policy Conference Chair, John Truscott, CEO of Truscott Rossman and Chris Moyer, Head of Public Affairs at Truscott Rossman joins Paul W Smith live from the Mackinac Policy Conference.

Today's top headlines:  Keep North Charleston Beautiful celebrates 25 years of dedicated work SCDOT to conduct sidewalk, curb work in downtown Charleston ‘Make us better firefighters’: Charleston Fire Department pilots new shifts North Charleston lifts parking pass restrictions for high school ceremonies Governor, SC officials urge preparation now for hurricane season Kelly Services substitute accused of hitting nonverbal child with autism Officials: 19-year-old from Greenville threatened to kill Rep. Nancy Mace Police say teen was shot in self-defense in deadly Hanahan shooting Solicitor objects to calls for investigation into ‘botched’ SC execution Lowcountry intersection set to be renamed after teen’s death Dick’s Sporting Goods to buy struggling shoe chain Foot Locker for $2.4 billion    

The following article of the Tech industry is: “Process Outsourcing in Uncertain Times” by Gabriel Aparicio, Director General, Kelly Services.

The following article of the Professional Services industry is: “Outsource to Compete in New Economic, Geopolitical Reality” by Gabriel Arturo Aparicio Segovia, Director General, Kelly Services México.

This week's HR Works podcast is a powerful clip from HR Daily Advisor's webinar, “How the New Labor Secretary Will shape HR.” Our expert panelists Rachel Ullrich, partner at FordHarrison, and Nicholas Kowalczyk, Vice President, Chief Risk, Compliance, & Privacy Officer at Kelly Services, discussed critical legal and regulatory changes impacting HR leaders in 2025 including independent contractor law, unionization trends, immigration regulations, and more. This conversation is a must-listen and essential for any HR professional seeking the knowledge to navigate these challenges and ensure your organization remains compliant and successful. Listen to the full webinar here: https://event.on24.com/wcc/r/4782498/BD00E1C823944B3C97CCCF473F2448D5?partnerref=DASiteListing

In this episode of Tap'd Talks HR Anthony speaks to Amy Bouque, Chief People Officer of global workforce solutions company, Kelly Services. They discuss how organisations can build trust and connection in virtual teams. Amy share some great stories from pre and post pandemic, including the work she has done to increase trust.

In today's episode of the HR Leaders Podcast, we welcome Amy Bouque, Chief People Officer at Kelly Services. Amy shares her journey from her early HR roles to her first Chief People Officer position.She dives into the evolving nature of HR, the importance of vulnerability in leadership, and her belief that HR should move beyond transactional tasks to focus on truly impactful, people-centered strategies. Amy discusses the challenges of supporting a large, diverse workforce, especially during transformative times in the company.

Leading with meaning can be difficult in today's business world. But what if we told you that there is a playbook for this?In this episode of Reveal, host Dana Feldman chats with Hugo Malan, President at Kelly Services, about how the modern workforce's desire for meaningful work reshapes leadership strategies. Hugo shares his strategic framework—comprised of five pivotal questions—essential for navigating today's changing market landscape. Hugo touches on the vital tools and strategies CROs need to stay ahead, from innovative uses of AI in digital transformation to a practical approach for aligning metrics with business decisions. Because at the end of the day, if you're not leading with meaning, then you're not leading at all.

In this episode of BioTalk, Rich Bendis, President and CEO of BioHealth Innovation, Inc., welcomes Brad Sibbald, Vice President of Kelly Science and Clinical, and Sarah Porter, Vice President of Government Solutions at Kelly Services. Together, they explore the critical trends and strategies shaping the biotech and government workforce landscapes, with a particular focus on the BioHealth Capital Region (BHCR). Kelly Services, a global leader in workforce solutions, plays a pivotal role in connecting talent with opportunities across various industries, including science, engineering, technology, and telecommunications. Brad and Sarah provide valuable insights into how Kelly Services is adapting to the evolving needs of the biotech sector, from commercial enterprises to government agencies. The discussion covers various topics, including the current talent landscape in the BHCR, strategies for maintaining a robust pipeline, and the challenges of retaining top talent in an increasingly competitive market. Additionally, we learn about Kelly's upcoming virtual job fair in September (https://bit.ly/3yMuiRm), an event for those looking to connect with opportunities in the biotech sector and the 2024 Kelly Global Re:work Report (https://bit.ly/3SSVhBl), offering listeners valuable insights into the future of work and workforce trends globally. About Brad Sibbald: Brad Sibbald is the Vice President of Kelly Science and Clinical, with over 15 years of experience in workforce solutions and consultative services. With a background in biochemistry and a passion for innovation, Brad is committed to driving forward-thinking solutions in the biotech industry. About Sarah Porter: Sarah Porter is the Vice President of Government Solutions at Kelly Services, leading the sales and operations for Kelly Government Solutions. With nearly 20 years of experience in the government industry, including a role at the NIH, Sarah has a deep understanding of the complexities of workforce solutions in the federal sector. Tune in to BioTalk for an insightful discussion with Brad Sibbald and Sarah Porter as they explore workforce trends, talent strategies, and the evolving landscape of biotech and government solutions in the BioHealth Capital Region and beyond. Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com).

Welcome to the latest episode of the Recruitment Leadership podcast, hosted by Alison Humphries. Struggling to find top talent? You're not alone.   This episode dives deep into the recruitment industry's biggest challenges, featuring Chris McCann, CEO of SOLIS Academy. Chris shares his inspiring journey from social work to recruitment leader, and how he built an innovative solution to today's hiring woes.   Here's what you'll learn:   The Dirty Secrets of Recruitment: Discover the alarming turnover rates and why finding great people is so tough. (Spoiler alert: it's not just you!) How to End Youth Unemployment: Chris unveils a revolutionary approach that bridges the gap between young talent and recruitment agencies. Forget Degrees, Focus on Skills: Learn how SOLIS Academy goes beyond traditional resumes to assess soft skills and real-world potential. The Future of Learning: Find out how SOLIS Academy's customisable e-learning platform blends theory with practical application to create recruitment rockstars. Gen Z Ready? Discover how SOLIS Academy adapts its training to the unique learning styles of the new generation, while keeping the crucial human touch in recruitment. Plus, a Special Offer for Listeners! Be one of the first 10 to reach out to Chris and get a risk-free recruitment and training solution with a 6-month success guarantee.   Stop settling for mediocre talent! Tune in now and learn how to build a high-performing recruitment team prepared for the future.   Connect with Chris on LinkedIn or reach out to him at chris@solis-academy.com  Interested in speaking to Alison about your business strategy?  Get in touch, today!  

Hello folks, welcome to podcast 195 of the security box. Let's start off with a set of questions that came out of something we did not cover as part of last week's box. If you listen via the podcast, please submit your guesses before the answers are revealed. I'll personally give you credit where credit is due, and we can work out what you will get upon correct answers. The questions are: What 8 companies, 1 of which was part of the big ticket master breach were attacked? What small time actor group took responsibility for these 8 company attacks?which two companies disputed the hack? Finally, what was the most recent company that came out with confirming they were part of the actors fiasco? We also are going to cover the news, the landscape, Lastpass' recent fiasco that can happen to anyone and more. Our topic this week will be the talking about environment files that are used to store secrets including keys, usernames and passwords. Apparently these files, known as .env files are wide open and can be taken for use. Enjoy the program and thanks so much for listening! Our Scam of the Week Kelly, formerly Kelly Services has been targeting users who know the JRN's work. Kelly informed the JRN that this scam has been going around in this form for at least 5 months. The first report came from TSB's participant, Preston Gaylor. The second came from another subscriber who assists me in another capacity. Please read this blog post titled New scam from work provider, Kelly (formerly Kelly Services) for complete details on this. We link to the official web site where you too, can alert them about this scam. The representative informed me that they have over 500 copies of this and asked about the version that is going around. We'll be discussing this as part of the program, don't worry! Our Question If you intend to play, please do not look at the answers given below. We also are linking to sources of further reading too. Our Question What 8 companies, 1 of which was part of the big ticket master breach were attacked? What small time actor group took responsibility for these 8 company attacks?which two companies disputed the hack? Finally, what was the most recent company that came out with confirming they were part of the actors fiasco? The Answer: Skip if you intend to participate and win Answer: Snowflake, Anheuser-Busch, State Farm, Mitsubishi, Progressive, Neiman Marcus, Allstate, and Advance Auto Parts. Progressive and Mitsubishi disputed the threat actor's claims while Advance Auto Parts recently came out with details of their breach. Sources from the blog: Live Nation confirms breach at Ticketmaster Advance auto parts confirms breach, numbers don't match Snowflake's breach may be bigger than we think, let's add yet another company to the mix The links lead to our blog, where you can read more. Lastpass needs a break here, this can happen to anyone This can happen to anyone. While people want to jump ship because of this most recent outage, I don't blame them. It turns out, it was because of their chrome extension that somehow went completely ape and could have sent a DDOS attack. I don't want to go that far, but it was a 12-hour outage if not longer. I recently had to sign in and I was successful, and this happened on Thursday, June 6, 2024. This can happen to anyone, lastpass had a bad extension causing havoc is the blog post that leads to the story. I believe this could happen to anyone. Other News This is crazy, more snowflake news: “We aren't going to require MFA” 23andMe now being investigated for the 2023 breach Exposed tokens equals getting owned Google sends large check, google avoids jury trial Christie's notifies people of ransomware attack, ransomhub takes them and Frontier telecom We thought TikTok was bad, News Break seems to be worse What are .env files and why should I care? Why should I care about .env files in the first place? Our main topic discusses this and it isn't a good thing if you don't. The JRN tried to take paragraphs that disclosed information which supports why it is a bad idea for this file to be in the open and we also tried to take data that showed what these files contain. Websites exposing over a million secrets, leaving visitors at risk is the blog from Cybernews that we'll take from to lead this discussion. Supporting the podcast If you'd like to support our efforts on what this podcast is doing, you can feel free to donate to the network, subscribing to the security box discussion list or sending us a note through contact information throughout the podcast. You can also find contact details on our blog page found here. Thanks so much for listening, reading and learning! We can't do this alone. Internet Radio affiliates airing our program Our Internet Radio stations that carry us include Blue Streak Radio and International Friends Radio Network. The program is also carried live through the Independent Channel which is part of 98.6 the mix, KKMX, International. If you want to carry us, please use the Jared Rimer Network site to do that and let me know about your station. Please allow 3-4 hours for airplay, although we try to go 3 hours for this program. Thanks so much!

In this episode, we have Ollie Benn, the Managing Director at Neoci, who brings over 20 years of experience in recruitment. Ollie's journey began in 2003 working for a high street agency, Kelly Services, he then moved into finance recruitment, before transitioning to the telecoms and tech sectors.During lockdown, Ollie and a close friend from the industry launched Neoci. Specialising in Telecoms and IT, Neoci acts as a strategic partner to their clients, using their deep industry knowledge to position clients as true game-changers in the market.In this episode, Ollie shares:His journey into recruitment, including his early days and the challenges of launching a business during a pandemic.How he developed a delivery-focused model.His insights on what a true business development model looks like.Key areas leaders should focus on to ensure future success.Tune in for a deep dive into Ollie's extensive experience and valuable advice for aspiring leaders in the recruitment industry.Connect with Ollie here - https://www.linkedin.com/in/olliebennrecruiter/-----------The Recruiter's Recruitment Podcast is proudly sponsored by Paiger and partners to Needi and Inclusion Crowd.Our Sponsor: Paiger - Making Recruiters Smarter and Faster. Paiger helps recruiters build personal brands, identify new business opportunities, attract candidates, and have better conversations.Find out more details on Paiger here - https://paiger.co/?utm_source=podcast&utm_medium=sponsor&utm_campaign=recruiters-recruiterOur Partners: Needi is a concierge gift-matching service using psychology and AI, to pinpoint the perfect gifts and experiences for your recipient, from the best, local independent businesses. Their team of expert gift finders, save companies time and money, with their complimentary corporate gifting service . Find out more here -https://needi.co.uk/Inclusion Crowd works with organisations to create a credible and authentic DEI programme, they help clients attract & retain talent - as well as improve culture & engagement. Their vision is to make organisations reflective of the societies in which they operate. Find out more here https://inclusioncrowd.biz/Keybridge IT Solutions is a London-based Fully Managed IT Support and solutions Provider - Providing 24×7 Support to all Customers. Specialities include Microsoft Cloud, including Office 365, Microsoft 365, Microsoft Azure, Security, Internet Connectivity, VoIP, and much more.This podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacy

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

Gerry Gadoury is the Founder and Managing Director of Redbeard Solutions, Speaker and author of the #1 Best-Selling Author of Destination Employer: Attract, Recruit, and Retain the Top Talent in Your Market https://a.co/d/j8Retue   He shares his 25+ years of experience attracting, recruiting, and retaining top talent. Learn how to build long-term relationships with employees and view hiring as more than just filling roles. Gerry discusses aligning career goals, providing growth opportunities, and creating an environment where people can thrive. He also shares stories from his unconventional career path - from the Marines to technical recruiting to building a $9M consulting company. Discover practical strategies to stop bad hires, quiet quitting, and high turnover.     Life experiences, military service, and career transitions. (8:06) Hiring and employee retention in the modern workplace. (15:16) Career growth and retention in a consulting company. (20:14) Hiring, management, and leadership insights. (24:53) Marketing and sales strategies with a comedian and CMO. (31:44)         Guest's calls-to-action Website: https://www.redbeardsol.com LinkedIn: https://www.linkedin.com/in/gerrygadoury Destination Employer: Attract, Recruit, and Retain the Top Talent in Your Market https://a.co/d/j8Retue   Episode sponsored by ZUPYAK - The first search optimized AI writer. Zupyak.com → promo code → SWEAT by SQUARESPACE website builder → https://squarespacecircleus.pxf.io/sweatequity by CALL RAIL call tracking → https://bit.ly/sweatequitycallrail by LINKEDIN PREMIUM - 2 months free! → https://bit.ly/sweatequity-linkedin-premium by BLOOM.io → https://bloom.cello.so/aZBXRYS22rB by OTTER.ai → https://otter.ai/referrals/AVPIT85N ---   Sweat Equity

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

This week we're delighted to bring you an exclusive look at one of our top sessions from last month's online event, the Intelligent Automation World Series. In the session we spoke to Shail Khiyara, CEO, VOCAL , Amol Rajamane, Global Digital Automation Technology Leader, DuPont and Melanie Dunbeck, Automation Strategy & Enablement Lead, Kelly Services, about their vision and experience with Generative AI. As mentioned in the intro, if you are interested in the Generative AI bootcamps that SSON is running for the Finance & Accounting and HR functions, then you can view the agenda here https://www.ssonetwork.com/events-shared-services-week/agenda/day-one or enquire at sally.fletcher@ssonetwork.com.    

Tune in to today's NKY Spotlight Podcast, presented by CVG, featuring Brent Cooper, President and CEO of the NKY Chamber! Brent joins us on the podcast to discuss all things Annual Dinner, presented by Fifth Third Bank. We are also joined by Wes Bradley of Kelly Services, who talks about the current job market, hiring trends and how Kelly Services can help local companies. Thank you to our sponsors Cincinnati/Northern Kentucky International Airport, CKREU Consulting, and HORAN.

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In episode 6 of  @BigTechEnergyPodcast we have Tiara Swain, who is a strategic Global Career and Corporate Consultant with 7 years of enhancing talent and branding strategies for Fortune 500 Companies including PepsiCo, Kelly Services, and LinkedIn. Since 2021, she's supported 100+ Minorities optimize their career trajectory by assessing interests, defining value proposition, and designing a roadmap that propels confidence in the United States, Canada, Germany, and India, acquiring $1.7 million in total compensation increases.The Ultimate Connector's Career Clients received negotiated offers from top companies including ADP, Amazon, Apple, Boeing, Deloitte, DoD, DailyPay, FBI, Google, LinkedIn, Meta, Merck, Microsoft, PepsiCo, PwC, Salesforce, Stripe, Under Armour, and Zoom in accounting, administrative, business analyst, C-Suite, customer success, data analyst, diversity, director, engineering, finance, graphic design, healthcare, HR, implementation, insurance, legal, learning & development, marketing, nonprofit, operations, product management, program management, project management, sales, salesforce, software engineering, and technical writing roles with an average $75,000 salary increase. Likewise, Tiara Swain's Corporate Clients earned $3 million in funding from government grants, Microsoft, Nike, school districts, and Walmart.The most affordable way to break into Tech is by doing CourseCareers. It's only 449 bucks with my promo code: BTE50 and they help you get interviews with their partner companies!To further expand your network and career strategy, I recommend signing up for @therealblackinhr's Elite Membership program which gives you access to 9,000 HR professionals and end to end career guidance. Use the code BTE to get one month free on the Starter Plan.#tech #techjobs #blacktech #diversity #diversityintech   #diversityandinclusion #diversitymatters #hiring #hiringnow #hiringtalent  #podcast #podcastersofinstagram #podcasting #podcastingwhileblack  #youtube #linkedin #linkedintips #linkedinstrategy #spotifypodcast #techcareer #resumetips #interviewtips #careeradvice #careerchange #careerdevelopment #internships #internship #collegetips #accountmanager #accountmanagement #jobsearchtips #jobsearch  #jobsearching #podcasts #podcaster #techpodcast #techpodcasts #techlife #techlifestyle #remotework #startup #startups #startupGot any questions? Click Here To Connect With Jarrett Albritton On All Social Media Platforms

On today's episode of HR Like a Boss we're traveling back to 2021, the early stages of the HR Like a Boss podcast. Sometimes things get lost in production, but we're so excited to finally show you this unaired episode of HR Like a Boss with Patti Stumpp! In their discussion, Patti explains how HR is the central nervous system of the business, how to make an impact, the importance of having authority, and so much more! About Patti Patti is a trusted advisor and executive team partner who crafts and delivers human resource strategies that support business goals and drive performance through effective management of talent and employee engagement. Patti began her career selling people solutions at Kelly Services and over the next 25 plus years, built a reputation as a business-oriented and global Human Resources executive in manufacturing and healthcare. She became the Chief Human Resource Officer at OhioGuidestone, the leading provider of behavioral healthcare in the state, in 2018. She graduated from The University of Toledo with a Bachelors of Arts in Psychology, and continued her education there, earning her Masters of Business Administration. In 2003, Patti completed the Leadership Lorain County development course. In 2010, Patti was awarded the Crain's Cleveland Business Archer Award for Innovation in Human Resources. About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://anchor.fm/willory/message

State of Global Mobility in 2023   Does anyone here have a plan for hiring globally this year?   Candidate shortages are persistent in many sectors, in many countries (see the UK and the NHS...) and for many employers there is no option other than to hire from overseas and relocate.   - What are the challenges of doing this at scale? - Where do you even start? - What territories have got an excess of labour? - How do we tap into that market? - Do we have to do 'destination branding'? - How much of the process is performed in candidates home country? - What about family, when do we start this conversation? - How employers present an inclusive culture? - What support is needed for relocation?   We're with Richard Bradley, VP, (Kelly Services), Ruben Tieken, Squad Lead (Immersive), Toby Culshaw, Talent Intelligence Lead (Amazon) & Federica Cei, Global Talent Acquisition Manager (SITA)     Ep190 is sponsored by our buddies Localyze   Localyze is the all-in-one platform that makes it easy to manage your global mobility needs in one simple place. We can guide you through your global mobility challenges, from relocating new hires to visa changes, postings and transfers between offices. By combining the power of our platform with our team's and partners' experience with global mobility, we can support you in successfully managing an international team.   Hiring globally for the best talent? Localyze it - free demo with one of our friendly team today

Welcome and thank you for checking in at the Inner Game of Change Podcast where I focus on exploring the multi layers of managing organisational change.My guest today is Heather Hansen; A TEDx Speaker, an author, and a global communication expert. Through her passionate work, Heather helps leaders show up, speak up, and inspire action in a changing world with a particular focus on fostering unmuted communication cultures.In this episode, as well as chatting about her book Unmuted, Heather and I chat about how and why it is important that we unmute our voices as change practitioners.I am grateful to have Heather chatting with me today. Topics includeHow to Unmute your voiceClaim your spot at the tableHow can change managers inspire actionWhat Confident change managers doKnow thy stuff and thy audienceHow do you identify the real influencersYour work is worth sharing; own itHeather's advice to change managers to be effective communicatorsAnd much more…About Heather (In her own words)I help top global leaders show up, speak up, and inspire action in a changing world. I focus on fostering unmuted communication cultures where every voice is heard, resulting in greater inclusion, innovation and efficiency across remote and global teams. Along with private leadership communication coaching, I facilitate group training courses and consult on a number of topics related to global communication.  IN THE NEWSI am an outspoken advocate for global voices and my views on global communication have been featured in NPR (USA), ABC Radio National (Australia), Quartz (QZ.com) and multiple print and radio outlets in Singapore, including The Straits Times and CNA938. Check my "Featured" section for links to recent media appearances.  BOOKS I am author of the book Powerful People Skills and UNMUTED TEDxMy 2018 TEDx talk "2 Billion Voices: How to speak bad English perfectly" has over 100,000 views and I'm always pleased to hear from language specialists and university professors who tell me they refer to it in their classes. You can find it on TED.com.  GLOBAL CLIENTSChevron, MasterCard, Bayer, Novartis, Amazon Web Services, BD, L'Oreal, Singtel, BNP Paribas, Lundbeck, Kuehne + Nagel, Singapore Airlines, Scoot, Kelly Services, INSEAD, Zain and many others across SE Asia, MENA, Europe and the US. Contact HeatherHeather's Profilelinkedin.com/in/hansenheatherWebsitesGlobalSpeechAcademy.com (Global Speech Academy)youtube.com/heatherhansen (Heather's YouTube Channel)Emailhh@globalspeechacademy.com

Nearly one third of working age Americans has a criminal record, according to some estimates. Those 78 million people can face enormous barriers to getting a job, including outright dismissal. Fortunately, more and more programs aimed at getting formerly incarcerated individuals back into good jobs are popping up. Peter Quigley, CEO of staffing firm Kelly Services, joins Andrew to talk about his company's program, Kelly33, and to explain why this approach benefits job seekers, companies, and society as a whole. Follow Peter on LinkedIn and check out second chance programs at https://secondchancebusinesscoalition.org/  Follow Andrew on LinkedIn and join the Get Hired community at https://lnkd.in/ghpodcast

Peter Quigley, president and CEO of Troy-based Kelly Services, spoke with Crain's Detroit Business reporter Kurt Nagl about the labor shortage, how long it will last and what long-term impact it will have on industries from manufacturing to health care. The exodus of nurses from the profession in the wake of the COVID-19 pandemic overwhelming hospitals is symbolic of what the coronavirus crisis did generally to the job market. The impact on health care has been a shortage of nurses, but at the same time, Quigley said, the company has seen improved fill rates of substitute teachers as nurses flock to other professions.

