Podcasts about our hr

In last week's episode, we talked about the 4th and final step of the interview process: evaluating candidates. We briefly touched on two ways to do this using candidate assessments and test projects, but this week we're continuing that conversation and digging even deeper into these two methods to make sure you know what they are, and when, why, and how to use them to get the data you need to make the best hiring decision for your business. We cover: The difference between assessments and test projects;Which third party assessments we recommend;When it's appropriate to use a test project and when it's not;How to design a test project so it's aligned with the role and your business;If, and when, to pay a candidate for their time taking a test project;How to assign weight to different areas of a test project.This is the nitty gritty that we looove getting into, because getting this step right is what will make all the difference in your hiring outcome! Tune in now!Links mentioned:Set To Scale: HR when you need it! Our HR membership gives you direct access to HR experts for a fraction of the cost of hiring an HR team; hyper-focused, bite-sized HR video trainings for any and every real world people-management scenario you can imagine; an extensive library of templates for every contract, performance review, offer and/or termination letter, employee handbook, documentation checklist, interview guide, job description, or policy, you could ever need, PLUS a supportive community of fellow entrepreneurs and business leaders you can ask questions to, bounce ideas off of, learn from, and more. Paradigm Consulting Interview Bundle - use code UAU1023 for 50% off! This will help you get a great head start for planning an internally scalable recruiting process, reducing the time between posting the job to having an employee that's making you money!Bundle includes: Hiring Process Email TemplatesInterview No No'sInterview Questions Part I - Habits and MindsetInterview Questions Part II - Leadership and ManagementInterview Script (3 Part Process)

It's tedious, boring, and a lot of work, but it is one of the essential components of an HR person's job. Record-keeping. Having organized documents can make it easier to do your job as an HR professional, such as evaluating claims and verifying information. But have we mentioned it's a lot of work? Legally, there are requirements that employers must keep accurate, up-to-date, and secure records. But who's keeping these records? Who's responsible? And can you find all the records and reports that you need when you need them? Our HR and legal experts are here to guide you through this daunting task. In this week's rebroadcast, the dynamic duo of digital records, Tom Jones and Kyle Pardo, are back and they're going to do what many have thought impossible: Make paperwork pop.

歡迎留言告訴我們你對這一集的想法： https://open.firstory.me/user/cl81kivnk00dn01wffhwxdg2s/comments 即刻加入15Mins通勤學英語直播室，每週一9pm等你來說英文 : https://15minsengcafe.pse.is/46hm8k Get the ball rolling 開始行動Definition: This expression means to start a process or set something in motion, usually by taking the first step or action. It's often used when discussing the initiation of projects or tasks and encourages people to begin working on them without further delay. Example 1: To get the ball rolling on the new employee orientation, we need to schedule a meeting with all department heads. Example 2: Let's get the ball rolling on the performance review process by setting deadlines for self-evaluations. 2. Touch base 保持聯繫 Definition: The idiom "touch base" is used when someone wants to make a brief contact with another person, often to discuss a specific issue, provide an update, or simply maintain communication. It implies checking in with someone without necessarily having a long or detailed conversation. Example 1: I'll touch base with the candidates next week to schedule their interviews. Example 2: It's important to touch base with our remote employees regularly to ensure they feel connected and supported. 3. Take the bull by the horns 抓住問題的要害 Definition: This idiom encourages facing a challenge or difficult situation head-on, with confidence and determination. It suggests not avoiding or delaying confronting a problem but rather taking decisive action to resolve it. By addressing the issue directly, one demonstrates courage and assertiveness, often leading to quicker and more effective solutions. Example 1: When tackling a complex project, it's best to take the bull by the horns and create a clear plan of action. Example 2: Instead of avoiding the difficult conversation, take the bull by the horns and address the issue directly. 4. Go the extra mile 多付出努力 Definition: To "go the extra mile" means to put in more effort than is required or expected in order to achieve a goal or accomplish a task. This expression highlights the importance of exceeding the minimum requirements and demonstrating a strong work ethic. It suggests that those who are willing to go above and beyond their basic duties can achieve greater success and recognition, both personally and professionally. Example 1: Our HR team should go the extra mile in ensuring that employees feel valued and appreciated. Example 2: In today's competitive job market, candidates who go the extra mile in their applications are more likely to stand out. 5. Rise to the occasion 迎難而上 Definition: The idiom "rise to the occasion" means to perform well under challenging circumstances or in high-pressure situations. It suggests that individuals can step up and excel even when faced with adversity or difficulties. This expression is often used to commend people who demonstrate resilience, adaptability, and the ability to overcome obstacles in order to achieve their goals or fulfill their responsibilities. Example 1: When our team faced a tight deadline, everyone rose to the occasion and worked tirelessly to meet the target. Example 2: As a leader, it's important to rise to the occasion and support your team during difficult times. 6. Light a fire under someone 激勵某人 Definition: To "light a fire under someone" means to encourage or motivate them to take action, often by applying pressure, setting deadlines, or providing incentives. This idiom implies that sometimes individuals need an external push or a sense of urgency to become more proactive and engaged in their tasks or responsibilities. By lighting a fire under someone, you are pushing them to move more quickly and with greater focus, potentially leading to better results and achievements. Example 1: To increase productivity, our HR department decided to light a fire under the team by implementing performance-based incentives. Example 2: The HR manager lit a fire under the recruitment team to speed up the hiring process and meet the company's growing needs. 練習時間: 請使用二到三個慣用語來分享自身小故事 Please think of two to three scenarios where you can use these idioms or share a story using the idioms. Powered by Firstory Hosting

