Podcasts about recruiters

Companies claim they cannot find enough talent while routinely rejecting professionals with decades of experience. This episode examines the “overqualified” trap, age bias in recruiting, and how outdated hiring systems may be creating the very talent shortages companies are struggling to solve. Brought to you by my newsletters: The Recruiting Life Career Intelligence Weekly https://newsletter.jimstroud.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The Career Transition Experts, we explore one of the most powerful and underused job search strategies available to career professionals today using AI not just to tailor your resume, but to think and research strategically like a career consultant. Our guest also breaks down why the real value of AI in your job search goes far beyond plug and play resume tweaks. Our guest, Carrie Christiano, is a career strategist, recruiter, and author with a background spanning talent acquisition, résumé writing, and career coaching. She is the founder of Empower Career Studio and author of EMPOWER Your Job Search with AI. Carrie's work focuses on helping experienced professionals stop reacting emotionally to career change and start navigating today's job market with clarity, strategy, and confidence.You may contact her at carrie.christiano@gmail.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

The Death of the Junior Recruiter: Where Is the Next Generation Coming From?   Since 2022, the talent acquisition landscape has undergone a seismic shift. Once a thriving entry point for ambitious professionals, the function has been systematically truncated as economic pressures mount, headcount budgets shrink, and AI tools increasingly optimise workflows that once demanded human intuition. Companies have all but ceased hiring early-careers recruiters, creating a dangerous vacuum at the foundation of the profession. This webinar confronts an uncomfortable truth: we are witnessing the extinction of the junior recruiter role, and with it, the pipeline that has sustained the industry for decades. Where will tomorrow's talent leaders come from if we stop cultivating them today?   Key Themes We Must Address: • The Great Early Career Hiring Freeze – Why organisations stopped investing in entry-level TA talent after 2022 and what this signals about perceived value   • AI's Double-Edged Sword – How automation optimised efficiency while simultaneously justifying the elimination of junior roles traditionally used for training   • The Experience Trap – The growing expectation for "senior-only" hiring that leaves no room for developing raw potential or diverse perspectives   • Broken Apprenticeship Models – The collapse of structured learning pathways where junior recruiters once absorbed expertise from seasoned professionals   • Skills Atrophy at the Top – What happens when senior recruiters lose the ability to delegate, mentor, or scale their impact without junior support   • The Succession Crisis – Who steps into leadership roles in 5-10 years when an entire generation of developing talent never entered the pipeline   • Redefining Value in TA – Moving beyond cost-per-hire metrics to recognise the long-term strategic damage of eliminating early-careers investment   • Alternative Pathways – Whether adjacent professions (HR tech, marketing, operations) can realistically feed experienced professionals into TA leadership   • Reversing the Trend – Practical frameworks for justifying junior headcount to CFOs who view TA as a cost centre ripe for automation   Watch this essential discussion on the long term future of the function!   We're on Friday 17th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep395 is supported by our friends at Greenhouse   With application volumes at historic highs, AI claims shaping procurement, and candidate fraud entering the funnel in ways most teams can't track, your ATS decision carries more weight than ever. Download this updated guide from Greenhouse for a practical roadmap to cut through vendor noise, understand true total cost of ownership, and choose the platform your hiring function actually needs.   Download now

Not long ago, Misan Harriman was working a job in recruitment that just didn't feel right. But when he picked up a camera and started sharing his photos online, they went viral. Misan is a British photographer and activist, whose photographs of both the Black Lives Matter and Palestine solidarity movements have been seen by millions. Now, there's a new documentary about his work called Shoot the People. Guest host Ali Hassan talks to Misan about the documentary and why capturing these social movements is so important to him.

In this episode, James is joined by Adam Gordon, founder of Poetry and one of the recruitment industry's leading technology entrepreneurs. Together they explore the rise of recruiter enablement, why AI is changing the way recruitment teams operate, and what the recruiter of the future might look like.In this episode, we discuss:What recruiter enablement is and why it's becoming a major focus for talent acquisition teams.Why recruitment has more to learn from sales enablement than most people realise.How AI should improve consistency, governance and quality, not just productivity.The hidden tasks that consume recruiters' time and how technology can remove them.Why influence, communication and consultancy will become even more valuable skills.The balance between automation and the human side of recruitment.How recruitment technology is evolving beyond point solutions into complete workflows.What recruitment leaders should be thinking about as AI continues to reshape the industry.Key takeaways:AI is most valuable when it supports recruiters, not replaces them.Recruiters create the greatest value through influence and relationships, not administration.Consistency and governance are becoming just as important as speed.The future belongs to recruiters who combine technology with human expertise.Recruiter enablement could become one of the defining trends in recruitment over the next few years.Whether you're running a recruitment agency, leading an in-house talent team or simply trying to understand where AI is taking our industry, this episode is packed with practical insights and plenty of food for thought.The Marketing Rules Podcast is sponsored by Smart Sifty⁠⁠⁠⁠⁠smartsifty.com⁠⁠⁠⁠⁠#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Theo:⁠https://www.linkedin.com/in/adamwgordon/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠⁠

Today we’re talking about something that can literally save lives, protect equipment worth hundreds of thousands of dollars, prevent product damage, eliminate downtime, and even set you up for success outside the warehouse. It’s called the pre-trip. Now, I know what some of you are thinking, Yeah, yeah check the forklift and move on. But today I want to challenge that thought. A pre-trip isn’t just paperwork, and it's not something regulatory agencies dreamed up to slow us down. It’s one of the greatest habits successful people ever develop. I'm Marty with Warehouse and Operations as a Career. And I thought we'd look at the pretrip a little differently today.   Aviation, railroads, trucking and manufacturing all adopted inspection checklists because investigations repeatedly showed that many accidents weren’t caused by equipment failures, they were caused by failures to discover problems before using the equipment.  Our pre-trip really answers only four questions. Is it safe? Is it operational? Is it legal? And am I ready? That simple framework works for every machine in the building. And as we'll learn in a few minutes several other positions!   Think about one of the most talked about pieces of equipment. The counterbalance forklift. We'll check out the forks, mast, chains, and look for any hydraulic leaks. We'll inspect the tires, the steering and brakes, seat belt, horn, backup alarm, lights, the capacity plate, LP tank or battery and our overhead guard.   Another biggie is the Reach Truck. We'll have a few more things to check here like the load wheels and outriggers, the reach mechanism, joy stick or lever controls, more hydraulic hoses, the battery connection and stability.   Let's see, we don't have to hit them all but I did want to talk about a few or our more common ones. I'll skip these, let's see, oh here, the Rider Pallet Jack. Many people underestimate the pallet jacks. First up, the belly button reverse switch, its brake operation and plugging, the fork tips, the drive wheel, its battery, steering arm, and horn. How many foot injuries have you seen here because operators become too comfortable? I hope we'd all agree that even one is too many right?   And the Floor Scrubber. People laugh until it floods an aisle. We'll need to Inspect things like the squeegee, pads, brushes, the water tanks, and the recovery tank. And its battery, warning lights and dashboard.  A bad scrubber creates slip hazards instead of removing them.  Oh, and I wanted to mention the cardboard and shrink wrap Baler. We need to check the emergency stop, safety gate, interlocks, and look for any hydraulic leaks, and inspect the chains and door latches. The most dangerous baler isn’t the broken one. It’s the one someone bypassed something on.  And of course, any type of Manufacturing Equipment will need a pre-trip, checking the guards, emergency stops, sensors, air pressure, lubrication points, tooling, and the product path. The first product shouldn’t be the test piece. The inspection should be.  And there's dozens and dozens of other pieces of equipment or machines. Like our conveyor systems, the yard jockey, another important piece is the clamp attachment and slip sheet attachment. Pretrips are a must for all of them.   So, what if you don’t operate equipment? Guess what? I think you still need a pre-trip.  What if you're an Office Employee? I feel you should be asking yourself. Do I have today’s priorities? Laptop? Chargers? Calendar? Checking for my Meetings? Deadlines? Did I answer yesterday’s emails?  Or if I'm a Recruiter? Have I prepared Today’s interviews? Applicants confirmed? Backgrounds complete? Job descriptions ready? Do I know the Hiring managers expectations?  And I think there’s a few questions every associate can pretrip themselves with.  Our minds deserve a pre-trip too. Am I distracted or tired? Am I frustrated or am I bringing yesterday’s problems into today’s shift? Those questions may be more important than checking tire pressure.  The pre-trip isn’t about checking things off on a sheet of paper or program. It’s about respecting what could happen if you don’t. Professionals don’t inspect their stuff because they expect something to be wrong. They inspect because they refuse to be surprised.   We all know that most accidents don’t begin with the accident itself. They begin with a decision. I’m in a hurry, I’ll check it later, It worked fine yesterday, or It’ll probably be okay.  Every incident investigation, insurance claim, equipment failure, damaged product, or near miss has a starting point. Many times, that starting point was someone choosing not to spend five minutes looking over their equipment.  A pre-trip isn’t just looking for what’s broken. It’s looking for what’s changing. That tire that’s lost a little air. The hydraulic hose beginning to rub against the roller. A chain that’s becoming loose. A battery cable that’s starting to fray. Problems rarely appear all at once. They grow little by little. The pre-trip is our opportunity to catch them while they’re still small.  And we need to remember that finding a problem isn’t the end of the pre-trip. It’s actually the beginning. We may need to Lock it  Out and Tag it Out. Or remove our favorite piece of equipment from service, and notify supervision, calling maintenance and using another truck if available. Professionals understand production never comes before safety.  A pre-trip protects People, Product, Customers, our Buildings, the Company’s reputation, our Production schedules, Inventory accuracy, Budgets, and well, our Careers.   Ok, I need to get back to work myself but tomorrow morning, No matter what your job is, let’s Perform a pre-trip. Not because someone tells you to. But because professionals prepare before they perform. Inspect your equipment or machine. Inspect your workspace. And look over your schedule. Let’s check our attitude and our priorities. Inspect your day. Success rarely depends on what happens after productivity starts. It depends on what you did 5 minutes before that time.   So, I won't go on and on here. We hear about the pretrip every day, I hope we put a different spin on it today and gave you a little different way to look at it. Yall be safe out there, in both your personal and professional lives. 