This week, Liz sits down with the President and CEO of Kelly Services, Peter Quigley, to discuss how employers and employees are adapting to a new type of workforce. As workers seek to fit work into their lives rather than build their lives around work, Peter shares how companies must adapt to the ever-changing times and describes the making of a successful employer goes beyond wages and benefits. Follow Liz on Twitter: @LizClaman Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode Leo interviews Heather. She helps top global leaders show up, speak up, and inspire action in a changing world. She focuses on fostering unmuted communication cultures where every voice is heard, resulting in greater inclusion, innovation and efficiency across remote and global teams.Her book “Unmuted – how to show up, speak up and inspire action” is coming out on 17.03.22 via Bloomsbury Publishing Plc.Link to order directly from the publisher in the UK Link to register for the Unmuted Experience launch event Website Heather is also an External Industry Expert for NUS Business School's Executive Education programs where she runs modules on communication, presentation, and storytelling skills.IN THE NEWSHeather is an outspoken advocate for global voices and her views on global communication have been featured in NPR (USA), ABC Radio National (Australia), Quartz (QZ.com) and multiple print and radio outlets in Singapore, including The Straits Times and CNA938. TEDxHer 2018 TEDx talk "2 Billion Voices: How to speak bad English perfectly" has over 100,000 views GLOBAL CLIENTSChevron, MasterCard, Bayer, Novartis, Amazon Web Services, BD, L'Oreal, Singtel, BNP Paribas, Lundbeck, Kuehne + Nagel, Singapore Airlines, Scoot, Kelly Services, INSEAD, Zain and many others across SE Asia, MENA, Europe and the US.Connect with Heather on LinkedIn Self-learning is of paramount importance in the business world, listen to your international peers and step up your game.Connect with the host Leonardo Marra on LinkedIn Follow the page on LinkedIn ***This episode is sponsored by International Expansion Explained. Are you looking to expand internationally, but you're not sure where to start? Or you export already but would like to venture further overseas? Reach out to arrange an international clarity session and learn more about growth plans here International Expansion StrategyPartners SearchOngoing sales and branding supportIndividual one on one support

In our Chief People Officer Perspective series, Mary sits down with CPOs from around the world to uncover insider knowledge about navigating a modern career. The next guest in the series is InaMarie Johnson, former Chief People and Diversity Officer of Zendesk where she led the people strategy for the award winning customer service software company founded in Copenhagen and currently Headquartered in San Francisco.  InaMarie was also the CPO for Plantronics and UTi Worldwide and prior was an HR leader at Honeywell and Clorox.  In this episode, Mary and InaMarie discuss the importance of making connections outside of both your company and industry, how to navigate your career well in our new context, why you need to focus on what you want and not what other people think you should want, why personal growth is everything and much more.  InaMarie earned her BA in Social Sciences from The University of California at Berkeley and her MA in Organizational Development and Management from John F. Kennedy University. InaMarie is very active in her community.  She serves as an advisory board member for the Center for Equity, Gender, and Leadership at Haas School of Business, UC Berkeley, where she is also a guest faculty. She is an advisory board member for several non-profits and has also recently been appointed to the Board of Kelly Services, a leading management consulting firm for over 75 years connecting top talent with companies in need of skills for today and tomorrow.  Resources mentioned in the episode: Sheryl Sandberg: “Careers Aren't Ladders, They're Jungle Gyms”The post Episode 34: A Chief People Officer Perspective with InaMarie Johnson  appeared first on Modern Career.

In its 75 years, Kelly Services has gone from temp agency to skills broker, outsourcing firm, workforce development provider, and source of labor market research. CEO Peter Quigley discusses how employers and workers are approaching contingent work, Covid-19's role in driving innovation and flexibility, “hidden workers” and what's behind the Great Resignation.    

Comment mettre toutes les chances de son côté pour décrocher un entretien, voire carrément le job? On en parle ouvre son guichet à toutes vos questions sur la recherche d'emploi. Posez-les à l'adresse courriel onenparle@rts.ch ou au 0800 108 208. Des spécialistes vous répondent jeudi 21 octobre 2021, dès 8h35, sur la Première. Invité.e.s: - Anne Donou, directrice régionale chez von Rundstedt - Alexandre Simonin, spécialiste en recrutement chez Kelly Services

  Click here for a machine-generated transcript.   Jo Ann Glim and her husband were enjoying the semi-retired lifestyle in their new, Florida home. They enjoyed day trips, volunteer activities, and other adventures. Jo Ann was starting a new temp gig at the Tropicana offices, and they were making all sorts of plans for the coming years .A blood vessel deep in Jo Ann's brain had other plans. It ruptured and damaged her Thalamus on her first day at a new temp job. Jo Ann would spend two weeks basically unconscious. With lots of work, determination, a a great team, she dove into her recovery. Twenty four years later, she joins us to talk about her journey, her writing, the risks of being a problem solver, and the things that helped along the way. Her book, Trapped Within: A True Story of Survival, Recovery, Love, and Hope* is available on Amazon. About Jo Ann Glim Jo Ann Glim was born in Chicago, Illinois to a military family and raised in Anacortes, Washington in the far reaches of the Pacific Northwest in a three-generational household. Even though the family was poor, she never knew it.  Poverty taught her life skills: self-sufficiency, creativity, and saving for a rainy day. Her childhood home was filled with love. Tragedy struck when she was fourteen and her mother passed away. Within three weeks, her grandparents were relocated to a nursing home in Illinois and she was taken in by her mother's sister. Everything she had known to be home was gone. ​After she finished school, Glim's career followed three paths: MEDIA - (as a disc jockey/copywriter) WSDM-FM Chicago, KMPX-FM San Francisco, and KIKI-AM Hawaii; and continued in COMMUNICATIONS - a forty-year freelance portfolio with credits including an award-winning column in fourteen northern Illinois newspapers; one-liners for nationally known comedians; monthly articles for Manatee County Florida's Chamber of Commerce Current magazine, to name a few. She took courses in BUSINESS MANAGEMENT - at a local college and after moving to the suburbs, began working for Kelly Services. Sixteen years later, she retired as an on-site Human Resources Manager responsible for the temporary needs of a Fortune 500 company. ​ She now lives in Florida with her husband, Bill, and their Scottish Terrier, Lucy. Her passions are writing, photography, and travel. She loves Chicago pizza, and is happiest travelling with her hubby, playing handbells, or on hiking trails with her camera and dog. Book Jo Ann sent me a copy of her book before we talked.  The book, Trapped Within: A True Story of Survival, Recovery, Love, and Hope*, chronicles her stroke and rehab experience. She gets deeper into her relationships with doctors, therapists, and her therapy roommate and shares fears, frustrations, and lessons learned along the way. Jo Ann writes with a crisp style that's easy to read. Her chapters are short. If you can read only a few pages without a nap, it's a nice choice. Or you can just read chunks of  it at one go. You can find Trapped Within on Amazon in paper or eBook versions. Check it out at http://Strokecast.com/TrapedWithin* "Trapped Within": Book Trailer Elizabeth Kubler-Ross and the 5 Stages of Grief Kubler-Ross wrote about grieving and death.  Recovering from stroke is similar, except instead of grieving over the loss of another person, we are grieving for the loss of our prior selves. Getting through that process takes time, but it also helps us adapt to the new life we have after stroke. The 5 stages of grief are: Denial Anger Bargaining Depression Acceptance. If you're struggling with moving on with your life a neuropsychologist or other counselor can help you navigate this path. Hack of the Week Lainie Ishbia from Trend-Able, who I spoke with in Episode 136 suggests that if you struggle with fastening buttons on a shirt, you can get around that. Just sew (or have someone else sew) the shirt closed at the buttons and turn it into a pull over. That way, you can still wear those stylish button down shirts without spending hours dealing with fussy closures single-handedly. Another option for those shirts, if you're not ready to get them sewn up, is to get a button puller*. This is an inexpensive device that makes it easier to fasten buttons with one hand. I use mine most when I'm trying to put my dress shirts on a hanger. Either way, you now have 2 fewer reasons to not wear that nice shirt. Links Where do we go from here? Check out Jo Ann's website at JoAnnGlim.com. And read more about her book at Strokecast.com/TrappedWithIn* Share this conversation with a friend by giving them the link Strokecast.com/JoAnn Subscribe to the free monthly Strokecast Newsletter to stay up to date on episodes and community news Don't get best…get better

There is still a huge amount of work to be done when it comes to truly embedding diversity, equity and inclusion into the workplace – especially in relation to creating employment for those who are marginalized. So, for this week's episode of The Shortlist we're delighted to be shining a spotlight on people who are determined to make actual change happen. First, we have Siobhan Sweeney, the Director of Development, Inclusion and Diversity at the Open Doors Initiative – an organization dedicated to creating opportunities for the marginalized through training, education and employment. And we also welcome Richard Bradley, the Managing Director UK & Ireland at the renowned recruitment company Kelly Services who has teamed with SocialTalent and Open Doors to train people in sourcing and provide an opportunity for employment. News stories: https://hbr.org/2021/06/research-what-inclusive-companies-have-in-common https://www.refinery29.com/en-us/disclosing-disability-job-interviews-at-work

Today's guest, Nicole Sharp founded her company Griffin Consulting Partners in 2017. Though she formed the corporation, it wasn't until a few years ago that she decided to go full time and really work on the business. GCP offers solutions in the fed health space and work with companies looking to grow and get into the space. With the mission to combine analytical thinking and intuitive understanding to unleash the full potential of their customers by delivering uniquely tailored consultancy services that are research-based, practice-informed, and results-oriented. Her current clients include VA, military health services throughout DOD, State and local hospitals. Prior to founding her business Nicole worked at Accenture, B A H, and Kelly Services three large defense contractors. But it was her decision to quit her job and focus on growing her business that changed it all. For the first 6 months she did spend time with friends and simply focused on learning everything about the business. She created a vision board, set her 12 month, 5year and 10 year goals and went to work. What is so humbling about Nicole was that even after winning her first contract she wondered how she got here. If that seems like an all too familiar circumstance of imposter syndrome stay tuned to this episode to hear what she did next and how she overcame it. I hope that you enjoy this upcoming episode as we take you through the journey of one of our very own GovconEDU alumni.

Great Dane is set to hold a job fair at their Kentville Road location on Monday, May 10th, beginning at 9 Am. Sarah Murphy from Great Dane, one of Kewanee biggest and best employers, joined WKEI on Wake Up Tri-Counties to discuss the positions, pay and benefits that can be earned by becoming a Champion at Great Dane. Don't miss the Great Dane Job Fair, 2006 Kentville Road in Kewanee on Monday, May 10th at 9 Am. If you'd like to apply for a job at Great Dane, go to Kelly Services to fill out an application.

Interview with Kristi Stepp – Kristi has over 30 years of experience with broad international and multicultural expertise. She has served in strategic human resource roles at several leading global organizations including General Motors, Kelly Services, Pepsi-Cola and Volkswagen.

O teletrabalho passou de raridade a realidade generalizada. Agora que estamos mais remotos do que nunca, vamos finalmente escolher onde viver em função de outro critério que não a nossa carreira? E a migração para trabalho pode ter os dias contados? António Carvalho, diretor de operações na Kelly Services e especialista em recrutamento, explica-nos que papel terão as migrações num mundo em que é cada vez mais possível trabalhar de qualquer lado. -------- Air Hockey Saloon de Chris Zabriskie é licenciada de acordo com a licença Atribuição 4.0 da Creative Commons. https://creativecommons.org/licenses/by/4.0/

Cześć! Dzień dobry!Raportów nigdy dość i tak jest tez i tym razem. Wraz z początkiem lutego 2021 ukazał się raport Focus on Łódź, którego autorami są Pro Progressio, PAIH, Urząd Miasta Łodzi, Cushman&Wakefield, Kelly Services i Devire. Kawa w rękę i posłuchajcie jak wygląda otoczenie sektora BSS w mieście Łodzi!Link do raportu - https://raporty.proprogressio.pl/A mnie możecie znaleźć tu:Klub Pro Progressio - https://bit.ly/ProProgressioClub Instagram - https://bit.ly/BSSbtInsta Facebook - https://bit.ly/BSSbtFB YouTube - https://bit.ly/BSSbeztajemnicYT Patronite - https://patronite.pl/wiktordoktorLinkedIn - https://www.linkedin.com/in/wiktordoktor/E-mail wiktor.doktor(@)proprogressio.pl

When Jennifer Nash was just 3 years old, she took classical ballet classes and piano lessons. She studied piano through high school and dreamt of attending Julliard to study classical piano. But her Dad wanted her to have ‘more practical skills’ to lean on, so she went to college and studied liberal arts. She triple majored in French, German and International Business, spending one of her undergraduate years in Germany. The bug bit Jennifer. She was wildly curious about what made people tick, how they made choices and took different actions.  After graduation, Jennifer went to work in the business world and soon felt like a round peg trying to fit into a square hole. She had this background that was rich in the arts and languages which gave her a unique way of looking at things. Jennifer was drawn to understanding people’s motivations and behaviors rather than operations or bottom line metrics. She decided to go to business school to expand her knowledge and found a discipline that was a good fit for her called management in organizations. It was primarily focused on the people side of business. Today, Jennifer Nash is an executive coach, consultant, advisor, author, and speaker. Her experience as both an executive and as a coach of high-performing leaders led her to create a heart-centered, relationship-based, and client-focused practice that helps executives get better at the human element of business.  In this week’s Work From The Inside Out podcast, learn more about Jennifer’s journey: Prior to launching Jennifer Nash Coaching & Consulting, Jennifer held executive and leadership roles at Deloitte Consulting LLP, Ford Motor Company, Kelly Services and Electronic Data Systems throughout her 25-year career.  Jennifer frequently contributes to Harvard Business Review Ascend and serves as an Executive, Leadership and Career Coach for the University of Michigan. Her forthcoming 2021 book is entitled Leading with Heart: The Human Element of Business™ Learn more and connect with Jennifer here: https://www.facebook.com/NashCoaching https://www.linkedin.com/company/NashCoaching @NashCoaching (Twitter) @DrJenniferNash (Instagram) https://www.youtube.com/channel/UCjJVvKJm20Y7Yjf-ONuYgsw Listen, subscribe and read show notes at www.tammygoolerloeb.com/podcasts/ - episode 104

Happy Monday, I hope you all had a wonderful Thanksgiving. This new episode of SnackWalls pairs well with a helping of leftovers, enjoy! Michelle has noticed that the diverse talent companies are looking for can be found overseas. Our current school system is not producing enough people to match the demand of the tech jobs here in the US. She doesnt think that a CS degree should be mandatory for software engineering roles because this requirement would exclude talented people that might otherwise be a good fit for the role. A degree should be listed on the “nice to have” list and employers should incentivize these candidates with a pay bump. Michelle believes that an apprenticeship pattern in tech would help with the talent supply shortage we face in the US. The next generation of workforce employees are growing up in a different world and might do well with a more hands-on-approach to training. From her experience, the best way to retain diverse employees in an organization is to treat them equally with everyone else. Michelle Barnard is a results-driven human resources professional recognized for success in recruiting high-caliber candidates and repeatedly exceeding placement goals. She works as a Senior Recruiter for Kelly Services and also runs a website (MB Job Seeker Advice) with career services and resources for active job seekers. Aside from being an HR professional, Michelle is a talented tarot card reader.Michelle Barnard: https://www.linkedin.com/in/michelle-barnard-7949721aMB Job Seeker Advice: https://www.michelletaniabarnard.comMichelle’s Tarot Readings: https://mbempresstarot.comTwitter: https://twitter.com/MeChelle15Instagram: https://www.instagram.com/mbempress_hbicYoutube Channel: https://www.youtube.com/user/mtbarnard1s1Facebook: https://www.facebook.com/michelle.barnard.1420More episodes of the SnackWalls Podcast: http://podcast.snackwalls.comSnackWalls is powered by San Diego Code School: https://sdcs.ioPlease share like and subscribe for more reach