Human Resources (HR) is a department that works tirelessly for all employees within a company. HR professionals put employees first, prioritizing their needs, goals, and challenges to help create the most positive work environment possible. Unfortunately, because HR is notorious for some good old-fashioned ‘tough love,' their dedication can be overlooked. Here at ImageSoft, we are committed to creating a fantastic company culture, and much of that lies within the realms of Human Resources. Our HR team finds new team members who will fit in perfectly with our existing staff, smooths over internal issues promptly, and supports employees whenever necessary. Combine that with our CARES and Wellness teams and you have the ImageSoft culture of People First.  In today's episode, ImageSoft President Crystal Iverson sits down with Leanne Eastman (Human Resources Manager) and Christy Kolis (Recruitment & Employee Engagement Specialist) to discuss what makes ImageSoft unique, how HR works to maintain our culture, and some must-know tips for those looking for jobs. A few topics discussed include:  The ImageSoft Core Values  Cultural practices that set us apart  Tips for interviews  The main goals of HR  And more  Join the ImageSoft family by applying to our open positions! We look forward to meeting you.  

It's tedious, boring, and a lot of work, but it is one of the essential components of an HR person's job. Record-keeping. Having organized documents can make it easier to do your job as an HR professional, such as evaluating claims and verifying information. But have we mentioned it's a lot of work? Legally, there are requirements that employers must keep accurate, up-to-date, and secure records. But who's keeping these records? Who's responsible? And can you find all the records and reports that you need when you need them? Our HR and legal experts are here to guide you through this daunting task. The dynamic duo of digital records, Tom Jones and Kyle Pardo, are back and they're going to do what many have thought impossible: Make paperwork pop.

It's tedious, boring, and a lot of work, but it is one of the essential components of an HR person's job. Record-keeping. Having organized documents can make it easier to do your job as an HR professional, such as evaluating claims and verifying information. But have we mentioned it's a lot of work? Legally, there are requirements that employers must keep accurate, up-to-date, and secure records. But who's keeping these records? Who's responsible? And can you find all the records and reports that you need when you need them? Our HR and legal experts are here to guide you through this daunting task. The dynamic duo of digital records, Tom Jones and Kyle Pardo, are back and they're going to do what many have thought impossible: Make paperwork pop.

Prez asks the group about a time in their lives when quick thinking helped to avoid a disaster. He then tells us a story about an encounter and a potential issue with a group of people during a birthday outing at No Malice Palace. The crew then discusses how they handle friends who have a different kind of funny within the group. How do y'all deal with the 1 person who's concept of funny is a far cry from yours? Our HR expert, Z, talks about a recent UK development where calling men bald is considered sexual harassment. Men, let us all rejoice because we now ma have legal recourse to fight back when women clown us for our hair. Now that it's getting warm out, the topic of swim trunks as street wear is brought up. Were many of you aware of the appropriate short lengths so you aren't wearing short shorts or high-water capris? Question for the airline experts, why the hell are there plastic drapes separating first class and economy!? The crew then discuss when women react to the attention they dressed for, or have an extreme reaction to a seemingly harmless compliment or comment. A warning shot is also sent out to DJ Slick Vick & C.M.! - tune in to find out why

