Podcast appearances and mentions of nicole evans

Mary Morton reveals how converting scientific research into strategic relationships revolutionized her recruitment approach. A biology major turned pharmaceutical recruiter, she leverages investor presentations and company pipelines to identify opportunities before her competitors.  This research-driven strategy and building deep client trust helped her agency thrive from its 2008 recession launch through today's market challenges. Episode Outline and Highlights [04:50] How Mary accidentally got into recruitment. [08:30] Critical foundations contributing to recruitment career longevity. [17:26] Building relationships and walking the talk: Mary's ingredients to success. [29:37] Mary is a science nerd and how she uses this quality to connect with clients. [39:43] How preparation and research in advance make it easy for May to connect with decision-makers for potential clients. [42:21] Adding value in your niche as a recruitment organization. [45:20] Quick fire questions. [49:27] Why Mary launched her podcast, MSLead Chronicles. [53:27] Mary shared one of the biggest roadblocks she had to overcome.   Critical Foundations in Billing $10M  Mary's 30+ years of experience demonstrates how becoming an industry expert enables proactive rather than reactive recruiting. Her biology degree and pharmaceutical specialization became powerful advantages in building a $10M+ billing desk. Her longevity in the industry and accomplishments in the pharmaceutical niche can be attributed to several foundational elements: Curiosity and Science-Driven Approach: She emphasized the importance of being a "nerd" about the industry you work in, highlighting her drive to learn everything about the pharmaceutical space. People-Centric Focus: While being a people person is essential, Mary combined this quality with deep industry expertise and strategic focus to excel in recruitment, a role that requires more than interpersonal skills. Relentless Drive and Discipline: Mary's strong work ethic and determination were inspired by her father, a Marine Corps officer with a 31-year career. His values of accountability, responsibility, and perseverance deeply influenced her approach to work.   These factors, combined with her adaptability, niche specialization, and focus on continuous learning, have solidified her position as a leader in the recruitment industry.   How to Add Value to Your Niche as a Recruitment Organization   “Well, if they're already niched, I think they owe it to themselves as well as to the candidates and clients that they're serving to be an expert in the space that they're niched in or that they claim to be niched in. You know, I think that's where the value comes it.” This statement summarizes Mary's mindset on adding value to your industry niche as a recruitment organization.   By investing in niche-specific knowledge and preparation, recruitment organizations can elevate their effectiveness and differentiate themselves in competitive markets. It also brings about the following benefits that Mary elaborated on in our discussion:   Enhanced Expertise and Credibility Anticipation of Objections Improved Candidate and Client Engagement Higher Placement Success Rates Efficiency in Communication Tailored Solutions Long-Term Industry Impact   One way Mary builds her credibility in her relevant niche (in addition to her longevity) is by hosting a podcast.   Comprehensive Information Gathering as Competitive Advantage  Mary's approach to information gathering goes far beyond standard job requirements. This thorough preparation becomes a key differentiator in her market. She can easily engage with potential clients' primary decision-makers, which results in optimum connection rates.   She shared the essential elements of her process:   Detailed initial client conversations beyond job descriptions Documentation of potential objections and prepared responses Collection of scientific/technical information candidates might question Market feedback about the company's reputation Preparation of selling points and challenge responses   These strategies directly contributed to Mary's ability to build a sustainable business that has thrived through multiple market downturns while maintaining premium fees averaging $50,000.   Mary Morton Bio & Contact Info   Mary began her recruiting career 30 years ago this coming March. For the last 25 years in the pharmaceutical industry. She owns SEMbio, a niche recruiting firm in field-based medical affairs, that she founded in 2008 with her longtime colleague and business partner, Nicole Evans. She has been a member of the Pinnacle Society for 7 years and runs a 360 desk that is primarily focused on account management, with personal billings above $10M over the last 15 years. (I only have billing records going back to 2011!)   Sembio website link MSLead Chronicles Podcast on YouTube   People and Resources Mentioned    Nicole Evans on LinkedIn Chad Fellers on LinkedIn Pinnacle Society PCRecruiter  Ring Central Hinterview  Swordfish Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn,  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.  

Great Falls is the final stop for a uniquely vibrant exhibit. Willem Volkersz: The View From Here will be displayed at Paris Gibson Square Museum of Art through January 25th, 2025. On this episode, Rebecca and Shannon chat with The Square's Sarah Justice and Nicole Evans about the neon and paint-by-number-style installation. An artist talk and reception will be held at Paris Gibson Square on Friday, October 25th, 2024, from 5:30 p.m. to 7:30 p.m. Willem Vokersz: http://willemvolkersz.com Paris Gibson Square Museum of Art: https://www.the-square.org

Join Dr. Nicole Evans from Embracing Equity and Beth Menninga and Priscilla Weigel of CICC as they discuss the central role of equity in creating inclusive early childhood environments.  Dr. Evans presents a useful framework for taking action at three levels to promote equity in organizations. Examples are shared of how and where learning organizations identified needs and made changes aimed at creating more equity at the individual, cultural and systems levels. As we think about where to begin a focus on equity in early childhood environments, the group talks about ways to create strong family partnerships as a powerful first step

It's the fifth Thursday of the month (a rare occurrence!) so you know what that means - it's time for a Small-Screen Shameful! Jason MacLeod joins the guys this week to talk about Blackbird - the Michael Flatley (yes, of Riverdance) vanity project. They talk all about Flatley's unfathomably bad, static, hilarious and insane performance, Eric Roberts drunkenly slurring all his dialogue, the obscene amount of hats, the most boring card-playing scene since Poker Face (the Crowe one) and much more. Plus: original guest Galen Howard chimes in having seen the first half of the movie. Next week: Listeners Choice Month begins with... Battleship! What We've Been Watching: "Star Ocean: Second Story R" "Ted" "Home Movies" Obvious Child Questions? Comments? Suggestions? You can always shoot us an e-mail at wwttpodcast@gmail.com  Patreon: www.patreon.com/wwttpodcast Facebook: www.facebook.com/wwttpodcast Twitter: www.twitter.com/wwttpodcast Instagram: www.instagram.com/wwttpodcast Theme Song recorded by Taylor Sheasgreen: www.facebook.com/themotorleague Logo designed by Mariah Lirette: www.instagram.com/its.mariah.xo Montrose Monkington III: www.twitter.com/montrosethe3rd Blackbird stars Michael Flatley, Nicole Evans, Ian Beattie, Rachel Warren, Patrick Bergin, Serhat Metin and Eric Roberts; directed by Michael Flatley. Learn more about your ad choices. Visit megaphone.fm/adchoices