When most people think about online scams, they picture criminals sitting behind a screen and stealing from victims around the world. But in Southeast Asia, many of the people sending those messages are victims too. Some were promised legitimate jobs, flown across borders, trapped inside guarded compounds, and forced to scam others while trying to survive.  In this episode, I talk with Ivan Franceschini, a lecturer in Chinese Studies at the Center for Contemporary Chinese Studies Asia Institute. After years of studying labor rights, civil society, and Chinese investment in Cambodia, Ivan's work led him to the online scam industry and the cybercrime compounds that have spread across Southeast Asia. He is the co-author of Scam: Inside Southeast Asia's Cybercrime Compounds, and through the EOS Collective, he and his colleagues also help support people who have been trafficked into these operations. I talk with Ivan about how small scam operations grew into large compounds, why COVID helped the industry expand, and how fake job offers are used to recruit people from around the world. We also talk about the blurred line between victim and criminal, the local economies that grow around these compounds, and what happens when people escape or are left stranded without money, documents, or a safe way home. Show Notes: [01:27] Ivan Franceschini explains how his academic background in China studies and labor rights eventually led him to research scam compounds in Southeast Asia. [04:39] Early scam operations in Cambodia started as smaller setups in villas, apartments, and hotels before expanding into large, organized compounds. [07:53] COVID becomes a major turning point as isolation, financial desperation, and new technology help the online scam industry grow rapidly. [10:42] The industry expands beyond Chinese-speaking networks and begins recruiting people from many countries, including large numbers from Africa. [13:29] Criminal groups, businesspeople, local elites, and trafficking networks all play different roles in keeping the scam compound industry running. [15:50] Fake job offers are used to recruit people from abroad, with many victims believing they are traveling for legitimate work in customer service, teaching, sales, or other fields. [18:19] Recruiters use believable salaries and convincing explanations to lure people who may be desperate for work or unfamiliar with the region. [21:43] Many trafficked workers are not highly trained scammers, but poor or vulnerable people who are taught scripts, given tools, and assigned small parts of the scam process. [24:05] Language barriers are no longer a major obstacle because scammers can use translation tools, AI tools, and backstories that make mistakes seem believable. [26:40] Scam compounds become embedded in local economies through guards, cleaners, restaurants, construction workers, delivery services, and other support jobs. [31:22] Getting out of a compound can involve paying a ransom, escaping physically, or risking a message to an embassy, family member, NGO, or government official. [33:40] Some trapped workers are able to ask for help online, but contacting authorities can also be dangerous if local police alert the compound operators. [35:17] Crackdowns in Cambodia have left many people stranded without money, valid visas, housing, or a safe way to return home. [37:27] Survivors released from compounds may end up sleeping on the street, begging for food, and trying to find help while facing fines and deportation barriers. [40:14] Survivor support often means meeting immediate needs such as food, basic medical care, and flights home for people who have nowhere else to turn. [41:29] Ivan explains that sanctions and enforcement need to consider the human beings inside the industry, not just the money and criminal networks behind it. [42:49] Survivors often have valuable information about trafficking networks, scam techniques, and specific operations, but that intelligence is lost when they are abandoned. [45:15] Verifying survivor stories requires interviews, embassy coordination, compound maps, cross-checking details, and recognizing that victim and criminal roles can overlap. [48:53] Ivan shares where people can find his book, Scam: Inside Southeast Asia's Cybercrime Compounds, and learn more about the EOS Collective's work. Thanks for joining us on Easy Prey. Be sure to subscribe to our podcast on iTunes and leave a nice review.  Links and Resources: Podcast Web Page Facebook Page whatismyipaddress.com Easy Prey on Instagram Easy Prey on Twitter Easy Prey on LinkedIn Easy Prey on YouTube Easy Prey on Pinterest Ivan Franceschini - LinkedIn Scam: Inside Southeast Asia's Cybercrime Compounds EOS Collective

In this week's updateUK shops are about to call the police on you within four seconds of you walking through the door - and you don't have to do anything wrong first.A GitHub account sat completely silent for 19 months, then woke up and dropped a working mass-exploit kit within minutes - and age on the internet is not the same as trust.Fifty-five percent of Americans have quietly stopped posting on social media - and the reason isn't what the platforms want to admit.Recruiters say they can't find workers. New graduates say they can't find jobs. The economy says both of them are right - and AI is not actually the villain in this one.Applied AI engineering is becoming one of the hottest jobs in tech, and the skill that matters most is not writing clever prompts - it's building report cards for AI that catch the model when it quietly does something dangerous.The Pentagon opened a paid cybersecurity apprenticeship that requires no degree, no experience, and no prior skills - and 70,000 people showed up within days.Russian intelligence didn't hack into military networks to spy on NATO supply convoys - they just looked through the security cameras of ordinary homes with default passwords.The US and China are fighting an AI war on two fronts simultaneously: American companies are secretly using Chinese models to cut costs, and Chinese teams are running millions of fake conversations with American AI to steal what makes it work.Cloudflare has stopped asking you to click the traffic lights. Now it just watches your mouse move - for your entire visit - and decides from there.This week's stories are united by a single uncomfortable observation: the systems we built for convenience keep turning into systems of surveillance, and the systems we built for security keep being the ones we forgot to secure. Some of this week is alarming. Some of it is genuinely useful. All of it is worth understanding. Let's face it.Find the full transcript to this week's podcast here.

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Host: (ronthe3manweav)Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

4PM: Lindsey Graham dead at 71 // The conspiracies theories are abound // Trump Backs Lindsey Graham’s Sister to Fill His Senate Seat // Mitch McConnell provides proof of life; Many, including AI, call it AI // Why recruiters can’t find workers and new grads can’t find jobs (it’s not AI) // The obstacle keeping America from building the homes it needs; skilled workers // John’s ill-fated DIY deck 

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch kaufen (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können. Mein Gast: Sandra Feldmann ist Gründerin von hrstack.io und eine der prägendsten HR- und Recruiting-Stimmen im DACH-Raum. Rund 30.000 Menschen folgen ihr auf LinkedIn. Seit mehr als 15 Jahren baut sie Tech- und Go-to-Market-Teams auf und verbindet Recruiting, HR-Tech und Datenstrategie mit echtem Business Impact. Heute beschäftigt sie sich intensiv mit der Frage, welche Technologien, Tools und KI-Anwendungen im HR wirklich Mehrwert schaffen – und wo hinter großen Versprechen vor allem neuer Tool-Wildwuchs entsteht. Mit hrstack.io will sie HR-Teams Orientierung geben und dabei helfen, Technologien auf Basis klarer Prozesse, Daten und Strukturen sinnvoll einzusetzen. Ihre Perspektiven teilt Sandra nicht nur mit ihrer großen Fachcommunity, sondern auch auf Bühnen wie der SourceCon, dem Embrace Festival und H.U.G by Personio. Ihr Blick auf die Zukunft ist klar: Routinetätigkeiten und reine Datenarbeit werden zunehmend automatisiert. Umso wichtiger werden menschliches Urteilsvermögen, Vertrauen, echte Beziehungen und die Fähigkeit, Communities rund um Arbeitgebermarken aufzubauen.

 A wellness MLM does not announce itself as a cult. It arrives as a smoothie recipe, a flyer of smiling mothers, and a promise of working from home while you take your health back. My recent guest on Cults, Culture & Coercion, Brandie Hadfield, lived inside one for a decade. She is a Registered Psychotherapist  and co-founder of the peer support nonprofit Flipping the Pyramid, and she spent roughly ten years selling supplements for a wellness MLM before she understood she had been recruited into a commercial cult. Brandie was a new mother in 2011, isolated and exhausted, when the pitch found her. I invite you to notice how ordinary the entry point was, because the same machinery now drives coaching programs, prosperity preaching, and the speculative frenzy around cryptocurrency, which I consider a form of multi-level marketing. A small group sells the dream, recruits everyone else to buy in, and the people at the top profit while almost everyone below them loses money. Her recruitment began with a parenting book by a famous pediatrician and a home-based coaching certification. She paid for the courses, the workbooks, and the materials. Then a package arrived in the mail from the pediatrician's daughter, inviting her into the MLM the family sat near the top of. Brandie saw it later for what it was. A funnel. She is intelligent, devoted, and the kind of employee who gives more than anyone asks. Recruiters prize those traits. Her ADHD, undiagnosed at the time, sharpened her focus into something the group put to use. “My kind of tunnel vision and focus and tenacity, which can be a beautiful aspect of having ADHD, was really exploited,” she told me. Brandie was a mother with undiagnosed ADHD raising a son later identified as autistic. Isolation, a hunger for belonging, and a tendency to commit fully to a mission left her exposed. Her graduate research examined narcissistic leadership in commercial cults and its impact on neurodivergent people, and it filled a gap she had felt firsthand. She wants to help others now. A fascinating interview. Learn more about your ad choices. Visit megaphone.fm/adchoices