Cześć! Dzień dobry!Oto i on! Specjalnie dla Was, 280 odcinek podcastu BSS bez tajemnic. Dziś EPT, czyli Ekspresowe Podsumowanie Tygodnia. Tego nie ma co opisywać, tego trzeba posłuchać. A tu znajdziecie linki do omawianych tematów. Zapraszam!#BSSbeztajemnic #podcast #BiznesPODCAST276 Polska przystań dla białoruskiego IT - https://www.spreaker.com/episode/41417560277 Bielsko-Biała w centrum uwagi - https://youtu.be/HHJmKECisx8288 HRowy HUB, czyli jak połączyć HR z RPA - https://www.spreaker.com/episode/41450754289 Już nie chodzi o FTE, ale o dostęp do umiejętności - https://youtu.be/fUY4i7_ZuVsRAPORTYFocus on Bielsko-Biała - http://www.outsourcingportal.eu/pl/focus-on-bielsko-biala-2020-pierwszy-raport-pro-progressio-na-temat-miasta-juz-dostepnyFrom Headcount to Skill Count - https://talent-alpha.com/future-of-work-report/Gdzie chce pracować pokolenie Z? - http://www.outsourcingportal.eu/pl/gdzie-chce-pracowac-pokolenie-zWyzwania działów HR podczas pandemii - http://www.outsourcingportal.eu/pl/jakie-sa-glowne-wyzwania-dzialow-hr-podczas-pandemiiNEWSyHR Detektyw po raz 10 - http://www.outsourcingportal.eu/pl/hr-detektyw-czesc-10-nowosci-i-zmianyFundusze hedgingowe odporne na COVID-19 - http://www.outsourcingportal.eu/pl/fundusze-hedgingowe-odporne-na-skutki-pandemiiDorota Hechner dołącza do Devire - http://www.outsourcingportal.eu/pl/dorota-hechner-objela-stanowisko-managera-pionu-perm-professional-w-devireMateusz Bonca na czele JLL - http://www.outsourcingportal.eu/pl/mateusz-bonca-nowym-dyrektorem-zarzadzajacym-w-jllTrzy lata Mindspace - http://www.outsourcingportal.eu/pl/trzy-lata-dzialalnosci-mindspace-w-warszawskich-koszykachZAPOWIEDZI22.10.2020 webinar Kelly Services - http://www.outsourcingportal.eu/pl/kalendarium/motywacja-pracownikow-w-nowej-rzeczywistosci22.10.2020 webinar Invest in Pomerania - http://www.outsourcingportal.eu/pl/kalendarium/przewaga-tkwi-w-roznorodnosci23.10.2020 webinar Inspire - http://www.outsourcingportal.eu/pl/kalendarium/efektywna-sprzedaz-w-branzy-hotelarskiej-jak-wykorzystac-model-spojnosci-w-dobie-recesji27.10.2020 webinar Noerr Biedecki - http://www.outsourcingportal.eu/pl/kalendarium/zwolnienia-jak-w-pokojowy-sposob-rozstac-sie-z-pracownikiem--- BSS bez tajemnic i Pro Progressio ---Klub Pro Progressio - https://bit.ly/ProProgressioClub Instagram - https://bit.ly/BSSbtInsta Facebook - https://bit.ly/BSSbtFB YouTube - https://bit.ly/BSSbeztajemnicYT Patronite - https://patronite.pl/wiktordoktorNapisz do mnie wiktor.doktor(@)proprogressio.plLub znajdź mnie na LinkedIn - https://www.linkedin.com/in/wiktordoktor/

Julie and Casey chat with Tech Humanist, Optimistic Futurist, and in-demand keynote speaker Kate O’Neill about the future of technology. As the lines between the digital and physical worlds blur, as AI, automation, algorithms, and data mining increasingly affect our lives, how can we prepare for the future? Along the way, Kate gives us insight into virtual presenting, what it’s like to go viral, why you should think pretty hard before posting those “viral challenges”, and revealing hidden truths without feeding conspiracy theories. TOP TAKEAWAYS: Optimism is not about ignoring the bad stuff, it’s about envisioning and working towards the good. Virtual Keynotes are a great leveler and an opportunity for more immediate and purposeful audience connection. Every opportunity to be authentic is a strategic choice. How can we expect to build products for all of humanity if we don’t have a wide representation of human experience in the room? Data is important because humans create data, and because it represents what we find meaningful. We need to get savvier about how companies are using our data, and about what we give them to use. Sometimes, you gotta reject “A to Z” in favor of “A to . . . Kumquat” Kate O’Neill is known as “the Tech Humanist.” She is helping humanity prepare for an increasingly tech-driven future by teaching business how to make technology that’s better for humans. Kate has led innovations across technology, marketing, and operations for more than 20 years in companies from startups to Fortune 500s. Among her prior achievements, she created the first content management role at Netflix; developed Toshiba America’s first intranet; led cutting-edge online optimization work at Magazines.com; was founder & CEO of [meta]marketer, a first-of-its-kind analytics and digital strategy agency; and held leadership and advisory positions in a variety of digital content and technology startups. Kate is a favorite keynote speaker for audiences of leaders from companies such as Google, Etsy, Coca Cola, McDonald’s, Cisco, Adobe, Kelly Services, and Charles Schwab, as well as the city of Amsterdam, the University of Cambridge, and the United Nations. Her insights and expertise have been featured in outlets like WIRED, and she has appeared as an expert commentator on the likes of BBC, NPR, Marketplace, and NBC News. Kate now lives in New York City, where she writes prolifically and contributes to numerous outlets on an eclectic array of topics, but her primary focus as both a writer and speaker is on the future of meaningful human experiences. Kate’s most recent book is Tech Humanist: How You Can Make Technology Better for Business and Better for Humans, and she now hosts a weekly live program and podcast called The Tech Humanist Show. More about Kate:  www.koinsights.com Follow Kate on Twitter: @kateo Watch/listen to The Tech Humanist: https://www.thetechhumanist.com

“If you can’t get excited about what’s going on, then I think you’re missing something … I believe there’s far more to get excited about.” – John Healy  In this episode of OneTAKE Live, host Ian Barkin sits down with John Healy, vice president and managing director of Kelly OGC at Kelly Services to discuss what the future of work entails, how the culture of work is changing, and the innovative new ways companies can empower their workforce.    The pandemic has been a catalyst for intense acceleration. Practically overnight, companies transitioned to work-at-home models, adopted emergent communications technology, and have had to rethink everything about the way we work. Rebuilding the workforce post-pandemic will require a radically new approach — and some outside-the-box thinking.  Fortunately, we have John Healy to help guide us through the chaos. As a leader at Kelly’s Office of the Future of Work, he knows a thing or two about what tomorrow’s workforce might look like. According to him, this time of rebuilding presents a unique opportunity for leaders and employees alike to rethink their processes: “Fixing something like that is a genuine opportunity for so many people in the process. Not just for employers or for staffing companies,” John explains. “It’s good for society.”  In his role as the vice president and managing director at Kelly, John studies not only the future of the workforce and technology, but also the workplace and social norms. He believes that it’s possible to leverage talent to create business communities that value improvement, accountability, and opportunity.    Join us as we learn about all the ways work and the workforce are evolving on OneTAKE Live!  Episode ResourcesSYKES Jobs.SYKES.com John Healy’s Twitter John Healy’s LinkedIn Kelly  

  In this episode, we interview Professor Jane Dutton is a world expert in the field of Positive Organizational Scholarship. She shares ideas on how small actions can create a big impact and help your team flourish. Dr. Dutton co-founded the Center for Positive Organizations at the Ross School of Business in 2002.  She is the only Distinguished University Professor on the faculty at Ross, which is the highest award given to a faculty member at the University of Michigan.  Jane's research and teaching sit at the interaction of strategy, management, and psychology. In particular, she examines how high-quality connections and identity processes increase employees' and organizations' capabilities. She has published 13 books; two focused directly on managers, including her most recent book with Gretchen Spreitzer, How to Be a Positive Leader: Small Actions, Big Impact.    She serves on the Board of Directors for Kelly Services. She has also worked with over 160 for-profit and not-for-profit organizations as a faculty coach with teams of MBA students doing consulting on strategy, marketing, and leadership projects.  

Many recruiters have been through a tough time but as we move forward there is also clarity emerging around how to build back better and use the current circumstances to innovate and do things differently. This episode asks Richard Bradley, Managing Director UK & Ireland from Kelly Services and Richard Vickers, Chief Executive Officer from Search Consultancy what opportunities they see and what the government can do to help the labour market. Both Richards were clear on the importance of the industry's role in working with the government on schemes such a Kickstart to help get the labour market back to strength. Richard Bradley from Kelly thinks the government must engage with bodies like the REC to get more people into work.

Episode Title: How To Tell A Story In this episode, we talk to Ben Proudfoot (Award-Winning Filmmaker & Founder of Breakwater Studios)as we discuss what it takes to tell a great story, his time at USC Film school, and more.  **More On Ben** Award-winning director and 2020 Forbes 30 Under 30 entrepreneur Ben Proudfoot is the founder and creative force behind Breakwater Studios. Once a world champion in sleight-of-hand magic, Ben now brings that spirit of wonder to filmmaking, directing or producing more than forty original short films a year, many in partnership with brands like The New York Times, Charles Schwab & Co., Annapurna Pictures and Unity Technologies. The Nova Scotia native drives Breakwater's humanist storytelling across documentary, narrative, and branded mediums. Proudfoot's latest series, Almost Famous, was released with The New York Times to widespread acclaim. The series profiles figures adjacent to history. Whether he's crafting the latest Breakwater Original or directing an international branded documentary series, Proudfoot leads a diverse team of dedicated artists, craftspeople, technologists, and business people across a variety of pre-, post-, and physical production spectrums at the studio and around the globe, very much in the model of the original studio system. Proudfoot is highly sought-after for telling emotionally-moving and easily shareable stories in a short-form documentary style that combines the best of premium Hollywood filmmaking. In 2018, Proudfoot partnered with Gigi Pritzker and Clint Kisker's MWM to make Breakwater Studios one of the first venture-backed branded content studios.  A pioneer in the brand filmmaking space, Ben and Breakwater also lead a wave of filmmakers reinventing the advertising industry. Breakwater produces bespoke branded content for individual, governmental, and corporate clients, including Charles Schwab & Co., LA Phil, Unity Technology, Kelly Services, and Annapurna Pictures. In addition to a long list of awards and distinctions, festival successes, and placement on television shows, such as Oprah's Super Soul Sunday, Breakwater won an Emmy for the PBS documentary Montage: Great Film Composers and the Piano. In 2019, Proudfoot's short documentary series, Almost Famous, including the films The King of Fish and Chips, Kim I Am, The Other Fab Four & The Lost Astronaut, were New York Times Op-Docs. His original film, That's My Jazz, had its world premiere at the Tribeca Film Festival, and his branded film, The Youngest Captain, won a 2019 Webby Award. His work has also received seven coveted Vimeo Staff Picks for films That's My Jazz, ink&paper, The Ox, Turns, Why This Road: Dan Portelance, Kunstglaser, and Still Here, made with Annapurna Pictures. He lives in Los Angeles with his wife Grace and dog, Dumpling. Start a conversation with Ben by emailing ben@breakwaterstudios.com. Written by: Dominic Lawson  Executive Producers: Dominic Lawson and Kenda Lawson Music Credits: **Show Theme**  Behind Closed Doors - Otis McDonald  **Break Theme** Cielo - Huma-Huma  Sponsors/Partners Purchase a Flexio Series sprayer from Wagner Use code BETTEREVERYDAY for 30% everything sitewide at ladder.sport. That's “BETTEREVERYDAY” for 30% off at ladder.sport.

Ben Proudfoot (Award-Winning Filmmaker & Founder of Breakwater Studios) Show Notes:In this episode, we talk to Ben Proudfoot (Award-Winning Filmmaker & Founder of Breakwater Studios)as we discuss what it takes to tell a great story, his time at USC Film school, and more. **More On Ben** Award-winning director and 2020 Forbes 30 Under 30 entrepreneur Ben Proudfoot is the founder and creative force behind Breakwater Studios. Once a world champion in sleight-of-hand magic, Ben now brings that spirit of wonder to filmmaking, directing or producing more than forty original short films a year, many in partnership with brands like The New York Times, Charles Schwab & Co., Annapurna Pictures and Unity Technologies. The Nova Scotia native drives Breakwater’s humanist storytelling across documentary, narrative, and branded mediums. Proudfoot’s latest series, Almost Famous, was released with The New York Times to widespread acclaim. The series profiles figures adjacent to history. Whether he’s crafting the latest Breakwater Original or directing an international branded documentary series, Proudfoot leads a diverse team of dedicated artists, craftspeople, technologists, and business people across a variety of pre-, post-, and physical production spectrums at the studio and around the globe, very much in the model of the original studio system. Proudfoot is highly sought-after for telling emotionally-moving and easily shareable stories in a short-form documentary style that combines the best of premium Hollywood filmmaking. In 2018, Proudfoot partnered with Gigi Pritzker and Clint Kisker’s MWM to make Breakwater Studios one of the first venture-backed branded content studios. A pioneer in the brand filmmaking space, Ben and Breakwater also lead a wave of filmmakers reinventing the advertising industry. Breakwater produces bespoke branded content for individual, governmental, and corporate clients, including Charles Schwab & Co., LA Phil, Unity Technology, Kelly Services, and Annapurna Pictures. In addition to a long list of awards and distinctions, festival successes, and placement on television shows, such as Oprah’s Super Soul Sunday, Breakwater won an Emmy for the PBS documentary Montage: Great Film Composers and the Piano. In 2019, Proudfoot’s short documentary series, Almost Famous, including the films The King of Fish and Chips, Kim I Am, The Other Fab Four & The Lost Astronaut, were New York Times Op-Docs. His original film, That’s My Jazz, had its world premiere at the Tribeca Film Festival, and his branded film, The Youngest Captain, won a 2019 Webby Award. His work has also received seven coveted Vimeo Staff Picks for films That’s My Jazz, ink&paper, The Ox, Turns, Why This Road: Dan Portelance, Kunstglaser, and Still Here, made with Annapurna Pictures. He lives in Los Angeles with his wife Grace and dog, Dumpling. Start a conversation with Ben by emailing ben@breakwaterstudios.com. Follow The Startup Life Podcast Facebook Page Want gear from The Startup Life? Check out our gear! Check out other great podcasts from The Binge Podcast Network. Written by: Dominic Lawson Executive Producers: Dominic Lawson and Kenda Lawson Music Credits: **Show Theme** Behind Closed Doors - Otis McDonald **Break Theme** Cielo - Huma-Huma Sponsors/Partners Purchase a Flexio Series sprayer from Wagner Use code BETTEREVERYDAY for 30% everything sitewide at ladder.sport. That’s “BETTEREVERYDAY” for 30% off at ladder.sport.

In this episode, we talk to Ben Proudfoot (Award-Winning Filmmaker & Founder of Breakwater Studios)as we discuss what it takes to tell a great story, his time at USC Film school, and more.  **More On Ben** Award-winning director and 2020 Forbes 30 Under 30 entrepreneur Ben Proudfoot is the founder and creative force behind Breakwater Studios. Once a world champion in sleight-of-hand magic, Ben now brings that spirit of wonder to filmmaking, directing or producing more than forty original short films a year, many in partnership with brands like The New York Times, Charles Schwab & Co., Annapurna Pictures and Unity Technologies. The Nova Scotia native drives Breakwater's humanist storytelling across documentary, narrative, and branded mediums. Proudfoot's latest series, Almost Famous, was released with The New York Times to widespread acclaim. The series profiles figures adjacent to history. Whether he's crafting the latest Breakwater Original or directing an international branded documentary series, Proudfoot leads a diverse team of dedicated artists, craftspeople, technologists, and business people across a variety of pre-, post-, and physical production spectrums at the studio and around the globe, very much in the model of the original studio system. Proudfoot is highly sought-after for telling emotionally-moving and easily shareable stories in a short-form documentary style that combines the best of premium Hollywood filmmaking. In 2018, Proudfoot partnered with Gigi Pritzker and Clint Kisker's MWM to make Breakwater Studios one of the first venture-backed branded content studios.  A pioneer in the brand filmmaking space, Ben and Breakwater also lead a wave of filmmakers reinventing the advertising industry. Breakwater produces bespoke branded content for individual, governmental, and corporate clients, including Charles Schwab & Co., LA Phil, Unity Technology, Kelly Services, and Annapurna Pictures. In addition to a long list of awards and distinctions, festival successes, and placement on television shows, such as Oprah's Super Soul Sunday, Breakwater won an Emmy for the PBS documentary Montage: Great Film Composers and the Piano. In 2019, Proudfoot's short documentary series, Almost Famous, including the films The King of Fish and Chips, Kim I Am, The Other Fab Four & The Lost Astronaut, were New York Times Op-Docs. His original film, That's My Jazz, had its world premiere at the Tribeca Film Festival, and his branded film, The Youngest Captain, won a 2019 Webby Award. His work has also received seven coveted Vimeo Staff Picks for films That's My Jazz, ink&paper, The Ox, Turns, Why This Road: Dan Portelance, Kunstglaser, and Still Here, made with Annapurna Pictures. He lives in Los Angeles with his wife Grace and dog, Dumpling. Start a conversation with Ben by emailing ben@breakwaterstudios.com. Follow The Startup Life Podcast Facebook Page Want gear from The Startup Life? Check out our gear! Check out other great podcasts from The Binge Podcast Network. Written by: Dominic Lawson  Executive Producers: Dominic Lawson and Kenda Lawson Music Credits: **Show Theme**  Behind Closed Doors - Otis McDonald  **Break Theme** Cielo - Huma-Huma  Sponsors/Partners Purchase a Flexio Series sprayer from Wagner Use code BETTEREVERYDAY for 30% everything sitewide at ladder.sport. That's “BETTEREVERYDAY” for 30% off at ladder.sport.

Punk Rock HR Episode 123: Carl Camden is the former CEO of Kelly Services and the current president of iPSE-U.S. He has dedicated more than 25 years of his life to advocating for the independent workforce. This has looked like creating career opportunities and seeking justice for independent workers by challenging leaders to adapt to the future of work. In 2017 Carl assembled industry leaders, House members from both parties, and association leaders for an exclusive D.C. event. This eventually became the genesis for iPSE-U.S. Today, this organization partners with a variety of other companies to provide the protection that corporations offer to their employees for independent workers. In this episode, we talk about the differentiation between full-time workers and the gig economy and how often that differentiation turns people into second-class citizens. We also talk about the third rail of work, health-insurance benefits, and how iPSE-U.S. helps make it accessible to contractors. The gig economy covers everybody from Ph.D. scientists to delivery drivers and it could include you. So, if you have any interest in the topic, listen to my conversation with Carl.  In this episode you’ll hear: How Carl got to where he is today. Where we are today in the world of work. What Carl is doing to advocate for independent workers today. How independent workers are treated differently in the workplace. Independent work within marginalized communities. Carl’s prediction regarding breakthroughs in this area in the next generation.   Resources from this episode: iPSE-U.S. Laurie on Instagram Laurie on LinkedIn Read more from Laurie Work with Laurie   *** EPISODE CREDITS: If you like this podcast and are thinking of creating your own, consider talking to my producer, Danny Ozment. He helps thought leaders, influencers, executives, HR professionals, recruiters, lawyers, realtors, bloggers, coaches, and authors create, launch, and produce podcasts that grow their business and impact the world. Find out more at https://emeraldcitypro.com 

Kate O"Neill Kate O’Neill is the founder and CEO of KO Insights, a strategic consultancy committed to improving human experience at scale. She is the author of Tech Humanist: How You Can Make Technology Better for Business and Better for Humans. A thought-provoking and dynamic speaker, Kate appears frequently at industry conferences and private events around the world, providing galvanizing keynotes, moderating and participating in lively panel discussions, and facilitating transformative executive workshops and retreats. Clients have included Google, Cisco, Etsy, Coca Cola, McDonald’s, Kelly Services, as well as educational institutions including the University of Cambridge and Yale University, professional associations like YPO and SHRM, industry conferences like INBOUND and UX Australia, cities such as Amsterdam, cultural institutions, and a wide variety of NGOs and IGOs including the United Nations. Karl Post Karl Post is the President at TallGrass Public Relations and the Hayzlett Group and a Co-Founder in the C-Suite Network. His experience includes a distinguished background in international franchising, business consulting and corporate business development. He worked in a variety of roles that included responsibilities for strategic relationships and partnerships, worldwide marketing, financial consulting and contract negotiations.