Your employees are arguably the most important part of your business. Giving them a good employee experience means keeping up-to-date on important HR deadlines and notices, such as giving raises, as one example. Amy Frampton, Head of Marketing, BambooHR, wants to help both parties, employers and employees, navigate the sometimes frustrating process of onboarding and managing staff. “Everyone's worried about onboarding now. Folks who are in construction or retail may be worried about onboarding remotely, and on-site versus in a home office. We break it down into [questions] What are they most worried about? They're worried about their culture. They're worried about their experience, and people being connected. They're worried about things that are just mandatory to get. Making sure people get their time off and making sure they get paid well, and all those things are pretty consistent.”Keeping your employees happy and feeling valued will keep them around longer, and that's good for the bottom line. In this conversation, Amy goes over her thought-making process behind its current channel mix, and how she thinks about aligning her strategy to customer signals. How BambooHR is getting creative with the nudges they're able to program into apps such as Slack to improve employee experience. Think more about how you might be able to relieve onboarding stress at your business for both your employees and your managers in this conversation with Amy here on Marketing Trends. Main TakeawaysBots at Their Best: A.I. can be used in a variety of ways. One such use case is  to nudge employees and managers to help them stay on top of their game on HR tasks, thereby creating a better employee experience. Making those important connections about pay, benefits, or time-off is easier when you don't even have to remember to set a reminder. Onboarding Overload: The workplace has changed for many the past year and a half and as many companies are staffing back up in a big way, fears about onboarding new staff are mounting. Each industry has its own concerns about best practices around even just the most simple things, such as staying up to date on benefits and time-off.Notice Shifts in Your Customer's Patterns to Keep Providing Value: The best brands and marketers stay agile because people are always evolving and changing themselves.  To serve their needs, you need to think about the ways that major world events are impacting their lives and the ways they interact with your content. Key Quotes“We're looking at how we think about nudges employee experience is the ultimate goal of those that use Bamboo. My company's growing super fast. I need a great employee experience. We know there's the ‘great resignation' going on, but we also just want a great employee experience better for our teams, better for our customers. So we are looking at A.I. nudges right now within slack and in other places where we can say things like, ‘Hey, did you know, so-and-so hasn't had a raise in a year. You might want to look at that; or [they] haven't taken time off or, ‘Hey, I saw you just got a raise. You might want to look at your 401k contributions.' Automating some of those nudges so that it gets easier and easier to make those connections.”“Our partnerships are super important. Our HR users can do everything they need. Our payroll is U.S.-only so we've got great partners in Canada; we've got great partners in the UK etc. We've got a hundred partners in our marketplace through API and they can basically build a custom platform for their country.”“Everyone's worried about onboarding now. Folks who are in construction or retail may be worried about onboarding remotely, and on-site versus in a home office, but they're still worried about onboarding and we break it down into [questions] What are they most worried about? They're worried about their culture. They're worried about their experience, and people being connected. They're worried about things that are just mandatory to get. Making sure people get their time off and making sure they get paid well, and all those things are pretty consistent.”“You have to think about what little nuggets can you give people during their day to allow them to engage with your brand without assuming that they're doing all the things they used to do. [For example,] right now I personally love a shorter podcast because I'm not driving to work. I used to drive an hour and 15 minutes each way.”BioAs head of marketing at BambooHR, Amy focuses on creating compelling marketing experiences with the product, people, and brand together. Amy joined BambooHR in April 2020, bringing with her almost 20 years of marketing and leadership experience at several companies including Smartsheet, Microsoft, HPE, and Vulcan.---Marketing Trends podcast is brought to you by Salesforce. Discover marketing built on the world's number one CRM: Salesforce. Put your customer at the center of every interaction. Automate engagement with each customer. And build your marketing strategy around the entire customer journey. Salesforce. We bring marketing and engagement together. Learn more at salesforce.com/marketing.

Today we have a special episode for you on Unstoppable REI Wealth.  I am joined by Amy Ransdell.   Who is Amy Ransdell you ask?  Amy is a Real Estate Broker with Powerhouse Real Estate inAtlanta, Georgia, the Founder/CEO of TheCollectiveRise Cam, the CMOwith REVAGlobal Real Estate Virtual Assistants, the Owner andAcquisitions & Marketing Director with VIA Real Estate LLC and AtlantaProperty Partners, and a Certified Investment Property Expert (CIPE)with Keys2Closing ~ RE Defined.Amy is a transformation coach, an active real estate investor, real estateinvestment mentor, real estate agent coach, investment strategist,licensed real estate broker, brokerage owner, speaker, and marketinglead for multiple companies.And most importantly I am a full on testimonial for the amazing services that Amy provides.  I wouldn't be able to do the things I can do, have the free time I have without Amy's company.  So get ready for this incredible conversation.Key Moments:[00:06:13] Amy:  In fact, 90%, like if you're listening to this, let's just be honest with yourselves for a minute. 90% of what you do is done by a computer or. Like think about that for a minute, right? That means that 90% of what you do could be done by someone else. And oh, by the way, maybe even better than the way you do it because they're dedicated to it.[00:10:49] Billy: But the end result is you're going to be saving thousands if not tens of thousand dollars, because you're not going to have the churn and burn. You're getting people at a highly qualified to commit to your business that is specific for what you want them to do. And they crush it and sometimes they crush it better than the people here in the states.[00:15:07] Amy: And we do, we do sit with you through the whole interview process.[00:15:09] So we don't, we don't just say throw you to the wolves and let you know, you're an island all by yourself and figure it all out. Our HR team and our client service managers are intimately involved with you. In fact, when you start with us, we immediately assign you to an HR person and a client service manager, your client service manager, that's assigned to you. [00:22:39] Amy: Now we are checking on from a professionalism standpoint is where they live conducive. To a professional work environment. So that is a check check part of the product, part of the process when they become a hired with REVA global. So internet proficiencies equipment, do they have that? Are they in a place where they're going to have quiet, especially if they're doing cold calling or things like that.[00:25:11] Billy: Yeah. It's it's killer. I can attest that keeps saying it. Let's talk about some of the. Challenges that an investor coming in could experience not because of REVA or the VAs, but because of what he or she may be doing the may not be doing when it comes down to bringing on a VA into their company.[00:25:30] Amy: Ooh, biggest one. You're hitting around. I'm just going to put that out there. So many clients are just not willing, ready yet to admit that you shouldn't do things yourself. Like you're holding on to everything. Nobody can do it as good as me or you're just so busy. You're like, why can't even find the time to train anybody else.Connect with or find more information about Amy atfacebook.com/artist.amy,linkedin.com/in/amy-ransdell-realtor-atlanta,instagram.com/amyransdell_bepowerhouse, or bepowerhouse.com Thank you all for listening and I will see you on the next episode.  When you are ready head on over to https://billyalvaro.com or go grab your tools to help you at https://billyssecrets.com

