Podcasts about prescreen

Bob Bell, PhD, chief scientific officer at Ascidian Therapeutics, talks with host Ben Shaberman about STELLAR, the company's Phase 1/2 clinical trial for its emerging RNA-rewriting therapy for Stargardt disease (ABCA4 mutations). Dr. Bell also provides overviews of Stargardt disease, the role of RNA in cells, and the advantages of RNA re-writing over other genetic treatment approaches. Learn more about the clinical trial at STELLAR. Learn more about the prescreening study for STELLAR at PRESCREEN.

Im Deep Dive hat Markus diese Woche Constantin Wintoniak zu Gast. Er ist einer der Gründer von Fynk - einem Startup, das Verträge in die Zukunft bringt. Davor war er Co-Founder von Prescreen, das einst von Xing gekauft wurde. Im Interview erzählt er unter anderem wie seine Liebe zur Software entstanden ist, wann Exits sinnvoll sind, und warum es Zeit wird, dass Dokumente endlich intelligent werden.--Diskutier mit uns & der Community auf der AustrianStartups Plattform: https://austrianstartups.com/topics/40285/feedSchau dir den Podcast mit Video auf YouTube an: https://www.youtube.com/channel/UCAJ6dUsMbF8-PeQSdTMbgvg Folge uns auf Social Media:Instagram: https://www.instagram.com/futureweekly/LinkedIn: https://www.linkedin.com/company/49159750/--- Du hast Feedback, Ideen, Moonshots oder Predictions zu den heutigen Themen? Schick uns ein Soundbite an podcast@austrianstartups.com und werde ein Teil der nächsten Episode. ---  Musik (Intro/Outro): www.sebastianegger.com 

Jessica Humphrey is the President of the Musical Theater Educators' Alliance and an Assistant Professor at Texas Christian University. In this episode we discuss the Musical Theater Common Prescreen Criteria developed in partnership with MTEA, Accptd, and several Musical Theater programs across the country. We also discuss the upcoming MTEA conference in London at the Guilford School of Acting from July 23rd to July 25th, 2024. Her recommendations include: Something Wonderful: Rodgers and Hammerstein's Broadway Revolution by Todd S. Purdum and getting an “old-fashioned” planner!  Jessica is a native of Dallas, Texas and attended Western Carolina University where she received a Bachelors of Music in Musical Theatre. This is where she first started working as a dance captain for Tony nominee Charlotte d'Amboise and assistant to Tony Award nominee Terrence Mann both on productions and at their summer intensive, Triple Arts. She has continued to assist the husband and wife team until she moved to TCU. Both Terrence and Charlotte directed Jessica in shows such as A Chorus Line (where she eventually took over the role of Cassie when Tony nominated actress Ariana DeBose suffered an injury), Sweeney Todd (Johanna) and Pirates of Penzance (Edith). Jessica went on to work as a dance captain for original Rent dance captain, Owen Johnston and spent two summers as the dance captain for Wild Adventures Theme Park. After graduating in 2011, she moved to New York City where she performed in several regional shows including the regional debut of The Boy from Oz, Cats (Rumpleteazer) and Into the Woods (Little Red). Some other favorite productions have included Dames at Sea (Joan), West Side Story (Anybodys) and Brigadoon (Bonnie Jean).  Eventually she decided it was time to further her education and completed her Masters in Musical Theatre at San Diego State University where she received support from the Roscoe-Tiffany MFA Musical Theatre Scholarship and the Marion Ross Scholarship. The program is one of only a few in the nation with a terminal degree in musical theatre, and the only one that has a clear focus on both performance and academia. An important aspect of this program is working on developing new musical theatre works. Jessica worked with Dallas natives in developing the show “On the Eve” and with Tony Award Winner BD Wong and Wayne Barker on the show, “Mister Doctor”. Jessica went on to work with BD and Wayne again in New York, on a new musicalized version of Mister Holland's Opus. Jessica taught classes such as History of Musical Theatre, Acting I, and Musical Theatre performance. While completing her thesis on the evolution of rap in musical theatre, Jessica left California in order to perform in Alaska as Peter in Peter Pan. While flying every night, and completing her thesis, she also worked to choreograph numbers for the Aztec Follies, a cabaret of graduate students filmed for PBS. During her time in grad school, Jessica also worked at the famed La Jolla Playhouse, in the Development Department and the Musical Theatre Archive at SDSU, the largest Musical Theatre Archive west of the Mississippi. After moving back to New York City, where she resided until August 2018, Humphrey worked with organizations such as the Ziegfeld Society, Rosie's Theatre Kids, and Blue Lake Fine Arts Camp. She continues to study voice with the esteemed instructor Andrew Byrne and works as a performer both onstage and in voiceover.

Sie haben vor vielen Jahren ein Startup namens Prescreen gegründet und dann damals an XING verkauft. Nun melden sie sich mit einem neuen Startup namens fynk zurück und wollen das mühsame Erstellen von Verträgen weg von Word in die Cloud bringen - und haben dafür Investoren und Förderer gewonnen. Was steckt hinter fynk? Darüber sprechen wir heute im Podcast mit Constantin Wintoniak, der fynk gemeinsam mit Dominik Hackl und Markus Presle fynk gegründet hat. Die Themen: - Prescreen: Der Exit an Xing, und was aus der Firma wurde - Fynk: Vertrags-Software in der Nische - Der Business-Plan mit Fynk - Details zu Investment und Förderung - Die Nutzung von AI via Retrieval Augmented Generation (RAG) - Software-Bewertungen Wenn dir diese Folge gefallen hat, lass uns doch vier, fünf Sterne als Bewertung da und folge dem Podcast auf Spotify, Apple Music und Co. Für Anregungen, Kritik, Feedback oder Wünsche zu künftigen Gästen schick uns jederzeit gerne eine Mail an ⁠⁠feedback@trendingtopics.at⁠⁠. --- Send in a voice message: https://podcasters.spotify.com/pod/show/trending-topics/message

