Podcasts about pwcs

Sorte svaner, svarte penger, gråsoner og hvitvasking - hvilke shades of grey finnes i Norge? Hvordan er trusselbildet for økonomisk kriminalitet hjemme og ute i 2025, og hvordan kan jussen bidra til å tette dette pengesluket? Anine har fått med seg ingen ringere enn Ringen, Gunnar Holm Ringen. Etter16 år som leder for PwCs gransnkning og compliance er denne bedrageribekjempernes 007 (evt. 3.14159265535) tilbake i Økokrim og på PHS som fagansvarlig for økonomisk kriminalitet. Hosted on Acast. See acast.com/privacy for more information.

This week the WOB crew talk about the latest variations of PWCs.

Philipp Haag, der derzeit erfolgreichste deutsche Wettbewerbs-Pilot, im Gespräch über Intuition, Strategie und die Kehrseiten des Leistungsdrangs. +++ Wenn man derzeit bei großen internationalen Wettbewerben wie PWCs oder Gleitschirm-WM in die Ergebnisse schaut, dann ist fast immer als bester Deutscher ein Name unter den Top Ten zu finden: Philipp Haag. Der 28-jährige aus Rottweil im Schwarzwald fällt nicht nur mit seinen Ergebnissen im Rund der Comp-Szene auf, sondern auch mit seinem Flugstil. Ihm wird ein Näschen für sehr gute Linienwahl nachgesagt, die ihm des öfteren einen Höhenvorsprung gegenüber dem Hauptfeld verschafft. Viel davon entspringt einer Intuition, die Philipp bereits seit seiner Kindheit aufgebaut hat. Lange bevor er den eigentlichen Flugschein machen durfte, ging er schon regelmäßig mit seinem Vater am Tandem in die Luft – und durfte da schon steuern und Thermik kurbeln. In dieser 113. Episode von Podz-Glidz erzählt Philipp Haag von dieser Zeit, aber natürlich auch vom heutigen Wettkampf-Fliegen. Er erklärt einige besondere Steuertechniken und wie sich seine Racing-Strategien mit der Zeit gewandelt haben. Wir sprechen unter anderem auch über die Dominanz der Franzosen bei den Wettbewerben und warum der Trend hin zu windschlüpfrigen U-Boot-Gurtzeuge nicht zwangsläufig ein Vorteil für den Sport ist. +++ Wenn Du Podz-Glidz und den Blog Lu-Glidz fördern möchtest, so findest Du alle zugehörigen Infos unter: https://lu-glidz.blogspot.com/p/fordern.html +++ Musik dieser Folge: Track: Snowy Peaks Pt 1| Künstler: Chris Haugen Copyright Free Music Audio Library, https://www.youtube.com/watch?v=vTQzhkl2ud0

Maria Castañón Moats is the leader of PricewaterhouseCoopers' Governance Insights Center and previously served as PwC's Chief Diversity officer.  In this episode we speak with her about PwC's 2022 Annual Corporate Directors Survey, which included the views of over 700 public company directors, about the important issues facing boards and how directors view them. Thanks for listening! We love our listeners! Drop us a line or give us guest suggestions here. Links: Maria Moats Bio 2022 PwC Annual Corporate Directors Survey 2022 Consumer Intelligence Series Big Ideas/Thoughts/Quotes: PwC Corporate Directors Exchange The PwC Corporate Directors Exchange is a gathering of directors on public company boards, primarily Fortune 1000 and above, that PwC hosts every year in January.  Our theme this year was “Acting today for a better tomorrow” - it's about bringing leadership into the boardroom. We touched on the geopolitical environment, shareholder engagement and activism, what's happening in Washington, how we behave with one another and why.  We addressed trust, climate and then cyber.  For two days onsite with a hundred plus directors in person and another 120+ on live stream, it was terrific. PwCs 2022 Annual Corporate Directors Survey, Issue #1: The Trust Gap.  While 87% of business executives believe consumers highly trust their company, only 30% of consumers actually do.   "This lands at the feet of the board of directors as stewards of the company.” In order to maintain trust, there needs to be a level of transparency with all stakeholders so that they better understand the company. When I talk about transparency and disclosure, that's separate from what a regulator would require. It's not a compliance element, it's what does the company stand for? How does the company want to be transparent and communicate with its stakeholders? Being transparent about its strategy, its risk, its processes, is a great start, but 71% of directors told us that it starts with engaging, talking, communicating with shareholders. It's not enough to have it written.   Issue #2: Pushback on ESG: Only 45% of directors believe ESG has an impact on long-term performance That 45% really concerned me because it was slightly higher last year, that whole why ESG and how does that really impact the bottom line, right?  Performance profits, I'll call it instead of performance. What I think is happening is there is a bit of ESG fatigue in terms of the conversation amongst directors and companies. “The question companies and directors need to ask is: if we don't want to call it “ESG”, How is the company really going to differentiate? That differentiation, trying to get more market share, growing revenues - how do you think about that relative to strategies around the environment, climate and social in your people?” You have to make sure that you're engaging so you could educate them on how you're going to bring forth that long-term value that will come through the elements of ESG, how long that will take, and what that impact, if any, will be on the short term. Issue #3: 31% believe that sitting CEOs should not serve on boards outside their own company. I think the concern is valid because you don't want your CEO to be distracted. But on the other hand, I am fully supportive of having that CEO be on a board. The CEO often sets the agenda for board meetings with the lead director, et cetera, so if they sit on an outside board, then they're probably better at thinking: what should our agendas look like?  How often should we discuss different elements of the strategy? “One of the most important things that boards do is make sure that they have the right CEO in succession planning. If a CEO that sits on an outside board, they probably know how that outside board thinks about CEO succession planning.” Issue #4: Forty-eight percent of directors want to see a fellow board director replaced. However, 62% say that boards won't enforce any policies that would lead to that result. Yes, so that 48% has been showing up in probably the last five surveys. In addition to the 48% of board members that say somebody around this room doesn't belong, 19% tell us that they would replace two or more people—but then they're less willing to enforce policies. And by that, they're probably thinking term limits, age limits, which are not that prevalent. “There needs to be robust individual board member assessments, and a plan to rotate members through committees. There needs to be a plan to rotate chairs on committees, and there needs to be a plan for constantly thinking about a pipeline of potential board members that can come on over the next three or five years.” What skills does the board need? What experiences does it need? Is that what you currently have? And if not, how do you get there? You're not making it about individual board members, you're making it about the collective group of people that comprise this board, what are the skills that they need and how does that tie into where the company is going and the strategy and so on and so forth. “I think third parties are tremendously helpful because boards, form consensus, are collegial and the like. It's always helpful to bring a third person in to tell you what you could be doing better, what they're seeing other boards do, I think it would be helpful.” Let me give you a few more stats. We have a section around board diversity and how are you making changes in your board?  First of all, 36% of the directors in the survey told us that they've just increased the size of the board, so they added a board seat to bring in a diverse board member, that's good. Sixty-seven percent said that they basically replaced a retiring director with a diverse director, a person of color, a woman that's probably they were thinking of as well. But 69% are now disclosing in their own proxy full diversity skillsets and the like of their board members. “Since identifying and managing risk is so critical to a board—maybe more critical now than ever because it's become so more complex—the idea of a diverse and ‘more fit for the purpose‘ board is even more compelling. Because, if nothing else, you certainly want a board that is able to work with management to identify risk and to understand how much risk they should be taking or not taking. If you're not doing that, the board may not be doing its job because that is such a fundamentally important responsibility that boards have.”

Join us as we sit down for the story of Ms. Emily Badal. Ms. Badal is a PWCS graduate, student taught at Colgan in 2021, and is in her first year teaching. Listen to her passion for science, and how she helps students connect with science. --- Send in a voice message: https://podcasters.spotify.com/pod/show/colganhs/message

Carmen plays referee on this episode of The 811 Crew. The crew debates college football rivalries and HBCUs v. PWCs.