Max: Hello! Welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster. And today all the way from Plano, Texas, I'm delighted to welcome on the show. Tim Meehan who's VP and Global Head for Talent Acquisition Innovation Lab at Pontoon which is part of the Adecco Group. Tim, welcome to the podcast.Tim: Thanks for having me. I'm very excited to chat with you, Max. Max: Thank you. Thanks, Tim. We met years ago in the real world and we were just saying how a business is now keeping us at home, which is lovely. And it's mostly lovely. How else is Pontoon Solutions affected? You know, changed its business over the last couple of years? Can you maybe start off by telling us how Pontoon Innovation had to adapt to the new normal, which is not new at all anymore?Tim:  What do I have? Two hours, right?Well, first on the Pontoon levels. Thanks for asking. I would say our business has been very strong even through the pandemic. We're fortunate to have a portfolio of customers in the technology area so that business remains strong for us. But you know, as we were talking a little bit earlier, Max, I think there's a couple of trends that increasingly occupy my time, my mind, my thought focus in terms of how to bring, not just Pontoon for it, but our entire industry.Because I think we're at an inflection point, an important point in time where the way talent is acquired in our industry is changing radically. And we all understand digitization and the automation that's occurring in homeport experiences, but there are some trends that I increasingly look at and say, you know, I think there, if we're all aware of them then perhaps each of us in our own individual spaces can be thinking about how we work within theMax: And the Talent Acquisition Lab at Pontoon is, correct me if I'm misdescribing it, is like a consultancy practice focused on helping companies crack the case of how to bring in new tech in their talent acquisition tech stack, and how to work within their existing IT architecture. So yeah. Does that sum it up?Tim: Yeah, it does. And it's important to explain it. So for us, at Pontoon Talent Acquisition encompasses all the workforce categories.So certainly RPO, or we call it RXO, the full-time talent acquisitions is a big part of what we do. MSP or contingent labor talent acquisition is another part of our portfolio offering that my team supports, but increasingly statement of work or service procurement. So people coming in on fixed deliverable basis, those are all different ways for companies to access a growing and very powerful talent pool.Then my team, which is a team of technologists, product marketers and, solution designers are responsible for figuring out how to simplify it to our customers because this stuff is really hard. Steve Jobs once said simplicity is the answer, make it easy. And so that's what my team is trying to do. Make a little less confusing for our customers to understand and decide what to do. Max: Yeah, it's so complex for companies, especially when they have a broad variety of job types from blue-collar, white-collar, graduates and, and so on. And almost for every job category, you need a different partner on the sourcing side, on assessments, on the process and, and a strong case could be made for a company to buy 30 different technologies just for talent acquisition, right? I mean, you must have these kinds of, I wouldn't call them horror stories, but customers that are heavily loaded right? Or overloaded?Tim:  Yeah. I think one of the trends I see is some of the tech companies in our space are trying to simplify it by bringing the entire tech stack to the customer.So I look at like Phenom people or an eight folder, and I sense a little bit more ATS, but certainly the capabilities of Symphony Talent. So their pitch to our customers is I bring the stack to, you know, one buy and I can plug you into a whole architecture and ecosystem of capability. And we are seeing companies look at that.The key issue is a lot of times the applicant tracking system is owned by eight. IT, the career site may be run by the marketing department internally developed, and then you've got HR with the room budget as well. So you've got kind of a challenging cross-functional challenge to break those, take those pieces, and have them all into one buy.But I am seeing that trend. I call it the field of dreams, where these big tech companies are going out and they're building it and hoping companies come and we are seeing some interest in that. And certainly, as an outsourcer, we work with those vendors when that's the case.Max: And maybe five, ten years ago, IT had a little, relatively to today, a little bit more power, and it's shifting a little bit to the marketing function.Tim: Well, the other one is my other joke is Love Actually, where Hugh Grant says to uh... where Billy Bob Thornton says to Hugh grant, “I'll give you anything you want as long as that's not something I don't want to give you.” And in some ways, that's sort of the IT group. HR, go out there and look at everything you want. But only if it's within the framework of what I'm willing to let you do, which is to say data, privacy, data, security, data governance, the vendors have to pay a certain threshold. So IT is increasingly empowered, ITN, data privacy, certainly with the  data privacy regulations that are coming out, not without good reason. So you have to be able to operate increasingly. HR has to be able to operate both. Understanding the language and needs of an IT organization in their company, as well as the technology needs of the many vendors out there that can help them supercharge their recruiters.Max: Okay. I thought it was going in the other way, because I thought, well, it's so easy to buy software now that nobody needs to know IT or be an engineer to be able to buy it. And you know, the cloud story of everybody can be a buyer now. But you're seeing it, the counter-trend to that movement. Tim: Absolutely, I am. I think about my career and my early career recruitment. My expertise we're building source two plans with which job boards, how many recruiters in which job boards in a couple of ratios. And today I'm doing data mapping, integration design, architectural reviews, and granted, this is all I do. But any program we want to do, that's what we have to do. And so, you know, I think we're going to have a… no, I think the language of HR in the future, certainly talent acquisition is increasingly require a digital mindset, a digital skillset.But you know, if it's something like, you know, I don't want to do that, that's not my area then I would probably say, make a decision, either build the competency so your TA person listening to me right now, and you're not familiar