Cześć! Dzień dobry!Świat BSS, to również świat firm zajmujących się rekrutacjami. Dziś zapraszam na odcinek poświęcony jednej z największych firm rekrutacyjnych na świecie - Kelly Services. Spółka od lat jest obecna w Polsce i stanowi mocne wsparcie dla branży usług dla biznesu. Zresztą posłuchajcie sami.--- linki ---Kelly Services na świecie - https://www.kellyservices.us/Kelly Services w Polsce - https://www.kellyservices.pl/Kelly Services na OutsourcingPortal - http://www.outsourcingportal.eu/pl/wizytowka-firmy/kelly-services--- BSS bez tajemnic i Pro Progressio ---Klub Pro Progressio - https://bit.ly/ProProgressioClub Instagram - https://bit.ly/BSSbtInsta Facebook - https://bit.ly/BSSbtFB YouTube - https://bit.ly/BSSbeztajemnicYT Patronite - https://patronite.pl/wiktordoktorNapisz do mnie wiktor.doktor(@)proprogressio.pl

 Alright Savages, this week’s episode is going to level up your recruitment game. You are about to learn some practical tips on how you can bring in the best talent for your business that will result in growth and scale in your company. We are joined by DSP aka David Stephen Patterson, the man with the plan. He is amazing at picking through the bunch to find those genuine hard workers. Through working-interviews, he hires challenge-driven people who go on to be extraordinary assets to companies. Stay tuned because we are going to talk about the following take-a-ways: Set proper expectations when you hire.Avoid miss hires by test driving your candidates.Working interviews Value Bombs: “Treat your recruitment like its a marketing function. So you have leads that you’ve nurtured over time. There are high-quality leads, low-quality leads, and medium-quality leads. Your talent force is much the same way.” “What you lack in polish, you make up in passion” “People aren’t willing to put in that extra work but it’s the extra that goes a long way. Lead with value.” Subscribe  Apple | Google | Spotify | Stitcher  David Stephen Patterson is a 20-year vet in the recruitment industry. He started out at a staff day labor company that hired the homeless to work on construction sites for daily pay. Then there was a stent with Kelly Services before he started his own SAP recruitment firm. Lately, he has started to train other headhunting independent firms.  Segment Timestamps/ Episode Highlights: [01:07] Introduce DSP so he can discuss recruiting talent [06:33] Discuss the new way recruit in the current economy [08:06] Treat your recruitment like you would your marketing. [12:30] Create a paid recruitment program that increases retention. [20:10] Consider candidates that lead with value. [23:53] Utilize working interviews to save yourself the headache of miss hiring [27.01] Build champion employees by setting expectations through rigorous management [30:22] Attract A-Player hires by laying out the results you expect in the job description Savage Marketer Resources Follow our guest David Stephen Patterson on Linkedin!Join our Community for updates. Check out more savage marketer podcasts Here!

The teacher shortage problem is a national crisis. And, it's not getting any better. In this podcast, Nikki Soares, senior vice president of the Education Practice for Kelly Services, discusses the possibility of a new workforce model. A model that doesn't lower expectations but expands them to fill teacher vacancies with new talent with qualified credentials

FACEBOOK GROUP: https://www.facebook.com/groups/372761016618589/ COMPANY: https://www.seattlesearch.io/ TWITTER: none LINKEDIN: https://www.linkedin.com/in/benjaminnader/ SIX FIGURE RECRUITER: https://6figurerecruiter.com Have you wanted to start your own recruiting/staffing agency but don't know where to start? Maybe you're currently a recruiter, working in corporate, agency or H.R and know you can do SO much better. Maybe you're a savvy entrepreneur that's ready to build something big. In either case, are you sick of seeing your potential go to waste, working for a large firm or an agency where you make them millions but take home nothing? If any of this is true for you, you're in the right spot and I'll tell you why. 85% of Recruiters, H.R personnel & Talent Acquisition Professionals want to go solo, create their own agency, get their own clients and make 100% of their fees. The downside is, you're probably stuck. Stuck in a position using old school techniques, stuck working somewhere you don't enjoy, for someone else.... just to keep the paychecks coming, stuck THINKING, that none of this can change. If Aerotek, Tek-Systems, Robert Half, Adecco, Kelly Services and other agencies have YOU call clients for them AND fill those positions for them.....why shouldn't you take 100% of your fees..? I left a corporate tele-sales job, 5 years ago to start my own recruiting agency. I made my first $100,000 in 6 months and scaled upwards ever since. How did I do it?

Ever wondered what unconscious bias' you might have and how they might impact your work as an educator? Join us as we talk with Ticia Montgomery, Director of Organizational Development at Kelly Services, and she dives into what unconscious bias is, how it impacts the assumptions you make, and what steps as an educator you can take to overcome your biases and further your empathy.

Human Cloud Solution with KellyOCGThis week, I’m joined by Ed Pederson, the VP of Product Development at Kelly Services, and my Toptal colleague, Rory Spanier.Ed is a subject matter expert in product development, design thinking, operational execution, strategic sourcing, operational procurement, and Lean Six Sigma processes. He leads a team of product developers who produce net new products across the Kelly enterprise.Rory is the director of Staffing Programs at Toptal and specializes in solving challenging enterprise client-talent needs. Rory kicks off our conversation with an exciting announcement!Questions I ask:We’re at an unprecedented time in history. Ed and Rory, how do you feel about where we all are right now?As clients roll out the Human Cloud Solution, what is the acute problem that they’re trying to solve on Day 1?What do you attribute Kelly Services’ longevity to, especially looking back at how the industry has transformed?What do the next 2-5 years look like for the Toptal-Kelly partnership?In this episode, you will learn about:Toptal’s partnership with KellyThe new Human Cloud SolutionThe trends surrounding the “skills gap”The Toptal networkConnect with Ed and Rory:Ed's LinkedInKelly ServicesKelly OCGRory's LinkedInEmail: rory.spanier@toptal.com See acast.com/privacy for privacy and opt-out information.

For our inaugural episode of "Rethinking Education", we're joined by vice president and managing director of the Office of the Future of Work for Kelly Services, John Healy, as we take a deep dive into the concept of human agility, the need to train students, and the rapidly evolving "future of work".