An iconic building. A storied past. Tales of hauntings. Incredible art. Paris Gibson Square Museum of Art has it all! On this episode, Rebecca and Shannon talk with exeuctive director Sarah Justice and curator Nicole Evans about Paris Gibson's Square's mission of inspiring and promoting contemporary art. They also chat about an upcoming event to suppot the museum that Shannon gets to emcee called Chefs, Champagne & Art! Paris Gibson Square Museum of Art: https://www.the-square.org/ Chefs, Champagne, and Art event information and tickets: https://thenewberrymt.com/event/paris-gibson-square-chefs-champagne-art/the-newberry/great-falls/

Hi - my name is Kelly Cantwell and I work with Keller Williams Classic Properties Realty. I've been in the real estate industry for 17 years and thoroughly enjoy working with a variety of buyers and sellers. Today, I'd like to introduce you to Chris Sauerzopf & Nicole Evans with World Class Title. They provide industry leading efficiency, cutting-edge technology, and world class service. Hope you enjoy listening to this podcast!

Agent Scott, along with guest operatives Jon Burn from the Not Perfected Yet blog and spy fiction enthusiast Alice Dryden, dance their way through a DECLASSIFIED review of the new Michael Flatley secret agent star vehicle Blackbird. Directed by Michael Flatley. Starring Michael Flatley, Eric Roberts, Patrick Bergin, Ian Beattie, Nicole Evans and Tony Fadil. Blackbird is playing in select UK cinemas now. Check out Jon's writing at the Not Perfected Yet blog, or follow him on Twitter. Alice can also be found on Twitter. Become a SpyHards Patron and gain access to top secret "Agents in the Field" bonus episodes, movie commentaries and more! Pick up exclusive SpyHards merch, including the "What Does Vargas Do?" t-shirt by @shaylayy, available only at Redbubble Social media: @spyhards View the NOC List and the Disavowed List at Letterboxd.com/spyhards Podcast artwork by Hannah Hughes. Theme music by Doug Astley.

On this episode we talk with Nicole Evans about her life with childhoood leukemia and the things that helped her overcome it and be in remission for over a decade.

Join us as we discuss methods to inspire communal encouragement, as well as Dr. Jones' work as an engagement specialist where she empowers people to find their truth, while also helping them to elevate in that truth and finally what she believes is the best way to “Love The Way You Live!” Dr. Nicole Evans Jones, EdD – On IG @SpreadLoveInstead

Back in November of 2020, we discussed how cancer doesn't always have to be a death sentence. In this follow-up episode, almost one year later, we are doing to discuss this topic with another cancer survivor. Tony Wechsler interviews Nicole Evans and she discusses her story of childhood cancer and how she not only went through it, but how it now gives her a new sense of purpose and a way to serve others. You will find yourself amazed as you listen to the interview and want to share it with others. Nicole can be reached at her website, https://nicoleemedia.com/ As always, you are invited to join the Strive to Thrive Facebook group for a supportive community.... https://www.facebook.com/groups/strivetothrivepage BTW...If you love this episode, please take a screenshot, share it on your Facebook story and tag me @TonyWechsler

Shobna can currently be seen in Going The Distance, a new digital comedy by Henry Filloux-Bennett and Yasmeen Khan. Directed by Felicity Montagu, Going The Distance is a co-production from the Lawrence Batley Theatre, Oxford Playhouse, The Dukes and The Watermill Theatre. The cast also includes Sara Crowe, Nicole Evans, Sarah Hadland, Merch Husey, Matthew Kelly, Emma McDonald and Penny Ryder with Stephen Fry as the Narrator. Going The Distance is available to stream until 17th October via www.goingthedistanceplay.com.Shobna can currently be seen on screen as Ray in the film adaptation of Everybody's Talking About Jamie. She previously played the role in the musical's West End production, and is currently reprising her performance on the UK tour.Next year Shobna will be starring alongside Christina Bianco in The Rise and Fall of Little Voice on tour.  Shobna became a household name for her role as Anita in Victoria Wood's Dinnerladies and as Sunita in Coronation Street.  Just a few of her theatre credits include: Cinderella (Lyric Hammersmith), Richard II (The Globe), Anita & Me (Birmingham Rep/Touring Consortium), Grease (Leicester Curve) and she played Tanya in the Mamma Mia! International Tour.Shobna recently wrote her debut book Remember Me.You can see Shobna on tour in Jamie until January 2022. The Jamie movie is out now on Amazon Prime.Hosted by Andrew Tomlins. @Andrew_Tomlins Thanks for listening! Email: andrew@westendframe.co.ukVisit westendframe.co.uk for more info about our podcasts. 

My next guest actress Nicole Evans is Going The Distance in the world premiere of a digital production of a new comedy by Henry Filloux-Bennett and Yasmeen Khan from 4th - 17th October. Nicole has a starring role in a star-studded cast along with Stephen Fry as narrator and other household names such as Matthew Kelly, Shobna Gulati and Sarah Hadland. Nicole has had roles in Captain America, Teddy and lots of other TV and theatre productions. But her part in 'Going The Distance' with Director Felicity Montagu who is best known for her role as Lynn in Alan Partridge, has been one that has resonated with her as an actress and as someone who loves theatre.