How do we make ourselves indispensable in a workforce where we're constantly being replaced? Welcome to today's ICYMI, where we kick off the week with a quick game-changing tip from one of our guests that you might have missed.  In this uncertain job market, the things that make you uniquely you — like your ideas, communication skills and emotional intelligence — are becoming increasingly important for career success. So we're throwing it back to this helpful advice from Emily The Recruiter on how to incorporate AI into your job to stand out, and the soft skills that will make you irreplaceable in the current market. Plus, Emily myth-busts how much of our authentic self we should actually bring to work.  Emily Durham—aka Emily the Recruiter—is a career coach, content creator, and host of the Clock In Podcast. With millions of views across TikTok, Instagram, and YouTube, Emily is known for her no-BS advice on how to land your dream job and deal with workplace dynamics like a boss.xn Listen to the full episode with Emily The Recruiter here. Tune in every Monday for an expert dose of life advice in under 10 minutes. Check out our first episode with Emily here. Follow Emily on Instagram, TikTok, and YouTube.  Subscribe to my Substack:teachmehowtoadult.substack.comFollow us on the ‘gram:@teachmehowtoadultmedia@gillian.bernerFollow on TikTok: @teachmehowtoadultSubscribe on YouTube

Does your “dream job” really exist? You may know Emily Durham as Emily the Recruiter on social media, where she shares practical, refreshingly honest career advice and coaches people through the biggest professional decisions of their lives. Emily doesn't believe in the idea of a dream job. In this episode, she joins Anne to make the case for the “awake job” that actively fits into your purpose, lifestyle, and financial needs. Emily reflects on how her own purpose has evolved over time, and answers questions from listeners about how to gracefully quit a job, find a path forward when you feel stuck, and communicate your values to a potential employer.Featured guestFollow Emily Durham on Instagram, YouTube, TikTok, and at https://emilydurham.org/Listen to Clock In with Emily DurhamConnect with the teamFollow Anne on Instagram and LinkedIn Follow Frances on Instagram and LinkedInWatch Fixable videos on youtube.com/@TEDPodsVisit Anne and Frances' websiteHave a question you want Anne and Frances to solve? Email the team at fixable@ted.com or leave a voicemail at 234-349-2253Follow TED on X, Instagram, Facebook, LinkedIn, and TikTok Hosted on Acast. See acast.com/privacy for more information.

Fixing Hiring Manager vs Recruiter MIS-Alignment The recruiter-hiring manager relationship is the most consequential partnership in talent acquisition—and yet, according to Metaview's 2026 AI & Hiring Alignment Report surveying 505 recruiting and hiring leaders, it is also the most dangerously misaligned. While an overwhelming 90% of leaders describe their partnerships as "good," a staggering 58% privately admit they actively wish they could bypass their counterpart entirely. This silent fracture is not merely an interpersonal inconvenience; it is a direct driver of candidate loss, speed-to-hire erosion, and competitive disadvantage. As AI reshapes how hiring teams collaborate, the organisations that thrive will be those that confront this disconnect head-on and rebuild alignment as a strategic imperative rather than an assumed courtesy.   • The Alignment Illusion – Why 90% of partnerships self-rate as "good" while 58% of leaders secretly want to work around each other, and what this gap reveals about organisational honesty   • The Speed Tax of Misalignment – How recruiter-manager friction directly costs companies talent, with well-aligned teams 60% less likely to lose candidates to faster-moving competitors   • AI as Collaboration Infrastructure – Why teams that treat AI as core to hiring report excellent working relationships at 3.8x the rate of AI-hesitant organisations, and how shared context replaces tribal knowledge   • The Intake Call Failure – Why initial role alignment remains the highest-leverage moment most teams squander, and how to engineer shared understanding before a single candidate is sourced   • Signal vs. Noise in Feedback – How inconsistent evaluation criteria, delayed scorecard completion, and contradictory feedback destroy candidate experience and recruiter credibility   • The Power Dynamic Problem – Why hiring managers still view recruiters as order-takers rather than strategic partners, and how to reframe the relationship as co-ownership of business outcomes   • Shared Accountability Frameworks – Moving beyond service-level agreements to joint KPIs that bind recruiters and hiring managers to the same speed, quality, and candidate-experience standards   • Calibrating on "Good" – How misaligned definitions of ideal candidate profiles lead to endless iteration, offer rejections, and the demoralising cycle of "send more, I'll know it when I see it"   • The Business Goal Connection – Why 85% of companies exceeding their business goals actively use AI in hiring workflows, and what this reveals about alignment as a competitive differentiator   Watch this essential discussion to diagnose your own alignment gaps before they cost you your next critical hire. The recruiter-manager partnership is either your greatest strategic asset or your silentest competitive liability—and the data says most teams are living in dangerous denial.   We're on Friday 10th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep393 is supported by our friends at Metaview   Metaview is the Agentic Recruiting Platform built for radically efficient hiring, end to end. Source, engage, and hire better with agents that truly get your brief. Metaviews AI Agents finds candidates, reviews inbound applications, automatically captures notes, constantly learns and spots talent opportunities, whilst your recruiters spend time doing work which humans can only do - build relationships with candidates and hiring managers.   Need to uplevpel your hiring function?   Book a demo or start for free here.  

In an AI-driven market, technology may be easier to replicate, but the right people remain a true competitive advantage. In this episode, Mike Silverstein, Managing Partner of Healthcare IT and Life Sciences at Direct Recruiters, discusses what healthcare companies often get wrong when building their teams. He explains why leaders should value grit over impressive résumés, how passive candidates can strengthen an organization, and why healthcare requires patience, resilience, and industry understanding. Mike also shares how beginning his recruiting career during the 2008 financial crisis helped him develop the relationships and determination needed to navigate future challenges. He emphasizes that lasting success comes from authenticity, meaningful networks, and consistently putting people first. Tune in to learn how healthcare organizations can build teams capable of thriving through uncertainty, technological change, and continued industry disruption. Resources Connect with Mike Silverstein on LinkedIn. Follow Direct Recruiters on LinkedIn and explore their website. Email Mike at mike@directrecruiters.com

Jeff Dudan's free digital copy of his book What if the FBI's playbook for recruiting spies is actually the ultimate guide to building trust, closing deals, and leading people? In this episode, Jeff Dudan sits down with Robin Dreeke - former FBI behavioral expert and head of the Bureau's elite Behavioral Analysis Program - to break down the exact communication frameworks Robin developed over 22 years working in counterintelligence and spy recruitment. Robin shares his Four Keys of Communication from his book Unbreakable Alliances, explains why inspiration is more powerful than influence or persuasion, and reveals how game theory - starting with kindness - is the most effective negotiation strategy in the world. You'll also learn why resentment is the single most reliable signal that a relationship is failing, how to use 'what' questions to defuse defensiveness, and why pushing someone away in a negotiation is sometimes the fastest way to get them to say yes. Whether you're navigating a merger, managing a team, building a sales process, or just trying to connect more deeply with the people in your life, this conversation delivers a complete operating system for human relationships. Topics covered: • The Four Keys of Communication for building unbreakable alliances • Why manipulation fails and inspiration wins • Game theory: the tit-for-tat strategy that cooperation science proves works • How FBI spy recruiters build trust with hostile targets • The resentment test for healthy vs. unhealthy relationships • Why asking 'what' questions beats 'why' questions in negotiations • The neuroscience of trust: serotonin, oxytocin, dopamine, and endorphins • How to build a personal brand as a problem solver and lighthouse • True crime behavioral analysis and what broken decision-making looks like • Career advice from a behavioral expert for aspiring leaders Homefront Brands: https://www.homefrontbrands.com  Jeff Dudan: https://www.jeffdudan.com Guest: Robin Dreeke Guest YouTube Guest Website: https://www.robindreeke.com/  Guest Socials: https://www.linkedin.com/in/rdreeke/  #FBI #NegotiationTips #LeadershipDevelopment #UnbreakableAlliances #RobinDreeke #CommunicationSkills #BuildingTrust #GameTheory #BehavioralScience #SalesStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Dudan's free digital copy of his book What if the FBI's playbook for recruiting spies is actually the ultimate guide to building trust, closing deals, and leading people? In this episode, Jeff Dudan sits down with Robin Dreeke - former FBI behavioral expert and head of the Bureau's elite Behavioral Analysis Program - to break down the exact communication frameworks Robin developed over 22 years working in counterintelligence and spy recruitment. Robin shares his Four Keys of Communication from his book Unbreakable Alliances, explains why inspiration is more powerful than influence or persuasion, and reveals how game theory - starting with kindness - is the most effective negotiation strategy in the world. You'll also learn why resentment is the single most reliable signal that a relationship is failing, how to use 'what' questions to defuse defensiveness, and why pushing someone away in a negotiation is sometimes the fastest way to get them to say yes. Whether you're navigating a merger, managing a team, building a sales process, or just trying to connect more deeply with the people in your life, this conversation delivers a complete operating system for human relationships. Topics covered: • The Four Keys of Communication for building unbreakable alliances • Why manipulation fails and inspiration wins • Game theory: the tit-for-tat strategy that cooperation science proves works • How FBI spy recruiters build trust with hostile targets • The resentment test for healthy vs. unhealthy relationships • Why asking 'what' questions beats 'why' questions in negotiations • The neuroscience of trust: serotonin, oxytocin, dopamine, and endorphins • How to build a personal brand as a problem solver and lighthouse • True crime behavioral analysis and what broken decision-making looks like • Career advice from a behavioral expert for aspiring leaders Homefront Brands: https://www.homefrontbrands.com  Jeff Dudan: https://www.jeffdudan.com Guest: Robin Dreeke Guest YouTube Guest Website: https://www.robindreeke.com/  Guest Socials: https://www.linkedin.com/in/rdreeke/  #FBI #NegotiationTips #LeadershipDevelopment #UnbreakableAlliances #RobinDreeke #CommunicationSkills #BuildingTrust #GameTheory #BehavioralScience #SalesStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What does it actually mean to get ahead — and stay sane doing it? On Monday's episode, career coach Emily Durham (a.k.a. Emily the Recruiter, with 3 million+ followers across social media) cuts through the noise with her new book Clock In: No-BS Advice for Getting Ahead in Your Career (Without Losing Your Mind): forget the dream job mythology, make your value visible, and remember your job is what you do — not who you are. Then, Harvard professor and serial entrepreneur Christina Wallace shows us why the old career playbook is broken — and how building a Portfolio Life full of optionality, rest, and identity beyond your title is the smarter path forward. Two straight-shooting takes on work, burnout, and what a fulfilling career actually looks like.