Serge Boudreau is the Manager of Talent Acquisition at Calgary based BURNCO Rock Products. With his job board background he is revamping their recruitment process from a marketer's perspective. LI: post mentioned: https://www.linkedin.com/feed/update/urn:li:activity:6620785258625409024 Serge Boudreau: This is Serge Boudreau, manager of talent acquisition at BURNCO Rock Products, and I'm next on the RecTech podcast. Speaker 2: Welcome to RecTech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world along with recruiters who will tell you how they use technology to hire talent. Now, here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: All right. You're listening to the only podcast that helps employers and recruiters connect with more candidates through technology-inspired conversations. We're all about the new tools and tactics to land more talent. Today's episode is a practitioner edition. RecTech Podcast sponsored in part at our friends at Emissary.ai, the text recruiting platform. You want to get superstars in demand and on the move, Emissary is the easiest way to connect with them faster and more effectively wherever they are. Each recruiter seat you get on Emissary gets their own phone number to use as their primary phone number for candidate conversations. All those conversations are stored in the text inbox on Emissary. You choose the area code, so each of your recruiters will get a 10-digit the candidate sees when they receive the message. They can have the option for call forwarding to their cell or office line. Go to Emisarry.ai, self-schedule a demo, let them know you heard it on the RecTech Podcast. Chris Russell: He's at the top. Serge Boudreau runs talent acquisition for BURNCO Rock Products out of Calgary, Alberta. He's also a listener of the show, so I'm extremely glad he's about to make is RecTech debut. Serge, welcome. Serge Boudreau: Thank you, Chris. I'm very excited to be here or talking to you. Definitely, I've been listening to your podcast almost since the inception, so for you to ask me to come onboard was very exciting on my end. Chris Russell: Awesome. I always love it when I get a listener on the show itself. So appreciate that volunteering there. I was looking at your LinkedIn profile before we get started today. You got an interesting background overall. I want to start there, I think. You've worked time at Kelly Services. You worked at Indeed Canada and also Workopolis. I'm assuming you were there at Workopolis when the takeover happened by Indeed. Would that be a correct assumption? Serge Boudreau: Actually, no. Chris Russell: Oh. Serge Boudreau: I was at Indeed when Indeed purchased Workopolis, which was very interesting. Chris Russell: Okay. So the reverse, okay. Serge Boudreau: Yeah, I actually had joined Indeed already. It was interesting. Like you said, my background is quite varied. I actually started my career in talent acquisition as a recruiter. Then got promoted in through a different recruitment manager roles. Then decide to really go on the vendor side and go at Workopolis. During that time, Workopolis was very dominant here in Canada as far as the job site of choice. I think it was really Workopolis and Monster had quite a bit of market share here as well. I had the pleasure of being in charge of sales and operation for Western Canada and Quebec for a while. I do speak French as well, but spent quite a bit of time there. Unfortunately, when Indeed came into the market or fortunately or unfortunately, depending on how you look at it, it really took a lot of market share and really hurt Workopolis. Serge Boudreau: Eventually, pretty much led to Indeed acquiring in that point, but a couple factors that happened is here in Western Canada, especially in Calgary, it's very oil and gas focused, the industry. So in 2014 when oil and gas just crashed, also did the recruitment aspects of it. It really put Workopolis in strain in Western Canada, hence I moved to Kelly Services, which was actually my first foray in a staffing firm. I learned a lot, both on the permanent placement, but mostly, we did a lot of contract for contract workers for large oil and gas. A lot of the workforce became a contract workforce as they were hiring just based on the economy. Serge Boudreau: Then had the pleasure to do a very similar role at Indeed where I basically led the Western sales team here in Canada. I did Quebec for a while as well there, so it was kind of going back to my old days at Workopolis. Then one day, we acquired Workopolis, and it felt like the old Godfather line, "When you think you're out, they pull you back in." It's how I felt. I have so many great memories and everything at Workopolis, but, obviously, Indeed in the Canadian marketplace and also in the US has been very dominant. Chris Russell: Yeah. Rumor has it that ZipRecruiter was also trying to bid for Workopolis. Do you know if that's true or not? Serge Boudreau: I've heard similar rumors. Yeah, there's a couple of other. The other rumors I've heard, there was also other Canadian players that were looking to basically going around Workopolis. In Canada, just to give you a landscape, there was Workopolis. Obviously, the normal American job board, so CareerBuilder, Monster, but there's a Quebec job board that's making a lot of inroads in Canada was Jobillico. There was rumors they were potentially trying to acquire Workopolis. Obviously, Nubo or now Talent.com, there's rumors they were in the picture, but I don't exactly what happened in the end of the day, but I'd be shocked if ZipRecruiter was not part of that conversation for sure just because Workopolis brand was so strong in Canada. Chris Russell: Yeah, totally. Okay, cool. Well, thanks for that history lesson there, Serge. Tell me about more about what you guys hire for there at BURNCO and I'm curious to talk to me a little bit the size of your recruiting team there, and how many people they are, and how many recs you guys are looking to fill this year, and things like that. Serge Boudreau: Yeah. No. BURNCO Rock Products is an interesting business. We basically take big rocks and make them into small rocks to really simplify what we do, but a lot of people. We operate in Canada and the US. In Canada, concrete. So you've seen those concrete mixer trucks. We do asphalt aggregate, which is basically the foundation of construction for highways, anything like that. We also run supply, basically landscape supply, landscape, hardscape supplies to retail stores for contractors and for basically the weekend landscape person that's coming in to get a bag of rocks or get some landscape stones or whatever the case is. In the US, we're heavily focused on concrete and aggregate. We have operations in Texas and in Colorado. Serge Boudreau: The great majority of what we hire and the biggest challenge, as you're probably well aware of, is drivers. Our drivers in Texas and Colorado, it's a massive challenge as everyone is seeing in the industry of all type of driving jobs. In Canada, very similar, but we also hire in Canada anything from head office. We do from IT roles to anything across the board. Our structure is a little bit different as far as how much we recruit. In total, we hire around 550 people a year. Very small team. When it comes to recruitment, it's a little bit of a structure. How my role falls into play is basically I'm responsible for the creation and the governance of our whole talent acquisition strategy. The great majority of the actual execution is done by our HR business partners that's responsible for each business division. I do have a team of coordinators and also recruiters to assist, but the lead on the intake on the role from the hiring manager is done by the HR business partner or the HR manager in that particular location comes to us. Serge Boudreau: The biggest part of my job is more in the recruitment marketing side to make sure that we are doing everything out there, especially in the recruitment market to get enough candidates and enough qualified candidates so we can actually fill those roles. I'm going to brag a little bit, but hiring 500 roles and really having a tiny recruitment team is something I'm really proud of. A lot of that, coming in is I had the opportunity to create a really robust team, but I decided to look at how we can be efficient. We really automated a lot of our processes, a lot of how we're going out to the market from... Basically, if we can automate it, we're automating it. I really want the recruitment and the HR business partner focus 100% on relationships. I really do strongly believe in the candidate experience and our hiring manager experience is the two things I really care about. Serge Boudreau: When I first started, to give you an idea, we were still accepting resumes. We didn't have an ATS. We had zero technology. Basically, I was guided to a filing cabinet with all the resumes we'd received over the last 10 years, which I was kind of shocked to see. Chris Russell: Filing cabinet, huh? Serge Boudreau: Yeah, exactly. And just the word fax. I'm not that young. I'm not that old, but in reality, I didn't know fax machines still existed in the corporate world, especially coming from pretty innovative companies like Indeed. So we completely revamped what we did. I feel today, in our market, in our industry, we're definitely highly innovative in what we do, and how we go to the market, and how we actually get our employees. So quite a big of changes, but it's been lots of fun in the past year. We've accomplished a lot. Chris Russell: Yeah, it sounds like it. We're going to dive into that. I'm going to give you some props first though because as a recruiting marketer, I like to see people like yourself out there doing unique things that are unique in terms of social media stuff. You posted something yesterday which I called out and threw it up on my LinkedIn recruiting marketing group, which is basically just a job post. Now, when I typically see job posts on LinkedIn, it's all same thing. It's all we're hiring, right? With a simple link and maybe a small- Serge Boudreau: I hate we're hiring, by the way, not to cut you off. Chris Russell: So do I. Serge Boudreau: But I just hate that phrase. Anytime I see it, it's a massive turnoff. Sorry. Go ahead. Chris Russell: Everyone's hiring. Who cares what the- Serge Boudreau: Yeah, exactly. Chris Russell: What the job seeker wants to know is why should they come work there or something unique about that employer itself. Let me just read for the audience what you wrote here, and I'll put a link to it in the show notes as well. It says... Well, let me describe it first. It was a picture of a bunch of trucks lined up. It looks like it's at a rock quarry, but it's from 1950s, it looks like. There's a bunch of old trucks sitting there. Serge Boudreau: Yeah. Chris Russell: Looks like old cement mixers. Are those cement mixers? Serge Boudreau: They are, yeah. That's 1940. Chris Russell: 1940, okay. So I go back even further. You've got the BURNCO logo in red there right on top, so it stands out pretty well. First of all, I think the black and white photo is unique too for one thing. That's going to catch my eye, number one, and your logo there is right there on top in red. You can't miss this thing. Audience, it says, "Judging by the picture, we need to hire someone to do some better financial planning so we can update our equipment. I'm kidding, but we are hiring a finance planning and analyst profession for our Texas office. Click on the picture to find out if this opportunity, an iconic 107-year-old family business, is the right place for you." I love that, Serge. That's a great example of how to use social media right when it comes to promoting a job. So kudos to you and great job there. Serge Boudreau: Thank you. What's interesting in looking at what our value proposition as an employer is and looking at how we're going to go to the market, I think there's a couple things that I looked at is we're 107 years old. We're a fourth-generation family business. In an economy, especially in the Calgary market, where I wouldn't say it's doing really well just based still on oil and gas and the Canadian market, people are looking for a little bit stability, companies that have been a long time. I do a mixture of either people that are genuine people that work within the company and are still here, and they're happy. The other is when I'm doing equipment or anything like that, I love the vintage stuff. I think it stands out. I think it's our unique proposition to the market that we've been around forever. We have a lot of history. That picture is from 1940. I have pictures actually from our inception, which was in 1912. Our CEO is... Like I said, he's a fourth-generation Burns, so it's been in the family. It's a unique proposition. Serge Boudreau: I leverage social media quite a bit. We have our own social media site that's just dedicated towards the employee side of it, what it is. It's also my recruitment marketing launchpad, but I'm trying a lot of different things to see what resonates better in the market. Some of it generic, just like, "Here's my job. Here is the 100 list of things that I need you to be able to do to hire here," just it doesn't attract. I know it from working plenty of years at a job board, and understanding what works, what doesn't. So I'm always testing from witty to straight up. Serge Boudreau: I try to stay away from the faux employer brand. What I mean by that is try to be authentic with what you're doing. I get caught in it sometimes, and I put buzzwords or things that really are too corporate-y. Our employees that we're hiring are true, what I call, salt of the earth type people, hard workers, and they don't want the corporate BS that a lot of job postings are out there or how we're targeting it especially. I do a lot of Facebook targeted ads. I try to do the same thing there because it's really hitting the demographic of the people I'm trying to start- Chris Russell: How are those working for you, Serge, because they changed their ad restrictions there? Were you affected by that? Because it seems like now it's a much broader set of people you can target with that ad, and it's going to lessen, I think, the overall quality of click-through rates in some of these ads there. Tell me what you're seeing from your standpoint. Serge Boudreau: Yeah. I hate it, first of all, because I was able to target. I think it's doing exactly the opposite of what they were trying to do. I get it. I get the reasoning, but I get the challenge because, in certain cases, it really has affected the way I can target from... To give you an idea of that is I was able to target specifically ads in either a different language or specific demographic or even in some cases, I am actually physically targeting a minority group because I want to hire them. Now, I'm caught in the situation that it's a lot tougher to do. Serge Boudreau: So right now, I can't be as targeted. I really have to spread it out to everyone, which is fine. I have actually had success in some ways because I'm hitting the husbands of people that could work for us or the wives, and they're sharing it to their network, which if I was really specific on my targeting, I maybe not would have hit them as much. So I'm not totally pissed off, but it's made my job a little bit harder in how I approach Facebook ads because I think they're a great tool for recruitment. I think especially I'm hiring a demographic that spends a lot of time on Facebook, so I need to be there more than I need to be on any other tools out there. Chris Russell: Are you- Serge Boudreau: Yeah, it hasn't been great. Chris Russell: For your ads on Facebook, are you doing legion ads where you just capture the contact info or are you actually redirecting them back to your job somewhere? Serge Boudreau: I leverage ViziRecruiter. I don't know if you've ever heard of Vizi, which it's basically how it's leading to my... Basically, I take the Vizi ad, and then it's basically driving it to apply directly to my career site, but there's not many clicks. It's they see the job description. They click on the ad. They see the Vizi, which, in my opinion, it's really cool. It's probably the thing I get the most complement- Chris Russell: Yeah. Describe ViziRecruiter for the audience, if you could. Tell them what it is. I love the product as well. Serge Boudreau: Yeah. So- Chris Russell: I remember when it came out a few years ago and I was like, "Wow. This is what every career site should look like basically." Serge Boudreau: I agree. I think the biggest challenge that I have I'm a horrible copywriter. I try to do my best, and when I looked at my job ad coming in, there's a big difference between a job description and a job ad. So I was able to really focus my job ad, but Vizi just brought it to the next level where it basically takes your job ad. It creates it in a really nice-looking format that's easily digestible with nice pictures. The key highlights are really easy to read as they're kind of in a... not in a bullet point, but I don't know what the exact word is. It's basically laid out in very visual way. Serge Boudreau: Instead of creating an ad for every time that I'm doing any type of social media campaign on my own, I'm just taking the link from Vizi. It's already done. Vizi is something that I've had a lot of compliments from job seekers, from my counterparts in the industry as how cool it looks because it does look... Not to advertise anyone. They're not paying me, but I definitely recommend if there's any practitioners out there to take a look at Vizi because it's made a big difference in the look of my ads. Chris Russell: Yeah. Listeners, go out there, search BURNCO careers. You can see some of their jobs there. It's a very visual. It's basically a visually-stunning job description overall. I like how I click on the Texas drivers here and the shot of the cement mixer pans in on itself. It's very colorful and definitely eye-catching overall. There's no paragraphs of texts. It's just blocks of images or, sorry, blocks of elements here with some icons, things like that. So I do love the overall visual-ness of the job. I think every job ad should look like this overall, but I shall there... so you mean- Serge Boudreau: It does make it stand out. You described it way better than I did, so thanks, Chris, but it does make it stand out. It really differentiates. It helps you, like what we talked about, as far as what your actual imagery is going to look out there. I'm always a believer that the most important thing in a job description is the physical content of what the job is. Chris Russell: Will Vizi... Will it suck in your ATS jobs and then kind of- Serge Boudreau: Yeah. Chris Russell: ... create the ad automatically? How's it work? Serge Boudreau: So they scrape my jobs from my ATS. They basically automatically update on their backend as far as what it looks... They create each one individually, but they scrape my job so any updates that I do, usually, the new Vizi, I call it, is updated in the next day. So around half a day turnaround, so it's fairly quick. Chris Russell: Nice, nice. Did you see a jump in applications or conversions when you switched to Vizi? Serge Boudreau: Yeah. We actually did quite a bit of research to see how much it would affect it. You got to put in perspective, my number one source of candidates right now is still Indeed, and my jobs are flowing automatically to Indeed as the quick apply in the background. But my jobs in Indeed are not being converted into Vizi just because of how their format runs, but all the other sources of social media and looking at what the conversion was before and after, we saw almost a 25% up-lick on our conversion. With the amount of volume that we do, which is not large... Obviously, we're not an international or a national business, but for our volume, that's a huge uplift. What I noticed too, I found a little bit deeper, we actually hired more from the Vizi than we did from any other sources outside of Indeed, which was definitely interesting. What that tells me is the quality that we're getting is higher with Vizi than it was before. Chris Russell: Interesting. Very interesting. Okay. Your ATS there is Workable, it looks like, which you- Serge Boudreau: It is. Chris Russell: ... which you put in last year at some point. Just in the initial thoughts on Workable as an ATS, how do you like it? Serge Boudreau: I really like Workable. When I looked at different ATS, there's so many different alternatives and I went through... I'll give you an idea of where I got to. I shortlisted to three ATS. Those were Jobvite, SmartRecruiters, and Workable. Jobvite and SmartRecruiters are amazing ATS in the context, but our hiring managers are quite involved in the hiring process overall. And what I want to make sure is it's very easy for them to use. I found with functionality as far as the intuitiveness of Workable was impressive to me and what it could do. I felt that it wouldn't take me really long or anyone in my team to be able to train the hiring manager on how to access Workable. It's basically a five-minute conversation. It's done. They get it. That's a challenge with most ATS. Imagine trying to train hiring managers that's never used any software used in the field on Taleo. Not to bash Taleo, but that would be really difficult. Serge Boudreau: The other aspect that I found really key with Workable, and most ATS now, I'm seeing that change, is how easy it is for applicants to apply. Workable has a mobile-first platform, extremely easy to apply. So that's critical to me. I've heard on your show many times, I think you're a big proponent. Actually, your last one, your idea is we should have one quick apply for every ATS and every ATS should get onboard. I'm 100% behind it. Chris Russell: Thank you, Serge. Serge Boudreau: I do believe though, not to sound... It's a little bit of a pipe dream in some ways, so- Chris Russell: Yeah, I know. Serge Boudreau: ... I don't think they'll coordinate- Chris Russell: A man can dream, can't he? Serge Boudreau: Exactly. I think you're 100% accurate, but, hey, I got to take care of my own and I got to work with what I can control. And Workable definitely has that aspect where it's easy to apply. It's quick. It's a mobile type of platform. I don't even have to ask for resume. To give you an idea, in certain markets we're in, really tough to get drivers. I want to remove any friction if possible. So I'll ask them, "What's your name? What's your email address? What's your phone number? Write in one sentence why you're a driver." That way, I'll call them then get the... or someone will call them and get all the information. So anything that can remove friction from the system in applying is great. I also like they integrate with a lot of tools that I was planning to use anyway. Serge Boudreau: The one complaint, and I've told this to Workable many times, is their hesitance to work with programmatic advertising. I've had quite a bit of challenge getting Appcast or any other programmatic players integrated with Workable. They put a lot of roadblocks behind it. As you know, right now, programmatic is probably the hottest thing in HR tech. If you haven't looked at leveraging programmatic as an HR or as a talent acquisition practitioner, you're behind the curve because it definitely is a true course of candidates. What I'm trying to do is really go away from my reliance on Indeed like more practitioners in Canda just because of their dominance here. I have nothing against Indeed, but it's never a good business decision to have a reliance. So I'm really looking at programmatic to get the next level. We have to figure it out workarounds with Appcast and with other providers. Chris Russell: Could you give Appcast your feed or something like that and have them push out the jobs? Is that- Serge Boudreau: Yeah, yeah. We've created a backend solution, but it's not ideal because sometimes, I need to go to directly to the Appcast feed to get the candidates. And anytime you're adding layers in a really, pretty tight, efficient team, any more steps can cause a little bit of growing pain. That's the only complaint. So Workable, if you're out there, you've heard me. You need to do this. You need to work with programmatic. Chris Russell: There you go. All right. What else is on your HR tech deck, Serge? It looks like you got some referral stuff here. I guess that's also Workable. Serge Boudreau: Yeah, I'm actually using Workable's referral tool, which has worked really well. We had a very, very decentralized type of how we handled referrals. So we had spreadsheets, which ended up, we forgot to pay most of the people because spreadsheet wasn't updated. We had a different program in Texas, Colorado, and then in different business divisions in Canada. So it wasn't standardized. It was really tough to follow. It was tough to get our people paid on time. So Workable referral is actually really good on that end. They basically centralize everything for me. Serge Boudreau: Really, my long-term plan with Workable or any type of referral programs that I want to run, I eventually want to get away from paying any referral bonus. I think if you're a really good company to work for, people will actively go out and refer people. But in the meantime in going away, because we've always had a referral program. It's always been somewhat lucrative. Just dropping the ball initially and saying, "Hey, we're not going to do referral bonus anymore," could have had a negative effect. So I think the program and how we handle it right now will never change, but how we pay, that might change dramatically in the future as well. Chris Russell: Gotcha. Let's take a quick break, listeners, so I can talk about our other sponsor, of course, our friends over at WorkHere, WorkHere.com, the geofencing ad platform. They help employers reach people through online ads with pinpoint precision where they live, work, and shop. WorkHere is going to advertise your jobs on the screens that candidates use the most, of course, their mobile phones. Messaging is then delivered in the social mobile apps they use more often. From them, a chat team will qualify and engage them, send them back to ATS via SMS, email or redirect. So head over to WorkHere.com and tell them you heard it on the RecTech Podcast. Serge, on your social media profiles, how often are you posting? Just give me a general sense of the types of content you're posting up there as well. Serge Boudreau: Yeah. We're not posting enough. That's something that working really lean and having a lot of recs has been a... I'm a believer you need to be putting out like 10 to 15 pieces of content almost a day to really keep the candidates engaged, but what we've created is basically what we call Inside BURNCO. The purpose of it behind it is to really give... WE obviously have our BURNCO consumer, social media accounts out there, but Inside BURNCO was really created for two things. It was, one, a place to launch all our social media recruitment campaigns. So like the ad you started at the end, that's some of the type of contents we'll reach out. The other is just to give a little bit of an insight of what it is to work inside BURNCO. We'll profile different employees, if we have events. That's one of the places that we put it on social media. Serge Boudreau: I'm looking going in 2020... A lot of it was controlled by me initially as a new concept, as far as I was the physical poster, but also with the limitation of time, it's been a challenge. So I really want to focus in 2020 putting a lot of content and looking how we can accomplish that. There's obviously a couple different ways and how we schedule with different tools out there. So I'm looking at that now, but I want it to feel authentic. I want it to feel real. I believe in automation, but I also believe in having a real clear message that's authentic and it feels like it's a real person in the back actually creating those posts. And it is, so it's just how we schedule and how we can make sure that we have enough content that is interesting and people want to follow because I see it as a way to keep expanding our talent community. When I say talent community, it's... Drivers is a perfect example. I always want to be nurturing a new pool of candidates, so when we need them, they're ready to go. One of those aspects is keeping them engaged through our social media channels. Chris Russell: Yeah. Very cool. You're also one of our Rejobify clients, so I want to thank you again for signing up for that service, so you can Rejobify your rejected candidates. I'm just curious from your perspective, Serge, why do you think that's such an important thing to do in terms of the candidate experience for every candidate that comes to your company and tries to apply? Serge Boudreau: I am a big believer that candidate experience is critical. That's from the minute they see their job ad to them not getting the job. Let's put in perspective is most people don't get the job. We get over 30,000 candidates a year, and we hire 500, so in reality, the great majority doesn't get a job. I heard somewhere actually in the last couple days, and I thought it was brilliant, is we're in the business of goodbyes. We're kind of breaking- Chris Russell: Rejection, yeah. Serge Boudreau: Yeah, rejection. We're kind of rejecting- Chris Russell: We're in the rejection business, yeah. Serge Boudreau: We are in the rejection business. It's kind of breaking up with a lot of people. In a lot of ways, it's telling them that it's us, not them sometimes because there's so many great candidates, but we can only hire so much. I have been blown away, and I'm not just telling you this but, obviously, you being involved in this service. This has been a fantastic tool for us. It's been something that has... Because I've been trying to figure out how can we help our job seekers in any way. A couple of ideas I come up before this tool was, well, maybe... We run landscape, our retail stores here in some parts of Canada. I'm like, "Well, maybe we give them a discount on the product as a thank you." And something that, obviously, I think for a lot of consumer brands that are everywhere, I think you should look at that and I think it's something that probably could be integrated with Rejobify, but when- Chris Russell: Yeah. We have a retail client, in fact, that gives a discount as well as part of their page to their eye care centers. They can take advantage of that in addition to the stuff on Rejobify, so it's a great idea. Serge Boudreau: Yeah. I think it's a brilliant idea for companies that are doing it. I decided, because we're not at where... and the type of roles that it's something that we will be potentially doing, but this is really if one person gets a job from the advice or the tools that Rejobify is giving them, it's a big win for us. It's interesting because you shared on LinkedIn yesterday one of the rejection emails. I loved it. I was actually going to comment, but then I got busy. Do you have any clue of what the candidate did? Did candidate respond to that? I'd be curious to see what the candidate said actually. That- Chris Russell: I don't know. Again, I found it online somewhere. I printed it out, and it was sitting in my stack of papers. When I was doing some cleaning over the holidays, I discovered it again. I was like, "I got to blog about this," so it was printed out in tiny, little text. I had to sit there for a good 20 minutes and type it out, but, yeah, I'm not sure what the candidate thought of it or not. But to me, if I'm- Serge Boudreau: Well, it gives you- Chris Russell: ... reading that, I'm smiling at the end of that thing. It's a kind of a neat way to- Serge Boudreau: 100%. Chris Russell: ... let down. Serge Boudreau: Well, it's interesting because 99% of the responses I get from candidates by... because I try to customize messaging in a very non-corporate talk. Obviously, it's customized, but not customized because I'll be sending out the message to say 300 people at once, but where ATS, obviously, their name and my name is stated, but I try to put it in real talk. I put the Rejobify offer as part of that. I would say 99% of the time, the feedback is amazing. Chris Russell: Have you gotten- Serge Boudreau: There is always that- Chris Russell: Have you gotten candidates that replied back and said, "Hey, thank you for this?" Serge Boudreau: Yes. Chris Russell: Awesome. Serge Boudreau: Plenty of examples. Chris Russell: Awesome. Serge Boudreau: I've also had candidates or very few. I had one yesterday that was insulted that they needed help as a job seeker. This was the second portion of the email because the first part is, "I'm fully qualified. I can't believe you're rejecting me." I get that. It's really frustrating. You look at a job. You think you're qualified, and you get a rejection email. It does hurt the ego in some ways. If I'm getting 200, there's chances are I'm going to be rejecting people that are qualified for the job. But they did it in a very, I would say, rude way and basically called our company unethical because she deserves an interview, which I'm like, "Well, maybe you should look at self-awareness." Chris Russell: Okay, yeah. Probably not the right candidate for BURNCO then. Serge Boudreau: Exactly, your entitlement. So I responded nicely to be like... Then she responded back. She's like, "On top of that, you think I'm not a good job seeker, so you're giving me these tools to help me look for a job." I'm like, "Yeah, you probably need it," but aside from that, the feedback has been great. You see the numbers of people that I send. It's a 30% conversion rate that they sign up, which is fantastic. I've really enjoyed it. It's something that's going to be part of my, I guess, tech stack for as long as I do because it's really cheap too. Chris Russell: Yeah. I guess that's a win-win for both. Serge Boudreau: Cheap is not the right word. Very inexpensive. Chris Russell: Cost-effective. Serge Boudreau: Yes, exactly. Chris Russell: There you go. Awesome. Well, Serge, we certainly appreciate your time today. I guess my last question for you as we end up today's podcast is what are you dying to try as far any kind of new HR tech or some other kind of marketing tactic for 2020 here? Serge Boudreau: Well, part of my 2020 was getting really hardcore metrics for a company that had no metrics. So we launch all our metrics through a partner, webTactics, here in Canada for... Everything is to Power BI, so everything that was spreadsheet is now automatically sent to Power BI. So everyone has access too, every executive. We are just launching Click Boarding here for our onboarding, which directly integrates with our ATS. So I'm very excited about getting that onboard because we don't have a great onboarding experience right now. I was not a believer in video interviewing. When I say video interviewing, it's the normal interview tools. I've been converted and- Chris Russell: You have. Wow. Serge Boudreau: Yeah, I have. I have because I think if you do it in a particular way, if someone just applies to your job, and you just send them a video, and there's no personality to it, it's like applying to a job and getting a assessment tool that basically takes 45 minutes to do. That's just a bad experience, but if someone on my team calls you, does a basic screening, be like, "Hey. We're going to send you a video interview to go through a little bit more detail," not too lengthy, it's actually cut our screening time dramatically. I also include a very personalized message from either the hiring manager or myself in that video. I let them do retakes, at least a couple of retakes. I think that's the biggest challenge sometimes is you get one shot. It is awkward. Video interviewing is awkward, but the flip side to it is on my... where I run a really efficient and small team for what we hire, it's a tool that's actually from what I've seen... I've just launched in the last couple weeks, has saved me a lot of time because I've been able to do that screening that would take me quite a long time over the phone. It's helped me shorten that period. Chris Russell: Nice. It just struck me too as we're talking is you're probably the one company that could use the company rockstar in their job ads. Serge Boudreau from- Serge Boudreau: We haven't. Okay? We had that internal discussion, and I decided not to because... I still go back to it. I'm like, "We should use rockstar." Chris Russell: There's probably a funny way of doing it somehow. Serge Boudreau: We should use it, but I just hate those titles like ninja, rockstar, all of them. But I could use it. You're right. You know what? If I do- Chris Russell: Yeah. I say it jokingly, but yeah. Serge Boudreau: If I do end up using it, I'm going to put it on you say, "From this podcast that you're giving me justification to do it." Chris Russell: There you go. The one company that can use it is BURNCO. There you go. Serge Boudreau: Exactly. Chris Russell: Awesome. Well, Serge, thanks again for joining me today. Tell people where to connect with you and BURNCO. Serge Boudreau: You can find me on LinkedIn, Serge Boudreau. I'm pretty easy to find even though it's a French name. For BURNCO, please check out our social media site so at Inside BURNCO on Facebook, Instagram, potentially TikTok coming. I'm pushing hard on that. Also, BURNCO.com/careers. You can see all our jobs. You can see everything we're doing with Vizi. Come check us out. Chris Russell: Awesome. I could talk to you all day, Serge. Again, thanks for your time. Serge Boudreau: Thank you. Chris Russell: That will do for this edition of the RecTech Podcast. Thanks again to my sponsors, WorkHere and Emissary. Subscribe to the show wherever you get your podcast. If you're an iTunes subscriber, leave a review, and I'll be sure to thank you on air. Thanks for listening, everyone, and remember always be recruiting. Speaker 2: Another episode of RecTech is in the books. Follow Chris on Twitter @ChrisRussel or visit RecTechMedia.com where you can find the audio and links for this show on our blog. RecTech Media helps keep employers and recruiters up to date through our podcast, webinars, and articles. So be sure to check out our other sites, Recruiting Headlines and HR Podcasters to stay on top of recruiting industry trends. Thanks for listening, and we'll see you soon on the next episode of RecTech, the recruiting technology podcast.

Cześć! Dzień dobry!Dziś piątek i pora na omówienie najnowszego raportu Fundacji Pro Progressio, jakim jest Raport Focus On Warszawa. To już 10 raport, który Pro Progressio przygotowała w roku 2019 i który to raport ujrzał światło dzienne. Jeśli chcecie się dowiedzieć jak wygląda warszawski rynek z perspektywy ważnych dla branży BSS informacji, to Focus on Warszawa, jest raportem właśnie dla Was.Nieodpłatna publikacja, którą można pobrać ze stron internetowych Fundacji Pro Progressio.Posłuchajcie, co znajdziecie w tym raporcie, którego Partnerami są PAIH, Urząd Miasta Warszawy, Cushman&Wakefield, Kelly Services i HRK.---linki---Sekcja Badań i Raportów Pro Progressio - https://www.proprogressio.pl/pl/fundacja/badania-i-raporty.html

Recruiting the New Power Workforce. It's a time of great transition in the power industry. Not only are generation resources changing, but so are the work skills needed to operate and maintain those resources. Meanwhile, a large number of workers are reaching retirement age, leaving open positions that had long been filled by highly experienced staff. And the talent pool to fill those positions is not as large as many employers would like. Robin Schawe, vice president and global workforce solutions leader with Kelly Services, discussed some of the challenges as a guest on The POWER Podcast. She offered insight into some of the trends Kelly Services is seeing in the power industry. “Our research shows that up to 30% of the overall industry will be ready to retire within the next 10 years, with 10% being ready to retire now, 11% within the next one to five years, and 10% over the next six to 10 years,” she said. “While these retireants mount, the industry grows younger—22% of utility industry workers are below the age of 34. The concern becomes making sure there are no skills gaps, and we're seeing a lot of effort in this space.” Schawe suggested transition planning and knowledge transfer is key. Still, filling technical positions can be particularly difficult. “The number of graduating engineers is on the decline and recruiting new workers with the right skillsets for those jobs is becoming more and more difficult each and every year,” Schawe said. However, leading companies are doing innovative things to attract the right people. “What we're seeing is that power generation companies are starting to engage with those pools of talent very early in a new and exciting way,” she said. “One utility I know does outreach as early as middle school, educating children on what a utility does and the different types of careers available. I see high schools with some amazing apprenticeship programs. For example, my local high school has a four-year welding program. I also see a lot of power generation utility organizations making very strategic commitments and investments into hiring veterans. It's an exceptional source of talent.”

Founded in Detroit over 70 years ago, Kelly Services is now a globally recognized company specializing in connecting talent with job opportunities. Today Kelly provides services to business large and small, is located in over 30 countries, and serves 90 of theFortune 100 companies. And, it all started here in Michigan. In this episode, KB connects with Mark Trudnak, Vice President of Engagement at Kelly Services.