Description: Join us in this thought-provoking episode as we delve into the world of HR and explore the transformative journey from an operational HR role to a strategic HR function. Discover the pivotal shift from transactional tasks to forward-thinking initiatives that drive organizational success. Our expert guests share their valuable insights on building strategic HR capabilities, fostering leadership buy-in, leveraging data analytics for informed decision-making, and cultivating a culture of continuous improvement. Whether you're an HR professional or a business leader seeking to unlock the full potential of your HR team, this episode offers practical guidance for navigating this critical transformation. Resources: Strategic Workforce Planning Guide   MRA Membership  About MRA  Let's Connect: Guest Bio - Rebecca Jacobs  Guest LinkedIn Profile - Rebecca Jacobs  Guest LinkedIn Profile - Katie Coulson  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler  Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. 00:00:21:04 - 00:00:51:03 Unknown Now it's time to thrive. Well, hello, everybody, and welcome to this episode of 30 minute Thrive. Kind of got a special episode today because we're joined with two awesome HR Professionals from our Ohio division. Katie Coulson is our HR director at MRA company. Kwest group has been there for a little over seven years, but she has over 17 years of overall HR experience and is really passionate about the work she does and is coming with a lot of great advice and knowledge today. 00:00:51:05 - 00:01:23:18 Unknown In our second guest is Rebecca Jacobs. She's general counsel and director at MRA, Ohio. And with 25 plus years of employment law experience, she really ensures that our members are well supported in their HR and talent development needs. So I'm really excited to talk about the shift from operational to strategic HR With you both today. But before we get into that, rebecca, i don't know if you want to talk a little bit about why we brought katie onto the podcast today and maybe a little bit about how you two have worked together in the past. 00:01:23:20 - 00:01:48:02 Unknown Sure, sure. In Columbus, I am also the facilitator for our in-person Columbus roundtable, and Katie has been a very active member of our roundtables for quite some time. And I realized as we meeting every month and people are getting to know each other and talking through issues and questions, just the wealth of knowledge and experience that she has. 00:01:48:04 - 00:02:15:15 Unknown And then just getting a chance to talk to her and see what what she has offered with all of our roundtable attendees. Absolutely. Well, thank you again for joining us. Well, let's dive right into the first question, and that's really talk about what is the benefit of transitioning from operational HR to strategic. And Katie, you can kind of start us off with this one. 00:02:15:17 - 00:02:44:09 Unknown Yeah. So I really think that this happened for me during COVID with Kwest Group, and it really was taking the organization and leading them in a time of uncertainty through that time. And making sure that they were successful throughout it. So that would be like the number one benefit for me. And I think that for all organizations, this is a huge benefit because it really puts HR at the forefront and it doesn't leave people questioning, well, what do we have an HR department for? 00:02:44:11 - 00:03:14:02 Unknown Absolutely. Rebecca, do you have anything? Oh, absolutely. The probably the best benefit is the fact that the senior leaders do see HR as being that strategic business partner. The the thing that we would like to avoid in HR is for the business leaders to be off making strategy, thinking that payroll is just there. I'm sorry. That is there just to run payroll and make sure people get their their health insurance and land company parties once in a while. 00:03:14:02 - 00:03:37:08 Unknown But to actually have HR involved in there so that they're not making decisions that then are difficult for HR to provision and support. Absolutely. Well, kind of moving on to some of the key challenges, what are some of the key challenges that HR departments face when trying to shift from operational to strategic roles? And how do you overcome that? 00:03:37:10 - 00:04:00:05 Unknown I think one of the biggest things, honestly, is getting stuck in the day to day. You're sorting through all of these weeds and you're just down at that level where you're so embedded into what is going on day to day, just so that the business is operating, rather than focusing on that long term planning and that climate for the, you know, on the business for the strategies to be successful. 00:04:00:05 - 00:04:25:19 Unknown So that's I think that's a key challenge on my end. Another challenge that i've heard from talking to multiple HR Professionals, especially in the ohio region is is getting their senior leadership to accept that they need to be involved in strategic decisions and moving them past that mindset of oh is in this box and this these are the things they're going to take care of. 00:04:25:19 - 00:04:56:00 Unknown So that is another huge challenge is the mindset of the other leaders. Yeah, absolutely. Everybody's got to be on board. I'm part. So how can the HR professionals and the HR leaders align their goals and objectives with the overall strategic direction of the organization? Either one of you can jump in on this one. I think Rebecca was saying it really well earlier, you know, making sure HR has that seat at the table for those strategic initiatives, because it's not about the party planning. 00:04:56:00 - 00:05:17:06 Unknown It's not just about the payroll. It's not just about sorting through those weeds and being able to have that seat at the table to make sure that the goals that they are focused on, again, not just the day to day, but those long team, long term aligned with the mission and the values and the overall company vision going forward. 00:05:17:08 - 00:05:36:14 Unknown And a key aspect of this, too, is just making sure that you're taking the time. And I know Katie is a great example of this, too, just taking the time to talk to all of the business leaders and one on one talking to them. What are your challenges? What are your opportunities? Where do you want to go? What are some things that you're thinking about doing in the future? 00:05:36:16 - 00:06:03:22 Unknown And really not only demonstrating that you're that good business partner, but also getting to know them well enough so that you can see, okay, I see that they have this strategy where they want to enter in this particular geographic region. Let's talk about how HR can help them with recruiting in that area of thinking about who can who is here, who can work remote in that area, and really coming alongside them and understanding what they need. 00:06:04:00 - 00:06:29:12 Unknown And, Katie, you've had firsthand experience with this, but what are some of the best practices that you would recommend for HR professionals to develop and implement strategic initiatives that really drive that organizational success? Yeah. So I've found that throughout the years in the different organizations I've worked for, that there's like a six step process for me that really works well. 00:06:29:14 - 00:06:53:06 Unknown So the first thing obviously is going through that planning phase, determining who is going to own what in that organization's success in those strategic initiatives. And then obviously setting and writing down that long term clear strategy or strategies. Obviously, if we don't write it down, it's not it's not going to be enforced. And then delegating some of that work, remember, you've got to get out of the weeds. 00:06:53:06 - 00:07:19:23 Unknown So who is And if you're on each our department of one, get a buddy in some other functional area to help you out, to delegate some of that work. And then obviously executing the strategies, monitoring the progress and performance scorecards are amazing, which we can talk about in a few minutes. But I absolutely love scorecards and then make changes to those plans where necessary and then obviously rinse and repeat. 00:07:20:01 - 00:07:46:10 Unknown Best practices can list or do anything to add, and I cannot add anything to the list of numbered lists. Love it. Well, awesome. Katie, I know you said you can talk a little bit more about this, but how can the HR professionals effectively leverage that data and analytics to make informed decisions and contribute strategically to the organization? Yes. 00:07:46:10 - 00:08:17:14 Unknown So I briefly talked about scorecards, and I like to joke with my team personally. And they, you know, we have good fun with this, but I am a people person, not a numbers person. So data and analytics is not my favorite thing, but having a scorecard and, you know, an HR Scorecard can be something as simple as, you know, if you're training, trying to build up your workforce and train them, you know, having that metric to say, okay, this is the percentage of workforce that is going to be trained in 2023 and then we want to see an improvement to that in 2024. 00:08:17:14 - 00:08:42:19 Unknown Again, getting with the strategic other functional areas is what's going to help drive that scorecard and what you put on it. But training is definitely at the forefront for us now. So that's why I mentioned that one. And then another one is obviously understanding that the people within your functional area and then obviously the other functional area leaders that those people match with the values and the vision of the organization. 00:08:42:19 - 00:09:14:14 Unknown So having that data into a scorecard is what I call it, is extremely helpful and helps make the decisions so that the the organization continues to strategically move forward. Rebecca, any other advice on this one? No, but can I ask you a question, follow up question on that? Oh, absolutely. Okay. So can you talk a little bit about how you're able to influence those hiring decisions to make sure that you're bringing in those people who are going to be supporting the mission and values of the organization? 00:09:14:16 - 00:09:46:03 Unknown So I have an amazing HR generalist. She actually started as an intern. She's been with our company for three years now, and I kind of trained her on the processes that I used and she tweaked them a little bit. But the entire time we have focused on a pre interview process. So this is where someone in HR makes that connection with the resumé, looks it over and says, okay, this looks good, or maybe they're a referral from someone which we require like a statement from the person referring them saying why they would be a good fit at the organization. 00:09:46:05 - 00:10:11:05 Unknown But in the Prescreen interview, if they're not a referral, that's one of the questions we focus on. Like why do you feel you would be a good fit for our company? Because that's that's the most important question that we can ask and then we can get into the skills. Again, skills can be taught. There are there are some personal values that aren't able to be taught as easily as a skill could be taught. 00:10:11:05 - 00:10:37:07 Unknown So we we really like to focus on that pre interview to make sure that we're bringing the right talent in the organization and then putting them in front of the hiring manager. Great, great follow up question. Rebecca, thank you. Do either of you have any innovative approaches or tools that HR Departments can really adopt to transform that operational strategic functions? 