In this week's episode, we turn to Britain's recruitment stocks. Valeria Martinez looks at the impact of AI on hiring demand, which is hitting share prices, and also discusses the perennial question: is the new technology a concern or an opportunity?Next, we cast our ears to Italian tech buyout specialist, and Baillie Gifford favourite, Bending Spoons, following its Nasdaq debut earlier this week. Val Cipriani dives into its growth strategy and what the IPO means for investors and the likes of Scottish Mortgage.Lastly, Julian Hofmann looks at agricultural supplier Wynnstay (WYN), after it announced positive results despite headwinds for the farming sector. Julian explores how the company is navigating volatile fertiliser prices, cutting costs, and the reasons to be optimistic.Timestamps00:00 Introduction04:20 AI vs the recruitment sector15:12 Bending Spoons25:03 Wynnstay resultsListen to more podcasts from Investors' Chronicle on Apple, Spotify and YouTubeInvestors' Chronicle has supported private investors in the UK for over 160 years by highlighting rewarding investment opportunities. Investors' Chronicle is a service by the Financial Times. Hosted on Acast. See acast.com/privacy for more information.

Hi All, Marty here with Warehouse and Operations as a Career. I started off this week hearing a peer’s name I hadn’t heard in probably 12 to 15 years. A colleague was on his way to a meeting with a a prospective client and shared who he was meeting with. It was a gentlemen we'd both worked with in the past. I was reminded how many times this happens every year. It’s something we all, no matter the industry, need to keep in mind! You start at one warehouse in your teens and twenties. A few years later you move across town. Five years after that you accept another opportunity. Then one day you walk into a customer’s warehouse and there’s your old supervisor. Or how about the forklift driver unloading your trailer? You worked beside him fifteen years ago. Or the operations manager? She used to be a shift lead when you were loading trucks together. And this is always an interesting one, the recruiter interviewing you? You remember when she worked in receiving. And the truck driver making your delivery? He used to work maintenance at your last facility. It’s funny how that happens. But it does. Our industry feels huge. Millions of square feet. Thousands of warehouses. Hundreds of trucking companies and countless manufacturers. But once you’ve been around a while, well, it’s actually a very small neighborhood. People don’t disappear, they simply change addresses.  One of the greatest pieces of career advice I can give anyone entering warehousing, manufacturing, production, or transportation is to never burn a bridge. And not because it’s the “nice” thing to do. But because it’s one of the smartest career decisions you’ll ever make.  I’ve been fortunate enough to have worked in this industry for a long while. I’ve unloaded trucks, selected orders, operated every forklift and attachment, and worked all the utility positions. I’ve supervised some awesome crews and managed a few outstanding operations. I’ve worked beside some incredible people. And today I still run into people from every stage of my career. Former supervisors. Former employees. Customers. Drivers. Safety managers. HR managers. Recruiters. Forklift operators. Maintenance technicians. General managers and Vice presidents. Some I haven’t seen in twenty years. Yet somehow our paths cross again. And when they do they remember. They remember your attitude. They remember your work ethic. And they remember whether you helped people or hurt people. They remember whether you were dependable and whether you accepted responsibility. Most importantly, they remember how you left. And that’s the part I see many young professionals overlook. People remember endings.  We've all had or watched an employee having a bad day. They got frustrated. Started yelling. Cursed their supervisor. Threw down their badge and stormed out the door, maybe even slamming doors. Almost like they wanted to make sure everyone watched. In that moment they probably felt powerful. Maybe even justified. But what they didn’t realize is how that three minute emotional decision could follow them for years.  And here’s just a few reasons why I believe we should reconsider that pathway. Your supervisor may leave six months later. The HR manager might accept another position. The operations manager is promoted. The plant manager or GM moves across town. The recruiter joins another staffing company. Suddenly, the people who watched that exit are interviewing candidates somewhere else. Want to guess whose name they recognize? Here's a quick scenario.  Hey “We interviewed someone today.” “Oh really? What’s his name?” “Johnny so and so.” “I remember Johnny.” Sometimes that’s followed by, he's a “Great worker.” “Always dependable.” “He’d be an asset.” Other times. Woah, “be careful there.” He can have a bit of a “bad attitude.” “he walked off the job once.” “Couldn’t control his temper.” That one conversation. Just thirty seconds can influence your next opportunity.  Now of course, leaving a company is certainly okay. People leave their jobs every day. Sometimes it’s for better pay, better hours, more opportunity, family reasons, health, education, or maybe career growth. There is absolutely nothing wrong with moving on. But there is a huge difference between leaving professionally and leaving emotionally. Professional employees give notice when possible. They thank people and finish strong. Even train someone else if needed. Shake hands and wish everyone well. They leave the same way they hope to be remembered.  Here’s something many of us don't consider. Your reputation isn’t built only by your performance. It’s built by your character. Anyone can have a good week and can perform well when everything is going right. Character stands out when things aren’t. When you’re disappointed. Passed over for a promotion. Corrected by your supervisor. Upset over your schedule, and frustrated with overtime. That’s when people discover who you really are.  I’ve had employees come into my office completely upset. And sometimes they deserved to be upset and I've agreed with them. But after talking they left respectfully. And months later they received promotions. How you may ask.  Because they handled difficult conversations like professionals. On the other hand, I’ve also watched employees lose tremendous opportunities because they couldn’t manage one emotional moment. One outburst, social media post or text message or one argument. A bridge burned.  Wither right or wrong, today’s world makes all that even more dangerous. People stay connected. You have LinkedIn. Facebook. Instagram. Industry and management groups. People know people. Your reputation can travel across an entire city before you even submit your next application!  Oh, and I want to say this too. Every person deserves respect. Not because of their title but because you never know where life will take them. That warehouse clerk? Could be tomorrow’s operations manager. The young recruiter? My be a future regional vice president. Our friend the forklift trainer? Down the road we may find them as our future safety director. I'm just saying we should treat everyone with respect. Always.  One of my more recent favorite sayings is, today’s coworker may become tomorrow’s boss, or tomorrow’s customer. I’ve lived that more times than I can count. I’ve purchased services from former employees. I’ve hired my former supervisors, and I’ve partnered with people I once trained. I’ve worked for people who once worked beside me. That’s our industry ladies and gentlemen. Careers and opportunities intertwine.  So what do you do if you’re unhappy? Yep, here I go again with that word communication. Have the conversation. Ask questions. Seek solutions and be honest and be respectful. If it’s time to move on, move on with dignity and grace. Give your best effort until the very last shift. Thank those who invested in you. Leave the facility better than you found it. Return all your equipment. Shake hands and wish everyone success. Because someday you may walk back through those same doors, or someone from those doors may walk through yours.  Here's my thought, or yes, my opinion on the subject. Don’t just avoid burning bridges. Lets always be building them. Stay connected with mentors. Congratulate former coworkers on promotions. Celebrate their accomplishments. Send a quick message once in a while. Thank someone who helped your career. Give a shout out to or recommend good people when opportunities arise.  At the end of the day your résumé gets you noticed. Your skills get you hired and your attitude helps you succeed. But your reputation, well, your reputation follows you everywhere. In warehousing, manufacturing, transportation, distribution, and production, people remember.  So work hard and lets treat people well. Leave every job with them wanting you to stay. Because you never know when today’s goodbye will become tomorrow’s opportunity.  Ok, its time to say thank you for spending a few minutes with me today! If you’re just starting your journey, remember that this industry is much smaller than it appears. Protect your name and your reputation at all times. And never burn the bridge you may someday need to cross again. Until next time, keep learning, keep growing and above all, work safe at all times!