Gooooood Moooorniiiiing BSS World podcast's listeners!It is sith episode of the show and today I am sharing with you some comments concerning recruiting your first team to brand new BSS centre. Sit down comfortably and enjoy the next few minutes.If you are liking what you are hearing, subscribe to this show, tell others or send me your feedback to wiktor.doktor(@)proprogressio.pl ---links to HR Agencies I mentioned in this episode----ADECCO https://www.adecco.pl/ -ANTAL https://antal.pl/ -DEVIRE https://www.devire.pl/ -Gi Group https://pl.gigroup.com/-GRAFTON https://www.grafton.pl/ -HRK https://hrk.pl/ -KELLY SERVICES https://www.kellyservices.pl/pl/ -MICHAEL PAGE https://www.michaelpage.pl/

Hmm.Tego jeszcze nie robiłem. Po raz pierwszy, nad ranem, kiedy to nagrywam dla Was podcasty jadąc do pracy, nie będę miał takiej możliwości. Dlaczego? Ano dlatego, że jestem z "gościnnymi występami" w Kielcach, gdzie prowadzę Międzynarodowy Kongres Biur Rachunkowych. Aby jednak nie wypaść z roli postanowiłem kolejny odcinek podcastu nagrać w hotelu i muszę przyznać, że jakość nagrania jest znacznie lepsza, niż ta ... samochodowa :)Jest to zupełnie inny odcinek. Nie ukrywam, że jazda samochodem sprzyja kreatywnemu myśleniu, a hotel raczej bardziej spokojnemu podejściu do tematu nagrań. Dziś postanowiłem wcielić się w rolę lektora i zrobiłem coś na wzór audiobooka, w którym nie tyle opowiadam, co czytam Wam jeden z ciekawych artykułów, jaki znalazł się na stronach magazynu Outsourcing&More. Publikacja "Rynek pracownika, czy rynek pracodawcy" autorstwa Damiana Kurkowiaka z Kelly Services ukazała się w listopadowo-grudniowym wydaniu magazynu Outsourcing&More.Zapraszam do wysłuchania!--- przydatne linki ---cały magazyn można pobrać ze strony - https://www.proprogressio.pl/pl/media/prasa.html

[fusion_builder_container hundred_percent="no" equal_height_columns="no" menu_anchor="" hide_on_mobile="small-visibility,medium-visibility,large-visibility" class="" id="" background_color="" background_image="" background_position="center center" background_repeat="no-repeat" fade="no" background_parallax="none" parallax_speed="0.3" video_mp4="" video_webm="" video_ogv="" video_url="" video_aspect_ratio="16:9" video_loop="yes" video_mute="yes" overlay_color="" video_preview_image="" border_size="" border_color="" border_style="solid" padding_top="" padding_bottom="" padding_left="" padding_right=""][fusion_builder_row][fusion_builder_column type="1_1" layout="1_1" background_position="left top" background_color="" border_size="" border_color="" border_style="solid" border_position="all" spacing="yes" background_image="" background_repeat="no-repeat" padding_top="" padding_right="" padding_bottom="" padding_left="" margin_top="0px" margin_bottom="0px" class="" id="" animation_type="" animation_speed="0.3" animation_direction="left" hide_on_mobile="small-visibility,medium-visibility,large-visibility" center_content="no" last="no" min_height="" hover_type="none" link=""][fusion_text][/fusion_text][fusion_text] Listen via YouTube video if desired [/fusion_text][fusion_youtube id=" https://youtu.be/TKvtTopIsjI" alignment="center" width="" height="" autoplay="false" api_params="&rel=0" hide_on_mobile="small-visibility,medium-visibility,large-visibility" class="" /][fusion_text] A significant key to Joanna Keskitalo's is 120 transactions a year is how she follows-up on leads. Read on for details... You've heard it said "the fortune is in the follow through."  Well, that's definitely the case with Joanna Keskitalo.  Joanna is a high-volume producer, but not for the reasons most people would think.  She's driven, but she's not a high-pressure sales person.  Her key?  It's all in her follow through. If you want to grow your business to a "top producer" level, you master the follow through to convert leads to clients.  And on this call, that's one of the things we talk about! Listen as a podcast while driving, or watch the live interview. Transcription (was completed by automated process.  Please ignore any speech-to-text errors) [00:00:01] This is the get sellers calling you marketing podcasts for real estate agents. And I'm Beatty Carmichael for simple to do. Proven marketing strategies focus exclusively on finding sellers and getting more listings. Visit our Web site and get sellers calling you dot com. And now let's begin our next session of get sellers calling you. [00:00:23] Hi, I'm Beatty Carmichael, and welcome to the Get Sellers calling you realtor podcast. I'm excited today because I get to interview another wonderful agent, actually one of our clients and a strong producer named Joanna Keskitalo from South Carolina. Did I pronounce last name right, Joanna? [00:00:41] You did well. [00:00:42] Ok. Go. Go. Go. So. Hey, Johnny, I just want to say thank you again for being on the call with us today and sharing some of your insights and growing the business and things that really make it work for you. [00:00:57] Well, thank you. You're welcome. Glad to be here. [00:01:01] Now, which part of South Carolina are you in? [00:01:05] Kind of a upstate, little bit into the mountains where I live is about 15 to 20 minutes from the North Carolina border. So they call it upstate Greenville. [00:01:20] Area. [00:01:22] Well, that's a pretty area I know I used to spend a lot of my time in the mountain side of North Carolina and we would come down into Greenville. I used to I used to paddle rivers. So this is now in grade school, junior high high school. And so we'd go up there and all kinds of beautiful rivers and one of one or two were down in South Carolina. So that's a gorgeous area you're in. Oh, yes. And and just for the listeners on the call. Normally we do these as video podcast, but as the Lord would have it or as the enemy would have it, we couldn't quite get that to work out. So. So this is will be a great call, but it's entirely audio. And so join in. Tell us just if you wouldn't mind, just kind of set the stage. Can you tell us just a little bit about who you are and about your real estate business and and and and who is Joanna Khatalla? [00:02:22] Yes, I I've been in the real estate industry since 2006. Before that, I was a loan officer and kind of grew up in the building industry between and I was born and raised in Florida and then moved up here. The end of my junior year. And then from there I was. Did massage a little while and then went to college. And then. And then I started as a loan officer. And my father was a home builder who actually took me on as his real estate agent. So now it's been about 14 years. Then through a couple of different brokerages and started my own brokerage about eight or nine years ago, I have about seven agents underneath me now and we did about 22 million last year. One hundred and eight transactions and have already closed down six or seven million this year and have about eight million pending. [00:03:23] So is that all your personal volume or is that you and your. [00:03:30] Well, I kind of run it more like a team where it's all my leads and everything, so. [00:03:37] Yes, I'm involved personally pretty closely in each transaction. [00:03:41] So very, very cool. I love it. I just have to ask this question. Don has. [00:03:47] You know, I've always wondered the difference between a loan officer and a real estate agent. Obviously, you enjoy the realtor side more than a loan officer. What's the big difference that you've found? [00:03:59] I mean, I would definitely say the people interaction versus paper work is is probably the biggest thing. And yeah, I wasn't good at sitting behind a desk guy. My my first job out was with G E through Kelly Services, a staffing company, and I was under the admin for probably twenty two male engineers. And I I lasted about a month and a half in this cubicle doing schematic drawing and looking at where they don't meet each other. You know, the schematic drawing. I was like, no, that was not for me. So definitely, definitely being around people and is. Definitely more of a passion and joy than than shuffling paperwork, you know. [00:04:51] And though I love it for my 24 year old son, he was 22 at the time. He got this intern job one summer. So he's he's studying. He was he's already graduate now by the time he was in supply chain management. So, yes, his job at this 200 million a year business. They put him in a cubicle with a computer. His job was to do supply chain management type stuff. He calls me during the first day of the job and said, Dad, I can't stand this. [00:05:22] I never want a cubicle job ever again. You know that he learned real quick that was not him. So I love it. [00:05:29] No, no. And and I mean that from there. I mean, that can commission structure for me and a go getter and someone that can can do things on their own. I mean, I just cannot. I'm way too efficient to be punching a clock. So so like I get it. [00:05:49] So let me ask you a question. Go get getter side. So you've obviously I mean, you've been a go getter is it's obvious you've you started your career. You quickly moved into having your own business, being your own broker, building a team. You're involved with everything. Talk to me a little bit. So, you know, most agents out there. Their biggest struggle is getting enough leads and prospects to talk with and to work with. And it sounds like you've built kind of a machine of some sort, at least some of system. What are you doing? What are you do that you've found to really work well with you guys? [00:06:29] Well, like I said, my father was a home builder and and that really started and I guess that's a blessing. But it was that he he struggled and finding a real estate agent that. [00:06:45] You know, really was proficient enough for him to handle and and, you know, knowing in the construction industry. So I can't say I wasn't blessed in getting, you know, a start, but. Are you do you have to pound the pavement? You have to follow up with people. I would not describe me as like I mean, maybe that's wrong to say, but like a old car salesman type. I'm not pushy, but I am persistent. Like, follow up, follow up, follow up. I mean, that's just what you got to do in that. And then and not only following up once you're in in the transaction is to, you know, follow through and then follow through. Tell that to the closing table. Like it's way easier not to let those go and just wait for the next buyer as fighting every portion that it takes to get them closed. So I would think that the follow up and follow through are two biggies that a lot of people do fail at because it is it's consistent and it's hard work. So I think those are two things that you would need to be to be a successful real estate broker agent. [00:08:14] We know they they say that a fortune is in a follow through. And that is so Treves. I was telling a another guy today. This is a few years back. You know, we had a handful of sales reps and one sales rep. I was to tell him that, you know, you know, first, three weeks after doing a presentation, he had the lowest conversion rate. But within another four weeks, he had the highest conversion rate of anyone because the fortune is in a follow through. You have a. So in terms of the people that you guys work with and the work that you do, are you. And I want to I want to understand who your prospects are and then ask and find out a little bit about your follow up and how you manage it. [00:08:58] Do you do you follow up with different leads differently? I mean, are you. First off, I guess. What type of leaders are you generating? Are they coming to you or are you buying leads or you generating your own? It's your business source coming through. [00:09:16] Well, I handle the I'm a little bit different because the new construction and the custom home side and that is, you know, our main builders. My father and husband. So I handle all of their. Customers. So we're doing a lot of just name building through. Social media and through the Web sites, and so I guess the the follow up or follow through as far as that goes, I mean, just pictures and constantly updating all the Web sites and that kind of thing. In this day and age, a lot of social media on on all the different sites. So I do that through the real estate side and the building side and then the building a lot of times they'll have a house to sell. And so I will get those listings. But then in general, I mean, it's not it's not it's not even 50 percent of my business that comes through the custom and that. And we. I mean, when you're in 14 years. Yes. We have a database system used, top producer. And then you're doing now the postcards and the. And the Monday morning copies and that kind of follow up with past referrals and past clients. A lot of. Again, through social media, I mean, it is easier that way. If you can build a relationship where you can be Facebook friends with them, they get to know you. They feel like they get to know you more personally. You know, if you if you are a little bit more open and vulnerable in that social media, that all all that kind of stuff helps but a ton of a ton of marketing in every way. [00:11:10] So, yes. [00:11:11] So, you know, it's interesting you're talking about Facebook and just being vulnerable. I think it is so important. So you've got all your all your past clients and all your other contacts or all friends and your Facebook and Facebook friends. Right. [00:11:28] I try. You know what I mean? And and do I do hold the private account, you know, personally? And then obviously the the real estate and building pages are public. But I'm still a little bit, you know, hold myself right that I haven't got my personal pages are still held private, but that I think they appreciate where you're accepting or asking them for a friend request. And that is where you can be, you know, more. [00:12:00] I don't know. Vulnerable is the right word, but more personal. In your in your post, in that kind of stuff without worrying about it being on a on a totally public forum. [00:12:10] You know, when you said that the thing hit me and then I'm falling, maybe connected the dots that I've always been spinning back in my mind. So I just set the stage. One of our other clients used us. [00:12:23] And then he was also I did a Facebook community page for it was a fifteen hundred home forum he was in and he was the administrator on the page. So every time someone joined the Facebook page as the administrator, he would welcome them, but then he would also send them a friend request personally from his Facebook account. And this is what he sought to share with me. His name is Nelson. And he said, you share that. You know, he put everyone on as friends on his Facebook account. And then he was just normal, you know, sending all updating things just personally what's going on in his life and those things. And and I think was 18 months he went from basically nothing, no market share and form to like 25 percent market share in other team only has 50 percent. And you connected the dots is when when they know you, they see you all the time. [00:13:22] And now they feel like they're you know, they see you on Facebook. And so they feel like they really get they know you more. And it makes it more personal. Right. So talk to me in terms of follow up. [00:13:34] So follow up. Follow up. Follow what? How did you manage? Okay. So you're working with a lot of people and you get a lot of this is from the construction and a lot of business, I guess, from past clients and just other people. Are you. Do you use. Tell me about your follow up system. Because this is one. I'll be honest. This is when when we work with clients. This is one of the big challenges. They're not. They don't have a good system. What have you what have you found? Doesn't work. What did you kind of do in the early days? It just kind of blew up on you. And then what have you found really makes it all work for you. [00:14:15] I have to think about that one, but. [00:14:19] I mean, I have used. [00:14:23] I mean, a database system. I mean, once it gets messy, it's so I still have top producer because I have those leads in there and then, you know, now I'm pretty strict on my admins and stuff on keeping that database because. You know, if it gets big enough and and a big company wants to look at buying you out or something, really the only thing that you are selling. Is your database. So I went from like not understanding that and caring about. My database as like now is part of closing steps. Where are you? Where? I mean, I'm lucky enough to be able to afford admin help at this point. But if you had it clean from the beginning and people would be from step one. What you can build to sell later. Is so important and it's easier to start that at step 1 than trying to find out and then figuring out if they moved and where. But now it's part of closing steps where we come work, where we get when they go the closing, we get the e-mails and that kind of thing. And it's clean. Cleaner in the process. And it's a much cleaner database. And that than, you know, it's the latter part of of my career. It should have been done from the beginning. But, you know, you just think you're going to work forever. [00:16:01] When you're when you get in the business in the 20s, you just say go, yeah, you does. [00:16:05] And now I'm like, think about retirement someday. And so and then all of follow up and everything can be more that is if your database is clean. So I would preach even more more to database and then follow up because then a lot of stuff can be automated. And I mean, like we talked about, I mean, phone calls are are difficult. I mean, I'm on the phone all day long. But to. I think that and I like. And I can't. I have to admit with our with our last conversation and maybe the people won't know what we're talking about. But I I talked about maybe that maybe we don't need to. When you get to trying to articulate this better, when you get large, large enough and you don't really need the business, the phone calls slack off. So maybe we were talking about looking at it from maybe that person needs to hear from you. We'll make it easier on me to make those phone calls, because if I'm looking at not so much as a business aspect and the next deal, because you will eventually you get so busy and stuff and then you're you you do develop a well oiled machine that kind of generates generate their own leaves and stuff. The phone calls are the easiest thing to go in. And like we we talked about that. Its people are the only thing that you can invest in that will be eternal in that play. So again, I haven't done that and I get busy, but it's definitely it gave me a different perspective on follow up. [00:18:03] I love them. And I love that. Gosh, there's so much I want to try to pull out of you. And I know I want to have time to, but I'm seeing all these rich targets to inquire on. Let me let me take that last comment. And so for those listening to this. Oh, what? What we talked about last time is I was sharing with Joanna that one the most important things you do with your personal lives, especially your personal lives. But any list is they do business with you first and foremost because they like you and they know that the relationship is authentic. And so one of the things that we teach our clients when we provide our agent dominators service is for them to reach out and make a phone call and or drop by. And actually personally engage. And it's not an engagement that says, hey, do you have any more real estate business I can help you with? But it's a hey, how are you today? I was just thinking about you. And this is where, Joanna, you were mentioning you're so busy, you just don't have time. And I said, you know, we're talking about you need to make time. And. And then we talked about on the eternal aspect that the most important thing is rather than calling for real estate, call for personal needs. And I think somewhere in this conversation I was talking with you. In fact, Dwight, this kind of springboard is I reached out to you a moment before our call. This was a couple of weeks ago. And on your voicemail, you mentioned, you know something about it then and be blessed. Do you remember putting that on your voicemail? [00:19:43] I do. It's kind of. Then then what I do for years, because my man life is hard now. You know what I mean? People are mean. You know? And just. If someone needs to. And and our blessings do come from the Lord. [00:19:59] And I want everybody to be blessed. And I'm going to cry. So, you know, I. I do. I just want to spread that if that spreads. Anyone here just listening to my voice, it better than like, hey, leave me a message. And they won't get back to you. At least they've heard that in a cell. So I have done that on my voicemail for years and I will continue to do so. [00:20:24] So, you know, and I do that, too. But but because I come in and I said, tell me about this, be blessed. And we've got in the conversation that you love the Lord Jesus, and he's a real integral part of your life. And this is been where I was suggesting to you when we last talked. Is both make these phone calls to your list. But don't worry about this, since the Lord can take care of it. When you just reach out as a person, say, hey, is there anything I can pray for, you got or just something like that and and use it as a ministry outreach. And that's what you were talking about. I just want to bring people into that loop of of the reference that you were making while we're on the subject. Let me springboard into this, if you don't mind. [00:21:11] So I really want to find out more about follow up, but there are a lot of people that can do a great follow up stuff. I'm real curious. If you don't mind me probing, I look to probe about your relationship with the Lord and how you see it impacting your real estate business. It's OK to kind of a good direction. We can go in. [00:21:32] Yes. OK. [00:21:36] Talk to me a little bit about that. You know, so you're a Christian. First off, let's make sure everyone. What does it mean to you? You're what does it mean to you to say, I'm a Christian? And what is your relationship with the Lord Main? And then and then I won't inquire about how it impacts your business. [00:21:54] You're listening to the Get Cellar's Calling You podcast to increase sales from past clients and sphere of influence or from a geographic farm, learn about Agent Dominator. [00:22:03] We guarantee your sales in writing or give your money back. To learn more. Visit our Web site and get sellers calling EW.com and Slike Agent Dominator from the menu. [00:22:13] And now back to the podcast. [00:22:19] Well, I'm probably a rebel in my face, you know. And I guess that stems from. [00:22:29] You know where we come from as far as my background. I mean, it's Apostolic Lutheran was was the original base and and a lot of them turned to legalism and really, really strict things, you know, from no birth controls to hearings, arson and all of this stuff that we're where we totally forgot about Grace. And so not that I'm like we're all sinners, but I'm I'm a rebel. And my faith that that. I don't want anything good I do to come through me that comes through Christ, Jesus. I don't even want to know when I'm doing good or or that I I just it scares me to to fall into legalism because I feel like that is the the devil's way of taking some Christians when they think they're doing good and that that it is all Christ. So for me, when it says Christian, it is Christ. He did it all. He paid it all. And that's where where I want to stay. So if I if I have a glass of wine or I say a cuss word or like that doesn't make me not a Christian. It makes me. Have a savior. So Grace is is where I live and breathe, so in it they come across that like, how can this girl be a Christian? Because she'll feel likes to have fun or do this or. And but that's why I'm so hard, again, you know, not focusing on the sin so much, but at focusing on our savior. [00:24:34] So I love that. And I think there's a lot of a lot of folks that kind of get caught up in this whole legalism. I'm real curious. I'm not getting into big detail, but just kind of conceptually in your mind, what is legal as in and here's what I'm asking for. So there are a lot of people out there that are listening to this that may not understand the difference between grace and legalism and really kind of what that means or maybe what are the things to watch out for. OK. If that's the right term to use, but of where they are. Maybe they think they're doing it right, but they find out they're following a set of laws instead of. Grace, can you give me just, you know, your simple definition of. Legalism versus grace. What does that mean? [00:25:25] I think it probably would come down to works and. You know, when they. It's that personal relationship with Christ that you need to have and realize that we are all sinners, whether we follow this set of rules or we don't follow this set of rules. You know where it where you know there is. Don't. But I think there's a lot of dude. You know what I mean? Like, they do this. Exactly right. And it's almost like a perfectionist path. So either the set of rules of don't or do. We're all sinners. And that Jesus paid that whether what that set of rules is. And so I think breaking of that and living. Knowing that Jesus paid it all brings a lot of freedom because I've seen a lot of people struggle really, really bad when they. Ah. Ah, just like need to be like reminded of forgiveness of sins and that kind of thing where they're so it's hard to explain unless you've seen it. But it's. Can you give me an example? [00:26:46] I mean, just something that comes to mind for someone to struggle because of this legalism approach? [00:26:53] Well, I mean, that I think a lot of I've seen it in people going down past where it where maybe they had it like, for example, like drinking was super bad in in our religion. But it was almost like, well, they messed up. So then they like went off the deep end and got more into drugs and drinking instead of being like, well, if you messed up and got drunk one time, it's okay. You know what I mean? So it brings them when they are pounded in in their head so much that then and you can't sin and you can't sin. You just totally wipe out what Jesus did. And in that grace. So, you know, I don't seen it. Yeah. [00:27:41] Yeah. Yeah. Those came to him. Is Roman J. There? No. [00:27:45] Therefore, there is no no condemnation for those who Jesus. And when you mentioned that I think so late. You know, I guess. Let me see if this makes sense. Legalism. Is that part where you're always condemned. You're you're feeling can do it right. Never do good enough. And great. Is that part says, hey, I understand I'm a sinner, but in Christ, there's no condemnation. And he's going to help me through this. And it's not the writers. [00:28:14] I mean, this is a kind of radical, right? I mean. Yeah, where? Where? [00:28:18] I mean, or like Pharisees and that where the judgment and that it just I've seen that so much and so many problems come from that, that that is where I don't want to. In the end I have a perfectionist nature and I am a rule follower. You know what I mean? But I don't. So I could go down that road easily where I could and then become judgmental and what you're doing and what. But I'm like, yeah, I've seen it mess up people so much that that's why my face. I just want to give it all to Christ and give it to him because it is what he did and and and that's where the focus is. And then it's weird because like if you don't if you focus on the note. Don't, don't, don't, don't, don't. Our human nature wants to do what we're not supposed to do. And if you focus on Christ and then that's where it says like God, don't let your right hand know what your left hand is doing and things like that, that it becomes easier if you're focusing on Christ. You're actually doing good without knowing you are. So I feel like focus on crises that have a list of dos or don't really, really brings freedom. You know what I mean? And you have fun in life and you enjoy life and that of like I messed up again, you know, let me get with what I mean. [00:29:49] So Paul talks about renewing your mind. And and I think, you know, a lot of times we focus so much on. Don't do don't do I have to do it this way? Trying to be good. Right. [00:30:05] But the reality is, what you're talking about is when we have Christ and we focus on Christ, then he lives in us and through us. And we. More and more naturally do good and more and more naturally avoid bad. And it's that inside out as opposed to outside in. How does this how does your relationship. Talk to me a little bit about how you applied in your business. [00:30:28] So, you know, I got your voicemail and you try to should, you know, be blessed. Just helping. What other things do you do? How do you live your Christian life as a realtor and. [00:30:42] And how it impacted your business. [00:30:47] Well. [00:30:50] I don't know if I'm great. I mean, that's I mean, I guess I don't wear my heart on my sleeve. But maybe maybe people see because, you know, Christ is in me. Maybe people see that and I'm not shy. You know what I mean? I'm not totally politically correct or watch and hide my face. But I will share my faith and. [00:31:23] You know, so I don't know if I like I said, because I don't. I'm afraid of a list of do's and don'ts. I just kind of live. [00:31:36] And can you give me an example? And not not to bring attention to you. But here's kind of what I'm you know, for those who are listening, who do follow the Lord and they want to have a more meaningful, you know, a more meaningful impact in life rather than say, well, I'm a real estate agent here. And then I try to do my Christian stuff there. Can you give me an example of just how this flows into your business? Is there anything that comes to mind? [00:32:05] I mean, I guess not hiding it kind of means a lot in this day and age. Not being afraid to say I love Jesus. You know, people do they get fearful of it. They want to they think it's going to hurt someone's. And. And then in building a business with integrity, honesty, like I do, I'm almost honest to a fault. I guess you know what I mean? And I'm I didn't say honest, but I should say for once. But very much. You won't have to guess my opinion. You won't have to guess what I'm thinking. I'm. Very, you know, blunt in that way. I don't know if that is a fault, but I feel like it's good. I mean, I feel like. People appreciate that. And they know where they stand, especially in transactions or something that's not, you know. And I think that it makes me a fairly good negotiator as far as as as deals and stuff like that. [00:33:15] And I feel like people people see my my. [00:33:23] That I'm ethical in that and that I tried to just do my best on every transaction. And and I feel like that should mean something. And I think that people do appreciate that. [00:33:37] So is there anything that stands out where you can look at a transaction for negotiation, for some interaction where? You did it differently than, you know, you would have done it if. You didn't have the relationship with the world. Does that make sense? Trying to contrast. [00:34:01] Yeah, I mean. I mean, that is that would be easy to do in every circumstance. You know, I mean, like. But it gave me an example. [00:34:11] Give me an example. Just just to kind of articulate what this means. [00:34:17] I mean, I feel like you could be so unethical and and real estate brokers are. I mean, in so many ways, I can't pinpoint an example, but I mean, you just lying. You know, I mean, sometimes it's easier to to say you have a multi offer situation or or that's way lower than that other offer or anything like that. I mean, just just being honest in every transaction and a you know, and not even stretching the truth makes your job harder. It really can. You know, so I mean, that's what I'm saying. Maybe I am want us to a fault, but I'm not going to say if there's a multi offer situation or. Oh, yeah, I have an offer on the table or something. If it's not, they are like ISIS, right? I will that my integrity means more to me than that transaction. So, you know, I've never done that. So I don't know what particular transaction, but I'm sure that I could have definitely made things easier on me had I had I fibbed a little bit. [00:35:30] So, you know, I get it. Hey, look, I want to I want to pursue two more questions with caution. [00:35:38] I want to go back, if I can, to the follow up. And then come back to your relationship with Christ. On the follow up. And what you do. So we were talking about your list. Keeping your list clean. And the thing that hit me. Because we do all, as you know, with a lot of folks who might have agents who come to us to help them market to their sphere of influence and past clients. And the one biggest challenge most of them have is they don't have a list or they have a list. It's not been updated because they've never really seen the value of it. And so you putting that effort and emphasis into your list is really great. Can you give any hints or suggestions of how to make that process easy? Did you know what have you found or what have things have you put in place so that it stays updated? [00:36:36] Yeah, I mean, they say if you're a new agent out to start number one, whether it be a notebook paper and write everything. And then I mean, obviously a computer system easier. I use top producer and then they've kind of, you know, 14 years later, you don't really want to shut it down and start over. But now I have a system where when it closes, you know, you just have them fill out a little thing and then ask you if you want to transfer. So if it's a buyer we're working with, that'll transfer to their address. And obviously, you know, it changes. But now then you can automate things and that kind of stuff. But I mean, even if you're new, just get their information. Don't be afraid to ask for their information. So we're working with them. [00:37:32] So. So you have a system. I love this, I think is what I'm looking for. You personally and you and your team, you'll have somewhere in your process where you are specifically asking them for their information so you can get it all in the database within that come Commonwealth. So it at closing his eyes when you're basically making sure you're getting all the information accurate or. [00:37:56] Yeah. And then we've created it with a survey, you know, so we're getting that testimonial or feedback and assistance. [00:38:04] She and I mean, if you worked with them on that and, you know, to bring to the closing table and just, you know, we try the best we can on that. And then we update our database based off of that. So. [00:38:21] And so, yeah, we did. [00:38:25] We do that at closing. [00:38:26] But I mean, any time you feel like some people say it's better to do it upfront, that you know what I mean? [00:38:35] Because they vent through the headache of a transaction and everything. So they like you sebastiano the first day. So in the end, though. But I mean, I feel like we keep pretty good rapport and have them good say good things at closing. So we do it then. [00:38:51] But wherever you felt more comfortable, it's just a matter of getting that information. And then. [00:39:01] And then what do you do mean when? What do you do with it once you have it? So now you built this database. You're getting it updated. Are you do anything special with. [00:39:11] Well, we have different like so depending on where the lead came from. Like I have a site called Upstate bank-owned Homes dot com. So when I did some of my best work when the economy crashed, because I started that site with with the cell site that led to mine and I was giving bank auction list, which I still get phone calls that are like, where's my where's my list this month? I mean, so. So they'll it depends on what you know. Because we have a computer system we can put on, that's where they buy our 2018 seller. 2018 where they did they come on for a bank-owned and they're just getting the auction list on a monthly basis or what. So it depends where where we categorize them, what they get. [00:40:10] So. And then you then follow up emails for past clients, all that kind of stuff. So we we can set up campaigns and do it. [00:40:21] Ballet. [00:40:22] So have you found one or two things among all the things you do to be most effective? You know, so you have the kind of the 80/20 rule, 20 percent of what you do generates 80 percent your business. [00:40:36] Have you found anything like that with with your follow up? [00:40:40] With any of this. [00:40:45] I mean, I still I think that phone calls would do the best, I mean, and and that is where my my fault comes in. [00:40:55] But, you know, I know my buyer's agents are are calling their their past clients on a regular basis, more regular basis than me. [00:41:07] And but that that's where you date the new new agents and that once, you know, you have to go back to the basics. And and. You know, pound the pavement, follow up and call those people. I think they're still especially in this technology age. There's nothing like a phone call. [00:41:33] So true very much. Let me. And then last question on just this line of questioning, and I want to talk one more thing and then we'll wrap up the call. They are off at the beginning to call your time out, follow up, follow up, follow up. [00:41:52] In terms of and I'm assuming these are you're talking about that when you have a buyer prospect or seller prospect, you're following up the whole time or are you talking about. Once you have this database in place that you're following up the whole time. Where do you put first your biggest emphasis on the follow up that you've experienced personally that you do? I don't think we know Phillip is so important. Where where do you find it? What? What part of your follow up is driving your business? And I wanted to see if you could share a little bit about what you do in that follow up. Or how you do it or, you know, just kind of peel back an onion a little bit more and share what you've found, be success. [00:42:43] I mean, where you're kind of basing your company on was founded through like 33 touchin Keller Williams and I mean that it it does. So they remember you. So I mean, just that the emails. And we tried to do even Facebook stuff and Instagram, like I have a social media calendar where it's like, you know, there's a day for everything now. So you just whatever. And then as far as Easter goes or something like that, and then you can do the same thing through holidays and kind of set up a campaign that you're just following up with past clients. And then we just have it set up on an automated. So they're getting on top of the Monday morning coffees. They're getting the Happy Easter, Happy New Year's, all that kind of stuff. So I guess the biggest thing is the more automated you can bring thing, then it just done. You know what I mean? Because it's hard to even in like the social media where we're doing to look at the calendar on a daily basis and get that post out there. It sounds so easy, but when you get busy. [00:44:01] So if you can just automate the posting then or automate the emails and that kind of stuff and people appreciate that just you know, so. But you should probably get on the phone and say happy birthday to you. [00:44:17] So that's the default is really almost so stay in touch with food as opposed to constantly following up on for specific transaction, just staying in touch. [00:44:30] So when a transaction is available, then yeah, I think the follow through once the transaction is where I would say the follow through. So you're not just like, oh, trying to get to the closing table. That's where kind of my loan officer background where I know what to ask for when and I have closing coordinator's now. [00:44:47] But I mean their eyes pounded the pavement. [00:44:52] I mean I many before I could afford admins and all of that. I mean I was up to 3:00 in the morning night. I have four children as well. Like I've I've you know, you've put them to bed and then you you work and then you wake up in the morning and put them to school and you work again. You know, my as you grow. But that I mean, I didn't just yet that 22 million I work. [00:45:17] So, I mean, it's not like you just jump into this and do 22 million in transactions. [00:45:25] So and definitely not for children and being a full time. [00:45:28] No, no. [00:45:31] So, yeah, I remember talking to my best friend many nights at 2:00 in the morning like he's a photographer and she would be editing and doing now all. And now, you know, we're like, when's the last time we've done that? Like, no, we're sleeping now. But before I mean, she would be editing photos and I would be putting in listings and then, you know, doing everything. [00:45:53] So, you know, it takes it it takes a village. [00:46:00] But, yeah, we we did pound our pavement, so. [00:46:03] Hey, let me ask you one final question before we wrap up. Fall back on your relationship with the Lord. Have there been any times we were talking before we saw the call about, you know, life is full of challenges? Is there anything more if you could share a challenge where, you know, just share your relationship with the Lord really helps you through it? And I don't know if that makes sense what I'm asking for, but just kind of a broad question. But, you know, I don't think so. [00:46:33] Yeah. [00:46:35] Yes. And. And I guess I don't know, I joke I joke about God wanting me to have so many anchors in heaven, but. I have lost a lot of significant people in my life, very close. [00:46:55] I lost my brother of cancer when I was eight and he was five in 1988. I've lost my fiance. He was building our house framing and he fell 20 feet and then passed away of a head injury and that I was engaged to be married. And he died two months before our wedding. I lost my baby in the womb at 26 weeks. I lost him and I've questioned God. You know, I mean, it's. [00:47:35] I don't think I would be living breathing without Jesus. I would be a total drug addict or something. I don't know how you get through stuff like that without Jesus, without the hope that, you know, I will see Diana again and I will see Mike again. And, you know, I. I asked. And I asked God in particular about my baby, because I don't understand. How we wanted to put a baby in my room if I was never going to have that joy, you know. And that was he wasn't going to be in this earth. And. He answered me that he he wouldn't have been a soul. He wouldn't have been a bean. He wouldn't be in in heaven if he hadn't put him. In my wounds, he was just meant for heaven. So I I live and breathe and stand going through some. Really, really hard stuff in life. And I'm, you know, I to wake up to live every day, I just don't understand how people do stuff like that without Christ. I just absolutely don't understand. So. You know, so. Tough stuff, but I'm. I feel like. [00:49:07] I won't I'm not for me, I I live, I'm excited. I love life. I, you know, I'm not in I'm not on on any anxiety meds and I'm not on any anti-depressants. I'm not on any of that. And the only way that I can have joy in life after such traumatic events is because of Christ. So I. Yeah. I just don't I don't understand how people do things like that without Christ. Am I? [00:49:39] So you ask me, I'm like, there's just no other way to do it. But with with the hope of salvation. Like, I just couldn't even imagine myself if I didn't have Christ in those. [00:49:51] In my life and in everything he's brought me through and I. [00:49:58] I had like. I guess. Dan, my my fiancee who passed away. [00:50:09] She's lost a lot. His mother and Carl, Dan's brother, passed away and a similar thing and we're thinking it's probably a heart condition of some sort now because even though Dan fell, he was like agile. He's 22 and he was really agile, really fit. And and his brother saw him fall and he fell like a ragdoll. And Carl, now he he she died in the tub. [00:50:40] And they really don't know what what happened. But. [00:50:47] When Coral died, it took me like God hit me because it was like almost a relief, because when you go through such traumatic things, you're worried about what's around the next corner and what what. You know what I mean, what you're scared of, what can happen and you're fearful. And God hit me, like because I was like my heart just went to Jan, which was Carl and Dan's mother. Like, how how could you do this again to her? And he told me, look, tell Joanna that you live, breathe. When I bring you to something, I will bring you through it. And. [00:51:36] You know, that that's that's great to. [00:51:42] You're making me cry, That's a wonderful Jesus to have me that I'm successful. [00:51:53] Yes. But to Britain, to have any kind of joy in life and jahns joyful to unus. I mean, you could probably interview her. She. He's a wonderful woman and she's a real estate broker as well, but man, it's just. That that's grace and that's a wonderful. A ussler where I can live and breathe and be excited about life. Then what is going to happen and not be fearful because. Because he created it all and he did it all and he created heaven and. And we'll see them all again. So, yeah, sorry. [00:52:37] I told you I could go. So love it. [00:52:43] My mind is perfect. [00:52:45] Love cast out fear. And you know, I remember doing a eulogy for a man I had just met a couple of months prior. And the thing that stood out is. You know. Your family's going to stream again. And when you have hope in Christ, then a lot easier to bear. [00:53:09] Yeah. And I mean, I'm not saying it's not me. I mean, it was easy. And I'm like, oh, I'm not one to grieve. I mean, this is horribly painful, you know, but it took even. Take your next step. Without Christ, that's impossible. Where is that where that where it says all things through Christ are are plausible. She's been. When you're in that moment, I don't see any other way that taking your next breath would be possible without Jesus Christ. So. [00:53:45] Well, I. I have always wondered, you know, this is much more my objective analysis. When someone goes through tough times and they don't have Christ, how in the world can they ever make it? Because just what you've experienced in which you share it, you can do all things with Christ. It's not it doesn't mean that the pain is no longer there, but you can make it through. And so that I'm glad you shared that, because I know that other people are going through some tough times and will. And just what an encouragement. [00:54:19] Your story is for them on that very thing else you'd like to share. I mean, this has been we've been all over the board. Anything that you have to share before you wrap up? [00:54:33] Anything more? No. I would just say be blessed. [00:54:39] It's. That's it. And then it all comes through Christ and. And I want it for everyone. So be blessed. Be blessed. [00:54:51] And if you don't know him, know him and and know that the blessings come. And if you if you do know him, I mean, just be encouraged and in your walk in this life, because I mean, maybe I say life isn't easy and maybe now they can understand why I say life isn't easy. [00:55:10] But I mean, yeah, I would just end with the blessed. [00:55:15] Hey, man. Definitely be blessed. Well, Joanna, this has been really a delight. Thank you. I know you're really busy, especially just coming back from travels and you've got a full load on you. So I really appreciate the time that you've taken out to. [00:55:32] Yeah. Yeah. [00:55:34] I thank you for the opportunity because it is. And it's coming as approaching 40 pretty quick here. And it is it is taking those moments and that and what you can put into people is comes more and more important in life. [00:55:53] So, yes, it does. And all of your love, your comment earlier on, you know, invest in people for eternity, double on your exact words. [00:56:01] But just. Well, thank you. [00:56:05] And for those listening, if you've enjoyed this podcast, be sure to subscribe to it. So you never miss another episode in place like our Get Cellar's calling you Facebook page. [00:56:15] Also, if you want to increase sales from past clients, a sphere of influence, dominate a geographic farm or convert home valuation leads. Check out our Agent Dominator program. We create custom content that differentiates you from other realtors, then use it to keep you top of mind with your prospects with postcards, targeted Facebook ads, email campaigns, video interviews and more. And the best part is we guarantee your sales or give all your money back. Learn more. Get sellers calling EW.com. That's like Agent Dominator in the menu. Thanks for listening to the Get Sellers calling you podcast. [00:56:49] Have a great day. 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Talent Economy – John Healy – Show NotesAre you the right person for the job? Nowadays, companies pushing to hire the best talent – but the talent is looking for more flexibility around the way they work and live. It’s not all about just getting the paycheck anymore – it’s about having the choice to find work that aligns with their values and aspirations as well. With this added freedom at work, matching up the best people with the right jobs is extremely crucial for everyone involved. In this episode, I talk with John Healy, the Vice President and Managing Director of the Office of the Future of Work at Kelly Services. As a workplace disruptor himself, John understands the intrinsic value of connecting people to jobs that will enrich their lives, no matter where they are in the world. At a high level, John and I discuss the current state of workforce dynamics, trends, and the ways that industry leaders are adapting – or not adapting – to these major shifts. As we get deeper into the conversation, John shares his insights about the experience of independent workers, how clients and freelancers are able to get to know one another, and what freelancers really are looking for in the work itself. Get ready to learn about how individuals and corporations are taking steps to invest in the future of work. Some Questions I Ask: Tell me about your journey to the office of the future. (1:50)Are you seeing differences in how people feel whether they are an employee or freelancer? (11:35)What can corporations do to connect with employees and contractors? (22:42)Rapid-fire questions. (33:47)In This Episode, You Will Learn: What role Kelly Services plays in developing the future of work. (3:46)Why workers are now likely to question the authenticity and transparency of companies. (9:05)Why the notion of work-life balance is over. (13:52)How algorithms can help find your next job that could enrich your life. (29:39)Connect with John Healy: LinkedInhealyjw@kellyservice.comKelly ServicesConnect with Paul Estes:LinkedInpaul.estes@toptal.comTwitterResources: GigE Summit 2019 Event Summary See acast.com/privacy for privacy and opt-out information.