In this episode Elena talks with Dr. Nicole Evans, former principal and current Executive Director of Urban Education and Student Engagement at Harris-Stowe State University. The two explore how Dr. Evans pursued a commitment to making equity “the plate” and not an add-on during her time as principal of City Garden Montessori, a public school in St. Louis Missouri. This episode is for you if: You're ready to move past admiring the many and complex problems perpetrating inequities and begin creating something different. You want to hear the story of how one principal lived into the calling of what Dr. Bettina Love calls “freedom dreaming.” You're working to create more inclusive and welcoming spaces for all students and families. You've considered if it's time to leave an organization or a role where you are experiencing oppression. You can find full show notes, including everything mentioned on the show here. Mentioned in this EpisodeEmbracing Equity Leadership Residency program Our Liberation is Bound Together (blog post co-written by Dr. Evans) All-Inclusive+ Bright Morning Membership (Opportunity for more connection with Elena and a years worth of professional development!) Friend of the Podcast (Opportunity for more connection with Elena) 

A comedy about a man, a dog and a good deed that takes an unexpected turn.  Starring John Tueart, Nicole Evans, Colin Titley, Jason Ward and Lisa Whiteside  Written by Lisa Whiteside Produced & Directed by Paul Ludden Learn more about your ad choices. Visit megaphone.fm/adchoices

In this special Mardi Gras episode of Just Chat, Claire Chaffey talks with Nicole Evans and Jake Fing about their experiences in the legal profession as LGBTQI lawyers, how those in the profession can be more effective allies, and how lawyers can better represent LGBTQI clients.