One of the biggest misconceptions job candidates have is that if they're qualified, they'll keep moving forward. Uh, not how it works. Every week, I hear from professionals who have the experience, skills, and background to do the job. They get the recruiter call. Then they never hear from the company again. They assume they weren't qualified. Or, they're totally confused because they believed they were qualified. Hint: They were. So, what gives? Today, we dive into one of the most misunderstood parts of the hiring process and why good candidates get stonewalled before they get to the hiring manager. If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings:   1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums. 2. I have hundreds of educational and inspirational videos on my YouTube Channel. 3. Grab any of my four books related to career development, interviewing, hiring, and goal setting. All can be found on my Amazon Author Page. 4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook. 5. Stay in touch with me in your email inbox by joining my newsletter here! --Andy

Target with discipline: A broad board search rarely gains traction. Candidates are better served by defining a realistic target market based on industry relevance, company profile, governance needs, and where their experience is most additive.Articulate a board-specific value proposition: Candidates need to communicate, with precision, why their background matters in the boardroom and how it aligns with the strategic, risk, and oversight priorities of the company.Set realistic expectations early: A first board seat is typically the result of a deliberate, longer-term process. Candidates should begin early, understand that searches are competitive and often opaque, and avoid waiting until they believe they are fully “ready.”Build relationships that make you referable: Board opportunities are most often advanced through trusted networks, not transactional outreach. Effective candidates cultivate relationships over time and make it easy for others to understand how and where they could contribute.Understand how board seats are filled: For many first-time directors, private company roles and other governance-adjacent opportunities may provide a more practical entry point than public company boards. Recruiters can play a role, but they are rarely the primary path for first-time candidates.Communicate with a governance mindset: Strong candidates demonstrate concise communication, active listening, sound judgment, and the ability to engage at the level of oversight rather than management execution.Assess fit with equal rigor: The interview process is not only about being selected; it is also an opportunity to evaluate board culture, expectations, and potential red flags to determine whether the role is the right fit.Use education and credentials strategically: Board education and credentialing can strengthen readiness and expand networks, particularly in emerging oversight areas such as cybersecurity and AI, but they should support a broader board strategy rather than substitute for one.

In this episode, Steve sits down with Matt Miller to discuss Matt's unconventional journey from practicing lawyer to what he describes as an "accidental tourist" in legal recruiting. They explore why he doesn't subscribe to the familiar "recovering lawyer" narrative, what he has learned from observing thousands of legal careers, the surprising value of a legal education, and how our priorities, definitions of success, and career choices often evolve over time.   Matt is a lawyer, entrepreneur, recruiter, and legal industry innovator whose career has taken him through Big Law, boutique practice, law firm partnership, and an in-house role as General Counsel. Along the way, he founded a legal recruiting firm and more recently launched an AI-powered job search platform designed to help lawyers navigate their careers more effectively.   Whether you're considering going in-house, transitioning out of practice, or exploring entrepreneurship, Matt's insights challenge traditional narratives and offer practical guidance.   Key takeaways   A legal career can evolve in many directions, and those pivots can create unexpected opportunities. Going in-house can be appealing, but timing and fit matter more than many lawyers realize. Relationships and networking often shape careers more than formal plans do. It helps to think long term about career decisions instead of reacting only to the next move. Vulnerability, coaching, and honest conversations can create real clarity. Lawyers have more flexibility than they think, especially when they stay open to new paths.   Timestamps   00:00 - Welcome and episode overview 01:07 - Matt's background and journey into law and entrepreneurship 03:44 - Early career choices and the move through private practice 07:00 - What lawyers should consider before transitioning in-house 14:10 - Intentionality versus opportunity-driven career moves 18:10 - Why relationships matter throughout a legal career   Links   Jolo.ai – AI-powered legal job platform Ascent Counsel

Chris Karagounis, Managing Partner at Alex Kaar Australia joins James Willis to discuss what it takes to land the top job, and why CEOs aren't working from home. See omnystudio.com/listener for privacy information.

Job hunting is hard enough without having to stop and ask whether the recruiter in your inbox is even real. My guest today, Jay Jones, ran into that problem firsthand after being laid off in December 2023. With his daughter due to be born just weeks later, Jay began receiving messages from recruiters that looked promising at first, but quickly turned out to be fake. Jay, also known as The Profiler, decided not to ignore what was happening. He started investigating the patterns behind these scams and has since identified and helped remove thousands of fake profiles, fraudulent companies, and deceptive job postings from LinkedIn. His work now helps job seekers, businesses, and executives understand how fake recruiters operate and how much damage these scams can do. In this episode, we discuss how fake recruiting scams work, why public resumes and the "Open to Work" banner can make job seekers easier targets, and what red flags to watch for before responding. We also talk about fake background checks, resume-writing scams, equipment-check schemes, one-way interview risks, fake applicants, and practical ways to verify opportunities before sharing personal information. Show Notes: [0055] Jay Jones introduces his work as The Profiler and explains how he helps companies and job seekers protect themselves from fake recruiters, fake jobs, impersonation, and online risk. [01:23] Jay shares how being laid off in December 2023 led him to LinkedIn, where he quickly realized many of the recruiters contacting him were not real. [02:20] Fake recruiters often outnumber legitimate outreach because scam operations have dedicated teams sending generic messages around the clock. [03:23] The goal behind many fake recruiter messages is to collect personal data, steal money, or gather enough information to impersonate someone. [06:00] Scammers layer different tactics together, including fake background checks, resume-writing referrals, equipment-check scams, and fraudulent vendors. [07:40] The "Open to Work" banner can make job seekers easier targets because it signals vulnerability and invites unsolicited outreach. [08:36] Checking your inbox can quickly expose a fake recruiter who claims to have received an application you never actually submitted. [10:16] Job seekers need to stay vigilant by treating each opportunity as potentially risky until they can verify the recruiter, company, and posting. [11:06] Red flags include minimal connections, no company-related posts, no digital footprint, and recruiter profiles that only seem to exist on LinkedIn. [12:01] Email domains matter, especially when someone claims to work for a major company but contacts you from Gmail, Outlook, AOL, or another unrelated address. [13:26] Scam operations can involve people and organizations across multiple countries, with different levels of sophistication depending on the type of scheme. [14:44] Legitimate recruiters are paid by companies to find candidates, not by job seekers through resume-writing side businesses or upfront fees. [16:09] Engagement pods and fake online credibility can make scammers look more legitimate than they are by inflating likes, comments, and followers. [17:16] Fake job postings often include copied descriptions, formatting errors, unrealistic salaries, conflicting remote-work details, or buried instructions to email outside the platform. [18:42] Requests for credit checks or background checks before an interview or offer are major warning signs, even though some legitimate jobs may require checks later in the process. [19:21] Fake interviews can be used to collect personal information, record a candidate's face or voice, or gather intelligence about a previous employer. [20:53] Fake job offers often move unusually fast, rely only on email or chat, and may include equipment-check schemes designed to steal money and card information. [22:14] Asking detailed questions about benefits, recent hires, or company procedures can disrupt scammers because they often rely on prepared scripts. [23:36] Companies also face fake applicants, especially in technical and engineering roles where scammers may be trying to gain access to systems or data. [25:13] Anyone who has shared sensitive information with a fake employer should freeze their credit, set up alerts, and consider whether their phone number or personal data has been compromised. [26:18] Using a dedicated job-search email and a separate phone number can create a safer barrier between recruiting activity and personal information. [27:17] Jay describes why he began reporting fake profiles and job postings, and why he expected platforms to take the problem more seriously. [29:25] Jay discusses his ongoing friction with LinkedIn over fake job postings, scraped positions, and shell operations that insert themselves into the application process. [31:33] Jay shares his own experience with identity theft after discovering that a credit card had been opened in his name when he was young. Thanks for joining us on Easy Prey. Be sure to subscribe to our podcast on iTunes and leave a nice review.  Links and Resources: Podcast Web Page Facebook Page whatismyipaddress.com Easy Prey on Instagram Easy Prey on Twitter Easy Prey on LinkedIn Easy Prey on YouTube Easy Prey on Pinterest The Profiler Jay Jones - LinkedIn Jones, do you copy?

What happens to your job when the most powerful companies in the world are laying off thousands of people not because they are failing, but because they are betting on AI instead, and your region is also in a war that is reshaping who can hire and who has to cut? In this episode of With Loulou, Loulou Khazen Baz sits down with Justin McGuire, Founder and CEO of MCG Talent, the Middle East's leading recruitment firm for marketing, communications, creative, product, data and digital talent. They get into the specific role Justin removed from his own firm and rebuilt with ChatGPT, why the people who feel safest in their seats are actually the most exposed, the one LinkedIn move that lands an offer, and the playbook he gives fresh graduates to land three offers in a market where 65% of UAE professionals now say finding a role has become harder. For students, fresh graduates and anyone navigating a redundancy in 2026, Loulou and Justin close with what AI-native actually means in the workplace, why "knowing how to prompt ChatGPT" is not enough, and which careers in MENA are still hiring at premium salaries this quarter. Subscribe for weekly conversations on business, investing, leadership and what is actually happening in the Arab world. Chapters: 05:10 The GCC is no longer a place of safety. It is still a place of opportunity. 08:43 The war pressed fast-forward on AI: how employers are actually responding 12:46 Where the marcom briefs are going: creative directors yes, graphic designers no 14:05 The fragile middle: 5 to 8 year managers under fire 17:34 Why the GCC is three years behind Silicon Valley on AI 23:04 The role Justin replaced with ChatGPT (and the lawyer he stopped using) 28:43 The micro-niche business: the winning shape for the AI era 33:28 The LinkedIn secret weapon: comment, do not just post 39:54 Don't apply for jobs on LinkedIn. Here is what to do instead. 42:13 Side projects: the AI portfolio that landed the hire 47:09 Antifragile: using the shock to come out stronger 53:40 The middle-management lifestyle trap 59:03 The 50+ side door: the access older candidates have that nobody else does Follow Loulou Khazen Instagram: /louloukhazen LinkedIn: /louloukhazen X (Twitter): /louloukhazen Follow the guests Justin McGuire Linkedin: https://www.linkedin.com/in/jumcguire/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Does your “dream job” really exist? You may know Emily Durham as Emily the Recruiter on social media, where she shares practical, refreshingly honest career advice and coaches people through the biggest professional decisions of their lives. Emily doesn't believe in the idea of a dream job. In this episode, she joins Anne to make the case for the “awake job” that actively fits into your purpose, lifestyle, and financial needs. Emily reflects on how her own purpose has evolved over time, and answers questions from listeners about how to gracefully quit a job, find a path forward when you feel stuck, and communicate your values to a potential employer.Find more episodes from a special series on finding more purpose at work only on Fixable: https://link.mgln.ai/SVuDJo Hosted on Acast. See acast.com/privacy for more information.