In this episode of Lessons in Sales Leadership, Brent Adamson speaks with Myke Hawkins, SVP of Global Solutions at Kelly Services. The two discuss Myke’s career journey as a sales executive and how his leadership style has deeply been influenced by his personal experience growing up in Flint, Michigan. Being at the forefront of the changing world of work, Myke also shares his perspective on how organizations should be interpreting this change and what they can do to adjust their talent strategies to adapt.For more on this interview, download the latest issue of Gartner's quarterly publication, The Chief Sales Officer

Cześć, Dzień Dobry!W dzisiejszym podcaście zabieram Ciebie w obszary kadrowe. To kadry są najważniejszym czynnikiem decydującym o wyborze lokalizacji miasta, w którym ma powstać centrum operacyjne typu BSS.Kadry, to nie tylko liczba absolwentów szkół wyższych, ale wszelkie inne informacje z zakresu edukacji, dostępności, znajomości języków obcych, otoczenia konkurencji, etc, itp, itd. Chcesz wiedzieć więcej? Posłuchaj. W tym odcinku "BSS bez tajemnic" dostajesz konkretną porcję wiedzy.--- przydatne linki ---W tym odcinku rekomenduję kilka Agencji HR, z którymi warto współpracować w procesach analizy potencjału kadrowego miast i/lub w zakresie rekrutacji. Oto one:Adecco - https://www.adecco.pl/Antal - https://antal.pl/Devire - https://www.devire.pl/Gi Group - https://pl.gigroup.com/Grafton Recruitment - https://www.grafton.pl/plHRK - https://hrk.pl/Kelly Services - https://www.kellyservices.pl/pl/Michael Page - https://www.michaelpage.pl/Pamiętaj, aby zasubskrybować mój podcast. Tylko w ten sposób nie przegapisz żadnego odcinka.Do usłyszenia!