Max: Hello, and welcome back to the Recruitment Hackers Podcast. I am your host, Max Armbruster, and today on the show, I'm delighted to welcome someone who is a veteran of the industry. Sorry, Steven, it has to be said. The Founder, Chief Visionary Officer for College Recruiter. We'll give Steven a chance to introduce College Recruiter and what they do, but I'm excited to have a conversation with Steven about what is happening in the world of campus recruitment and university hiring and all of those activities that kind of used to require a travel budget.And so what, what happened over the last couple of years, what's gonna come to us in the future, and how do we keep hiring young talent without breaking the bank without it costing what it used to cost, basically. That's what we'll be talking about. So, Steven, welcome to the show.Steven: Well, thank you very much, Max. I think the word veteran is code for extreme age. Okay but that's cool. With age comes wisdom, and at some point, I'm hoping to have both, not just the former.Max: Age is just surviving, surviving everything that could have happened and all those buses that could have hit youSteven: All those I've tried have to dodge.Max:   So yeah, it's a compliment of course. You've been running college recruiters since, your LinkedIn says since November, 1991. Pre-internet so well, how did you end up in that space? Cause I saw from your background that you come from the legal, from being a law clerk and studying law and being a law graduate. Right? So you're a lawyer.Steven: Yes. I like to say I'm fully recovered. Family members would definitely disagree and that's fine. I'll Sue them.So in 1991, I had graduated from law school and was clerking for a couple of judges. And it's a pretty common thing recent grads from law school do. It's, kind of almost the equivalence of like a residency program for positions. You know, you go, you get that formal education and it kind of gives you like an internship kind of a year, but you're paid for it.You're paid pretty decently for it. The work is really interesting but during that year, a friend of mine reached out to me and tried to get me to join his small business, which I had actually started the small business when I was in college, when I was in undergraduate school, he took it over, tried to get me back in and that kind of got my entrepreneurial bug going again. And so in 91, while I was working full time as a law clerk, I got the business that college recruiter grew out of started part-time and what it was for a few years, it was publishing maps of college and university campuses and selling the advertising around the borders to restaurants, retailers, et cetera.That then led into publishing employment magazines, where the magazines I gave them away for free to career service offices. They gave them away free to students and grads. And the revenues came from employers paying to advertise their jobs. And then in 96, this thing called the internet came along. And over the next few years, we gradually got rid of all of our print publications. And so since 2000, it has been the job board, collegerecruiter.com.Max: Right. I'm gonna show my age by telling you that in 2000 I was working for a company called Zip Davis and I was working for a computer shopper magazine. So I was there for the slaying, the final days of computer list, people buying computers on listings and you know every month we would lose advertisers. But I'm sure the CNET networks was able to recuperate some advertising on the other end, but yeah it was a time of just destruction, all over the place. And I guess there must have been one year when you went from 80- 20 to 20-80.Steven: Yeah, 1999 was the year that we shut down the maps, which were ridiculously profitable. You know, I think in 98, the maps provided something like 80% of our revenue. Sorry. I think it was 80% of our profit with only 20% of the revenue and about 5% of my time. It was painful to give that up, but the writing was on the wall. It's like, you know, you give this up now and work from a position of strength and cannibalize your own sales.Or somebody's gonna do that to you.Max: And fortunately, you were young too.Steven: Yeah. I was young and, and I mean, my wife and I had a couple of kids at that point. We ended up with three, but, it is a different situation at that point than, you know, when you're still fairly early in your career, you're, you're better able to take on risks. Uh, everything else being equal.Max: Yeah. So, college recruiter has been, is it, can I call it a job board? A market?Steven: Yeah, Max: I know it's not a sexy term, but like a marketplace for young talents?Steven: yeah. You know, it's not sexy, but one thing about job boards, is that they work. Yeah. They, really deliver, the good ones, they deliver really great value. They've been around for a long time. Without a doubt, the industry has its haters. The haters, the most vocal ones tend to be those, with skin in the game, the ones that are competing against the job boards for the same budget. And so you see third party recruiters talking about how awful job boards are and how nobody uses job boards and blah, blah, blah.It's like, well, okay. If your whole focus is on recruiting C-suite executives, then yeah, job boards are not the place for you, but if you're recruiting a lot of relatively early career talent at scale, there aren't too many more efficient ways of getting that opportunity in front of the candidate. There are loads of ways, including Talkpush of then taking that candidate who has discovered the opportunity, who's discovered your organization and converting them into an applicant or converting that applicant into a hire. There are loads of ways out there that do that better than a job board would. But that initial, “I don't know who I wanna work for”, “I may not even know what kind of position I'm looking for”, I don't just don't think there's anything better out there than job boards for that.Max: mm-hmm yeah, I've been a promoter of social media for sourcing at high volume for a long time. And, I think it's effective, if done right. And, you know, depending on the geographies, but if you're in a college town and you're targeting a specific age bracket, I think it can be very effective for jobs that are suitable for a large trench of the population.But instead of taking it from the employer's perspective and we take it from the job seeker perspective, then yeah, the benefits of this sort of virtual career fair that you get in a job board is it's unmatched. The only thing that was close to it maybe was Facebook jobs, but they shut down in March that I think that was, that could have been a good, uh, Yeah, maybe another job board killer.I know there's been a lot through the, over the years who have come and gone.Steven: yeah, I was a fan of the concept, and I think if they had more focus on it, I think they could have made it into a real success. It'll be interesting to see five years from now when the truth comes out, why it was really killed, what the reality was. I suspect it had to do with privacy laws that they were gathering or needing to gather a whole lot of information about job seekers that just doesn't play well with laws like GDPR.Max: Yeah.Steven: And, better for them to focus on their core. You know, serving basically display ads than job postings, resume searching. It's different. It's really different.Max: It was poorly monetized. Um, it was driving traffic out to sort of clunky and ugly career websites and ATSs. And, it was opening Facebook to a world of pain, which is the regulatory employment laws. So. Yeah, sad to see it go myself. But, anyway, there's plenty of other venues.So for people who want to find out more about College Recruiter, they, I suppose, where should they go and read more or find out about your services?Steven: Yeah, so they can go to collegerecruiter.com. We're very transparent about who we are, what we do, if they wanna reach out to me directly, they can do so on LinkedIn is a good way. linkedin.com/in/Steven with a V uh, Steven Rothberg, or just email me Steven@collegerecruiter.com.Max: And then, there's your podcast, that you co-host with? I forget his name.Steven: Yeah, Jeff, Jeff Dickey Chasins, that's the job board doctor, he and I last September launched a podcast called the job board geek podcast, and it's about the business of connecting candidates and employers. One way of doing that is through job boards. There are loads of other great, technical tools out there too that do the same or similar thing, usually just kind of in a different way and reaching different kinds of candidates, different points of engagement, requires different kinds of tools.Max: Would you consider that your number one customer is the employer or the student?Steven: So we are, my answer to you is neither. Okay. Neither and both, if that makes sense. So neither in the sense that we don't look at either the employer or the student or the candidate as being the customer, we're in a double-sided marketplace. That means that we have two different customer groups. We have the employer and their intermediaries, advertising agencies, job distribution companies, et cetera, that act on behalf of the employer. And then we have the candidate for us. That's going to be a, somebody who's currently enrolled or graduated within the last three years.So shorthand, zero to three years of experience. If we serve one far more than the other, the whole thing crumbles. You have to serve both. You have to balance the interests of both. For example, if we were to say the candidate is all that matters and we need to do what is in the best interest of the candidate, where that would lead us would be to provide the home phone numbers of our employer customers to the candidates. That's not a sustainable business model. I don't think we're gonna have too many employers that are thrilled if we were to do something like that. On the flip side,Max: Total transparency is not gonna please the ones who are paying for the service. Yeah.Steven: Right. And then they'll stop, and when they stop, then how are you helping anybody? Cuz now there aren't any employers that are using your platform to hire. So then the candidates who are using your platform, then can't get hired that way. So, and then the same is true in reverse, you know, if we were to be completely loyal to the employer and sort of disregard the interests of the candidate, then we start treating candidates like inventory.And again, we start providing the employers with a bunch of information that maybe we know or find out about the candidates that the candidates don't want us to be providing. You know, why did your boss really hire you last week? You know, that's something that should be between the candidate and the prospective employer.That's not something that an intermediary like a job board should be revealing. Now, again, it's different if it's an executive recruiter, because the executive recruiter is then acting on behalf of typically the employer. Not always, but typically, and they're essentially the agent, but we're not the agent of the employer. We're not the agent of the candidate. We have to balance both interests.Max: Yeah. Yeah. Well that makes sense. So let's talk about the interests the students, the college students. Yeah. how did the college students fare from 2020 to 2022 on, on the plus side?We still have very low unemployment, so there's high demand, plenty of jobs available, checks coming in the mail, getting a lot of bad press for what it's doing to the hunger and drive of the new generation. But, so overall it seems like they're doing all right, you know, but of course we know mental health issues, blah, blah, blah.You know, all of the hardship that comes with the pandemic and being locked at home, not being able to socialize. Let's put all of that aside. Just focus on the college stuff yeah. On the hiring, on the hiring problem. How did college students get hired in the last couple of years?Did they switch entirely to video and zoom calls and was that the primary channel for college hiring?Steven: Yeah. So just for a little bit of context, you know, COVID really hit hard, the us, you know, March of 2020. By March in any year, the vast majority of the hiring of students in recent grads is complete.By basically February, the very, very beginning of March, employers, just aren't on campus interviewing. They're not reaching out to students as part of their college recruiting programs, which are increasingly being called things like early talent, or early careers or something along those lines. Employers are kind of broadening it. We can get into that later if you wish. But so. The graduating class or those who were looking for internships that first year of COVID were not greatly impacted in terms of finding jobs, applying to them, getting hired. Fortunately, that first summer, the summer of 2020, most large employers did a really fantastic job of transitioning their workforce from being in-person in offices, to being fully remote, working at home. And so, although the students who were interning or those who were new grads lost that in-person experience, along with it mentorships. You know, good management, et cetera, only a small percentage of them lost out on their jobs.Most employers did not rescind their offers, but the programs were definitely highly adapted. We saw a lot of things like employers taking a 12-week internship program and making it four, rather than in person, it was virtual and they would do a lot of zoom-based training, and they would create projects.So that rather than that student working side by side with her manager instead, she would get a project and kind of report back to me in four hours or 12 hours or 20 hours, or, you know, however long that project might take. Okay. Most students, a large percentage of students worked for large employers and it was the large employers that had the resources and the know-how to do that adaptation, small employers were the ones that really didn't. So, the students that kind of got their offers rescinded or showed up and the door was locked, I literally heard that one time, they tended to work for small employers, loads of exceptions though. The next year's graduating class and the students who were looking for internships in the summer of 2021, by then vaccines were already coming out. And you had a lot of employers who were starting to hire back really quickly. It's kind of hard to remember. It was only a little over a year ago, but it was like, wow, vaccines are coming out. Life is returning to normal; people are starting to travel again. Isn't this great.We made it through and then Delta hit, but Delta didn't really hit until July, August, you know, in most areas of the country. So again, it was kind of fortuitous a difference of a few months would've made a big difference. But the students by and large, already were interning, most of it was remote. The new grads were already working, most of it was still remote, but you were starting to see some hybrid. So, it didn't have as much of an impact on the labor market as it would have if the change had come in, say September, October, when, when the bulk of on-campus hiring's done. Um, and by this year, things were pretty much back to, I guess back to the new normal, if that makes sense.Yeah. So one of the big differences between say 2019 and 2022 is that we've all learned how awful on-campus career fairs are. Any employer that still thinks that that's a great way to hire is an employer that probably has a brain injury. It is excruciating for the employer and for the student, the only real reason that they exist is because they always have existed. And because the career service offices use them as a primary way of generating revenue. So career service offices will say to employers, quite literally, if you want access to, “my students”, they own them. Yeah. Then you have to spend a thousand dollars and come out to our career fair, even though it's gonna be a complete waste of your time.Max: I rememberSteven: That's ridiculous.Max: I remember being asked for money to advertise on campus, but it's yeah. I mean, the argument is just to weed out the employees who are not serious. Yeah.Steven: Yeah. And those without money to give to the career services, but who might have great job opportunities for the students. Right. At the end of the day, the career service offices are there to serve the students. Not To use that relationship in order to balance their budget, they should be getting their budget from student services or somewhere else in the university. I mean, not from employers, you, you wouldn't, you wouldn't go to an employer and say, Hey, if you wanna park in our parking lot, you gotta pay a thousand dollars. And if you don't pay a thousand dollars, you're not gonna recruit students. You know, the parking lot has to be paid for, but they're gonna pay a nominal fee to park there they're gonna pay 10 bucks or whatever that money out ofMax: That's a conflict of interest Steven: Yeah. it really is. It does a massive disservice to the students. So what a lot of schools did during the height of COVID was that they shifted that whole business model online. If you thought in-person career fairs were bad. Wait till you see virtual career fairs. And some organizations did them well, but most didn't.  