with Talkpush and all the Talkpush's competitors in the HR tech landscape, and you don't want to be then I would suggest you're going to struggle. And what you should either do is say, I'm going to ramp up and build the competency early or myself, or call me. Honestly, or call one of my competitors. This is what we're doing. We're building out an entire ecosystem of capability to help you through that gap.Max: If you walked into HR on talent acquisition, because you wanted to get inside the psychology and the human and touchy part of recruitment and, and stay away from flow charts and Excel sheets. It's going to be tough, right? You know, you'll have to ask for help some way. Tim: And you know, so my team, we're involved in some of these very big bloggers complex deals. Our HR sponsors will bring us into dialogue with their IT org, and these get extremely technical. But that's what we can bring to the table. Now we've got other clients that they have that competency within their organization. So you know, and if you don't outsource it, you don't have the competency, then you're going to struggle a little bit.Max: And that's when, I guess, that's when companies or TA teams, they call their IT team and say, “Please come and help me out”. And when IT comes in, they come in with a whole new set of requirements, which will change the scope and perhaps tilt the conversation towards having a one standalone system that can do it all. They'd be more likely to consolidate all under one architecture, perhaps. Yeah. And so now let's give some advice to the TA listeners who are dealing with maybe one system to rule them all. And they wanna create some flexibility for their local team, maybe for their local sourcing team. How do you navigate these necessary IT architectures and convince some of your customers to open up?Tim:  Well, I would say, first, self-assess. Where you're at and what your competency is. And if you're in a company where maybe you have an IT organization that's very helpful and wants to be supportive, that's different than maybe you have a discussion with IT, and you don't understand what they're saying.So I would suggest rely on your vendors. So certainly there are in Asia, you know, mature organizations, a big company well-respected, well thought-out. You've got the resources that can command and have the discussion with your HR contacts, technology people to help them get them through these gaps. And we can have that discussion and certainly, Pontoon can have that discussion. So I'd say rely on your vendors. For certainly our HR tech trade shows, hopefully, it will be coming back on their virtual ones. I think just self-assess would be my biggest recommendation. How big is your, if you're having talent, acquisition pains, can you perceive or believe your technology may be a challenge. If you don't have the ability internally to do this, then I would start talking to either outsourcers or significant point solution providers that can help you.And then the only other thing I'll say specific to Asia is, you know, what do you have for the world? Two thirds of the world. It's Asia, right? How many languages? How many countries are there?So even in Asia, the trends for Asia are different. So you'll have the ability to do maybe some work. You can be a little more creative in parts of Asia than you can in some of the Western continents.Max: You were saying in Brazil, for example. A whole different... You typically end up with a completely different architecture than you would for global brands, right? They make exceptions market by market. Those exceptions are would you say they dictated by language barriers or behavior? Yeah. What's your take on those differences? Is it well...Tim: If the case in Brazil specifically. If you're trying to do it… If it's a Brazilian company that is looking for TA innovation, you cannot lay her in a San Francisco technology solution. The cost structure is hysterical. So, you know, you have to find a Brazilian technology companies that can support you in Brazil because their cost structure is lower. In fact, we're talking to them and bring them outside Brazil and come to the rest of the world because they've been developed in a low cost country and they're successful.But certainly the same with India. I mean, you just cannot lay her in an extremely expensive tech stack. If it's only in India or only in Brazil. Now the big multinationals, they're going to spread that cost across their entire organization. And so the cost impact to say Brazil or in India isn't significant.Max: But we are going to make some adjustments for internal accounting and they'll say, “Well, yeah”. They use more seats in India and Brazil, but we'll adjust the cost, the cost per seat.Tim: Yeah, you can. Or you know, the allocation model could be not even specific to that tech, right? So the corporate IT may allocate its cost over all of the businesses in a different way. So I just say certainly when you're talking about multinational and certainly Western countries, IT technology, IT barriers become a big issue.If you're talking to emerging economies, there, I think, there's still a lot of opportunity for point standalone solutions, country-specific technology solutions. Max: Yeah. We've noticed very different candidate behaviors from one place to the next, which communication channels they use. Obviously, the language is a barrier but also almost every country has a different leading job board.With, of course, Indeed being maybe at the top of the mountain and, you know, number two, a number three in a lot of other markets, but companies... Job boards that otherwise nobody would have heard of outside of the US. And they have different levels of openness. So when you have a global customer come to Pontoon and do you... First, put a map of the world? You try to figure out, yeah, where they could... Do you work mostly on global contracts and then you have to map out the whole world and figure out so, you know, how to help them at every pit stop? Tim: No, I would say... boy, I don't know the statistic off the top of my head, but certainly a chunk of them are multicountry. But I wouldn't call them multi-region. Multi-region which to me, it starts to talk global. Those are harder to do. That's a big change management, but to get an Americas deal or a MIA deal, part, you know, parts of Asia, maybe three or four countries in Asia, that's pretty typical whole all or one, not quite as common.Though I will say, we're, maybe part of my self promotion here, part of our answer to what we've talked about today is within my team, we have built out a product portfolio that's very scalable, and it starts with a top of funnel sourcing, highly automated sourcing