Have you ever had a proactive recruiter on your team, advocating for you in the background? Today I am talking with Jonathan Foxley about how to stand out in an increasingly competitive recruitment market.In this practical episode, experienced recruiter Jonathan Foxley and I are talking about a range of different topics including:1. Getting hired in today's market2. The impact of AI on your application and how to circumnavigate that3. Real-world stories about how candidates have stood out amongst a sea of candidates4. The critical advantage having an experienced recruiter advocating for youJonathan, on the value a proactive recruiter can have on your career: "My role is to advocate for candidates, understand their drivers, enthusiasm and ambition, where they want to go, and the impacts they've made in previous roles so I can talk to that when I'm advocating for them to my clients and essentially getting them a foot in the door."Links:Visit the Fox Talent websiteConnect with Jonathan on LinkedinConnect with Rebecca Allen on LinkedinGet a copy of Rebecca's guide, 7 Strategic Shifts to Position You as a High-Impact Leader Rate, Review, & Follow our Show on Apple Podcasts:Also, if you haven't done so already, follow the podcast. We air every week and I don't want you to miss out on a single broadcast. Follow now!About Jonathan:Jonathan Foxley is the founder of Fox Talent, a boutique search firm based in Sydney. Originally from England and raised in South Africa, Jonathan began his career as an accountant before moving into the talent sector in 2008. With over 17 years' experience, he partners with growing businesses to find great people across finance, operations and beyond. He also leverages this experience to support senior professionals in navigating their career moves. Known for his strong networks and straight talking style, Jonathan is passionate about delivering a genuinely personal experience for both clients and candidates.  About Rebecca:Rebecca Allen is a warm and dynamic Leadership Coach who helps build high-performing leaders and teams by working on 4-core pillars: how do we want to show up; how do we want to add value; how should we elevate our thinking; and how should we elevate our communication? Rebecca has coached managers through to CXOs at Woolworths, Coles, ANZ, RBA, J.P. Morgan, PwC, ANSTO, Ministry of Defence, Frontier Sensing and abbvie through her Roadmap to Senior Leadership coaching programs. Connect with Rebecca

Summary In this episode, Chad Burmeister speaks with Josh Hill, VP of HR at Tier 11 and co-founder of Super Hired and Super Trained, about the transformative role of AI in recruitment and employee experience. They discuss how AI can enhance the hiring process, the importance of understanding employee needs, and the necessity of a human-led approach in AI interactions. Josh emphasizes the need for a bespoke recruitment process that considers the unique context of both candidates and companies, and the importance of building trust in AI technologies. Takeaways AI enhances employee experience by providing insights into their needs. Recruitment should focus on first principles to understand candidates better. AI can be a powerful tool but must be used intentionally. The recruitment process is often flawed due to surface-level data. Candidates need to feel valued and engaged during the hiring process. Human connection is essential in AI-driven recruitment. Trust in AI is crucial for effective candidate interactions. Recruiters are evolving into multifaceted roles, including career coaching. Understanding emotional nuances is key to successful hiring. The future of recruitment lies in innovative, human-led technologies. Chapters 00:00 Introduction to AI in Sales and HR 02:47 The Role of AI in Enhancing Employee Experience 05:29 AI as a Tool for Recruitment and Discovery 08:34 The Importance of First Principles in Hiring 10:46 Challenges in Traditional Recruitment Processes 13:33 Innovative Approaches to Candidate Engagement 16:36 The Human Element in AI-Driven Recruitment 19:19 Building Trust and Value in AI Interactions 22:04 Future Technologies in Recruitment 24:43 Conclusion and Key Takeaways The AI for Sales Podcast is brought to you by BDR.ai, Nooks.ai, and ZoomInfo—the go-to-market intelligence platform that accelerates revenue growth. Skip the forms and website hunting—Chad will connect you directly with the right person at any of these companies.

Trecentottantaquattresima puntata della trasmissione “Generazioni Mobili” di Radio 24, il primo “passaporto radiofonico valido per l’espatrio”.ON AIR: su Radio 24 tutti i sabati dalle 14 alle 14.15, in versione “Express”IN PODCAST: sulle piattaforme di Radio 24 / Spotify / Apple Music / Amazon Music… e tante altre, in versione “Extralarge”In questa puntata:- Osvaldo Danzi, Recruiter per SCR Consulenza, snocciola alcune delle offerte di rientro più appetibili per professionisti intenzionati a tornare nella Penisola, nell’ottica di una “circolazione dei cervelli” - all’interno della rubrica Toolbox;- Carlo Spadavecchia, studente 23enne di laurea magistrale in Danimarca, ci spiega per filo e per segno come approdare nel nord Europa per completare la propria formazione accademica - ospite in onda Nicolas Allegretta, studente che ha scelto un percorso differente di studio all’estero, intraprendendo una Global Thesis in Spagna;- Eures Italia ci aggiorna sulle prossime opportunità e selezioni per lavorare in Europa;- nella rubrica “Expats Social Club” prosegue la serie di pillole informative, dedicate a consigli pratici e di orientamento su studio-tirocinio-lavoro all’estero. Oggi l’agenzia Erasmus Indire ci racconta quali sono i supporti al viaggio attualmente disponibili per chi intraprende un periodo in mobilità Erasmus.CONNETTITI CON "GENERAZIONI MOBILI""Studiate/lavorate/siete imprenditori all'estero? Siete junior o senior? Avete una storia da raccontare e consigli preziosi da dare per cogliere opportunità oltreconfine, sfruttando le occasioni di mobilità internazionale? Scrivete a: generazionimobili@radio24.itOppure, avete domande da porre su come studiare/fare stage/lavorare/avviare start-up all'estero? Inviatele a: generazionimobili@radio24.itInfine, avete un sito/blog all'estero, nel quale fornite consigli pratici su come trasferirsi nel vostro attuale Paese di residenza? O avete scritto un libro su questo tema? Segnalateci tutto, sempre a: generazionimobili@radio24.it

NEWS: 78 duped by illegal recruiters rescued | June 20, 2026Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein#TheManilaTimes#KeepUpWithTheTimes Hosted on Acast. See acast.com/privacy for more information.

How Are AI-enabled Recruiters Spending Their Time?   The recruiter's day used to disappear into Boolean strings, resume scanning, and the futile pursuit of inbox zero. Now that AI has swallowed the repetitive mechanics of talent acquisition, a profound shift is underway. The question is no longer whether artificial intelligence will change recruiting—it is how the best recruiters are redeploying the hours they just won back.   Join us for an inside look at the new recruiter operating system.   • Building strategic hiring manager partnerships instead of transactional req intake calls • Architecting employer brand narratives and designing candidate experiences that convert • Nurturing passive talent communities with personalized, long-term engagement • Advancing diversity strategy through relationship-driven outreach, not checkbox screening • Delivering real-time market intelligence and competitive talent mapping to leadership • Driving internal mobility and succession planning alongside people operations • Owning high-stakes offer negotiation and candidate closing with emotional intelligence • Optimising the recruitment funnel through data analysis and process design • Providing human coaching and connection throughout the interview journey • Governing AI tools and leading change management within talent acquisition teams   AI did not eliminate the recruiter; it elevated the role from talent screener to talent strategist. But that upgrade only happens for teams that know exactly where to focus. If your recruiters are still drowning in administrative drag while competitors build genuine relationships, you are wasting the competitive advantage AI just handed you.   Register now by clicking on the green button (save my spot) and follow the channel here (recommended) for real time updates.

Graduates are flooding hiring desks with AI-generated resumés. Hiring managers see right through it. Takes two seconds. Why they're getting the boot and what actually works. Plus, I help Darrel save hundreds of dollars on fluctuating flights, hotels and rental car prices. Learn more about your ad choices. Visit megaphone.fm/adchoices

Mathew Gollop found Hong Kong in the back of Recruiter magazine. A glossy advert, a Chinese temple, a palm tree. He flew out, signed the contract, and landed in February 2001.The dot-com bubble had just burst. Then 9/11. Then SARS.Within a year the founder wanted out, and Mathew took the business over. It was the only way to keep his job.When the market finally turned, it turned hard. Connected Group went from 7 people to 85, across 5 offices inside 5 years.Then the financial crisis hit. £800k gone in little over a year. Six months of runway. An investor brought in, his shares diluted, offices closed one by one.“I had dumb confidence, I think, at that time.”On this episode of The RAG Podcast, Mathew Gollop breaks down the full arc. The scale, the near collapse, and the decision that rebuilt the business: giving recruitment away for free.Mathew is the first to admit he loved running 85 people across five offices, and wasn't actually good at it.If you have ever wondered whether purpose can survive a brutal market, this episode has the blueprint.------------------------------------------Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/------------------------------------------Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn, but AI has turned templated posts and outreach into a commodity. When everyone sounds the same, the market stops listening. The recruiters winning now are the ones the market trusts.At Hoxo we help recruitment founders become the most influential name in their niche, using AI to multiply output while trust stays the product. Our clients turn their existing networks into £100K to £300K in new billings within months. Watch the free RAG listener training to see how: https://hubs.ly/Q03lBpYC0