 Episode 7 NotesLindsay 00:42Well, I am so excited today because I want to be talking to you a little bit about the illusions in job searching, specifically what to do when you're not qualified. So what I mean by that is that when you tend to see a job posting, you look at it and you go, “Oh, crap, I don't meet everything that is on this list. “, and it causes us to stop what we're doing, and to not take the next step. So, a lot of you are telling me that I have this experience, I don't have enough, or I am not sure it's the right experience. And so I want to walk you through what this is like on the inside as a recruiter. So, I'm going to introduce myself. Hi, I'm Lindsay Mustain. I'm the CEO of Talent Paradigm. And I want to introduce you to one of my lead coaches, which is Nicole Evans. Both of us have a ton of time in recruiting and talent acquisition. And Nicole at one time was actually my intern, this was six years ago. She worked with me at one company, I took her over to Amazon. And now we get a chance to work together in Talent Paradigm. And so I am so excited to share with you from two different perspectives of people who are actually in recruiting about what happens here. And so, a lot of times when we put up a job description, people take this as the Bible. And what I mean by that, is that this is black and white, there is no wiggle room, and this is what you must be in order to be qualified. Now, how many of you have seen some crazy job descriptions? I've seen a lot. Yes. And so this is where I'm like, okay, we use job descriptions. What happens when we use it? Okay, so what is the job description? Let's go to that part first.A job description is essentially the duties and responsibilities or tasks that you will perform on the job in the role. Now, how companies do this is that job descriptions are used almost verbatim as job advertisements. And so we do that, because we want it to be compliant with a lot of EEO or OFCCP guidelines. And we don't do a lot of work to actually make it attractive and exciting for someone to apply. It is literally a bulleted list. And I'll tell you, what we use job descriptions for internally is one, aligning pay codes. And we also do it to make sure that you are doing the work that we say that you should be doing on your performance review. And then the other part that we don't tell you is that we use it to performance manage you out when you're not being effective. And so this is what a job description is really there for and I have a really big beef around it, because it doesn't entice anybody to actually want to work for your company, it's just a really good description of what it is that you would do as if somehow like “reporting as necessary” is somehow an exciting way to attract your ideal client. But the government requires us and I'm going to talk about the United States in particular, so that wherever your location is, that might vary. But for a lot of businesses, we're required to post a job. Now , there's a lot of other things out there, that means that only 20% of jobs are actually posted. So I want you to really recognize that this is like when you look at the pool of all the jobs that are listed, I want you to think that that's just a tiny little puddle that you're fishing in. It's actually not, there's a whole ocean out there, but all you can see is a 20%. And then I want you to recognize that this is just a wish list. Okay, so let's talk a little bit about that. When we actually have an opening inside of a company at a high-performance organization - somebody needs really top talent, we don't sit around and hope that you fall into the right job description, okay? Because it's kind of like, “Okay, I need somebody who's amazing and fantastic, and I'm just going to go over here and I'm going to set a trap, or some sort of something to catch something and, I'm just going to put in my backyard, and I'm just going to hope that somehow, (it's like trying to catch a Bigfoot) Bigfoot is going to walk by through this hole at this exact time, at this one place in the universe at this specific moment.”It doesn't work, and it's why we actually don't use that strategy to find our ideal clients or our ideal candidates. We don't do that. We go out and we don't like the idea of being very passive, like “hope they like pie!” We call this the spray and pray by the way, like spray it out there and pray the right person comes along; it doesn't really work like that. High performance organizations and recruiting actually go out and hunt the right candidates. And so when people are like, “I'm not getting a call back,” I'm going to talk to you a little bit about the science behind this. But I want you to know that you're playing a game where you're destined to lose. Okay?So on average pre-recession, a job description would get 250 applicants, it used to be actually a couple years ago about 150, so it went up. Just by default, 1 out of 250 meant that you had a 0.04% chance if you applied to get the job. Okay, 0.04% chance. I don't know about those odds, but if you were giving me like a medical diagnosis, and you said, “You know what, you have some sort of infection, and here's something that I'll give you; it only works about 0.04% of the time.” I don't know about you, but that doesn't seem really good. Yes, it's not good. Not good. But this is how most people work. I'm actually I'm going to go back to a company that's called talent dot works. They did an actual study on some of their job applications. The average applicant for them, 176 is what they estimated on this, and they said that they defined 77% of applications are spammy. So what does that mean? A spammy means that they have a mismatch of skills. All right. So let me tell you why this happens. There's that easy Apply button, and there are people who just need to get their numbers in, and they're hitting that button, so they dilute the pool of good people because they just need to apply and they're not interested in the end result. Which is why, Employers, if you are making an easy Apply button, you are literally making your job more difficult. Stop it. Make it difficult for people to apply, that way you can actually get a qualified pool in there. If you make it easy, you're just going to get a whole bunch of crap, and I'm all over quality versus quantity; and I know because I've managed over a million resumes in my lifetime. So that's the first one, mismatch skills. The second thing is, and I'm going to say this is their verbiage not mine, dumb mistakes. Dumb mistakes, and this, I'm going to say 75% of people fall into the “dumb mistakes” category. Sorry, love you guys. There's a reason why I wrote a bestselling book about this. You don't include the basic information like your email, or your phone number, or any of the kind of contact information that we actually need to have that if you misspell things there, there's going to be some very obvious things are going to get you disqualified here. So mismatch skills, dumb mistakes, and then the last one was something spammy. Like you're a recruiter and you're trying to submit somebody else, or it's just it's not viable. Okay, so 77% so now we're going to say okay, so for the recruiters job, immediately 77% of people are not even close to qualified, okay? Not even close to qualified. Alright. So that leaves somewhere around 23% potential people that are qualified. And then how many of those people that apply, actually get an interview? Well, the number is around 3%. Okay. And then the chance of you getting selected for from the interview is somewhere a lucky 10 to 15%. If these sound like shitty odds to you, it's because they are. So here's why I'm telling you this. A lot of people won't tell you this truth, and it's the one thing I got really well known at Amazon doing was to tell you guys this. I would just be willing to tell you the inconvenient, uncomfortable truth, because it is a losing game; you're going to lose at it. And then somehow you're going to say, because I was unsuccessful in a game that has been rigged for me to fail, that somehow I am not worthwhile, or my worth is diminished. And that story just isn't true. And that's why we're here talking about them. Okay.All right. So, now we go to the idea of why don't other people apply who are more qualified, okay, so we created the easy Apply button, (guys, don't do that). Like, if you are job searching, you need to be intentional with this. So that's a whole other conversation. But when you go into this, I want you to remember that the list on our job descriptions is a wish list, right? And so we do something called required experience, at the very bottom. Required experience or competency. Sometimes we use those interchangeably. And the required experience - when you see these, usually the first three bullet points are things that we tend to need to have required. Okay. When I say “tend to”, I'm going to tell you a little bit of what that what that means. But we say it tends to need to be required, because these are the things that the government will assess whether or not we fairly screened people against, okay. And I‘ve had somebody ask me, “hey, how do you actually screen people?” Well, I'm going to tell you usually it's a first in first out, and it's totally subjective how many people that we screen. And the reason why is that just like every business is completely unique, so is every recruiting process. So we have standard things that we do, but the number just depends on the quality. So if we have 100 bad applications, then we're probably going to go to 125 when we review them, but however, if the first 20 people are amazing, and we spent the time to create an actual job description, that's exciting for people to apply, then that may be all I'm going to do out of the 250 apply. Just the first 25 because that was enough, which is again, first in, first out. If you're going to play this game you need to apply first, okay, so it's not the most successful way to do it. I'm just going to say that right now, this is a strategy for people who want to play at the lowest odds of success. So if you want to do the spray and pray as a candidate, this is how you do it. And I'm just telling you, because I want to be honest about what happens Here's how you get past this. So when we use the job description is just to cover basic qualifications. Now, as a high-performance organization, I'm going to go out and I'm also going to go look for that person on LinkedIn. Okay, I can also do it on Google. And we do something called a Boolean search string. And it just helps us define the parameters. If you've ever done this in a research paper, you might have gone to find content that you would put inside of like a paper and you would cite. The same thing happens actually when we go out and look for you all, which is where you want to pretend to be the candidate of choice. And when I say pretend, appear is more like the word, appear to be the candidate of choice. This means that you fit all the desired requirements for your ideal career opportunity, so that when a recruiter runs across your resume or your profile, they go, “Holy crap, we can't talk to Nicole, she needs to come here and work for us!” Okay. So that's the mindset here of this process. Now, if you are looking at a job description, and you're saying, “Well, I'm not qualified,” the first thing I need you to do is to check that assumption, okay? So, when you say I am not qualified, there's going to be some things on there that say a degree is required. Okay? So there's going to be some people that will be upset with me about this one. A degree is not required. There is no company that I have been in where we say degrees are required. And we require 100% of the time. Okay, there we go. That is not the case. Now, this is where I'm going to turn it over to Nicole. Because Nicole is going to tell you a story about being completely unqualified for the job that she ended up getting.Nicole 11:51That sounds crazy going back to it! When I had met Lindsay at Frontier, and she actually turned over to her next chapter into Amazon, I wanted to follow. A big part of that was because (a little backstory), Lindsay was someone who really helped me find my voice and my confidence, and really be able to shine out with my passion. And that's something that's so contagious and seeing where my next opportunity was, I had to follow that. That's where I landed with Amazon. So when I interviewed with Amazon, I didn't have a bachelor's degree at the time. I had just been working through finalizing getting my associates, and my main focus was really on my career experience. At the time, I only had a little bit of retail experience with GameStop, and my first job was at KFC. So I really didn't have a ton of HR/recruiting, I only had just a little bit from working with Lindsay at Frontier. So going to Amazon didn't have a bachelor's, I barely even had the recruiting experience, but a big part of what I learned with my time at Frontier and with Lindsay is the power of your narrative. Really just believing in my passion and having my career clarity. So when I went into Amazon, again, I did not have my bachelor's degree, and that was one of the requirements, and I didn't even have the full recruiting experience, but what I did have was my passion, and I knew exactly what I wanted next. I wanted to be able to go out and I wanted to expand on my recruiting experience, really go into my passion of meeting with people, building communities, and helping other people find their voice, and that all went into my narrative. So that's when I went in for the interview, I shared my passion and my narrative. And from there, I was able to land the opportunity. And I was able to really expand on my zone of genius. And I continued to expand on that as a recruiting coordinator, and I quickly led my own team as an RC captain. At that time, RC Managers were very new to my department within Amazon. There wasn't really a pathway for RCs to become an RC manager, this is actually quite a significant jump. This is the passionate area for me, and so I ended up creating a role. I used the power of my narrative to show why we needed this, why this is so valuable, so important, how I can take this to the next level. And it worked. And I was promoted to be the first RC Lead, leading a small team of recruiting coordinators. I helped over 15 recruiting coordinators promote into their passion areas within the tech side, Executive Assistants, Recruiters, HR Assistants, Learning and Talent Development, there were all kinds of amazing opportunities, and I was able to be a part of their journey and help them figure that out. And I loved it. I was promoted again into an RC manager which is also known as a Talent Acquisition Manager. I ended up managing a team that grew to 23 Recruiting Coordinators, and I continued to thrive helping more RCs and even new recruiters find their confidence and doing what they love. So I was really able to thrive and the power of that is all through, again, I was able to fuel my passion because I knew exactly what I wanted to do through finding that out with Lindsey. And I was able to carry that forward. Did I need a Bachelor's? No. Did I need all the experience? No. I was able to speak to that. I was able to find my way through and able to prove that. I've had my own amazing journey since then, and because Lindsay is so contagious, I had to continue to follow her, which is why I've ended up at Talent Paradigm.Lindsay 15:29So this is where the belief that somebody, and I don't want to diminish Nicole, because she is amazing. Like, there is a reason why we pick as we call it the best and brightest at Amazon. You really have to be the cream of the crop in order to come in. So the process - I like to say, unless you feel like you walked out without being run over by a Mack truck, at your interview process at Amazon, you likely didn't get it because they will interview you at an extreme level. So you do have to perform when you get in there, and Nicole's the perfect example of somebody who performed under that. So let me be really clear that hunger and enthusiasm beat qualifications every f**ing time. That's what it beats, every time. Okay, so there's a reason why Nicole was able to beat other people because she was enthusiastic, and she was willing to learn. And then the other secret is, she had a referral. She had an “in”. And so in fact, Nicole, you want to tell about your referral of inside of Amazon? Nicole 16:33Oh, it was you!Lindsay 16:35Oh I know, I meant like, you referred other people into Amazon, didn't you?Nicole 16:38Oh, that's right! My brother, actually. So fun little story about my brother (Sorry, Lindsay. I just I love you so much, my auto response was you!) So my brother actually went in to interview with Amazon and I was able to provide him a reference. But the thing was with him is he had that hunger as well, and that power. He became a Software Developer. And not to discredit my brother, I love him, but he came from a startup company and barely had a year. He also doesn't have his bachelor's, and he became not just an entry level Software Developer, but he was at mid-level, someone with three to five years of experience. He went in and, he showed them why he's passionate, why he was meant to be there, why they needed him.Lindsay 17:31I love that. So that that is exactly it. You're going to hear me talking about narrative a lot because it is your story to tell your place of power. Now you can tell the blooper reel, like, “I've been laid off, I've been fired, I've been this, I've been that,” or you can say, “I am this person with this amount of experience with these kinds of qualifications. Here's what I want to look for in my next job. I've had the luxury of having lots of opportunities to make the decision of what's best for me now.” That's a very different power position than somebody who comes in and is applying and hoping for that 0.04% chance of success. This is where the secret is around how you get inside of this process. You don't use applications, okay? So, take that time. Take that time and invest it in actually being very intentional in your career. So you can use applying as part of your methods, but there's some rules around that. Okay, so one, first in first out, you want to apply in the first four days. Ideally, you want to apply first thing in the morning, somewhere between 6 and 10 am. And the reason why is recruiter workflow says we tend to go for like, (this is what I teach my recruiters, how to go through is the first thing in the morning), and we go through them, and then we disposition them. That means we give like a, pass/no pass, and then we move on. We do this every single day. Now, they say you know not to apply, these are just stats, okay? So everybody is going to have something different. I'm talking about the entire entirety of all applying. You don't want to play on weekends, and you don't want to be at the tail end. Because again, first in first out, there's no reason why if you're the number 300 nobody's going to look at number 300. Okay, so you want to get in there very soon. Okay.Lindsay 19:06Now, the other thing I want to say, inside of the job descriptions is that the number one reason people don't apply. So there's a whole group of people who are amazingly qualified, and didn't even bother to put their name in the hat. Well, one, I would say, maybe you've gone and done the strategy of what I would tell you, which is really intentionally deciding what it is that you want in your career and then going for it, or perhaps you lacked confidence. So this confidence effect means that when women see a job description, if they are not 100% qualified, they tend not to apply. Alright women, knock it off. Men, if they are 60% qualified will apply. I'm just talking about in the industry with research, so that doesn't mean for individual people. I'm just talking about the entire data set. And the number one reason why they didn't do that is that they felt like they would not be qualified based on the job description. And they knew that they were going to fail, so they didn't even bother. Which I'm going to say that last part might be true. But here's the deal, women, I'm just going to give you the pitch here. There's a reason why there are more men than women who apply in the pool. That's just in general, we know that. And it is because if you have greater than 30% of the qualifications, women, I'm giving you this in particular, this is what the study says, is that if you're granted 30% of qualifications, it's just as good as if you had 90%. All right, so men, you can take it and run with it too. But women in particular, you have an added advantage here, you need to go and really think about applying even when you are not perfectly qualified, okay? And let me just tell you, the amount of times that we find somebody who is exactly qualified with everything else, every single thing in a job description, is none. It's none. No, it's completely bespoke to the person like when we come in, we will up level, we will down level, we will find a place for the right candidate, even on a whole other team in a different job. If we find the right person, and that's the one thing. I think people really think it's black and white, apply, hope to hear back interview, hope to hear back and you're in limbo land, and then get that rejection notice. And they do it hundreds, 1000s of times in some of the cases, and it just doesn't work. The reason why is it's not your fault, the system has been designed for you to fail. And I'm going to be honest, it's in my best interest for you to fail, because then I will pull down from all the people who are grossly under qualified to just get to the cream of the crop. But it's why your recruiter is exhausted, because they have 1000s of applicants who are not quality. But when you just apply with no rhyme or reason, that's diluting this whole process for everybody else. So you actually are hurting everybody in that, which is why you don't want to take the traditional approach and job searching. What you really want to be doing is appearing is what we call the candidate of choice, okay? This is also called the purple squirrel. Okay, so what is a purple squirrel? A purple squirrel is a term we use in recruiting all the time, and it's kind of like trying to find a unicorn, unicorn Pegasus, in fact we're going to go really extreme on this. It means the absolute perfect candidate who is the perfect fit for the hiring manager who will come in and be a slam dunk, and we would be stupid not to do everything in our power to get them on board. Now, how does that sound from a place of career power? Very high. So when somebody is really high up on the career power level, that means that they can demand just about anything they want. Because guess what? The people who are in high career power, they don't have just one option, they have multiple options. This is really what I teach people is how do you create this? How do you become the candidate of choice? How do you truly ascend to this place of career power, where opportunities are just at your door knocking? How do you do that? That's what we're working on in this process. So you need to really ascend to that place of career power. If you truly want to demand top dollar for your skills, if you want to completely create your dream job, if you want to be sought after by the highest talent or highest caliber companies that are out there, and you want to be the highest caliber candidate for them, that's what this process is. Thank you again for your time everybody. It was so wonderful to see you! Please like follow, share. Send me your friends! Bye! 