Most of the virtual career fairs, and again, there were definitely some that I looked at and I said, Hey, this is done well, but most of them were basically glorified zoom calls with 60 people in a waiting room.And so you want your 30-second chance to talk to that employer. You're gonna, you were sitting there and you were waiting often for an hour or two to have a 30-second conversation. And then the employer would say, well, for this reason, or that reason, we're not interested and moving on or thank you very much, go to our website and apply online. And the student is sitting there, like, why did I just spend an hour here? I could have just gone to their website and applied.Max: So with, or without the pandemic and the fact that people, it was harder to meet in person, harder to travel and so on, would you agree with the statement that campus hiring is a very imperfect way of connecting employers and students and kind of keeping, you know, actually closing off a number of opportunities for students who are at a stage when they should be opening their mind to all kinds of possibility. Perhaps, it could be argued that it has a detrimental effect because they end up thinking that you know, the workplace is represented by these, know, 10 employers that is Accenture and, BCG and, a couple of other, you know, management, you know, PWC and that's it. That's, that's my landscape.I imagine that most students have more imagination than this, but still, it should be enabled rather than limited by these physical barriers. So, care to comment on this?Steven: No, I totally agree until campus recruiting in 2019. So before COVID.Basically looked the same as it did in 1952, you had mostly large employers flying recruiters and hiring managers around the country, staying in nice hotels going on campus, and interviewing wining and dining professors. And. Not so coincidentally very often arriving on campus right in time for the homecoming game and getting tickets on the 50-yard line. So there was a lot of I don't know, feather betting or quasi-graft, kind of going on in that world where those who were in charge of the budgets often greatly favored the school that they went to or a school that had a really fun party kind of an atmosphere that they could take advantage of when they went there.Then often, the employers would often make excuses about not being inclusive. So there are about 7,400 post-secondary schools in the U.S. There are about 3000 4-year colleges, universities in the U.S. And basically, other than the U.S army, no employer goes to all of them. Right. So how do they pick and choose? Well, they, you know, it comes down to budgets and need and you're gonna favor a school that's close to you rather than a school that's far away from you that all on the surface makes sense. The problem with all of that is that it's anything but inclusive. So, you know, one of the other things that happened in 2020 was the murder of George Floyd.And all of a sudden, all of us were really forced to come to grips with what are we doing to improve diversity, equity, inclusion. And saying to students that the only way that you're gonna be hired here is if you happen to go to one of these 12 schools is not inclusive and because it's not inclusive, it's also not equitable. And it's, you're also not enhancing your diversity and employers started to understand, some already had. But I think a much larger percentage really grasped it, that the more diverse their workforce was, the more productive their workforce was. So I think for the first time, employers really, really started to invest in DEI, not just for compliance purposes, but to enhance their productivity.And that meant they had to go to a lot more schools. So in one sense, having to use virtual career events and zoom and other tools like that, job boards to advertise your roles in one sense, felt like a step back for employers because they got, they lost out on the fun football games and they lost out on staying in, you know, a nice suite at a Marriot hotel in their favorite city, and going drinking with their friends on the weekend when they got to stay over and they lost out on all the miles that they would use to take their families to Europe during the summer. And there was a lot of that. Max: Doesn't sound too bad, you're right. Steven: Yeah. But on the other hand, they no longer had to literally plan 14 months ahead. For how many people are we gonna hire into what kinds of roles and where are they gonna be located throughout our organization? Now hiring manager calls up and says, Hey, we just landed a new contract. I need 20 electrical engineers, and I need them in three months. Right now you can do that. You can't do that when you're doing on-campus recruiting because it just takes too long. So employers very quickly were forced to, and then saw the value in shifting their resources from flying a bunch of people around the country to doing it what a lot of them call virtually. Which is just, you know, using this thing that basically was invented in the mid-nineties, that's the internet. So the ROI on recruiting somebody online is way better. The studies are showing that the productivity's actually higher than recruiting people on campus and the cost of hiring somebody is way lower.This isn't about college recruiter. This is probably the same with just about any sourcing tool. But when we talk to our customers, their cost per hire are usually measured in the hundreds of dollars, right. NACE, which is the National Association of Colleges and Employers, the association for basically campus recruitment just before COVID. They said that the average cost of recruiting a student through on-campus recruiting was $4,600. It's like $4,600. It's like, but we only spent $200 at a career fair. It's the travel. It's the staff time. When you start flying a team of recruiters around the country. And they can go to a campus maybe once a day, probably every other day, cuz of travel time, and they meet with couple, a dozen students and maybe they hire one of them maybe they don't, it's frightfully expensive and it's not at all diverse. And so I think that one of the few positive things that have come out of COVID. is that employers of students have started to take a better picture. They're looking better at their ROI, not just their cost of hire, but also the productivity.Max: I love the positive spin on the last two years. And I do think it is a more inclusive world, in that sense that you, you no longer are bound by geographical, material boundaries on how you're gonna pick your talent. And that's an enormous boom for mankind because it means we're gonna make better hires. Productivity's gonna go up it's good across the board. But in a more literal and direct sense; was it good for business for you? Like do you, did the travel budgets that got canceled, did they convert into ad spend on college recruiter.com?Steven: Yeah. Our revenues have been up 30 to 50% a year, year over year, the last few years.Max: Nice.Steven: And we're growing and we're doing it profitably. Our headcount has basically doubled in the last six months. Max: Cool. Steven: And it was very overdue. We basically had to make sure that this was real before we started hiring a bunch of people and then we didn't wanna start, like laying them off three months after we hired them, but it was overdue. We put way too much stress on our staff by not hiring quickly enough. And we still have a couple of open roles. So, you know, max, if you're looking Max: Quite inspiring, 20 you're 20 years, how many years? It's 25 years into this business. 30 years?. Steven: Yeah.Max: Yeah. Yeah. And then you have this two years with 25, 30% year over year growth. So, it is never too late to have a record year.Steven: Yeah. And, you know, like, I think a lot of businesses in our space where it's primarily technology-based, you sort of, it's not the same business it was three years ago. So we made a huge shift towards pay for performance, like pay per click and programmatic before COVID. We started to really shift in like 2014, 2015, 2016. So it's not like we saw a pandemic coming. It's like, oh, well we better do programmatic and pay per click because there's gonna be COVID. No, it was, we were fortunate. We had the right products in place. Our entire platform has really evolved since the mid-2000s, since like 2015-ish to be really good at high volume hiring. Employers that are hiring dozens, hundreds, sometimes even thousands. That's basically what college and university hiring is. The vast majority of students and recent grads go to work for large employers, that's the way they hiredMax: When I was coming out of college, my master's degree, and it was in 2000. So you know, it was not a great year to be looking for work. So I spent a lot of time on monster.com and I, you know, I'd applied to like 10 to 20 jobs a day like steady for a month. Is that quite characteristic? I mean, in terms of the volume of jobs that the average student would apply to, do you have a way of quantifying that?Steven: Fortunately, they're smarter than you were.So what students are counseled to do now is to do a lot more research upfront about the kinds of jobs that they're looking for, really much better understand what kind of a job am I looking for? What kind of organization offers that? And then to really zero in and apply to five to 10 jobs. And when you apply to a far smaller number of jobs, you're able to do a much better job up front, making sure that they're the right jobs to apply to. And that, you know, there are still loads of job seekers out there who will apply to any job that moves and, and employers complain about them all the time.And I think for good reason, you know, if somebody applies to hundreds of jobs, the likelihood of you hiring that person is really low. The likelihood of that person really not having any kind of qualifications for your job is pretty low, but that's also where technology can play a role. So yeah. You know, any employer that says, oh, well, you know, I have to sift through hundreds of resumes in order to find a good one, that's an employer that's investing too much in manpower and not enough in technology because technology should be preventing those people from applying to begin with to dissuade them, to basically say, Hey, you know what? No, you're not well suited for this role. Maybe there's another role over here, or we just can't hire you at all.You have to be a U.S citizen to work for us because we require a security clearance and you are a citizen of, you know, God forbid Canada, or you know, where I grew up. You know, you definitely don't want to hire Canadians, can't trust any of them. They all smell like maple syrup. Yeah.Max: Well, yeah, I mean, I, I think you're on the side of the market where the marketplace could become intelligent and advise your students to apply to a different, better-suited job. I'm on the receiving end. My company, we process applications coming in from all kinds of places. And then we can go on and ask some qualifying questions to the candidates. Are you sure this is right? Are you sure you've got U.S citizens so you can do it on both. Can you tell us about some of the employers that are inspiring you in 2022 that really have nailed it when it comes to hiring students this year, that have done something nice because it's really hard to do a, virtual career fair, it's very hard to do a good candidate experience when you're doing high volume. So maybe you've got, a case study for us to think about?Steven: Yeah. So, you know the shiny examples year after year after year, and it really COVID didn't change this would be, you were talking earlier about someone like the big management consulting firms, you know, the Deloittes, the PWCs, the Ernst & Youngs all over the world. So they have a ton of money, they hire 10,000 plus students in recent grads a year. They're very, very sophisticated about what they do. One of the things that those organizations do along with lots of others that a few years ago, hardly any were doing it at all is pre-application assessments. And you know, when I was a recent grad, if somebody had said assessments to me, they were probably talking about some BS thing, like Myers's briggs, or if you could be a tree, what kind of tree would you be?And somehow that was supposed to show them that I was gonna be a productive employee. And now there are loads of assessments out there off the shelf or companies as little as ours we built our own because we couldn't find one to assess developers, if they had the right skill set, if they had the right experience with the tech stack that we use, it's not that hard and not that expensive any more to have every candidate go through this assessmentMax: There's a lot of solutions online, so much stuff. So if you don't have you know, budget to spend tens of thousands of dollars or more on assessments, you can go and build your own these days. Right. You don't need to be an engineer.Steven: Yeah, exactly. And, and so I'm seeing more and more and more employers doing that. Now, partly what excites me about that is from the employer's perspective, It does a really nice job of greatly reducing, not eliminating, but greatly reducing the number of unqualified applications, which means then that they can spend more time on the qualified applicants, which means they're gonna hire more of them. That's best. That's good for everybody. It's also good for the candidate because wouldn't, you rather know 30 seconds into a process that this is not a job that you're ever gonna get than 30 days and five interviews later?Max: It weeds out candidates like me in 2000, then I wouldn't have had time to do 20 assessments a day, half an hour assessment each. I mean, it would've beenSteven: you probably would've modified your behavior. You would've applied to fewer jobs. Yes. And that also would've then led you to do probably better research to which jobs to apply to. Max: Yeah, my life would've been better. I would've had a way better life than the one I had. Steven: Yeah. It's, you are a cliche that people talk about is hunting with a rifle instead of a shotgun, you know, you know, you're, you're going and it just tends to lead to better results. The other thing that I think it does, that I know it does is that it helps to diversify your workforce because under the old system where a recruiter would look at your resume and they would see, it's like, oh, Max went to X, Y, Z school and that's a really impressive school. So I want to interview him, you know, and Cindy went to some school I've never heard of, so she can't possibly be well qualified, so we're not gonna interview her. Now it's based upon your actual skills. Yeah. Maybe you did go to an elite school, but you probably spent all your time playing Frisbee. Where Cindy went to a third-rate school, but had three amazing internships. Who would you rather hire? The person with work experience?Max: No Frisbee. The Frisbee guy, Frisbee guy. A hundred percent. Steven: Well, yeah. I mean, it depends. I guess it depends. If you're the Frisbee corporation, then yes, you'd rather hire the Frisbee. If it's like a Frisbee golf tournament then, yeah, the Frisbee guy. But, otherwise, you're just going to, you're just gonna end up being like a podcaster and an owner of like a workplace tech company. And that's not a good living. Max: No, no,that's rough. Okay. Well that I agree with a hundred percent that, you know, skill-based, assessment-based hiring is gonna be more meritocratic and more fair and more, I don't know if it necessarily falls into diversity.But it can help certainly. It's more diverse than just hiring at the University of Wisconsin. That's for sure.Steven: Right. And as a graduate of the university of Minnesota, I can definitely say that you do not want to hire people from the university of Wisconsin. Actually, my wife who's, our CEO went there and despite that,t I love her.  Max: Okay. Okay. Give faith my regards. I wanted to, uh, end on the question I ask all my guests which is - we all make hiring, and with that, we all make hiring mistakes. Thinking back about your long journey as an entrepreneur and all the people you hired, can you walk me back through one particular hire you made, where you missed the mark and did the service to yourself, to the hire, to the organization and then without giving names, of course, but just giving us the moral of the story, what can we learn from it?Steven: Yeah. I'll just give you their social security number. I'm kidding. I'm kidding. You know, there was a common thread. So, Faith became our CEO in 2008 and so I have not led hiring since then. And, probably about five or so years ago, I really haven't been involved in interviewing or whatever. It's not something I'm good at. That said, in my role, I will talk with candidates before they're hired, if they want to, to sort of get a better picture of the company, but I'm not evaluating them, it's helping them evaluate us. But to answer your question, Max, about sort of people we've hired that have not been a good fit.I think a really common thread. Would be two things, two real common threads. One would be, I used to hire people that I felt that I liked and I could trust. And liking somebody and maybe trusting them, that kind of thing leads you to hiring people yoou know, people who are friends of yours, people who are family members of yours, and you're hiring them for the relationship and not what their skillset is, not what their career aspirations are. We've had a couple of people that we hired that way that were, that were great, but they were the exception. Repeatedly, we ended up hiring sort of good people who just were not a good fit for the work and, you know, right person, wrong seat kind of, kind of thing. The other real common thread that we found is that, and this is a little bit unusual for us.We've been fully remote since 1997. So before it was cool before it was often legally required, we were fully remote. There's a huge difference between hiring somebody who's gonna work shoulder to shoulder with their manager versus hiring somebody who's gonna work halfway across the country or even halfway across the world. So we've gotten really good at hiring people who are gonna be working remotely. And we've tried to share a lot of that knowledge on the college recruiter's YouTube channel. But basically, you've gotta manage that the burden falls on the manager. It's not actually so much on the employee.The manager has to be really good at managing by outcomes. Yeah. So if we've got a manager of that department, who's really good at managing by outcomes, it makes hiring a lot easier. If the manager struggles with that, then we have to pay particular attention to the employee's ability to manage up, to communicate with their manager, hey, when do you want this done? What resources am I gonna have? What's the priority of this versus the other 18 things you've already given me? And a lot of people, they can't do that. They just won't or can't manage up. And so that's been an important factor for usMax: Great. Well, I won't add anything to it. We're over time, but I agree with all that Steven said on the managing by outcome, and how important it is and that the onus is on the managers. So thanks a lot, Steven, for joining and for sharing your unique insights into the world of campus hiring, college hiring,  early careers hiring.We'll talk about labels next time we get to do a podcast interview together, maybe on yours, if you'll have me.Steven: Absolutely. Well, we're gonna get some dates on the calendar. Max has been a pleasure. Thank you so much. Max: Thank you.Max: That was Steven Rothberg from College Recruiter. Hope you enjoyed the interview. He really made me think it doesn't always happen overnight. You can be running a business for 30 years as he has and a technology which is 20 years old, which is the job board market, and still have your best year. In fact two of his best years back to back are 2021 and 2022 because the market is shifting and because the old way things are done, they take a while to break down and the old way of hiring on campus where you have to send an army of recruiters and post a stand and pay the university for an entrance fee, well that's on the way out. So, never underestimate the power of technology to change behaviors over time. If you enjoyed this and would like to come for more, please subscribe and please share with friends.