00:10:37:09 - 00:11:01:00 Unknown Well, something that comes up a lot in our roundtable is talking about relying on the different features of your system to be able to automate as much as you can and kind of pull some things out of the out of the pull yourself out of the weeds a little bit. Like how much of your documentation completion and storage and retention can you do on your areas? 00:11:01:02 - 00:11:22:14 Unknown Can you leverage the performance management program that you have in there as well? So we talk a lot about the, you know, what we can do with our systems to to get ourselves kind of out of the weeds. I don't know how innovative that is to to rely heavily on interest because it seems like it's something that people have been doing for a really, really long time. 00:11:22:14 - 00:11:40:03 Unknown But I think that a lot of times we end up with these systems where we've only scratched the surface of the functionality that we have there. And every so often it's good to take a step back and say, Well, what are we missing? What what additional functionality that can save time for us. Are we not digging into them? 00:11:40:05 - 00:12:06:07 Unknown I would agree with Rebecca on that, and I think that technology can be innovative. So I think that that's a good point. I know this is a slippery slope, but kind of talking about like AI and chat, there are certain things that you can use, for example, job descriptions like getting help in writing your job descriptions, and then obviously having them reviewed by legal counsel to make sure that there's nothing funny in there. 00:12:06:09 - 00:12:30:21 Unknown I think Rebecca would agree with you on that one. And then the other thing which I I'm part of another round table because we're an employee owned company, actually, thanks to Rebecca. I help co champion this other one. But one of the things that came up was four benefits. Like people spend a lot of time, like just filling out papers, entering stuff into systems. 00:12:30:23 - 00:12:55:10 Unknown So again, going back to that technology piece, we have a a great broker that has a great system that automates about 80% of the work for us. So being able to have that even offloaded, that can help you go from operational to strategic. You're not spending as much time again in the weeds filling out the paperwork and you can focus on other important areas of the business. 00:12:55:12 - 00:13:16:19 Unknown And you've also just talked about kind of the skills and the transformation is skills you need from operational to succeed. So how can the HR Professionals really enhance their business acumen and understanding of the industry to provide that strategic insight and value to the company? Well, i'm going to say this first and foremost, getting involved in those HR groups. 00:13:16:19 - 00:13:45:19 Unknown Mra. Any human resources group that you can find and there's a lot of them out there, you just got to find the ones that fit. You. Obviously very involved with this group and some others that are industry relative for us. Another big thing is attending employment law updates. Whoever your legal counsel is, they often provide free webinars, free in-person seminars so that you can get those law updates that you need to again push you forward and getting that strategic insight. 00:13:45:19 - 00:14:15:23 Unknown So maybe there's something that's pending legally on the federal level or state level. You can be prepared for that before it even actually goes into effect. And then the last one that I absolutely love is making those colleague friends on LinkedIn to expand your knowledge network. None of us know everything but having more resources and people in your network helps expand that knowledge within the group and you can reach out and ask people, Hey, has anyone experienced this again? 00:14:16:01 - 00:14:44:21 Unknown Saving time and helping provide some insights as to how well it went or what they might have done differently and just helping again, push more into the strategic rather than the operational have screwed advice for anything that on their own. Yeah. Yeah. I would also suggest looking through the catalog of the MRA training opportunities and seeing what's out there in terms of business acumen, financial training for HR 00:14:44:21 - 00:15:10:07 Unknown Professionals. Yeah. When I was when i was was where I'm looking for kind of drafting and dreaming up like a strategic track for it for in our class. That was a big piece of it was the financial understanding, the business acumen, and in addition to other things like how how do you select your third party vendors and things like that. 00:15:10:07 - 00:15:36:21 Unknown So definitely take advantage of the training that's out there. Yeah, I'm glad you brought up training. So I was going to ask how HR Professionals could develop the necessary skills to not only that acumen. So good advice. So what are the potential risks and pitfalls that HR Departments should be aware of when they're undergoing the transformation to operational two strategic roles. 00:15:36:23 - 00:16:00:13 Unknown I think one of the things is making sure that we're analyzing the right data. You know, what really is impacting our organization long term and having that seat at the table is going to help them be aware of that. You know what the strategic focus is and not, you know, analyzing the wrong data. And then again, the other big thing that we've talked a lot about is, you know, not delegating and getting stuck in that day to day. 00:16:00:13 - 00:16:22:19 Unknown There are is sometimes that's one of the biggest struggles that we face when we move from operational to strategic, is saying, okay, well, I don't know if this person is doing this right or I don't know or I want to still have my hand in this. And, you know, I it's it's those types of things. And not being able to delegate in your right back in the weeds and back in the operational. 00:16:22:21 - 00:16:41:16 Unknown And I would add to that that communication is absolutely key. We never want to be in a situation where we're in scope creep with our strategy or someone's making an assumption that this is why we're going after this, this goal and they're moving in that direction. But we're not continually talking with each other to make sure we're on the same page. 00:16:41:16 - 00:17:05:11 Unknown And then also from the aspect of who's handling the operational tasks, just making sure that you're communicating with those individuals who have been delegating that to make sure that they feel supported and that they're able to accomplish the things they need to for sure. Okay. When we were kind of chatting before, you mentioned, you know, was kind of build up your HR from the ground up and within your department of one. 00:17:05:11 - 00:17:32:12 Unknown So that kind of poses the question for those who also operate as an HR department of one, what can that single person do to think and act more strategically, not just operationally? No. That might be kind of difficult to balance. Both. Yeah. So we're all HR Superheroes, right? And starting in a role. The company i'm with now, they had 86 employees when i started, so it wasn't HR 00:17:32:12 - 00:17:59:07 Unknown Department of one, but it was also building up the HR Department and the function and what HR Really look like. So it was kind of really neat to start out in a role like that, helping develop a really nice handbook. Policies, procedures, trainings and kind of moving from there. So laying that foundation like rebecca had asked about earlier, you know, getting people in the door, hiring the right people. 00:17:59:09 - 00:18:26:08 Unknown It was putting a foundation of the right interviewing process. And that whole onboarding experience in place to make sure as we were growing the company that we were doing the right things from the start to build it up with a firm foundation. So as an HR Professional one, when I was doing that, I won't lie. I mean, I felt like some days I was I was working a lot more hours than other days, but I saw the light at the end of the tunnel. 00:18:26:08 - 00:18:49:10 Unknown Like as we were growing, I knew the expectation. I knew what the strategic development and growth, what was expected and what they wanted to see happen. So I knew when I put these foundations in place where I was going to be a few years from now with that growth in mind. So making sure that whatever those tools were that were developed in the foundation that was developed could be passed on to the HR 00:18:49:10 - 00:19:15:11 Unknown Generalist, the Workplace Wellness Coordinator. But in the meantime, when I didn't have those really leveraging like our brokers and the payroll team, the other functional areas of the business to make sure that there was still that balance where I could handle some of the day to day, but also have the time to focus on strategic and then finding time in between there to pop out webinars, to learn a few things. 00:19:15:13 - 00:19:38:05 Unknown Yeah, I'm glad you gave advice on balancing both operational and strategic, because even though we're talking about the transformation to strategic, it doesn't mean those operational tasks ever go away. So, Rebecca, anything to add on this one before we're down here? All right. Well, as we kind of wrap up here and run out of time, how can the HR 00:19:38:05 - 00:20:03:03 Unknown Professionals collaborate with other departments in the organization and cross-functional teams to align those HR Strategies with the broader organizational objectives. So for me, i think one of the things that I thought about with this was, you know, having that strategic seat at the table and understanding, know, revenue goals, you know, the things that make the business successful and the role that HR 00:20:03:03 - 00:20:26:00 Unknown Plays in helping achieve those those big goals. And it can't be just HR Working in a silo. You have to work with the other functional departments to make sure that you're able to meet that that big goal. So, i mean, for me personally, it's working with our operations team to ensure that we have the right people in the right seats. 00:20:26:05 - 00:20:51:20 Unknown It's working with our accounting team to make sure that we're staying on budget and focusing on the right numbers, analyzing the right data. It's working with the president and the CEO to to ensure that we're still on track for these big goals. And if we're not where we need to be having the conversations to to shift that focus back. 00:20:51:20 - 00:21:12:02 Unknown I need Mike drop moments here. No, I just I just think that, you know, Katie is a wealth of knowledge and heard her story and not only how she got there, but also the things she's been able to achieve in that strategic role. I mean, you have a whole nother podcast is talking about the amazing initiatives that she has spearheaded. 00:21:12:02 - 00:21:36:23 Unknown And every time we get together for roundtable, we're like, Well, tell us more. What's new? Absolutely. Well, I want to thank you both for being on 30 Minute Thrive podcast today and sharing your expertise on transforming HR from operational to strategic and to our listeners. If you like the track today, comment your favorite tip you learn from today and make sure to share the episode. 00:21:37:01 - 00:21:58:15 Unknown And don't forget, consider joining MRA if you are not a member already. We have all the resources you need in the show Notes below, including Katie and Rebecca's bio and LinkedIn profile. If you'd like to get in touch with them and expand your network. Otherwise, thank you for tuning in today and thank you both again for the great info and we'll see you next week. 00:21:58:17 - 00:22:19:19 Unknown And that wraps up our content for this episode. Be sure to reference the show notes where you can sign up to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.  