Our guests on episode 101 are both artists and advocates. Nicole Evans is an actress, writer and disability rights and inclusion activist who was born and raised in the Los Angeles area. Born with Osteogenesis Imperfecta, Nicole is a full time wheelchair user. https://www.instagram.com/lifeisshort_/ Most recently, Nicole was selected as one of the TOP 20 Actors from Historically Underrepresented Communities in 2020 by the Casting Society of America. She can currently be seen in her recurring roles on GOOD TROUBLE (season 2, freeform), SUPERSTORE (NBC), and SPECIAL (season 2, Netflix - coming soon!). In 2019, Nicole won BEST ACTOR at the Easterseals Disability Film Challenge for her role as Dr. Hubbert in HUMAN HELPER (Directed by Shaina Ghuraya). Nicole is also a proud graduate of The Academy Gold Program (Academy of Motion Picture Arts and Sciences). Shaina Ghuraya jokes that she is a triple threat - she's a wheelchair-user, Punjabi, and a woman. She is a writer/director for quirky and bold comedies that embrace diversity and explore intersectionality A graduate of USC's Film and Television production program, Shaina's films have gone on to screen at ReelAbilities, Hollyshorts, and Slamdance. Most recently, Shaina graduated from Academy Gold and received the SF Film Rainin Grant for her feature film script. Her work can be found at : https://www.instagram.com/disabled_desi/ shainaghuraya.com. BraveFaves of the week with @krystinawrayjackson faving Finding Joe, @tonygapastione faving Oliver Stone autobiography, Chasing The Light, and our guests @lifeisshort_ and @disabled_desi faving Crip Camp, Captain Andrea Hall signing and speaking the pledge of allegiance on Inauguration Day and Cosmic Thing's Love Shack. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/bravemaker/support