www.racerh2o.com Learn more about the 2022 Hydro-Turf HydroDrags US Nationals in Tavares, FL from the promoter Mikey Young. He discusses the types of PWCs that race in the events and who to watch for at the 2022 races on April 9 and 10. Learn more at surfandturfpromotions.com. --- Support this podcast: https://anchor.fm/racerh2o/support

– Nå som bærekraft har flyttet seg fra periferien til sentrum av virksomhetene, har vi begynt å se mulighetene som ligger i det. Det sier Eli Moe-Helgesen, revisor og partner i konsulentselskapet PWC. Eli er gjest i episode 51 av OBF-podden. Det er også Kimberly Mathisen, leder for stiftelsen C4IR Ocean, som arbeider for å redde havene. Under den tredelte paraplyen styret, strategi og næringslivsutfordringer i 2022, prater de to om de kommende reguleringskravene, det enorme potensialet i god data og om trusler mot vekst.Vi får blant annet høre mer om PWCs årlige CEO-rapport, som med svar fra mer enn 4500 CEO-er danner et godt bilde av stemningen internasjonalt. – Det er første gang på ti år at det er så stor optimisme, forteller Eli om undersøkelsen. Her er mer enn 100 norske CEO-er med på å trekke opp snittet. Internasjonalt har 77 prosent av lederne et optimistisk syn på fremtiden. Tallet i Norge er på 92 prosent. I episoden kan du også få svar på spørsmål som: – Hvorfor er norske CEO-er så mye mer optimistiske enn sine internasjonale kolleger? – Hvilke nye krav må styrene stille til ledelsen fremover? – Hvorfor bør selskaper bli flinkere på å dele dataene sine med hverandre? Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

In this episode, we celebrate Mrs. Levette Hull being recognized by the Virginia Department of Education as a School Counselor Difference Maker. As the high school counselor nominee for PWCS, Mrs. Hull is acknowledged for her ability to build strong relationships with families and navigate difficult topics and conversations in order to best support students. Hear Mrs. Handville share the qualities she admires in Mrs. Hull, and Mrs. Hull gives her favorite things about working with students and at Colgan High School.