XING E-Recruiting und Prescreen sind in onlyfy verschwunden. Was dahinter steckt, erläutern Uwe Habicher, Director Brand Marketing und Solon Magoulakis, VP Product & UX in dieser SAATKORN Podcast Episode.

Immer weniger Bewerbungen, immer mehr unbesetzte Stellen – sollen Unternehmen jetzt ihre Ansprüche an Eignung und Matching von Kandidaten lockern? Darüber diskutieren in der ersten Folge unseres neuen Podcast-Formats Jo Diercks und Gero Hesse mit https://www.personalwirtschaft.de/ (Personalwirtschaft)-Chefredakteur Cliff Lehnen. Am Anfang steht die These des Diagnostik-Experten Jo Diercks: „Wir müssen im Recruiting nach wie vor auf Qualifikation achten und darauf, ob die Menschen zum Unternehmen passen“, sagt Jo. „Wenn wir sagen: ‚Es stehen nicht mehr so viele bei der Disco vor der Tür, wir nehmen jetzt jeden‘, verlagern wir das Problem ins Unternehmen hinein. Denn dann haben wir Leute auf Stellen sitzen, die nicht performen und schnell wieder gehen.“ Employer-Branding-Profi Gero Hesse interveniert: „Dass eine gewisse Qualität im Recruiting relevant ist, ist unstrittig. Aber wir befinden uns in einer ganz neuen Situation. Das Bild mit der Disco hat mir nicht gefallen, denn wir brauchen keine Türsteher vor einer Disco, bei der keiner mehr ansteht. Und das ist die Lage, die vielen droht oder die sie vielleicht schon erleben.“ „VETO – Die HR-Debatte“ ist ein inhaltlicher Dialog mit guten Argumenten, kein reißerischer Schlagabtausch. In Folge 1 haben wir zusätzlich Stimmen aus der HR-Community eingeholt – zahlreiche HR-Profis haben ihre Tipps und Eindrücke zum Recruiting in absoluten Engpasszeiten gegeben. Wenn Sie das gesamte Gespräch sowie konkrete Tipps zum Recruiting hören möchtet, gönnt euch die erste Folge! Und wenn es gefällt, folgt gern dem Kanal „Personalwirtschaft Podcast“ in eurer Lieblings-Podcast-Anwendung oder auf https://pwgo.de/podcasts (https://pwgo.de/podcasts)! Diese Episode von „VETO – Die HR-Debatte“ wird präsentiert von onlyfy – by XING. Recruiting-Lösungen für die schönsten Momente im Arbeitsleben. Die Zeit ist reif für New Hiring XING E-Recruiting und Prescreen werden zu onlyfy, um Recruiting in New Hiring zu transformieren. Um genau die Antworten zu geben, die Personaler:innen jetzt brauchen. Mit genau den Einblicken in die Lebensweisen und Bedürfnisse, die Personaler:innen eine einzigartige Candidate-Experience ermöglichen. Und genau den Lösungen, die Recruiting zum strategischen Erfolgsfaktor macht. https://www.onlyfy.com/ (www.onlyfy.com )