My friend and former coworker Nicole EvaNS joins the pod to talk about navigating Osteogenesis imperfecta, pursuing her goals in acting/life in general, and how to empower disabled employees, whether it's on screen or in the office. Nicole is currently on the VERY FUNNY Superstore on NBC and was previously featured on Freeform's Good Trouble. Support GOOD NATURE by donating to their Tip Jar: https://tips.pinecast.com/jar/good-nature This podcast is powered by Pinecast.

Local businesses doing great things for kids. Northwest Bank is determined to make sure local kids have healthy easy to make meals. Nicole Evans of Northwest Bank tells us why the Backpack Program is so important to our area children and how you can help as we move closer to the holidays. On YouTube at https://youtu.be/ePUILzKlCPc

This week, Nicole Evans is away on a short break and Sophie James is joined by May Wong from Australia to talk about the impact of covid 19. --- Send in a voice message: https://anchor.fm/whippetmedia/message

This week, Nicole Evans and Sophie James are joined by a gang of girls ready to hash out this weeks controversial topic. Do we have corrupt judges in our competitions!? After an anonymous article was posted on Whippet Media accusing some EGA judges and regular judges of being underhand and playing favourites, we decided to hear from those where it's close to home. This week we are joined by Joanne Angus and Naomi Jordan Samuels. A judge an organiser and a competitor. We get a wide range of views and have a bit of a giggle at the same time! This week is full of debauchery- yet again- so make sure you don't have your sensitive ears turned on and if you are easily offended this ones probably not for you! corrupt judges If you want to take part in the discussion or you have anything you would like Sophie and Nicole to talk about, message us on our Facebook page The Whippet Media or comment on our group. Whip It Out. Dog Grooming podcast. Keep sending in those voice notes and messages and you will probably get a shout out live on the podcast! corrupt judges Enjoy! AND DON'T FORGET TO RATE US ON APPLE PODCASTS AND ON SPOTIFY! The winner of last weeks competition is... JESSICA BROMAGE! So Jessica send us a message and we will get the following prizes sent out to you. With thanks to ALPHA BLADE SHARPENING for providing the AMAZING prizes: Blade Magic spray Blade cleaning brush The MAC 30W 10W 7FW 5FW 4FW --- Send in a voice message: https://anchor.fm/whippetmedia/message