Scott and David unpack the spectacular tow-in event at Nazare, make a case for the functional chop hop, assess the metaphysical value of "space and time", develop a fear of PWCs, and honor one of the greatest unsung heroes in the surf space in 2021. Plus Dukes and Kooks! Enjoy! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Mrs. Handville is joined by Briana Milton, the Administrative Coordinator for School Counseling K-12, in the PWCS Office of Student Services. Hear their discussion on counseling supports for PWCS students and families.

I studio har vi besøk av Trude Senneseth fra Helse Bergen. Hun er Programansvarlig for "SAMSKAPING I VEST".Det siste året har hun jobbet tett sammen med PwCs tjenestedesigner, Lene Godager Kaas og bransjeleder for Helse i PwC, Anne Hilde Bjøntegård.Prosjektet de nå har sluttført heter "Pasientens helsetjeneste i et helsefelleskap". "Målet vårt er å få til en bedre samhandling mellom kommune, NAV og spesialisthelsetjenesten. På denne måten vil pasienter som er avhengig av alle organisasjonene få bedre behandling. Gjennom dette prosjektet får vi til en tett dialog og et samarbeid mellom instansene, og jeg er veldig optimistisk på for det videre arbeidet, forteller Senneseth.Hvordan vi skal klare oss fremover uten Lene og hennes måte å bruke design på i dette arbeidet, er jeg neimen ikke sikker på!-Trude Senneseth,Helse Bergen. See acast.com/privacy for privacy and opt-out information.

To continue our discussion about Getting Help for Young Children, we brought in Erin Williams-Stroh to talk about how it looks as the child grows. Erin is a super passionate Self Contained Autism Teacher for 2-5th grade students in PWCS. She has a Bachelors in Multidisciplinary Studies (Elementary Ed.)  and a Masters in Special Education from Marymount University. We talk about how early intervention positively impacts children as they grow and about parent and family support for the child. We discuss how the teacher sets up the culture of acceptance in the classroom and peer acceptance plays a huge role in  a child's success. We talk about diagnosis, IEPs, and integration and inclusion and what these look like in classrooms.Since Erin's specialty is Autism, we talk about its prevalence and the vastness of the spectrum. We even play a game to see how almost everyone falls on the spectrum in some way or another! Erin also gave us her top favorite books for read-a-louds and discussions with children:“Nathan's Autism Spectrum Superpowers” by Lori Leigh Yarborough“All My Stripes” by Shaina Rudolph and Danielle Royer“My Brother Charlie” by Holly Robinson Peete “Uniquely Wired: A Story About Autism and Its Gifts” by Julia Cook“The Girl Who Thought in Pictures: The Story of Dr. Temple Grandin”“Ethan's Story; My Life With Autism” “Different Like Me: My Book of Autism Heroes” “I See Things Differently: A First Look at Autism “While your at it, go buy a fun pair of socks from John's Crazy SocksThank you for listening and thank you for being a part of our growing community!"Wholesome" Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 Licensehttp://creativecommons.org/licenses/by/4.0/Support the show (https://www.buymeacoffee.com/speckeledbees)

- Selskaper som ønsker å operere innenfor målene i Parisavtalen kan ikke ha mindre ambisiøse mål enn netto null utslipp i 2050, sier Hanne Løvstad, leder for bærekraft og klimarisiko i PwC. Årets Klimaindeks fra PwC viser at kun fire av Norges 100 største selskaper har kuttet utslippene de siste tre årene i tråd det med som er nødvendig for å nå målene i Parisavtalen. - Det er ganske skuffende. Næringslivet må være en drivkraft i omstillingen og ha minst like ambisiøse klimamål som Norge, sier Løvstad. Å begrense den globale oppvarmingen i tråd med målene i Parisavtalen innebærer at utslippene må halveres innen 2030 og nå netto null innen 2050. I denne podkasten snakker Løvstad med programleder Kirsten Ånestad Øystese om hva vi må kunne forvente at næringslivet bidrar med og hvor langt unna Norges 100 største selskaper er å innfri disse forventningene i dag.   Kun fire av Norges 100 største selskaper kutter utslippene tilstrekkelig PwCs klimaindeks viser at et stort flertall av selskapene har klimaregnskap, men kun 31 av selskapene har vedtatt mål for utslippskutt som er i tråd med målene i Parisavtalen og altså ikke mer enn fire selskaper – Posten, Schibsted, Storebrand og Vinmonopolet – har kuttet utslippene tilstrekkelig tre år på rad til å få topp-score i PwCs klimaindeks.

On Market View Minutes, Michelle Martin discusses PWC's June consumer insights survey and the Bank of America's online retailers set to soar.  See omnystudio.com/listener for privacy information.

In this very special episode we have not only one but two guests for the very first time! We have Mary who works in our communications department and is a passionate supporter of all things LGBTQ+. And we have Armin from our Experience Centre who himself is a member of this community. We learn about PwCs programme called Shine, our dedicated events for pride month and how diversity and inclusion at the workplace evolved over the past decades. 

In our latest podcast episode, Maureen talks with Wes Bricker, CPA, vice chair and assurance leader at PWC, about the CEO Action Pledge, creating transparency and PWCs commitment to diversity and inclusion.

Is a career in STEAM part of your future? In this episode, Ms. Kristin Rojas from the Prince William County Schools Office of Professional Development shares how a student's interest in science, technology, engineering, arts, and/or math can lead to a career they love, it has for her! Ms. Rojas tells us about one PWCS event to help students explore possible career paths and where to find more events and programs from PWCS. Mentioned in this episode: PWCS Sponsored Events PWCS Specialty Programs

We are beyond excited to bring this series of The Internship Show with PwC to our listeners and to kick it off we speak with Rod Adams and Cynthia Lopez. Rod is the PwC, U.S., and Mexico talent acquisition and onboarding leader. Based in Chicago, Rod is passionate about helping people launch and build their careers. While after completing both the start and advanced internship, Cynthia joined PwC full time in September 2019 after attending Marquette University and the University of Notre Dame. She is now an assurance associate with the firm and is involved with PwCs diversity and inclusion and recruiting efforts. Rod and Cynthia gave us insight into the structure of their internship program, Cynthia's journey from intern to associate and so much more. If you want to learn more about PWC and the programs they offer visit us on our website, hirescholars.com/pwc This episode was brought to you by Scholars. Scholars showcase and gains insight about employer brands through podcast content to an audience of current students and recent graduates.

Kristine Hesjedal TwomeySiviløkonom Kristine startet sin karriere på andre siden av kloden som analytiker i Sydney, før hun flyttet hjem til Bergen i 2010 og begynte i Consulting i PwC. De siste ti årene har hun opparbeidet seg solid erfaring innen bank- og finansnæringen hvor hun har ledet en rekke prosjekter innen risikostyring, effektivisering av prosesser, rapportering, analyse og modellering. Spesielt kjennetegnes hun av evnen til å sette seg inn ny regulering og regulatoriske utfordringer, og rådgivning knyttet til både strategiske og operasjonelle implikasjoner.Kristine har også et brennende engasjement for det grønne skiftet og er sentral i PwCs arbeid innen bærekraftig finans og klimarisiko.LES MER See acast.com/privacy for privacy and opt-out information.

In this episode, Iqra and Chloe continue the conversation with PWCS alumni of color about their lived experiences in our school system. In this second part, graduates share with us the effect of our county's educational shortcomings on their mental health and explore the complexities of racial representation. Join us in this conversation to hear students instruct our educational leaders of the urgent changes necessary to our school system's motives, vision, and objectives. 

In this episode, Iqra and Chloe converse with PWCS alumni of color from Woodbridge, Hylton, Forest Park, Unity Reed, and Freedom about how race and ethnicity intertwined with the quality of education they obtained in the county school system. Tune in to hear the first part of this conversation as graduates share the impact of staff and student diversity (or lack thereof) on their educational experiences, and decide for yourself if the county fulfilled its promise of providing each of them a "world-class education."

It's been a long road, but PWCS content is now LIVE on demand at independentwrestling.tv! We talk about the content launch, previous stop/starts with streaming platforms and just some general PWCS talk. Sign up now using promocode STLANARCHY or PWCS for 5 days free at IWTV.LIVE --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Before the closure and the stay-at-home order, Brian and Biz sat down to talk with Matt Guilfoyle, Area Associate for Communication and Technology, AJ Phillips, Director of Information Technology, and Hamish Brewer, Principal of Fred Lynn Middle School to talk about what digital equity looks like in PWCS and where we are going. Although the world has changed significantly since we recorded this episode, the central message hasn't. 

The podcast is back!  Biz Engelbret is out and Biz Summers is in - congratulations!!  It's been a busy, hectic month for both our ITCs, but when it's Digital Learning Day sometimes you just have to stop and pay attention.  A short episode today, but here are some notes: Canva for Educators can be found at: https://www.canva.com/education/ Adobe Spark can be found at: https://spark.adobe.com/sp/  (PWCS staff and students can log in with their office365 login info) Minecraft for Education can be found at: https://education.minecraft.net/  (again, PWCS staff and students can log in with their office365 login info) Green Screen by Do Ink can be found at: https://apps.apple.com/us/app/green-screen-by-do-ink/id730091131 Be on the look out for an announcement about a Nearpod cohort available to PWCS staff!  