capability. And then we can layer in various texts using our backbone technology and the cost model is extremely attractive. So it's, it's going to work for us in Brazil. It'll work for us in India. But you know, for me, for us, we need a lot of bullets in our holster. And so the client is you know, they're wanting to just start with a couple of steps. We've got an offering and then as they evolve, we can expand that offering.Max: Okay. So it sounds like you're saying it's more cost-effective even though it's more work and that's where you guys come in, but it's more cost-effective to find point solutions that are, you know, best in class for each stage of the recruitment funnel and then assemble them. And thenthat will outperform, cost-wise, having a, you know, a single platform that offers to do everything.Tim: Well, I wouldn't quite go that far, but I wouldn't disagree that, you know, it's a messy world. And so if you're a… If you're going to be a regional or a global talent acquisition company, and you want a single experience for your customers, then you're going to have to layer in a pretty complex technology solution, not point. But if you're a single country, standalone, then it gives you more flexibility to pick tools that are specific to that country or your use case.And then you got to layer in. Maybe I only want to outsource blue-collar. Or I've got a new ability I'm building. And I only want to... I only want these roles in this location, but this amount of time. So there's besides the technology, there's, you know, customer use case scenarios that you're going to be almost solved for too.Max: Yeah. It's for the RXL business that you cover. You come into our company saying, which part of the talent acquisition defines your brand and you want to own a hundred percent of it, versus something which is something you have to do, but it doesn't necessarily define you. And then it's a little bit easier to outsource, right? Tim: Yeah. Yeah. Max: Great. Well, one question that I love to ask my guests is to share with our practitioner listeners a mistake that you've made--a hiring mistake that you've made and to kind of try to dig it out forgotten raised a memory of yours. Somebody you hired and it just didn't go right. And, you know, we know in a long career such as the one you have, it must've been more than one instance. I mean, you can't hire without making a few mistakes. So is there one that comes to mind without giving names that you can draw an experience from on a lesson for our audience?Tim: Well, I will just say for me personally, hiring somebody is a sacred responsibility and I personally have been hired into a role that I wasn't successful at. I, at the time,  did not know I couldn't do the job. I thought I could. And I believe the person who put me in that role made a bad hiring decision and it had a pretty bad impact on me personally.So that was a learning for me. And yes, I have hired people that didn't work out. And I view that as my failure. I absolutely hold myself accountable. I'm with the team I manage, I view their success as a reflection of my leadership and management competency. So…Max: I applaud your humility  in answering the question. I've asked this question to 50 plus people, and nobody's said that they were the wrong hire. So you've given everybody something to think about there. And I think I might have been the wrong hire once or twice to myself. Tim: Oh, how do you know? I mean, the enthusiasm, you know, so I'm pretty good now about thinking through a couple of things to help me make sure that the person is making this good decision and cyclic. I am. Max: Yeah. And to go back to that time when you were the wrong hire, what was the mistake that the manager did or that your employer did then? Was it they were trying to paint too rosy a picture, or they had written the wrong description?Tim: Well, it was when I moved into the temporary staffing industry many, many, many years ago. I had a career before this industry. I was in recruitment. I did... Max: Good thing you got out thereTim: It's gone. It's, in fact, every company I've ever worked for is bankrupt. So it wasn't my fault, but the industry collapsed. And so when I moved into this industry, they put me in a very important role and the staffing company, and I had to learn the industry. I had to learn the people and I was remote and it was just a lot. And the environment itself was challenging. So I think anybody who would have struggled and I didn't kind of walk through it though.I was asking like really stupid questions. You know, I got an order from a hundred people and I didn't ask what the pay rate was like and you're the leader. So you know, it was a humbling experience, but fortunately, here I am. I'm not going to tell you, but it's decades.Max: Yeah. Yeah. Yeah. And of course, today remote hiring is a lot easier than it was back then. It was a lot more people are better at it. So maybe if the same scenario played over today, you know, it would have worked better, but certainly industry experience and, you know, never underestimate, I think, the importance of training. Your talent acquisition team and your recruiters on the industry, on the lingo. So they don't sound stupid. I mean, that's pretty essential again.Tim:  I would say don't put your need to fill the job ahead of that person, that human you're trying to hire. Always think about that first.And that comes back to pays dividends. I have amazing people. I'm very proud of the many senior leaders in this industry that I hired and developed and I played a role in their career. And so I, again, it's hiring somebody as a sacred responsibility and if you hire people that don't work out, you gotta own it.It's like Colin Palisson. You break it, you bought it. So just take... Don't think about your mistake. Take it as a personal reflection of your leadership and hiring competency. Max: Strong words. I think we'll wrap it up on that. Thanks so much, Tim, for sharing. Where can people get ahold of you? I guess LinkedIn?Tim:  LinkedIn, I'm on LinkedIn. Max: Tim Meehan. M-E-E-H-A-N from Pontoon Solutions. And thanks. Thanks very much, Tim. It was a pleasure.Tim: Thank you very much for having me on your show.Max: That was Tim Meehan from Pontoon Solutions, reminding us that if you got into Talent Acquisition and recruitment, to stay away from doing too much technical work and, you know, building technology stack if it's not your cup of tea. There is help out there. There are providers such as Pontoon Solutions and others that can be your partner and help you put together a best of breed solution. Hope you enjoyed it. And that you'll be back for more and remember to subscribe and to share with friends.