Sophie James and Nicole Evans talk about your stories of neglect :( It's a sad one this week, we talk about the frustrations groomers have about the lack of power we have when we come in contact with a neglected dog, how we overcome these issues and some sad cases. Get the tissues out, this is a weepy one! Madra Mania is announced for 14-15th November 2020 for the online competition and don't forget its GROOMFEST this weekend! We may be getting locked down but theres still plenty of stuff still to look forward to! --- Send in a voice message: https://anchor.fm/whippetmedia/message

Nicole Evans and Sophie James talk about your grooming mishaps! #30 down the back is inevitable! But what else have you done thats made you cringe at your mistakes? Find out in episode 11... Next week we want to talk about what white lies you have told to your customers... let us know via the facebook page Whip It Out. The grooming podcast. This weekend is Groomers unlocked international so make sure you get your tickets in time to catch up with all the latest webinars from The Whippet Media. --- Send in a voice message: https://anchor.fm/whippetmedia/message

This week Nicole Evans and Sophie James are joined by Holistic groomer Stephanie Zikmann. We talk about her recent article "The divide of an industry" and talks us through the common misconceptions of "force free" or "fear free" grooming. Stephanie, the owner of 'scrub a dug dug' in Killmarnock, Scotland tells us about her new book AND new Holistic grooming course. We want to know what you think! Head over to our Facebook group "Whip it out. Podcast for groomers" to tell us your thoughts. Next week we want to hear about your biggest grooming fails! Guard comb fell off and now your dog has a #30 stripe down the back? We want to hear about it! See you next Thursday where we will be releasing the podcast a day early because next week is GROOMERS UNLOCKED INTERNATIONAL! See you all there! xxx --- Send in a voice message: https://anchor.fm/whippetmedia/message

LAUNCH DAY LIVE! For those of you who missed it Sophie James and Nicole Evans went live TOTALLY NAKED with Lia Henderson to launch our naked charity calendar! We talk about the charities we are supporting, especially MIND charity where we share our mental health stories... #ITSOKNOTTOBEOK We launch our brand spanking website www.thewhippetmedia.com. Join us for this hour (and a bit) long special! JOIN US ON OUR NEW FACEBOOK GROUP "WHIP IT OUT. THE GROOMING PODCAST" --- Send in a voice message: https://anchor.fm/whippetmedia/message

On today's episode, we dive right in and talk about a showing I took a client to. We went into the garage as part of the tour (of course) and were met by a wall of marijuana! Not exactly the way someone should show a home. Today we talk to Nicole Evans with Leidan Mitchell Salon. She's my personal hairdresser and image consultant. She'll talk about makeup, looking your best, and much more. If you'd like to reach her, check out her Instagram page @believing_in_beauty, or call her at 360-521-6465. I want to say congratulations to the Coopers on the purchase of their new build by Fulton Homes in Lakeview Trails in Gilbert, Arizona! I jump into the state of the market and talk about some of the trends that the Cromford Report shows for the Valley. Tom Ross with Bay Equity Home Loans and I talk about what these numbers mean, and Tom talks about what he's hearing from his client's regarding the same.  We talk about what's happened historically when the market looks like this, what the typical timeline is for a first payment, and why loans get transferred so quickly after you start a mortgage. "Diva" Danielle, our social community director talks about the Thing to Do for the week - and it's in Flagstaff! Danielle talks about the Flagstaff Extreme Adventures Course. And the volunteer opportunity of the week as well is the Phoenix Herpetological Sanctuary - www.phoenixherp.com Nicole talks about make up trends, and her biggest pet peeves in women's make up, hair styles and more. We talk about gray hair and also touch on men's hair styles!

Sophie James and Nicole Evans talk about your awkward grooming customer miscommunications. Some special giveaways and offer announcements. Including the chance to win a Gilet from Top To Tail Clothing, and the announcement for the newest speaker Blake Hernandez as the speaker for The Groomers Skill Share. Premier Groom webinar discount code: whipitout25 https://www.eventbrite.com/e/premier-groom-2020-registration-108765552696?aff=ebdssbonlinesearch Whippet disclaimer: Swearing and frank discussions! --- Send in a voice message: https://anchor.fm/whippetmedia/message

Nicole Evans and Sophie James from The Whippet Media have released their debut Podcast for a girly gossip and a giggle, for dog groomers across the world. This episode features some of our grooming industries most embarrassing moments. Disclaimer: Contains swearing and frank discussions --- Send in a voice message: https://anchor.fm/whippetmedia/message

Hosts Jen O'Neill Smith and Sally Brooks kick off the episode with quickies about spicing things up with household items and a girl who was catfished by "Lance Bass". Jen then tells the nightmare crazy story of Bruce Stimon. Then Sally restores our faith in humanity with the sweet, sweet love story of Bob Harvey and Annette Callahan. They end the episode talking about things that are dumb (voter suppression in black communities) and things they love (Jen's birthday and the TV show "Never Have I Ever"). Join Dumb Love on PatreonSee pictures from this episode!Contact Dumb Love dumblovepod@gmail.comFollow Dumb Love:Instagram, Facebook, Twitterdumblovepodcast.comFind things from this episode:Kimberly Jones at kimjoneswrites.com"Our Liberation is Bound Together" By Dr. Nicole Evans, Faybra Hemphill, Daisy Han, and Katie KitchensHow to Be Antiracist by Ibram X. Kendi