PwCs årlige momsvejledning er ude. I Momsvejledning 2020 bliver du klogere på de mest almindelige momsregler, som danske virksomheder har brug for at kende til i forbindelse med bogføringen. Find ud af, hvad der er kommet til af nye ændringer, så du undgår dyre fejl.  Download Momsvejledning 2020 her: https://www.pwc.dk/da/publikationer/2020/01/momsvejledning.html Medvirkende: Sandra Erichsen, director i PwC Vært: Mads Christian Heede

Just a couple of boys in a car, talking about being men and chasing dreams

In this episode Kerry Walker interviews Hennie du Plooy.  Hennie du Plooy is Chief Executive Officer of Port Waratah Coal Services. As the leader at PWCS, Hennie believes that achievement comes through the teams you lead and are a part of. Throughout Hennie’s career, all of his roles have been in, or related to mining. Hennie has had numerous opportunities and challenges along the way working in copper, gold and uranium in South Africa to gold in Cobar in western NSW, to coal in central Queensland.

Gjennom denne episoden av Misjon Vestlandet oppklarer vi det, èn gang for alle!PwC i Nederland har utviklet "Blockchain the game". Dette fungerer omtrent som et spill, og vil gjøre det hele mye mer tydelig for b.la Torbjørn Torsvik. Han fikk et lynkurs av PwCs ekspert, Fredrik Bruskeland. See acast.com/privacy for privacy and opt-out information.

7 av 10 virksomheter har opplevd cyber-angrep ifølge PwCs rapport. En krypteringsbølge herjer landet, og flere og flere må ut med løsepenger. Få to gode råd til din virksomhet! Gjester: Håkon Bergsjø fra Nasjonal sikkerhetsmyndighet og cyber-ekspert fra PwC, Jan Henrik Straumsheim. Oktober 2019 See acast.com/privacy for privacy and opt-out information.

Välkommen till After Talk, den delen av HR Talks podden där vi svarar på fler av lyssnarnas frågor. Några dagar innan inspelning lägger vi ut ämnet och profilen som gästar i sociala medier så att du som lyssnare kan kommentera med just din lyssnarfråga. Under inspelningen försöker vi hinna svara på alla frågor som vi inte redan berört i avsnittet.Bonusavsnittet med After Talk är normalt 10-20 min långa.Tommie Cau pratar med PwCs uppmärksammade och modige HR-chef Katarina Roddar. Redan för fem år sedan robotiserade hon företagets revisionsverksamhet och sedan två år utmanar hon och HR-teamet interna processer med ett eget tech lab. Allt för att fortsätta vara relevanta för både kund och medarbetare.

Så används robotar och HR-tech för att vässa medarbetarupplevelsen i en disruptad bransch. Tommie Cau pratar med PwCs uppmärksammade och modige HR-chef Katarina Roddar. Redan för fem år sedan robotiserade hon företagets revisionsverksamhet och sedan två år utmanar hon och HR-teamet interna processer med ett eget tech lab. Allt för att fortsätta vara relevanta för både kund och medarbetare. I detta avsnitt pratar vi om utmaningen att möta 400 nya unga digitalt krävande medarbetare varje år och vad det ställer för krav på revisions- och konsultjättens medarbetarupplevelse. Vi pratar om behovet av snabb anpassning, vikten av att konstant omvärldsbevaka och utmana internt. Vi pratar om business-caset för att starta ett eget tech lab, konkreta projekt och lösningar HR tech labbet har levererat och hur PwCs HR-team jobbar med ständig förnyelse. Katarina ger även (i det längre avsnittet) sina tips till andra HR-ledare, berättar kort om hennes resa i karriären, ger hennes tydligaste spaningar om HR och sina svar på avsnittets lyssnarfrågor. Lyssna även på bonusavsnittet för att höra Katarinas svara på samtliga av avsnittets lyssnarfrågor. Katarina Roddar är sedan 2016 HR Direktör för PwC Sverige. Dessförinnan har hon varit HR-chef för bl.a. Revision och Skatt på PwC samt jobbar med HR och kompetensutveckling inom både Näringsdepartementet och Utbildningsdepartementet.Läs mer på hrtalks.se

Så används robotar och HR-tech för att vässa medarbetarupplevelsen i en disruptad bransch. Tommie Cau pratar med PwCs uppmärksammade och modige HR-chef Katarina Roddar. Redan för fem år sedan robotiserade hon företagets revisionsverksamhet och sedan två år utmanar hon och HR-teamet interna processer med ett eget tech lab. Allt för att fortsätta vara relevanta för både kund och medarbetare. I detta avsnitt pratar vi om utmaningen att möta 400 nya unga digitalt krävande medarbetare varje år och vad det ställer för krav på revisions- och konsultjättens medarbetarupplevelse. Vi pratar om behovet av snabb anpassning, vikten av att konstant omvärldsbevaka och utmana internt. Vi pratar om business-caset för att starta ett eget tech lab, konkreta projekt och lösningar HR tech labbet har levererat och hur PwCs HR-team jobbar med ständig förnyelse. Katarina ger även (i det längre avsnittet) sina tips till andra HR-ledare, berättar kort om hennes resa i karriären, ger hennes tydligaste spaningar om HR och sina svar på avsnittets lyssnarfrågor. Lyssna även på bonusavsnittet för att höra Katarinas svara på samtliga av avsnittets lyssnarfrågor. Katarina Roddar är sedan 2016 HR Direktör för PwC Sverige. Dessförinnan har hon varit HR-chef för bl.a. Revision och Skatt på PwC samt jobbar med HR och kompetensutveckling inom både Näringsdepartementet och Utbildningsdepartementet.Läs mer på hrtalks.se

Brian and Biz sit down with Andy Wolfenbarger and Tabitha Caldwell to talk about this year's rollout of the HUB!  Andy is the Supervisor of Student Data and Information Security Services with PWCS. Tabitha is a trainer for the HUB, who works specifically with TeacherVUE. They have lots of great takeaways to share, but the top link we want to make sure PWCS teachers access and bookmark is the HUB Page on the Intranet (requires PWCS login credentials).  

After the release of Sea-Doo’s Fish Pro last fall, more and more fishing enthusiasts are looking at personal watercrafts for an easier, more affordable way to hit the water.

This week we breakdown the WORST ROYAL RUMBLE! 14ish guys entering every 60ish seconds to compete for a free agent showcase match at Stage Two. Who comes out on top? Listen and find out! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

If you've done any digging into using Minecraft Edu in Prince William County, you've probably heard of Bristow Run's ITC, John Painter.  If you haven't, here's your chance!  John helps us chop through all the barriers that have come up in the past and build that house of knowledge.  So grab your swords and golden apples and find out what Steve and company can do for your classroom! Some notes for this episode: - To find out more about the Minecraft Education Edition: https://education.minecraft.net/ - For computers on the PWCS network, you can go to the Microsoft Store and download Minecraft Education Edition.  Students can then login using their Office365 Credentials. - This episode was recorded using the Cast website (https://tryca.st/).  We found it very user friendly and were only held back by the quality of the mics used.  (Brian's Blue Yeti broke so he resorted to his son's gamer headset).

DnBs Vegard Jørmeland og PwCs egen Håvard Brittmark diskuterer dulting i tjenestedesign, en gullgruve få har oppdaget. April 2019 See acast.com/privacy for privacy and opt-out information.

Its here! The audio we wait all year for, the Four on Four elimination match to crown a PWCS champion. Hear about who stepped in the open spot for the Squad, how it came to be, and how the match came together! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

To launch this series, we welcome Lynmara Colón. She is the Director of English Learners Programs and Services in Prince William County, VA where she heads the office that provides comprehensive registration services to English Learners and immigrant children, and translation and interpretation services. Of the more than 90,000 students enrolled in PWCS, 26 percent receive services as English learners. These students represent 124 countries and 149 languages. Lynn is an advocate for students who speak another language. She is passionate about transforming education through digital learning and providing access to technology to all students. She also believes that every school should be run like Disney, providing students with magical experiences every day. She serves on the Scholastic Principal Advisory Board, Board of Directors of VSTE (Virginia Society for Technology in Education) , and is a WELV (Women Educational Leaders in Virginia) ambassador for her region. She was also recognized as a National School Board Association's "20 to Watch." Read about Lynmara: https://www.pwcs.edu/news/2018-2019_n_e_w_s/director_of_english_learner_programs Connect with Lynmara: Lynmara on Twitter Awe Inspiring Recommendation: Dare to Lead by Brene Brown --- Send in a voice message: https://anchor.fm/inawepodcast/message