Our HR specialist Greg Henderson joins Mike to discuss the right and wrong ways business handle terminating their employees. He lays out the simple ways you can create clear expectations and also points out the times when an employees poor performance could have been avoided. #business #smallbusiness #leadership #success #growth #education #OneStepBetter #podcast #advice

Our HR guy Brian Zenzen joins us to day for the "HR Files" we hear about his military dress code. Wood had someone try to use his credit card and it turned out to be a good thing. And Kelly's wife is doing something that he things is really hot. And more from today's show. Thank you for listening and for sharing!

In this episode of 'What's The Law?' we will be looking at how apprentices can add value to a business and how an apprenticeship can be the start of a great career. Our HR manager, Zoe Tweddle, is joined by Janeen Nevison from the Learning Curve group and a few of the Jacksons current or former apprentices for this episode.

On today's show, we talk Google Analytics and why they are essential to your business online. Our HR guru is in the house discussing why creating a culture of accountability can make your profits soar. We check out current exchange rates and the impact they are having on our economy during COVID and we check in on the current status of business restrictions in Peel region. But first, career colleges provide an important training service for business in Canada but not all career colleges are created equal. One college that has made great strides is Metalworks of Mississauga. They made history by inking an international deal. We connected with President Craig McDonald for the details.

Some make excuses....and some make it HAPPEN.  Sara my friend, you are undoubtedly the latter.   Sara is a good friend and colleague of mine and we go way back to our early hotel HR days.  Sara is HR GOALS, so I absolutely could not wait for the opportunity to hear how she is tackling the task that is 2020.   Can you even imagine being in an HR profession in the year 2020??  If you are - sending a virtual hug your way! Our HR friends are juggling concern about employees' health and well-being during the pandemic, while under the strain of processing the paperwork and providing solace to the terminated or furloughed team members.  Oh but don't forget, all the while, for the team that is still on the job, HR managers are trying to keep everyone productive, motivated, engaged and connected.  Talk about a moving target! Sara uses her background growing up in Colombia and facing abrupt change when she got to the states, and her agility and grace that she has demonstrated as she advances through her career is impressive to say the least!   How does she do it?!  Give this episode a listen to learn the HOW, and quick tips that you can implement into your mindset to help you navigate change with grace and success.   Give a follow on FB/Insta @AuddlyEnoughPodcasst If you are enjoying this show, please subscribe and tell a friend!  Also wouldn't suck if you want to leave a review.  Thanks, Pod Squad --- 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/audrey-broyles/message

In the first episode of HR After Dark, we will share with you what to expect and how to prepare for the upcoming episodes. Growth is a mindset and usually requires change. Our HR professionals are here to make the people part of business easier but that also means we must first look at where we are currently. P.S. If you are ready to make the people part of your business easier, there are a few easy steps you can take.Do you have questions for our HR experts? Please fill out the contact form on our website, https://willishr.com/contact-us/ or email info@willishr.com.We will schedule a call ASAP!Are you not sure if you need HR assistance? Take our FREE HR Risk Assessment, https://willishr.com/hr-consulting/It will take 3 minutes and the results will be shared with Willis HR gurus! Do you want a simple, no-fuss monthly HR solution that provides guides, templates, forms, and documents?We have too! Visit https://willishr.com/shop/