The magic of ‘Ol Blue eyes’ has waned. The voice, like his marriage to Hollywood superstar Ava Gardner is cracked. A despondent Frank needs a few drinks fast, and a shoulder to lean on. A trouble shared is one halved, so to speak. It’s close to midnight. Outside, in a doorway of the Palace theatre, Frank stands having a smoke, contemplating a worrying future, when inspiration to go on arrives from a most unusual source. A Newton Heath born policeman, a bobby on the beat, Harry Cooper. We tell the tale of their unlikely friendship. Two men simply chatting, having a beer and a laugh from totally different parts of the world, but, whom on that Mancunian evening, now lost in the midst of time, got on like long lost brothers. From Newton Heath, to New York, New York. Written by John Ludden.  Starring Graham Eaglesham, Rik S Carr, Jason Ward & Nicole Evans.  Produced by Paul Ludden. Learn more about your ad choices. Visit megaphone.fm/adchoices

Nicole Evans. Nicole is currently the Girls 9v9 & 11v11 DOC at Almaden Soccer Club in San Jose California. Nicole is a USSF & UEFA B License coach As well as a United Soccer Coaches Premier diploma and former 30under30 participant. She also gained a master’s degree in Advanced Performance Football Coaching from the University of South Wales and bachelors in Health and Physical Education from Murray State University where she captained the Racers to Conference champions. I first met Nicole in 2015 when we were both taking the USSF C license in Orangeburg NY. Today we discuss Nicole’s journey to becoming a coach and how she worked her way towards the USSF A License and her remarkable academic achievements. We also talk about how she has become a leader and role model for young women on and off the field. Follow me on twitter https://twitter.com/PaulKelshaw Follow me on Instagram https://www.instagram.com/paulkelshaw/ Follow Nicole Evans on Intragram https://www.instagram.com/cole_efc/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/paul-kelshaw/message Support this podcast: https://anchor.fm/paul-kelshaw/support

Many of us set fitness goals, especially in the beginning of the year, but tend to lose momentum overtime for a variety of reasons. Nicole Evans, fitness specialist at St. Mary for over 12 years, gives listeners some tips and tricks on how to keep fitness goals – and seek resources at the St. Mary Wellness Center for an added boost of expert support.

If your kid is nagging you to let them have Instagram, Bec Sparrow - the host of our teen podcast Ask Me Anything - has the three questions they need to answer before they get it. And, spoiler alert, they're not easy. Holly and Andrew also discuss whether it's okay to send your 14-year-old to a party in an Uber? We chat about teenage party drop off etiquette... yes that's a thing. AND - what's a 'baby pre nup'? Well, it's the agreement that more and more people are drawing up with the sperm donor of their babies. We talk to Nicole Evans, a Sydney lawyer who specialises in this area, to discuss what you DEFINITELY need to agree on before you embark on parenting with someone who is not your partner. CONTACT US Your hosts are Holly Wainwright and Andrew Daddo With thanks to; Bec Sparrow You can listen to Bec's podcast Ask Me Anything here;  https://www.mamamia.com.au/podcasts/ask-me-anything/ And Nicole Evans; https://www.nelawyers.com.au/ Share your nail or fail by leaving us a message on 02 8999 9386. Fling us an e-mail: tgm@mamamia.com.au Or join our Mamamia Parents Facebook Group: https://www.facebook.com/groups/1047713658714395/ This podcast was produced by Rachael Hart This Glorious Mess is a podcast by Mamamia. Explore more Mamamia podcasts: https://www.mamamia.com.au/podcasts  See omnystudio.com/listener for privacy information.

Our schools have to be a part of stopping homophobia. I chat with Dr. Nicole Evans, principal of City Garden […]

This week filmmaker Shaina Ghuraya and actress Nicole Evans talk about navigating the world as a person with physical disabilities. Often overlooked by both the mainstream and in activist circles- people with disabilities are the only marginalized group which any of us could join at any time via accident, illness, or aging. We talk about the prevalence of ableism, Mattel’s failed attempt to introduce a Barbie with a disability, and all the reasons representation matters.

The Brewnettes have been bringing women together over a pint since 2012, first as an online forum and now in the form of monthly meet-ups and events. The St. John's-based group welcomes women with all levels of experience and knowledge, from professional brewers to those tasting their first pint of craft beer. In this episode, Terra Barrett talks with organizers Nicole Evans and Christina Coady. Nicole Evans is a Newfoundlander-by-choice, business developer and entrepreneur by day, and craft beer nerd by night. Through working with the Brewnettes and Port Rexton Brewing Company, Nicole has witnessed first-hand the power that craft beer has to bring people together, revitalize communities and support the evolution of the already strong culture of beer in Newfoundland. Christina Coady is co-owner and head brewer at Landwash Brewery in Mount Pearl, Newfoundland. In addition to running a brewery, Christina works with other Brewnettes to organize monthly meet-ups and events. Join the Brewnettes Facebook page to learn about the craft beer community or attend an upcoming event.

This week actress/writer Nicole Evans joins us to talk about Feng Shui, and how she ruined my life by making me change my whole apartment around. She gives us the basics on getting your home in order and her new obsession, castor oil. Also, Nicole, who is a wheelchair user tells us about her time at The Women's March and how people with disabilities are the last minority group recognized. https://www.amazon.com/Life-Changing-Magic-Tidying-Decluttering-Organizing/dp/1607747308 Gmail: dontwasteyourpretty@gmail.com Instagram: @dontwasteyourprettypod Twitter: @wastedprettypod Produced by: Angie Vroom Image by: Krystal Quiles www.krystalquiles.com

Height, social comparison, and paranoia: An immersive virtual reality experimental study Daniel Freeman, Nicole Evans, Rachel Lister,Angus Antley, Graham Dunn, Mel Slater DOI 10.1016/j.psychres.2013.12.014 
Дата публикации: 14.12.2013 Ссылка на публикацию: http://www.psy-journal.com/article/S0165-1781(13)00777-4/pdf Предложения по обзору исследований и ваши вопросы вы можете присылать на:
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Nicole Evans and Jason Groth of Whippoorwill in a rare duo appearance at Russian Recording on 6/24/10.