College football recruiting heats up as Penn State, Ohio State, Miami, North Carolina, Florida State, Oklahoma, Nebraska, and more programs land high-profile commitments during a flurry of June activity. And oh yes, the rumors are flying for Notre Dame after its big recruiting weekend. Brian Smith spotlights elite prospects like Brayden Booth, Deontay Malone, and Jaxon Holly, breaking down which schools are striking gold and which blue bloods risk losing ground. Surging classes from upstarts Kentucky and UCLA spark questions: Are these surprise contenders for the next playoff shake-up? Recruiting's best closers come under scrutiny—can Mario Cristobal, Dan Lanning, or Marcus Freeman deliver when it counts most? Brian Smith examines Texas A&M's national reach, Auburn's defensive reload, and Miami's latest secondary standout Andre Hyppolite. Hot-button topics include NIL-driven flips, commitment uncertainties, and which conferences offer the best launchpad for rising head coaches. Who is college football's ace recruiter, and are title contenders winning the battles in the trenches? Everydayer Club If you never miss an episode, it's time to make it official. Join the Locked On Everydayer Club and get ad-free audio, access to our members-only Discord, and more — all built for our most loyal fans. Click here to learn more and join the community: https://lockedonseminoles.supercast.com/ Support us by supporting our sponsors! Odoo Great organizations win because operations matter. And that's why you should get Odoo. Try for free today at https://Odoo.com/lockedon. Rugiet Get 15% off your treatment → https://rugiet.com/lockedonnhl Rugiet. Performance medicine for men. Indeed Listeners of this show get a $75 Sponsored Job Credit to help give your job the premium placement it deserves at http://Indeed.com/podcast FanDuel Today's episode is brought to you by FanDuel. Right now new customers can bet just five dollars and get one-hundred and fifty dollars in bonus bets if your first bet wins. Visit https://FANDUEL.COM to get started — Play Your Game. FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expire in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why the Recruitment Model Is Broken (And What We're Doing About It)OverviewIn this season opener, George digs into a real conversation with a friend who's trying to hire an Amazon Operations Manager — and uses it to expose a fundamental flaw in how traditional recruitment is structured. The incentives are pointing in the wrong direction, and it's costing brands more than they realise.What We CoverThe Amazon Pyramid — George revisits the three-pillar framework: Operations → Brand & Conversion → Advertising. Why you can't skip the foundation, and why each layer depends on the one below it.The recruiter conversation — A specialist Philippines-based recruiter quotes $2,500–$3,000/month for an Operations Manager. George pushes back — and explains exactly why that number doesn't hold up.The incentive problem — Why even the most honest, specialist recruiter is structurally incentivised to place candidates at higher salaries. Nobody's being dishonest. The model just rewards the wrong outcome.The Pare difference — No margin on salary. No big upfront placement fee. Contracts and payroll handled. And crucially — candidates join a Wednesday community of senior Amazon professionals, so they keep getting better after day one.The agency experience, rebuilt — What agencies gave clients (knowledge density, peer learning, cross-account exposure) and how the Pare community model recreates it — but with everyone at the senior table.The question left open — Did his friend make the right call going direct? And should Pare expand beyond Amazon Ads Managers into Operations?Key TakeawayPaying fairly, vetting rigorously, and removing the upfront fee structure isn't just a nicer model — over a four-month horizon, it's a cheaper one too.Pare places senior Amazon Advertising Managers with DTC brands and agencies globally. Find out more at pare.soRESOURCESVault: Ai Cheater PlaybookMessage George.

Send us Fan MailJody Fletcher is back on Ones Ready with Trent to talk about his new book, Good Humans Make Great Leaders.Jody is a retired Command Master Chief who spent most of his career in the reconnaissance and Marine Special Operations community as a Special Amphibious Reconnaissance Corpsman, or SARC. In this episode, Trent and Jody dig into what leadership actually means, why being a good person does not automatically make someone a good leader, and why so many organizations promote people without ever teaching them how to lead.They also talk about self-awareness, emotional intelligence, parenting, hard conversations, imposter syndrome, building trust, setting expectations, and why the first person you have to lead is the person in the mirror.If you are preparing for Air Force Special Warfare, serving in the military, leading a team, raising kids, or trying to become a better human before chasing a bigger title, this one is worth your time.Jody Fletcher's book, Good Humans Make Great Leaders, releases July 14 and is available for preorder on Amazon.Learn more about Jody:GoodHumanGreatLeader.comTrain with us:OperatorTrainingSummit.comSupport the show:OnesReady.comChapters:00:00 - Ones Ready Intro01:06 - Tasty Gains and Operator Training Summit Updates02:13 - Welcome Back Jody Fletcher03:09 - Jody's Background as a SARC and Command Master Chief04:24 - Making Fun of Marines and Air Force Guys05:21 - Writing Good Humans Make Great Leaders06:51 - Formal Education, Military Schoolhouses, and Learning How to Learn08:26 - Why Pipeline Academics Matter10:07 - Hybrid Publishing and Getting the Book Finished13:08 - Good Humans Make Great Leaders Release Date15:00 - Who the Book Is Written For17:24 - Editing, Structure, and Building a Better Book18:00 - Trent's Problem With the Word “Leadership”19:21 - Leading the Person in the Mirror21:14 - Leadership vs. Management23:51 - Defining Good Humans and Great Leaders25:00 - Selection, Teamwork, and Emotional Intelligence27:06 - Authentic Leadership vs. Repeating Leadership Books28:00 - Superpowers, Compliments, and Imposter Syndrome30:03 - The Voice in Your Head and the Skull Gym32:41 - Doing Hard Things That Are Not Physical34:00 - Parents, Recruiters, and Letting Kids Grow37:26 - Teaching Kids Confidence Through Reps39:00 - Avoiding Dependency as a Leader or Parent40:45 - Accepting Risk and Letting People Learn42:33 - What Great Leadership Feels Like43:14 - The Best Leaders Jody Ever Served With44:53 - Good Humans Who Are Bad Leaders46:01 - EAT: Expectations, Accountability, Advocacy, and Trust47:00 - Different Leadership Styles and Clear Expectations50:00 - Dynamic Leadership and Shifting Gears51:45 - Admitting When You Are Wrong53:00 - The Princess Story and Owning Mistakes56:13 - Practicing Accountability With Your Kids56:58 - Where to Find Good Humans Make Great Leaders58:06 - Jody's Leadership Resources and Flashcards59:04 - Book Club, Final Thoughts, and Wrap-UpSupport the showJoin this channel to get access to perks: HEREBuzzsprout Subscription page:  HERERegister for our Operator Training Summit:  OperatorTrainingSummit.comFind an Air Force Recruiter: AirForce.comCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code:  ONESREADY ATACLete - Follow the URL (no promo code):  ATACLeteDanger Close Apparel - Promo Code:  ONESREADYDFND Apparel...

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Episode 204: Executive Recruiter Kate Shattuck Shares Her Blueprint for Success by Laurel McHargue

Most recruiters think they lose deals because of the script, the objection, or the client's budget. But often, the deal is lost before a single word is spoken.In this episode, we break down why your emotional state on a sales or business development call matters more than most recruiters realise. Hiring managers can sense neediness, panic, hesitation, and self-doubt quickly, and they respond to it.You'll hear why confident, calm recruiters get treated like peers, while desperate recruiters get treated like suppliers. We also cover how to set your state before a call, stop making the conversation about you, and show up with more authority, certainty, and control.Because clients don't just buy your service. They buy your calm, your credibility, and your standards.

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

In Part 1, Tom Kelly walked us through how EVONA scaled from four founders to 80 recruiters in three years, then deliberately cut back to 30 — and per-head revenue doubled. In Part 2, he hands over the framework that explains how he manages the leaner team. And it starts with a number most agency owners have never been forced to confront. If you haven't heard Part 1 yet, listen to that one first — it sets up everything Tom unpacks here. Brought to you by Atlas. The AI-first recruitment platform that captures every candidate conversation automatically. Atlas customers report 40%+ EBITDA growth and 80%+ increase in monthly billings. Get your exclusive listener offer at recruitwithatlas.com. Tom segments every sales team into four brackets. The top 10% who don't care about anyone else — they just want to bill. The next 20% who aspire to be that top performer. The bottom 10% who were never going to make it. And then the middle 60%. The bracket nobody manages correctly. Because the middle 60% don't measure themselves against the top performers. They measure themselves against the bottom 10%. As long as they're doing enough not to be the worst person on the team, they think they're fine. That's the bracket quietly sinking most agencies, and most owners can't see it because they manage everyone on the team the same way. The second framework Tom hands over is the activity benchmark EVONA uses to define elite. 25 interviews on a rolling four-week period. Reverse engineered from a 12-to-1 interview-to-placement ratio, the number means a recruiter hitting it consistently is doing two placements a month at minimum. Drop below 25 and Tom is direct — you are not fit to play at the top level. Tom also unpacks why he would hate to be running a big recruitment company right now. AI governance is about to break the firms that can't police what their recruiters are doing with dashboards, prompts, and outreach automation. LinkedIn is heading into a tidal wave of AI-driven spam. Vertical platforms are about to replace the way candidates look for jobs. And recruitment is now an IQ-over-EQ game — the people leveraging the tools and staying sharp are pulling away from everyone else. He opens the conversation with the moment that built all of this. Tom had a stutter so bad as a kid he was afraid to pay a phone bill. He chose recruitment specifically because it would force him onto the phone every day. That fear is the engine behind eight years of building EVONA — and the reason "evolving" is the company's core value. Tom closes with the books that shaped him (the Rockefeller Habits, Ronnie Wood, Alex Ferguson on man management), why Claude is the tool changing how he thinks, why he's not crazy about Bullhorn, and the one piece of advice he'd give every recruiter facing the next 18 months. Don't be a lone wolf. What You'll Learn: - The four-bracket framework Tom uses to manage every sales team, and why the middle 60% is the bracket quietly sinking most agencies - The 25-interview rolling 4-week benchmark that defines elite at EVONA, and the ratio behind it - Why Tom says recruitment is now IQ over EQ, and what that shift means for average recruiters - The vertical-platform shift coming for LinkedIn, and how candidates will find jobs in the next two years - Why a stutter became the engine of Tom's career, and what that says about the recruiters who succeed - The tools, books, and habits that shape Tom's leadership at EVONA Connect with Tom Kelly: LinkedIn — https://www.linkedin.com/in/evonatom/ Email — tom@evona.com EVONA — https://evona.com