„Die neue Plattform bringt Active Sourcing auf Knopfdruck“ In der Podcast-Folge #58 von Klartext HR spreche ich mit Uwe Habicher, Director Brand bei der New Work SE, über das Thema “New Hiring: Warum XING mit onlyfy eine neue Matchmaking-Plattform startet“. Unter der neuen Marke onlyfy will XING seine Aktivitäten rund um Recruiting und Active Sourcing prozessual bündeln und insbesondere KMU eine Lösung an die Hand geben, um Personalgewinnung noch einfacher voranbringen zu können. Mit Uwe Habicher diskutiere ich unter anderem - was genau onlyfy anbietet und warum - weshalb der „Perfect Match“ im Recruiting immer herausfordernder wird - ob es durch noch mehr Masse an Active Sourcing zu einer verstärkten Plattform-Flucht kommen könnte - Wie es mit „Apply with XING“ und der Integration von WhatsApp in den Recruiting-Prozess weitergeht. Im parallel dazu erscheinenden Artikel auf PERSOBLOGGER.DE ordne ich die Neuerungen allgemein ein und bewerte diese unabhängig von unserem Gespräch. Uwe Habicher ist Director Brand bei der New Work SE. Zuvor war er 16 Jahre als Head of Brand Experience bei der Haufe Group tätig. Die Entwicklung und Führung erfolgreicher Marken im B2B-Umfeld vereint er mit einer fundierten Expertise in allen Fachbereichen der HR- und Recruiting-Welt. Angetrieben durch den tiefen Glauben an eine neue Arbeitswelt und die Rolle des Menschen als zentraler Erfolgsfaktor, steht Uwe für eine außergewöhnliche Erfolgsbilanz als visionärer Markenmensch und leidenschaftlicher Leader. New Work braucht New Hiring: Ein neues Verständnis von Recruiting und neue Herangehensweisen, um in schwierigen Zeiten genau jene Talente zu finden, die zum Team, zur Kultur und zu den strategischen Herausforderungen des Unternehmens passen. onlyfy by XING liefert hierzu smarte digitale Lösungen: Die Talent Acquisition Platform onlyfy one vereint Active Sourcing, Passive Sourcing und effizientes Bewerbermanagement unter einem Dach – für eine einzigartige Candidate Experience. Als Teil der NEW WORK SE bietet onlyfy mit den Schwestermarken XING und kununu ihren Kunden den Zugriff auf über 21 Millionen Talente im deutschsprachigen Raum sowie weitere effiziente Lösungen für das Employer Branding, das Active und Passive Sourcing. Die Marke onlyfy ist im Sommer 2022 aus dem Zusammenschluss von XING E-Recruiting und Prescreen hervorgegangen. Ein spannender Talk als 15-Minuten-Impuls. Klartext HR - Informieren. Inspirieren. Lernen. Viel Spaß damit! https://persoblogger.de/klartext-hr Ein kritischer Meinungsartikel dazu unter: https://persoblogger.de/2022/09/12/onlyfy-by-xing-recruiting-active-sourcing-auf-knopfdruck Mehr Informationen zur neuen Marke unter onlyfy.com.