Best on Ground This interesting hiring technique reminds us of the tricks lawyers use to test the compliance of their graduates. https://www.theblaze.com/news/2016/02/22/charles-schwab-ceo-reveals-how-he-tests-job-candidates-by-taking-them-to-breakfast-having-restaurant-mess-up-their-order/amp Another accounting software uses the Intuit bookkeeper thing as ammunition to prove they love their clients more https://www.accountingsuite.com/partner-page/ Xero is rolling out the same event strategy they used in Australia in Asia.https://www.linkedin.com/feed/update/urn:li:activity:6504165830408921088/ How inclusive is your culture? This awesome video from Pixar shows us how oblivious we can be to our exclusiveness and how just one person can change it. https://www.fastcompany.com/90303807/pixars-new-short-purl-takes-on-toxic-workplace-bro-culture Will you stay small and true to your values or become a profit hungry competitive corporate? This charming add from Chipotle reminds us why we go into business https://www.youtube_.com/watch?v=jGYhPheWS6g&feature=youtu.be Worst on Ground Blockchain hacked!!! https://www.technologyreview.com/s/612974/once-hailed-as-unhackable-blockchains-are-now-getting-hacked/ Pitcher Partners fined: http://www.pubacct.org.au/news/accounting-firm-ordered-pay-client-3-3m-costs The ethics of conflict of interest disclosure and PWCs epic partner exit package: https://www.afr.com/business/accounting/accounting-regulator-chairman-bill-edge-still-being-paid-by-pwc-20190225-h1bo3m Pre accounting won’t replace bookkeeping in the eyes of our clients: https://blog.receipt-bank.com/pre-accounting-why-small-businesses-cant-ignore-it?hs_amp=true&__twitter_impression=true Enough with the misleading robot advertisements https://theconversation.com/robots-star-in-ads-but-mislead-viewers-about-technology-111584 Indepth: Accountants - You're on Notice. We live in an anti-establishment world and accountants are perhaps the thread that ties the establishment together, so we need to be aware. With Royal Commissions into banking, aged care, mental health and pay day lenders, as well as parliamentary inquiries into franchising and even the ATO facing a Parliamentary committee, we have to be on alert. Is our behaviour and action truly inline with our regulatory obligation and being the trusted advisor we think we are? In the wake of these commissions and inquiries, many of which slammed the practices of sales and cash collection cultures, our industry is peppered with consultants telling us to grow, sell, use value pricing which charges...

In this episode we talk to Ms. Colón about her role as Director of EL Programs and Services, Principal, VSTE board member, speaker, author, and advocate for technology in the hands of students.    

This week Jovi talks about his trip to AIW in Cleveland, what the Mega Ticket means to the future of PWCS and the conclusion of the 2017 STLI --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

PwCs eksperter holder deg oppdatert på hva som skjer innen jus, skatt og avgift. Med Eivind Nilsen, Ståle Wangen, Therese Karoline Larsen og Torstein Ytterdal. November 2018 See acast.com/privacy for privacy and opt-out information.

Biz and Brian talk with two new PWCS ITCs: Jason Brown of Graham Park Middle, and Jonathon Miller of Tyler Elementary.  We discuss the path to becoming an ITC, how each is integrating into the classroom, and who really is Graham Park's best ITC ever!

PWCS's biggest regular season event of all time! We talk Jake Dirden vs Davey Vega and so much more! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Five Weeks boils down to this! What happened when the cameras stopped rolling? Jovi offers never before heard post show stories, his thoughts on the road diaries and more! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

What? There's more?! You bet your ass there is! This week we breakdown the 2015 PWCS Finals! Who was crowned champion? What went into the decisions made that night? All that and more! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Bonus Episode! Matt Jackson comes on to discuss the rise and fall of David Arquette appearing for PWCS and St. Louis Anarchy. How did this all even become possible? Where did it go wrong? We get into it all and don't pull any punches. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

The five part epic rolls on! Jovi talks about the promoter landscape in 2018 and his struggles dealing with it. We cover two huge matches from the Mega Ticket and wrap up with a call to arms to #SellOutSpaulding --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Jovi drops some news about PWCS and this podcast you will want to hear! The boys discuss Adam Rich, Anarchy Rules, and so much more this week as they breakdown the Wildcard 2015. Jovi ends the show with a teaser for Circus Maximus! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

It's Heroes vs Heroes and Villains vs Villains this week as we cover Stage Three 2015! Daniel leads Jovi and Beaman through one of the most action packed and ambitious cards in PWCS history! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

The boys break down the first half of Stage Two 2015! Jovi talks a lot about putting together a card and knowing your role on an event. Chaos is spreading through PWCS in the first half of Stage Two, how will the league deal with it? --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Jovi breaks down every detail about the first ever PWCS Championship match! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

This week we breakdown Colt Cabana's PWCS debut, the wild Viking War Party vs Besties match, the creation of the Adam Rich character and so much more! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

This episode features an eye-opening conversation with Ms. Laura Schubert, CTE teacher at Graham Park middle, about how Augmented Reality and Virtual Reality can be used to give students a more impactful experience.  Ms. Schubert covers a lot of ground and talks about a number of websites and apps including: Apps for AR:  Quiver  Merge Cube  Merge Cube apps  Metaverse Apps for VR:  CoSpaces (this is not currently approved by PWCS, so obtain permission before creating student accounts) You can contact Ms. Schubert at schubelm@pwcs.edu or follow her on Twitter @Schubelm In order to receive professional development points listen to this podcast as well as episode 6, register in the ERO with SRN 201818001102801 and fill out this form. 

Here’s a quick summary of what all of these amazing ITCs shared!   Peggi Knight – Leesylvania ES Use YouTube in Internet Explorer Add “ss” before youtube in a URL to download “www.ssyoutube...”   Semi Tseggai – Kyle Wilson ES One-to-one with laptops and tablets Smart tables Green Screen and stop motion animation OneNote   Netia Elam – Bull Run MS Hybrid and Digital Breakouts using Google For more on how to create your own hybrid breakout session, you can check out SRN 20171800110257 in the ERO!   Brooke Levecchi – Bellmont ESand Kerrydale ES One-to-One with 3rd, 4th, and 5th grade Using 365 products   Sarah Willey – Henderson ES Collaboration with Wixie and VoiceThread   Cheryl Phillips – Saunders MS PowerPoint   Sara Ross – Covington Harper ES Microsoft Teams for Science Interactive Notebooks   Cynthia McFadden – Mullen ES Coding Club   Sean Ward – Antietam ES & Valaina Maher – Bennett ES Give little kids a chance! They will amaze you with what they can do!   Carrie Gahagan – Osbourn Park HS Classroom app on iPads Collaboration Space   Jim Sample Westridge ES Wixie for miniature stores   Sheryl Roberts – Vaughn ES BeBots, Ozmos, and Spheros for Title 1 Reading Night Online Coding Course together   Joy Moller – Victory ES Escape Rooms   Katie Fielding – Woodbridge SHS Digital Citizenship Nights   Leanne Thomas -Mary Williams ES One-to-One with laptops or tablets   Michelle Dunphy – Fitzgerald ES FlipGrid   Jeanie Ingram – Garfield HS Digital Breakouts using OneNote   Marsha Jeans – Enterprise ES and King ES Coding for kids and staff Ozobots and Osmos Scratch Jr   Vickie Dunlap – Hampton MS Google Expeditions If you’re interested, you can request a visit at this link   Gail Charnick – Swan’s Creek ES Wixie   Michelle Elliott – Kilby ES and Terry Guiffre – Mountain View ES Teams Patent/trademark office with 3d printing, IP for apps, Scratch Digital Breakout Sessions – Register to attend in the ERO with SRN   As always, if you are attempting to earn recertification point, please fill out this form

Diane mentions several websites over the course of this interview. We’ve done our best to link to them all here. VoiceThread Sway Discovery Education   VSTE Conference proposals Blog   ISTE Conference proposals   FETC Conference proposals   If you’re interested in learning more about the 4C’s, you can read about them at this link, or as Diane says, “Let me Google that for you.”   As a friendly reminder, if you’re listening to this podcast for professional development points, please fill out this form. We love your feedback!

  Trent Burns, US Sales Director for Global System Integrators and Advisory Partners Trent Burns is the Sr. Director for the Global SI and Advisory partners in the US One Commercial Partner team. Trent has 13 years at Microsoft and 20 years’ experience in the technology industry at companies like IBM, HP, and Vignette. His experiences include direct sales and sales management positions and alliance/channel management all focused on the largest system integrators. Trent joined the podcast to share with our listeners how his team thinks about these large strategic relations, what makes great partnerships, how other partners can collaborate with his team and lessons from his career journey. Q: So, for our listeners can you spend a few minutes explaining your role in Microsoft's OCP organization? Trent Burns: Absolutely. So, I run a team of folks focused on the "build with" side within one commercial partner. We manage our largest global system integrators and also we call them advisory firms and the high-value management consulting firms. So it's a portfolio of about 14 partners and these partners obviously would be well recognized brand names that you'd hear in the marketplace from kind of the traditional SIs all the way to some of the advisory firms that I discussed before, ENY, KPG, PWC as well as what we're calling now, high value management consulting firms. Companies like McKinsey and Bain and Boston Consulting Group and so forth. Q: So how has that evolved since you started and where is the organization focused more on? Is it focused in on the large system integrators, is it on the influencers, how do you think through that? Trent Burns: So we sort of grouped them into these three categories, right. I'll call the like, traditional, global SIs or commercial SIs. So these are the folks like Accenture, and IBM is in the portfolio, Capgemini is in that portfolio as well. We also have Dell, too, right. So a lot of people think of them as a traditional resell but with a large Microsoft consulting firm as well. So think about just kind of traditional SI work, which is that first group I just described. And then if you moved to the next bucket of partners would be more what we call advisory firms. So this is the E&Y, PWCs, KPMGs of the world and it's really fascinating to watch the development of these partnerships. These are new for Microsoft and new for these partners too. As you think about our digital transformation story moving from really kind of IT and to getting into line of business and the whole digital transformation evolution that's taking place, these folks have relationships outside of IT where, quite frankly, Microsoft struggled. And so the partnership is very collaborative there and very fascinating. So those are taking off like wildfire. And just learning how to work with them because they're different in their approach in the work that they actually do for customers. And then the last group, which is really brand new, which is kind of high value management consulting firms. So, these are the folks like McKinsey and Bain and Boston Consulting and A.T. Kearney. And we're just learning like how to work with these folks. Like these folks have board level relationships, right and really are having strategic conversations around the future direction on a company. And so how do we build relationships and partnerships where technology becomes part of their consulting work or their recommendations to customers. And so those are the three groups and they're different and unique in their own way and just as valuable each uniquely that way too. Q: So how do you set objectives and how do you measure success with these types of partners? Trent Burns: We try to keep it simple. Obviously I think when you think about ... When you think about success, we gotta put the customer first, right. So are we building solutions that solve customer problems. And then just moving quickly though into the relationship itself.