HR Strategies, Compliance and Small Biz Workplace Best Practices on Georgia Business Radio Nicole Mitchell is an experienced HR professional located in the Atlanta area. With 15+ years of experience in all functional aspects of Human Resources, Nicole is well versed in the industry. Prior to establishing HR Biz, her positions included HR Generalist to Director level roles in retail, state government and the private sector. This diversity combined with hands on capabilities provide a unique ability to identify company needs and provide solutions. Throughout her career she continues to stay abreast of best practices, industry developments and business trends by attending local workshops, meetings, and national human resource conferences. Speaking engagements with non-profits. local businesses and volunteering are great opportunities to give back to her community. About HR Biz:  HR Biz is a full-service source for small to medium-sized organizations. As companies concentrate their resources on their core business, they often look outward for expertise in unfamiliar territory. Our HR products and services are offered to provide companies with a custom solution to getting the right HR assistance when they need it. HR Biz enhances your company's process so you can recover your time to focus on the business at hand. Our goal is to provide you with comprehensive HR expertise through all our products and services. Topics to Discuss:  HR Strategies HR Compliance Small Biz Workplace Best Practices Web Site / Social Media Links:  www.hrbizgroup.com On-Air Guest Linkedin Profile:  https://www.linkedin.com/in/hrbiz/ Georgia Business Radio Interviewing industry and thought leaders with compelling stories. Relevant content on current business trends live from the Pro Business Channel studios in Atlanta. In addition to the live broadcast, content is distributed across multiple syndicated platforms with more than 500,000 downloads. Show Host: Rich Casanova, Chief Visionary Officer Pro Business Channel Rich Casanova began his broadcasting career in California's central valley at KSKS-FM. While in California he also ran a successful entertainment company whose staff and crew entertained over 100,000 people. After moving to Atlanta and selling his entertainment company, Casanova ventured into publishing as the Publisher and Franchise Owner of Coffee News, headquartered in Bangor, ME. Later became the Founder and CCO, Chief Connection Officer, of an online platform where local business professionals register to receive a free list of the top 100 networking events in metro Atlanta. With a name like Casanova and his gregarious personality, Rich was a natural as a music radio DJ. "I got the radio bug early in my career and often thought how great it would be if there was an opportunity to participate in a talk radio format with a pro-business perspective interviewing thought leaders from the local business community." Thus was born the Pro Business Channel where Rich is the CoFounder and Chief Visionary Officer. http://www.ProBusinessChannel.com https://www.linkedin.com/in/richcasanova https://twitter.com/RichCasanovaCom Check out more episodes at: http://www.GeorgiaBusinessRadio.com Submit a guest request at: http://www.OnAirGuest.com View guest photos at: http://www.ProBusinessPictures.com ‹ › × × Previous Next jQuery(function() { // Set blueimp gallery options jQuery.extend(blueimp.Gallery.prototype.options, { useBootstrapModal: false, hidePageScrollbars: false }); });

In podcast #13, Jonathan covers: Business investing entrepreneur Paul Green reveals the importance of psychology when buying a business Andy Gwynn explains how to get the best from LinkedIn search functionality Our HR expert Kelly answers questions from our Mastermind Programme members More key negotiating skills that you’ll need to become a successful dealmaker   Listen to find out: How to identify motivated sellers Why cash is not always an owner’s motivation to sell a business Why buying someone’s business can help them to achieve a better life Why time could be so crucial in your negotiations Why dealing with an owner directly will help you to identify their pain points Why you should meet with owners of businesses you have no intention of buying How to avoid divulging too much information to private equity investors if you’re selling your business How a conversation with a seller will help you to identify what you need to do to make the deal work for them How to use LinkedIn to find the business owners you want to connect with Why it’s not a good idea to have more than one LinkedIn profile What to do if the business you are acquiring has people doing similar roles to your existing business How to deal with a collective redundancy process fairly How to stagger redundancy payments to longstanding employees How to make the offer of staggered redundancy payments appealing to employees What to say to employees when the business does not have the funds to pay them immediately How to use a document wallet to gain a psychological advantage when meeting a seller Why you should prepare an agenda for a meeting with a seller and distribute copies of it The phrase you should use when the other party says something you disagree with When to suggest calling in an expert third-party   Follow or connect with Jonathan on LinkedIn https://bit.ly/2S3Xzxw Watch our YouTube Channel The Dealmaker's Academy https://bit.ly/3b86OFI Visit us online at www.thedealmakersacademy.com Episodes of Business Buying Strategies are available on iTunes, Spotify, Google Play, Stitcher and Breaker. Disclaimer: Nothing in this podcast should be construed as legal, financial, tax or business advice. The information is for entertainment only and you should always engage suitably qualified professional advisors. Jonathan Jay, the guest presenters and The Dealmaker's Academy Ltd do not take any responsibility for your actions and decisions as a result of this podcast.

As a small business unemployment tax rate largely depends on the number of past unemployment claims against your business.  May business owners aren't sure how to manage this cost.  While you can't control whether an employee decides to file a claim, you can take steps to reduce the risk of unqualified claims being levied against your organization. Our HR expert Jenni Stone provides some way to proactively protect your unemployment insurance rate. 

Many employers want to know how they can reduce workers comp risk in their workplace. Incurring workers comp claims can drive the cost of your insurance up which will impact your margins and ultimately the cost of doing business. Our HR expert Jenni Stone explains how no matter your industry, the following tips can help keep you and your employees healthy, productive and safe.

We are excited to begin our Smart Bites podcast series this year! Our HR and Business leaders will offer brief lessons with big learning, so please be sure to listen, comment, and share with your networks. You don't want to miss this! Here are our themes for this year: CONNECTING,COLLABORATING, COMMUNICATING & CONSULTING. Stay tuned!