This week, Kim (@kimmurstein) and Grandma Gail are joined by dating coach Damona Hoffman (@damonahoffman) who is OkCupid's Official Dating Coach, The Drew Barrymore Show's Resident Love Expert and host of the Dates & Mates podcast. On the episode, Damona attends to all of Grandma Gail's dating app concerns. She also gives tips on how to screen a dating app match before going on the date, how to avoid dating burnout and texting advice like when to use emojis. They also chat about what red flags to watch out for, especially as an older woman prone to online dating scams. Damona shares the dating trends to look out for this Fall according to data from OkCupid. And of course they play a game of Grandma Gail's Old Fashioned Dating Quiz!  Follow us @excusemygrandma on Instagram and @excusemygrandma on TikTok

This week, Kim (@kimmurstein) and Grandma Gail are joined by dating coach Damona Hoffman (@damonahoffman) who is OkCupid's Official Dating Coach, The Drew Barrymore Show's Resident Love Expert and host of the Dates & Mates podcast. On the episode, Damona attends to all of Grandma Gail's dating app concerns. She also gives tips on how to screen a dating app match before going on the date, how to avoid dating burnout and texting advice like when to use emojis. They also chat about what red flags to watch out for, especially as an older woman prone to online dating scams. Damona shares the dating trends to look out for this Fall according to data from OkCupid. And of course they play a game of Grandma Gail's Old Fashioned Dating Quiz!  Follow us @excusemygrandma on Instagram and @excusemygrandma on TikTok

https://cintrondyslexiahelp.com/og-protocols-3264-1588https://youtu.be/miUStkjMd1ADyslexia Assessment: What is it and How Can it Help Your Child?My screens and assessment tools are uploaded into Teachers Pay Teachers under Cintron Orton Gillingham Reading Institute.  https://bit.ly/3yUdW6gYou can assess your own child today, or help hundreds if you learn this easy way to prescreen. That's right if you know how to read you can assess your child! https://youtu.be/3O_eXUb5yKoI also show you other assessment tools I use. Did you know that 85% of kids in Special Education classrooms have dyslexia? Auditory processing is the most common deficit in these children. You can have your child prescreened for dyslexia, screened for dyslexia, or assessed for dyslexia. It doesn't have to take hours. In fact, I'll show you How to Prescreen your child in 10 minutes!~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Dyslexia – A Trait of Genius Forty percent of self-made millionaires in the United States are dyslexic. Thirty-five percent of entrepreneurs in the United States are dyslexic. Alexander Graham Bell, Steven Spielberg, Walt Disney, Henry Ford, and Leonardo Da Vinci all had Dyslexia. I am saddened when I see kids fail in school because of an empowering thing like reading because dyslexic children struggle with reading. I believe if an environment would embrace reading, we would open up a world of opportunity for dyslexic people.~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Dr. Marianne Cintron is a Doctor of Education in Leadership and Administration, has two Masters Degrees and is a Dyslexia Specialist. She has twenty-three years of experience as an educator, is a speaker, an author, a YouTube, and Podcast host. Dr. Cintron has over 200 hours of Orton Gillingham practicum hours with the Academy of Orton Gillingham for Practitioners and Educators (AGOPE). She tutors and speaks and enjoys training in OG. She speaks on “Dyslexia is a Trait of Genius - Unlocking the Genius of Your Dyslexic Child's Mind. And Dr. Cintron is unique in her use with classical music when she teaches reading with her Step By Step Reading program.Connect with Dr. Cintron 626-629-3024 or mcintron@stepbystepdyslexiasolutions.com Landing Page for Scheduling and Subscribing YouTubehttps://bit.ly/3qXAbo7You Tube Link to Dyslexia Solutions  https://bit.ly/314YLGjPodcast - Link to Dyslexia Solutionshttps://www.stepbystepdyslexiasolutions.com/podcast/ Amazon Store Trait of Genius         https://amzn.to/33kVxCUPrisms of Brilliance  https://amzn.to/3uO4zDAA Message of Hope  https://amzn.to/3GI4wLN Social Media – Linked In - https://bit.ly/3LsPRIchttps://www.facebook.com/mpcintronhttps://twitter.com/mpcintron16https://www.instagram.com/mpcintron/ #Dyslexia #Marianne Cintron #Studentswithdyslexiahttps://cintrondyslexiahelp.com/og-protocols-3264-1588Support the show