Jovi remembers the rare miss that was Stage Two of the first PWCS season --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Wrapping up the first ever PWCS event --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

One of the things I have come to realize in talking to so many boaters over the last few years is that boating in and of itself is great, but often times it is the means to another end. It is a gateway to a wide variety of activities and experiences that bring happiness into so many lives. Just think of all the things boating can give you access to: fishing, diving, cruising, skiing, wake boarding and wake surfing, time with family and friends, camping and hiking in remote places, boating up to restaurants...the list goes on and on! My last two guests in particular were great reminders of the fact that it isn't just boating, there are many other ways to enjoy the water. Nathan Heber talked about his love of kite-surfing that spawned from his days of sailing, and Rachel Johnson is now an avid stand-up paddle-boarder after growing up on powerboats. The things they all have in common are the love of the outdoors, the appreciation of nature, and of course - the water. Put all these people on or near water and you have a formula for instant happiness. I hope you all find the same.  Rachel Johnson is the Executive Director of the National Safe Boating Council (NSBC). She oversees the strategic direction and daily operations in support of the NSBC’s mission of Safer Boating through Education, Outreach, and Training. Rachel has been with the NSBC for nine years, previously as its Communications Director. Rachel was recently appointed by the Department of Homeland Security to serve as a member of the National Boating Safety Advisory Council, has done extensive committee work with the National Association of State Boating Law Administrators as Subcommittee Chair and Committee Member, and, most recently, her article on the importance of developing and implementing grassroots campaigns and their impact on positively changing people’s behaviors was published in the U.S. Coast Guard Proceedings magazine. Rachel was recently recognized with PR News’ People to Watch in PR Under 30 and the Association Forum and USAE’s “Forty Under 40,” recognizing 40 up-and-coming association or nonprofit professionals under the age of 40. Among other accolades, under her management, the NSBC’s “Ready, Set, Wear It!” Life Jacket World Record Day received ASAE’s 2013 prestigious Summit Award for making “America and the world a better place to live” and, in 2016 alone, the NSBC was recognized with eight national awards. Rachel and I discussed, of course, safe boating and some of the outreach initiatives they are working on; how she has fun on, and below, the water through her stand up paddle boarding and scuba diving hobbies, and lots more! On their latest outreach.....Our Get Connected campaign is our newest campaign. The idea behind this is letting boaters know about the engine cut off device and how, if you're wearing it, you can stop what could potentially be a tragic propeller strike or something similar. It is really a positive campaign and we want to focus on the proactive always wearing it. On living the boating lifestyle.....I’m originally from outside of Baltimore and I grew up on the Bush River. My parents had a 23’ powerboat. These days I’ve traded it in for a stand up paddleboard. I like that slow, easy style of the SUP. My parents had two boats that I remember. One was a smaller 19’ Bayliner. Then they upgraded to a Trojan powerboat. They also had a couple of PWCs. For me it was just about being out on the water. My first job was a lifeguard at one of the yacht clubs.  On what attracts people into boating.....Every story is so personal. the water draws you in of course and I think all of us share that. But why it draws you in differs – some people love to go fishing, or crabbing at 5am, whereas some like me just want to relax on a quiet Saturday morning. Some people just want to hang out by the dock. They want to relax and hang out with their friends. It draws out your sense of adventure, but everybody’s story is a little different. On spreading the word about boat safety.....Nowadays, with social media and more access to non-profits and to companies, the safety side of things has changed. It’s so much more readily accessible than it was when I was growing up.  Things like the media and social media are helping to bring these important topics to the front so we can have these important conversations. Bringing in some spokespeople that speak to our audiences help. Shaw Grigsby was wonderful to work with. And just last month we introrduced a PSA with Hunter Bland. He says to this day ‘I would not be here if it were not for my life jacket and engine cut off device.’These people’s lives get changed by a couple of seconds and people like Hunter want to do such good in the world sharing their stories so others don’t have to face the same consequences. On the importance of partner organizations.....We have an incredible member base. This past year we introduced two new categories for instructors and instructor trainers that want to get more into the training side. We have member organizations and what I really love about them is how varied they are. We have other non-profits, boating and water safety groups, local USCG Auxiliary Groups and Power Squadrons, manufacturers and the commercial industry side. Even though we come from different audiences, we’re all sharing that same message On the the hazards of Boating Under the Influence.....Last year, where the primary cause was known, alcohol was listed as the leading factor in 15% of deaths. We partner with NASBLA on their Operation Dry Water campaign. Nationwide they work wit state agencies to ramp up enforcement. We support them with our outreach efforts. You can have fun enjoying what boating offers without boating under the influence. On bringing safe boating to children.....We’re coming out with an entire new youth program. The sidekicks activity books teach kids about boating safely. They are absolutely amazing but we have been using those characters for 20 year so coming up in the very near future we are printing new books to bring in the next wave of our youth program! On her scuba passion.....We’re big scuba divers and have been around the world to go to different dive sites. My husband was a rescue diver in the Navy and has thousands of dives under his belt. I’ve always loved the water and I thought 'why am I not under the water, why am I not closer to this beautiful nature?' I started diving around 21 or 22. We got to dive with some reef sharks in the Bahamas. We went to Bermuda and went diving there. Costa Rica was an amazing dive, we saw a barracuda. The one that will never be beat is when we went diving in December in Iceland alongside the Tectonic Plates. Additional safety tips.....On a national level, the life jacket wear rate for adults is really low. Last year, 83% of those that drowned weren’t wearing a life jacket. We always want adults wearing their life jackets. Boating under the influence is a big one for us. And then some other simple things before your trip like filing a float plan. The Coast Guard has a free app where you can file the float plan and send it to a friend. Another one is taking a safe boating course. One other is think about the weather before and throughout your boating trip. Don’t be afraid to postpone it if the weather is bad. On advice for soon-to-be boaters.....Get out there and try different types of boats! There are things like boat clubs. Take up your friends offer. Try out different types. Think about what you want to do on the boat. It’s such a gateway to other activities. Sometimes the boat is what gets you to what you want to do. Discover Boating helps you determine which boat might be right for you. Seek out the experts and see what resources they might have for you.  

Brandon Messmer and Lindsey Burke join me this week as we discuss changes in our outlets for creativity as well as one of our favorite topics in the world of entertainment, PRO WRESTLING.  PWCS local wrestling in Alton, Illinois and the WWE Royal Rumble are spotlighted.Show music brought to you by VANLADE.  [Vanlade.bandcamp.com for more tunes](http://vanlade.bandcamp.com)!Brandon can be heard on [The RENT is DUE podcast on onyxedgestudios.com](http://onyxedgestudios.com/the-rent-is-due)Brandon can be found @cuddleyourcat on [Instagram](http://instagram.com/cuddleyourcat) and [Twitter](http://twitter.com/cuddleyourcat).[Twitter](http://twitter.com/baconandnaes) and [Instagram](http://instagram.com/baconandnaes) @BaconAndNaes Youtube channels: [ONYXedge Studios](https://www.youtube.com/channel/UCxsOE-sR1KFpMJtDA0hi0EA) and [Chris Naes](https://www.youtube.com/channel/UCTVgPlDqjH3glLj1zZ6Flaw) for bonus podcast content!Email the show: [BaconandNaes@gmail.com](mailto:baconandnaes@gmail.com)Thanks for listening!Rate and Subscribe on [iTunes](https://itunes.apple.com/us/podcast/bacon-and-naes/id997369849?mt=2) or your favorite podcast app today!  It helps people find our show!

Brandon and I do a Jeep-cast as we travel to and from the PWCS wrestling show in Illinois and ask the questions that really matter.Brandon’s podcast is _[The Rent is Due](http://www.onyxedgestudios.com/the-rent-is-due/)_Follow _The Rent is Due_ on [Facebook](https://www.facebook.com/Rentisduepodcast/) and [Twitter](https://twitter.com/RIDPodcast)Brandon is @cuddleyourcat on [Instagram](http://www.instagram.com/cuddleyourcat) and [Twitter](https://twitter.com/cuddleyourcat)---Chris Naes is on [Instagram](http://instagram.com/thorhammerpodcast) and [Twitter](http://twitter.com/thebaghutch)Subscribe to Chris’ [YouTube Channel](http://bit.ly/2cCG5mA)For ThorHammer music and merch, visit [ThorHammer on Bandcamp](http://thorhammer.bandcamp.com)Follow [ThorHammer on Facebook](http://facebook.com/thorhammerstl)Also subscribe to the [ThorHammer YouTube Channel](http://bit.ly/2bZo1Ht)

This week the Wrestletalk Podcast come to you on a Thursday instead of Tuesday but we will still bring you a jam packed show.  This weeks lineup includes Greg Jovi from PWCS joins us to talk about his career in pro wrestling Chris Gough from Metro Pro joins us to talk about his Pro Wrestling CareerThe wwe universe worldwide chapter joins us to go over the MIB cardBig Daddy P brings us his snippets of TruthWho will win 2 free tickets to metro pro?All this and more this Thursday on The Wrestletalkpodcast with Joe and Rene