Serge Boudreau joins Tim and Luke to discuss what is happening in HR tech. Serge has had led sales teams for multi-national job boards like Indeed and Workopolis. He was previously a manager at Kelly Services and is now the Manager of Talent Acquisition for Burnco Rock Products, a North American concrete company.

Jacobs & Clevenger (J&C) is an independently owned, full-service marketing agency located in Chicago. Michelle Barnard is a career coach and recruiter at Kelly Services. LINKS: J&C Website: https://www.jacobsclevenger.com/ Follow J&C on Twitter: https://twitter.com/jacobsclevenger Kelly Services: https://www.kellyservices.com/ Michelle's LinkedIn: https://www.linkedin.com/in/michelle-barnard-7949721a/

Fea. Penny O’Reilly, Managing Director and Country General Manager at Kelly Services and Leah McKelvey, VP of Global Enterprise Strategy & Operations at Bullhorn.

In this episode, Matt Alder talks to Richard Bradley about Kelly Services' new research into job seeker attitudes to the future of work

Welcome to another all-new episode of the Contingent Workforce Weekly podcast. This week, we sit down with VP and Managing Director of Global Talent Supply Chain at Kelly Services, John Healy. John and I discuss a variety of topics, from the Future of Work and potential impact of artificial intelligence to the evolving Managed Service Provider (MSP) model.

A good time was had by all as we dove in with the folks from Kelly IT Services and had a great chat about recruiters, finding a gig, and what they're looking for, as well as the crew from Fifth Wall Escape Room about their new creation and all of the technology that went into it... Kelly Services is at: https://www.kellyservices.us/ Fifth Wall Escape Room is at: https://fifthwallescape.com/ IT in the D On the web: http://www.ITinTheD.com On Meetup: http://www.meetup.com/ITintheD/ On LinkedIn: https://www.linkedin.com/groups/IT-in-D-91763 On Facebook: http://www.facebook.com/ITintheD On Twitter: http://www.twitter.com/ITintheD Podcast Detroit is at: On the web: http://www.podcastdetroit.com/ On Facebook: https://www.facebook.com/PodcastDetroit On Twitter: https://twitter.com/PodcastDetroit On Soundcloud: https://soundcloud.com/podcastdetroit

Margaret McMahon From Temp to Managing Director Today in the Lounge Nick speaks with Margaret McMahon, the Managing Director for Wimberly Interiors from WATG. Margaret talks about her unusual introduction into the interior design world, what her job at WATG entails, and what she looks for when she hires interns. Getting to Know Margaret Margaret McMahon grew up in Douglaston, Queens. Her favorite vacation spot is Ireland. She loves road trips, the people and the bad weather from there. She went to school and attended SUNY Albany and then DIS, Danish International Studies in Copenhagen. Beer, wine, or cocktail? She hasn't had alcohol in 9 years. She pretends to be drinking with a club soda, cranberry juice, and a lime. How Margaret Got Her Start When her father refused to pay for law school, Margaret windsurfed and smoked pot instead. Her mother ended up helping her by telling her to go to Kelly Services, a temp agency, and find a job. Trisha Wilson Associates was hiring for someone to cut matboards. Margaret was hired and ended up helping put together a presentation for the bankers' trust offices in Cairo, Egypt. She also took out the trash and got doughnuts. Margaret earned her two-year certificate in interior design at night while working for Trisha. She says that she learned things in school but in the ends was trained most by her clients. Not to mention Trisha Wilson was an amazing mentor. WATG WATG is an international architecture firm. Wimberly Interiors is the interior design firm within WATG. She has been with the firm for seven years. She is the Managing Director at Wimberly Interiors. Starting out, her job was to assess the business and open up a studio in New York. Her first year was tough because no one knew that she was coming into the firm. Today, Margaret's day to day really varies. She helps out the other WATG firms in Singapore or LA if they need help they help and vice versa. She often travels for projects. Margaret looks at proposals, manages staffing, and oversees financial work. There are some days where is she is completely bogged down with admin work that going out to the floor and just looking at the designs helps her unwind. She is very good at critiquing and giving advice on projects. Her job has no set definition because it changes every day. What Margaret Looks for in an Intern As an intern, or someone looking to get into the industry, you have to be willing to make it happen. Young people have to remember that this business is a learning process. Margaret doesn't care where you went to school, what really matters is your work ethic and your outlook on life. They absolutely look at portfolios and resumes when hiring. If you don't' have the same opportunities as someone going to a private school, if you're going to a public university or community college, you can still get the same opportunities, it just depends on how you author yourself. Even if your portfolio isn't all that great you can still sell yourself. Margaret and her team will certainly give you a try if you show you are worth it. Even if you are not required to do an internship for credit, Margaret highly recommends getting one to receive experience in the field. If you're passionate enough about the job you want and you do what it takes, you will be successful. To learn more visit Wimberly Interiors and follow Margaret on Instagram. Resources Benjamin Moore Porcelanosa Design Manager Universal Furniture Upcoming Events Design Bloggers Conference – March 4 – 6 BD West – April 4 – 5 High Point Market – April 14 – 18 HD Expo – May 2 – 4 ICFF – May 20 – 23 NeoCon – June 11 – 13 Wrap Up If you would like to hear more episodes, please visit us on iTunes or on our website at TheChaiseLoungePodcast.com. Lastly, find The Chaise Lounge on Instagram, Facebook, and Twitter or post a review on iTunes, you may even hear your review read live on our next podcast. With that said keep dreaming big,

Margaret McMahon From Temp to Managing Director Today in the Lounge Nick speaks with Margaret McMahon, the Managing Director for Wimberly Interiors from WATG. Margaret talks about her unusual introduction into the interior design world, what her job at WATG entails, and what she looks for when she hires interns. Getting to Know Margaret Margaret McMahon grew up in Douglaston, Queens. Her favorite vacation spot is Ireland. She loves road trips, the people and the bad weather from there. She went to school and attended SUNY Albany and then DIS, Danish International Studies in Copenhagen. Beer, wine, or cocktail? She hasn't had alcohol in 9 years. She pretends to be drinking with a club soda, cranberry juice, and a lime. How Margaret Got Her Start When her father refused to pay for law school, Margaret windsurfed and smoked pot instead. Her mother ended up helping her by telling her to go to Kelly Services, a temp agency, and find a job. Trisha Wilson Associates was hiring for someone to cut matboards. Margaret was hired and ended up helping put together a presentation for the bankers' trust offices in Cairo, Egypt. She also took out the trash and got doughnuts. Margaret earned her two-year certificate in interior design at night while working for Trisha. She says that she learned things in school but in the ends was trained most by her clients. Not to mention Trisha Wilson was an amazing mentor. WATG WATG is an international architecture firm. Wimberly Interiors is the interior design firm within WATG. She has been with the firm for seven years. She is the Managing Director at Wimberly Interiors. Starting out, her job was to assess the business and open up a studio in New York. Her first year was tough because no one knew that she was coming into the firm. Today, Margaret's day to day really varies. She helps out the other WATG firms in Singapore or LA if they need help they help and vice versa. She often travels for projects. Margaret looks at proposals, manages staffing, and oversees financial work. There are some days where is she is completely bogged down with admin work that going out to the floor and just looking at the designs helps her unwind. She is very good at critiquing and giving advice on projects. Her job has no set definition because it changes every day. What Margaret Looks for in an Intern As an intern, or someone looking to get into the industry, you have to be willing to make it happen. Young people have to remember that this business is a learning process. Margaret doesn't care where you went to school, what really matters is your work ethic and your outlook on life. They absolutely look at portfolios and resumes when hiring. If you don't' have the same opportunities as someone going to a private school, if you're going to a public university or community college, you can still get the same opportunities, it just depends on how you author yourself. Even if your portfolio isn't all that great you can still sell yourself. Margaret and her team will certainly give you a try if you show you are worth it. Even if you are not required to do an internship for credit, Margaret highly recommends getting one to receive experience in the field. If you're passionate enough about the job you want and you do what it takes, you will be successful. To learn more visit Wimberly Interiors and follow Margaret on Instagram. Resources Benjamin Moore Porcelanosa Design Manager Universal Furniture Upcoming Events Design Bloggers Conference – March 4 – 6 BD West – April 4 – 5 High Point Market – April 14 – 18 HD Expo – May 2 – 4 ICFF – May 20 – 23 NeoCon – June 11 – 13 Wrap Up If you would like to hear more episodes, please visit us on iTunes or on our website at TheChaiseLoungePodcast.com. Lastly, find The Chaise Lounge on Instagram, Facebook, and Twitter or post a review on iTunes, you may even hear your review read live on our next podcast. With that said keep dreaming big,

Episode 156 is live! This week, we talk with Christine Laird in Oklahoma City, OK. Christine is the Manager of Talent and Business Growth at the Oklahoma City Chamber of Commerce. Previously, she was a Senior Recruiter for Kelly Services where she was consistently recognized as a top performer both regionally and nationally. On today's episode, Christine shares: The pros and cons of working with an external placement agency How to effectively work with an external recruiter How to handle salary challenges during the negotiation process How to follow up with the recruiter, even if we don't get a job Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher. To learn more about Christine, find her on LinkedIn. To learn more about the Oklahoma City Chamber of Commerce, visit their website here. Thanks to everyone for listening! And, thank you to those who sent me questions. You can send me your questions to Angela@CopelandCoaching.com. You can also send me questions via Twitter. I'm @CopelandCoach. And, on Facebook, I am Copeland Coaching. Don't forget to help me out. Subscribe on Apple Podcasts and leave me a review!  

Many colleges these days are experimenting with short-form online degrees to try to reach new audiences and offer new options, often at a lower cost. And new upstart providers are also getting into the mix, including coding bootcamps and startups like Udacity, which offers unaccredited nanodegrees. These trends raise a host of questions about the future of credentialing. To explore some of these questions, EdSurge recently held an hour-long video forum featuring two guests: Sean Gallagher, the founder and executive director of Northeastern University’s Center for the Future of Higher Education and Talent Strategy and author of the book, The Future of University Credentials; and Nicola Soares, vice president and managing director for Kelly Educational Staffing at Kelly Services, who has her finger on the pulse of employment and hiring trends.

If you are a parent who has a child who is struggling to keep up with their schoolwork or if you need assistance with your college classes or with your G.E.D. preparation, help is on the way.  The Jones and Frederick Interprises, Inc. is similar to Kelly Services.  If you need academic assistance or if you know someone who does, the number to call is call 586-306-5487 and you will be put in contact with a tutor who is state licensed and ready and able to help you. Any student from the 3rd grade to college is accepted, and those of you who are challenged by those G.E.D. preparation classes are welcome as well. Listen to this podcast on Friday, August 4th at 8 p.m.EST by calling 646-668-8485 for more information.  

Joe Lampinen, Senior Director, Global Practice Consultant for Engineering, Business, & Professional Services at Kelly Services, explores how manufacturers today must meet the challenge of engaging younger workers just entering the profession. These workers have the expectation that they will change employers ten times or more during their careers. Employers must be able to upskill and engage all of their workers and choose the right option from the many available for bringing in outside workers, including temporary workers, independent contractors, outsourcing, and consulting firms.      

Kevin Craine is a professional writer and editor, an internationally respected business analyst, and an award-winning podcast producer. Kevin's podcasts have been heard around the world, including the award-winning "Everyday-MBA.com" where he interviews best-selling authors about success tips and techniques that you don't learn in business school. He is the host and producer of "Bizcast" on C-Suite Radio and his interviews feature today's best thought leaders. He is the producer behind podcasts for Epson, Canon, IBM and Kelly Services, among others. Kevin has also been the written voice for some of North America's leading brands like IBM, Kodak and Intel, along with a long list of individuals and start-ups from a wide variety of industries.   “Good writing is good business.” - Kevin Craine What you’ll learn about in this episode: Why strong writing is a skill that students need to focus on more than ever Mistakes companies make when they hire writers and content developers Why you must get clear about the purpose and audience of your message The seven characteristics for knowledge leadership content How to use podcasting very effectively and blend it into your bigger plan Setting your podcasting expectations correctly How to deliver scripted content in a way that doesn’t sound scripted Podcasts that Kevin loves How to learn from other podcasts Ways to contact Kevin: Website: crainegroup.com Podcast: everyday-mba.com Podcast: Fresh Air

Teresa Carroll is the Senior Vice President and General Manager of Global Talent Solutions for Kelly Services. Kelly Services is a staffing agency that has been around for 70 years and now it is a $6 Billion company that has 10,000 employees operating in over 40 countries around the world. Carroll, who is actually an engineer in the automotive industry by trade, has worked with Kelly Services for 24 years in several different roles.   Gig/Freelance economy is a huge topic of discussion these days. It seems like the gig/freelance economy is growing daily. Why are we having such a shift away from traditional, full time work? Carroll believes it is due to three key factors. First of all, it is due to demographics. We currently have four generations out in the workforce and as Carroll points out, “2 out of the 4 have clearly stated they don’t want to work full time for the same company”. The two generations she is talking about are the Baby Boomers, who are at retirement age but who don’t want to fully commit to leaving the workforce yet and therefore are doing part-time work, and the Millennials who have grown up with technology since birth.   The second factor that plays into the move from traditional, full time work is technology. The advances in technology have allowed us to get work done in so many different ways using various platforms such as Upwork, Etsy, Uber, etc... It used to be that employees would have to go into the office where they were trained in one specific job, however now you can work from anywhere and jobs are more task driven. And finally, the third factor is psychographic, or how we think and make decisions. Today’s workforce realizes they have certain skills and they are in demand, and therefore they get to work how they want to work.   When looking to figure out the true size of the gig/freelance economy it is hard to pinpoint due to challenges, such as the fact that there are so many different terms for this type of work. People use terms such as Gig workers, freelancers, independent contractors, entrepreneurs, etc... However, as Carroll points out, regardless of what name you use it is a fact that one third of today’s workforce does not work full time. According to a study done by Kelly Services, there are 600 million workers in the developing world and out of those workers 115 million work as independent contractors, 50 million are freelancers/business owners, 40 million are temp workers and 30 million are a hybrid of several different types of work.   One thing you cannot deny is that this space is substantial and it is growing all the time. So what does this mean for companies? According to Carroll it means that companies need to continuously educate themselves on trends and they need to be able to adapt to a new type of workforce. We are going to see a move towards employing a mixture of full time, traditional employees as well as gig/freelance workers (depending on the needs of the company). With this shift in workforce it is important for HR and procurement personnel to work together and to sit down together to make a strategic plan. If companies choose to ignore this change they will not be able to attract and retain today’s top talent, and therefore they will stunt the company’s growth.   What does it mean for individuals? Carroll encourages young people who are just entering the workforce to try three types of internships; one with a large company with a well-known name brand, one with a small entrepreneur, and one as an independent contractor in order to get a sense of the different ways to work. She also says it is important for workers to “get a specific skill set and keep adding to it” and to stay educated about business trends and the different ways people are finding work.     What you will learn in this episode:  Trends fueling the gig/freelance space  Some of the research Kelly Services has done around ggi  Common freelance myths  How companies can manage their freelance pipelines in this new type of employee/employer relationship  What advice Teresa Carroll would give to companies and employees   What the next 5-10 years look like for the gig/freelance economy  Whether or not traditional full time work will disappear in the future  How AI and robots fit into the future of work  Links From The Episode: KellyOCG Kelly Services (Music by Ronald Jenkees)

In today’s episode, Joe Lampinen of Kelly Services talks about the trends in the industry and what employers are looking for in the engineering industry in the way of engineering skills and certifications. Here are some key points: Trends in hiring: Hollywood model/talent supply chain management – hiring just for the life of the project […] The post TECC 96: A Discussion on What Engineering Skills and Certifications Are In Demand appeared first on Engineering Management Institute.

Lance J. Richards knows millennials – a global workforce futurist and consultant, leveraging a 25+ year career in global human resources and workforce strategy. A sought-after speaker, presenting at conferences and corporate events worldwide including General Motors, Nissan, Blue Cross/Blue Shield, Halliburton, PG&E, Johnson & Johnson, and many more. He’s a former VP of Innovation at Kelly Services and now serves as the Director, Human Resources & Risk Management at Town of Avon overlooking the beautiful Beaver Creek ski resort. Today, we discuss how to lead millennial employees, prepare for the future of work, and his book, “Gen Now: Understanding the Multi-gen Workforce and the Coming Leadership Deficit”. In This Episode, You’ll Discover: Being a self-learner Lance’s book Gen Now: Understanding the Multi-gen Workforce and the Coming Leadership Deficit Why we need millennials more than they need us Understanding the mindset and expectations of most millennials Some of the five pet peeves that most people have of millennials Why millennials require management to offer immediate feedback to be effective How millennials have developed a healthy cynicism of jobs, the workplace, and companies The paradox in the future of work Understanding the flexibilities of jobs – access, location, and office space In a college grad, the actual major is becoming secondary The importance of learning to play well with others Leadership is less about authority and more about developed soft skills The difference between skills versus behaviors and competencies Being constantly aware that you are your own company and brand How Lance has reprioritized his life to focus on family and much more! Links and Resources Mentioned in This Episode: Lance’s email:  ljrichards@outlook.com  Twitter  @LanceJRichards Lance’s book: Gen Now: Understanding the Multi-gen Workforce and the Coming Leadership Deficit Atlantic article: Why Are American Colleges Obsessed with Leadership?  Buffer’s no office policy Thanks for Listening! Thanks so much for joining me again this week. Have some feedback you’d like to share? Leave a note in the comment section below! If you enjoyed this episode, please share it using the social media buttons you see at the bottom of the post. Also, 

Julie Acosta is the co-founder of mission-driven fashion brand Amoura Designs, which she founded after a life-changing trip to Egypt a few years ago. Her designs are not only beautiful and high quality pieces, she has been able to empower young women in impoverished areas of Egypt to receive an income source as well as a business opportunity. Julie shares her fascinating story of stumbling upon the women who will later become the impetus for creating Amoura Designs, and invaluable business advice for missionpreneurs and startups, as well as the use of new technology for those businesses that wish to compete in the e-commerce space. Julie is a professional career woman with over 25 years in the corporate world as an executive in the learning and employee development (L&D) field. Julie has worked at several Fortune 500 companies such as Black n Decker, Kodak, Kelly Services & Boston Scientific managing various L&D international locations for them. She left the corporate world after her life changing trip to Egypt and is now the designer and co-founder of Amoura, a fashion accessories company of handmade items done in Egypt. To contact Julie and Amoura: http://AmouraDesigns.com Facebook.com/AmouraFashion Twitter/Instagram: @AmouraDesigns Pinterest.com/AmouraDesigns JAcosta@AmouraDesigns.com

In this episode, we discuss the challenges in pharma regarding workforce management, the growing trend of strategic workforce planning, and how this phenomenon will continue to evolve over the next 5 years.Thought Leader: Mark Lanfear, Global Practice Leader, Americas Scientific Product Group, Kelly Services, Inc.Play podcast

Do you use SlideShare? Are you looking for more leads? In this episode, I interview Todd Wheatland, author of The Marketer’s Guide to SlideShare. He’s also head of Thought Leadership at Kelly Services. Show Notes: https://www.socialmediaexaminer.com/36

I have looked for work as a TG for many years and about a year ago finally found a job with Kelly Services as a temp but then a great opportunity at Brown-Forman came along.  In those many years, in many discussions, through many mistakes I feel I can help a lot of you that are looking for work but at least we can talk about some things you need to consider.  

The Industry’s Favorite SEO and Digital Marketing Podcast Episode 17 was our New Media Day! We were joined in studio by Douglas Karr, from Marketing Tech Blog, and Kelly Services to discuss the latest topics in Internet Marketing. We were also glad to welcome students from the IU Kokomo New […] The post appeared first on .

La empresa Kelly Services ha publicado hace unas semanas un estudio realizado en Reino Unido acerca del incremento en el uso de redes sociales durante el trabajo tanto para uso profesional como personal, y si éste influye en la productividad.

La empresa Kelly Services ha publicado hace unas semanas un estudio realizado en Reino Unido acerca del incremento en el uso de redes sociales durante el trabajo tanto para uso profesional como personal, y si éste influye en la productividad.