Jeden Montagmorgen berichtet die t3n-Redaktion über fünf Dinge, die zum Wochenstart wichtig sind. Diesmal geht es unter anderem um iOS 14.5, die Luca-App, Apples Airtags und unser aller Lieblingsthema: die Steuererklärung. 1. iOS 14.5 beschränkt Werbetracking: Das bedeuten die neuen Spielregeln für iPhone-Nutzer https://t3n.de/news/ios-14-anti-tracking-anleitung-apps-1375058/ https://t3n.de/news/ios-145-beschraenkt-bedeuten-1375804/ 2. Datenschutzexperten warnen: Wachsende Kritik an der Luca-App https://t3n.de/news/wachsende-kritik-luca-app-1375740/ 3. Apples Airtags ausprobiert: Design und Technik auf kleinem Raum https://t3n.de/news/airtags-test-1375139/ 4. Kündigen in der Krise? Das sind die Gründe – laut 28.000 Beschäftigten https://t3n.de/news/kuendigen-in-der-krise-gruende-1375062/ 5. Praxistipp der Woche: Steuererklärung – Apps und Tools für mehr Geld vom Finanzamt https://t3n.de/news/steuererklaerung-steuersoftware-apps-services-erstattung-finanzamt-984096/ Sponsor-Hinweis (Anzeige): Der heutige Podcast wird gesponsert von Prescreen. Prescreen ist ein Bewerbermanagementsystem, mit dem Recruitingprozesse und die Candidate Experience durch verschiedene Features optimiert werden können. Mehr Infos unter: https://prescreen.io/de/

Jeden Montagmorgen berichten wir über fünf Dinge, die zum Wochenstart wichtig sind. Diesmal geht es unter anderem um Daten von Facebook-Nutzern, das Ende des kostenlosen Ladens und Kritik an der Luca-App. 1. Persönliche Daten von 533 Millionen Facebook-Nutzern online geleakt https://t3n.de/news/persoenliche-daten-facebook-1370645/ https://t3n.de/news/mega-leak-facebook-betroffene-1371225/ https://t3n.de/news/accounts-gehackt-passwort-adobe-pwned-514556/ 2. Elektromobilität: Das Ende des kostenlosen Ladens https://t3n.de/news/elektromobilitaet-ende-ladens-1369440/ 3. Kritik an Luca-App: QR-Codes lassen sich leicht auslesen und missbrauchen https://t3n.de/news/kritik-luca-app-qr-code-missbrauch-1370826/ 4. Macht Games zu Mitarbeiter-Benefits! Diese 8 Spiele können ein Anfang sein https://t3n.de/news/mitarbeiter-benefits-games-videospiele-1369559/ 5. Praxistipp der Woche: Unfall im Homeoffice – Wer haftet jetzt? https://t3n.de/news/arbeitsunfall-homeoffice-haftung-1369925/ Sponsor-Hinweis (Anzeige): Der heutige Podcast wird gesponsert von Prescreen. Prescreen ist ein Bewerbermanagementsystem, mit dem Recruitingprozesse und die Candidate Experience durch verschiedene Features optimiert werden können. Mehr Infos unter: https://prescreen.io/de/

Today if you want to put together the best deals, I believe now is the perfect time to learn how to pre-screen every seller you talk with to see what their true motivation is why they are selling their property. Today's podcast explains what every investor's need to know before they can put together the best deal for both the investor as well as the seller. Knowing this information will definitely put you miles ahead in your fact-finding process. Make sure you learn these important questions to ask before you try to negotiate your next deal.

Jason A. Duprat, Entrepreneur, Healthcare Practitioner and Host of the Healthcare Entrepreneur Academy podcast, talks about the best ways to solicit reviews to help your business earn social proof and validation. Jason discusses how collecting positive reviews is essential so prospects will want to do business with you.    EPISODE HIGHLIGHTS: You want to have as many high-rating reviews as you can get: 4.5 - 5 stars.   90% of people making purchases rely on reviews before they make their final decision.   Online reviews are the equivalent of getting a recommendation from a friend Review platforms include Google, Amazon and Yelp.  You can also share reviews on your website, however, they’re not as trusted as third party sites since these reviews can be templated or falsely written.   You can use a Net Promoter Score survey to find out who is happiest with your business and the service they received. Prescreen the people you ask for reviews. Do not send a single blanket email to ask all of your patients and customers at one time. One strategy to get more reviews is to incentivize people for their time. Don't break any rules about soliciting reviews per the platform you’re using. Remove as many barriers as possible to make it easy for people to leave reviews. Include direct links so they don’t have to search.  Since your employees are often front line with patients and customers, consider running a contest and offer an incentive for them to solicit reviews.  Delivering outstanding customer service is the best way to receive positive reviews.    3 KEY POINTS: Positive reviews will help you establish social proof. Work on collecting as many as possible.  Be very strategic about how you ask for reviews.  Offering incentives to compensate people for their time will increase your response rate.   TWEETABLE QUOTES: “The idea is to get reviews from customers who are happy with your service.” – Jason Duprat “Deliver outstanding customer service and anytime you get negative feedback or constructive criticism, make the changes people are asking for when they're reasonable." – Jason Duprat   RESOURCES MENTIONED: Healthcare Entrepreneur Academy Facebook Group: https://www.jasonduprat.com/group  Jason’s Website: JasonDuprat.com Jason’s Socials:  LinkedIn: https://www.linkedin.com/in/jasonduprat Facebook: https://www.facebook.com/jasonaduprat Ketamine Academy Website: ketamineacademy.com Ketamine Academy Free Training Presentation: ketamineacademy.com/presentation #HealthcareEntrepreneurAcademy #HealthcareBoss #healthcare #entrepreneur #entrepreneurship #5starreviews #onlinereviews #googlereviews #amazonreviews #yelpreviews #customerservice

One of the things that concern you, the Airbnb hosts, is the type of guest who may book your property. Are they going to take care of your property? Are they going to throw a party? But what can be done to minimize the possibility of such problems is to do a prescreening. In this episode of Vacation Rental Machine, Jon Bell and Julian Sage talk about prescreening guests and the steps that you should be doing to prevent certain types of people from coming into your unit.

Anastasia Koneva und Paul Zogmann sprechen über Productmanagement mit Fokus auf User Testing. Die Empfehlungen von Anastasia: - Sprint: How to Solve Big Problems and Test New Ideas in Just Five Days von Jake Knapp - Inspired: How to Create Tech Products Customers Love von Marty Cagan - The PM Library von https://medium.com/the-pm-library - Blogposts und Newsletter von https://www.mindtheproduct.com/ - Blogposts von Intercom https://www.intercom.com/blog/product-and-design/ - Blogposts von produktbezogen.de https://www.produktbezogen.de/ Folge Anastasia auf LinkedIn: https://www.linkedin.com/in/anastasia-koneva/ Prescreen.io im Web: https://prescreen.io/

Real estate is one of the fastest paths to becoming a millionaire. My friend and mentor Ron LeGrand is here today to talk about how to get started investing in real estate and why it is such a great investment. Ron also shares his outlook on the market. It’s possible to mitigate risk and even make money on a downturn. There will always be people who want to buy houses and people who want to sell houses. Ron has been a successful real estate investor for 36 years, and he teaches other people to do the same. You can find Ron here: Ask Loral Ron's Website Ron on YouTube Ron on Twitter Ron on Facebook [bctt tweet="‘I'm a firm believer in multiple income streams. Real estate is just one vehicle for creating income.’ -Ron LeGrand" username="liveoutloud"] Show Notes [01:39] Ron started out with nothing and knowing nothing. All of a sudden, things clicked. He was a mechanic at a service station and decided he didn't want to do that anymore. [01:58] He started looking for an alternative, and what he found was real estate. [02:24] Ron is a firm believer in multiple income streams. Real estate is just one vehicle to create income. [02:31] Ron has multiple businesses and has learned how to get out of the way and let people do what they do best. [02:47] Real estate today is more systematized and automated than it ever has been. We have built step-by-step systems for people. We even have a whole team of virtual assistance. [03:12] We have virtual assistance that call sellers and do all the things that entrepreneurs don't want to do, so that we can sit back and do what we are supposed to do and that is make decisions. [03:16] Ron buys three or four houses a month and it hardly takes any of his time. [03:40] Real estate has been very good to Ron, but like any other business, you have to learn how to do it correctly. [04:16] Ron shares his outlook on today's real estate market. He has seen five real estate cycles of ups and downs in the last 36 years. [04:40] There has never been a year when you couldn't buy and sell houses. [04:55] There will be a correction, because there always is one. We just don't know when it will happen. [05:16] Guaranteeing debt is the number one biggest mistake that you can make. [05:31] The worst that can happen in a downturn is you lose assets that you got for free anyway. [06:43] Real estate is just a mutual fund with a house on it. Too many people are in a hurry to sell the property, which is really the golden goose that is bringing them money. [07:28] You can free up capital by letting real estate generate money. [08:36] The five steps to business. Locate prospects. Prescreen those prospects. Construct and present offers. Follow-up and get it in writing. Get it into cash quickly. [10:09] The entire process is now automated. All I have to do is decide who I want to buy from and then agree upon the terms. [10:41] The Gold Club can help you find prospects. [13:08] The ugly house side is about price. The pretty house side is about terms. [14:19] Look for people who will give you great terms like nothing down and a low monthly payment. [15:30] IRA money as a source of funding. You can use IRA money to pay cash for houses that you get at a deep discount. You can then flip them right away or after a rehab. Your profit goes back into the IRA tax-free. [17:14] There is no limit with how much profit your IRA can make. [17:33] You don't need money to buy a house with nothing down. [18:37] You can also borrow money from a private lender. A lot of this money comes from people's IRAs. [20:12] It's hard for some people to stop doing everything and let other team members help them. But it really is the way to be successful with a real estate system. Links and Resources: Loral’s Real Money Talks

Mit dem "VP Product E-Recruiting" von XING E-Recruiting, Dr. Jost Schatzmann, sprach ich im Rahmen der Zukunft Personal über die vollzogene technische Fusion/Integration vom XING Talentmanager und dem Bewerbermanagementsystem Prescreen. Und natürlich noch über eine paar andere Kleinigkeiten ;-) Prescreen könnte aufgrund der Integration des XTM besonders für Mittelständler sehr interessant sein, die auf Active Sourcing im deutschsprachigen Raum "angewiesen" sind. Viel Spaß beim Hören!

CPA Prescreen Direct Marketing: De-risking the Marketing Decision Rich Walker, Deluxe P4P

Ken Hill of 700Credit speaks with us about the role of credit and compliance in the modern dealership.

Ken Hill of 700Credit speaks with us about the role of credit and compliance in the modern dealership.

Michael Obeso, vice chairman and co-founder of iPreCheck, talks about the benefits of credit prescreening processes, both for the dealership and the consumer.

Michael Obeso, vice chairman and co-founder of iPreCheck, talks about the benefits of credit prescreening processes, both for the dealership and the consumer.