Tom Kelly scaled EVONA from four bootstrapped founders in a tiny Bristol office to eighty recruiters in three years. Then he made the call most agency owners never make. He cut the team back to thirty. And in doing it, per-head revenue doubled.   This is Part 1 of a two-part conversation that pulls apart exactly how that happened.   Brought to you by Atlas. The AI-first recruitment platform that captures every candidate conversation automatically. Atlas customers report 40%+ EBITDA growth and 80%+ increase in monthly billings. Get your exclusive listener offer at recruitwithatlas.com.     Tom came up on the inside track at one of the biggest STEM recruiters on the FTSE. He spotted space as a high-growth vertical before almost anyone, pitched it internally, got shut down, and walked. He linked up with three other recruiters in the same office — Jack, Rich, and Ryan. They sketched the company out on a whiteboard at Tom's place: no KPIs, no fixed working hours, no fixed location, brand-first, give back to STEM. Eight years and over $40 million in fees later, they've stuck to every line of it.   Their first placement was a chef in a Bristol restaurant for £2,000. Hire number two was a head of marketing — a decision every advisor said was crazy. By Tom's read, recruitment and marketing are the same thing. Brand pull beats spam. That bet became the operating philosophy of the entire company.   Then COVID hit and the space industry — recession-proof, Tom argues, because satellites don't get sick — tripled their revenue and headcount. They paid LinkedIn a fortune ahead of a planned scale to three hundred people. They flew the whole company and their partners to Monaco after a million-dollar month. Tom calls that trip the moment the wheels were about to come off.   By 2021 the cracks were showing. Five account managers, thirty fillers, two RPO teams, a full operations and finance bench. Tom describes the peak as a hot mess. So the four founders sat down and made the hardest call of their careers. Contract team first — running $20K a week with no real strategy. Then perm cuts. Then operations. Then the advisors. Tom and the other three didn't pay themselves for six months. He moved his family to the US in the middle of it.   The episode ends on the moment the four founders agreed one of them had to lead, and that person would be Tom. Without ego. The single reason, Tom says, the business is still standing.   Part 2 drops Wednesday — the 25-interview rule that defines elite recruiters at EVONA, and the segmentation that explains why most agency owners are quietly losing 60% of their team.   What You'll Learn:   - Why scaling to 80 recruiters nearly broke the business, and the moment the four founders knew they had to cut to 30 - The pre-COVID hire every advisor told Tom was crazy, and why it became the engine of the company - How EVONA tripled in COVID while most agencies were frozen - The £300,000 company trip Tom now calls a warning sign - What it actually costs to let 50 people go — emotionally, financially, culturally - Why the four founders agreed one person had to take the wheel, and how they made the call without breaking the partnership   Connect with Tom Kelly:   LinkedIn — https://www.linkedin.com/in/evonatom/ EVONA — https://evona.com  

Does your “dream job” really exist? You may know Emily Durham as Emily the Recruiter on social media, where she shares practical, refreshingly honest career advice and coaches people through the biggest professional decisions of their lives. Emily doesn't believe in the idea of a dream job. In this episode, she joins Anne to make the case for the “awake job” that actively fits into your purpose, lifestyle, and financial needs. Emily reflects on how her own purpose has evolved over time, and answers questions from listeners about how to gracefully quit a job, find a path forward when you feel stuck, and communicate your values to a potential employer.Featured guestFollow Emily Durham on Instagram, YouTube, TikTok, and at https://emilydurham.org/Listen to Clock In with Emily DurhamConnect with the teamFollow Anne on Instagram and LinkedIn Follow Frances on Instagram and LinkedInWatch Fixable videos on youtube.com/@TEDAudioCollectiveVisit Anne and Frances' websiteHave a question you want Anne and Frances to solve? Email the team at fixable@ted.com or leave a voicemail at 234-349-2253Follow TED on X, Instagram, Facebook, LinkedIn, and TikTokFor the full text transcript, visit ted.com/podcasts/fixable-transcripts Hosted on Acast. See acast.com/privacy for more information.

This episode is a compilation of answers to YOUR questions that were asked directly from my listeners who attend my weekly business education YouTube live webcast. I'll be covering the topic on: Topics include: How Finance Hiring Actually Works. What Recruiters Actually Look For and more.Refer to chapter marks below for a complete list of topics covered and to jump to a specific section. Get mentored by Chris: Book a Zoom call to discuss joining my Business Academy, Finance Bootcamp (to get a job in finance) or MBA Degree Programs or for investing/business/personal development coaching: https://haroun.short.gy/1on1CallYTWDownload my free "Networking eBook": www.harouneducation.comAttend my weekly YouTube Live every Thursday's 8am-11am PT. Subscribe to my YouTube Channel to receive notifications. Learn more about my MBA Degree ProgramChapter Marks: 0:25 Welcome 0:33 How Finance Hiring Actually Works 2:17 My Background 3:57 Who Decides Who Gets Hired 6:34 The Resume Screener 9:11 Non-Target Schools & Networking 17:09 Winning the Interview 18:03 The Story That Gets the Offer 21:01 How to Get a High-Paying Finance Job 24:05 Career Switches, MBAs & Global Finance Jobs 26:29 Finance Hiring Recap 27:58 War, China, Cold War & Global Risks 34:14 Stock, Bond & Storage Market Risks 39:19 Career, Company Structure & Education Advice 44:45 Options, Portfolio Strategy & Teaching 49:14 Anthropic CEO, The Pope & AI 52:59 Emailing Portfolio Managers 54:56 SpaceX IPO & Retail Investor Access 56:39 Day Trading & Options Risks 1:01:50 Dreams, Rejection & Resilience 1:07:48 Adobe & Figma Connect with me: Schedule a 1:1 call with Chris: https://haroun.short.gy/1on1CallYTWYouTube: ChrisHarounVenturesCompleteBusinessEducationInstagram @chrisharounLinkedIn: Chris HarounTwitter: @chris_harounFacebook: Haroun Education Ventures  TikTok: @chrisharoun

Join LaTangela as she chats with BRPD Chief Morse on the #tanline Baton Rouge, La. is gearing up for the summer. Safety tips, job opportunities and community initiatives to keep our city safe. Recruitment efforts include - Junior Cadets 18-21 years old $45k+ The next Academy is approaching soon. Register upcoming Run with a Recruiter 225-389-3906 www.GeauxBRPD.com Watch full episode HERE chime in: www.LaTangela.com RADIO - WEMX- Baton Rouge, La. Mon-Fri 10a.m.-3p.m.CST KTCX - Beaumont, Tx. Mon-Fri 3-8 CST KMEZ - New Orleans, La. Mon-Fri 7p.m. - mid WEMX Sundays 6a.m. KSMB Sundays 6a.m .WWO - YouTube - #LaTangelaFay Podcast - ALL digital platforms - #iTunes #Spotify #WEMX www.LaTangela.com www.TanTune.com www.TanCares.org Special Thank You - Gordon McKernan Injury Attorney - Official Partner #GordonGives #TanCares #225BulletinBoard TanTune POOFGT Legacy AutoThe Fiery CrabHair Queen Beauty Super Center See omnystudio.com/listener for privacy information.

Legendary DL coach Pete Jenkins joined Sports Talk. Coach Jenkins shared his thoughts on Myles Garrett, Henry Thomas, and the upcoming Louisiana Line Camp. Coach Jenkins also praised LSU assistant coach Ed Orgeron's recruiting ability.

In this episode, Brad Minton interviews Tony Yang, a former Amazon recruiter, to uncover insider tips on how job seekers can stand out in a competitive market. They discuss the impact of AI on hiring, crafting authentic stories, and strategic job search tactics for 2026.Key Takeaways:The impact of AI on job applications and interviewsHow to craft authentic and compelling stories for interviewsStrategies for effective resume writing and interview preparationBe intentional and strategic in your job search in 2026.Own your narrative and be authentic during interviews.Use AI as an augment, not a crutch, in preparing for interviews.Keep resumes simple, focused, and impactful with 3-5 bullets per role.Focus on your genuine enthusiasm and energy in interviews.Avoid over-reliance on frameworks like STAR; be natural and confident.Apply to roles strategically, considering reposts and application volume.Set daily goals for job applications to stay motivated.Showcase your curiosity and potential, even if you don't meet all qualifications.Authenticity and human connection remain key in interviews.Guest Info: Tony Yang is a former Principal Recruiter and Bar Raiser at Amazon for 9 years who's spent time inside the hiring process, reviewing resumes, running interviews, and sitting in the debriefs where decisions actually get made. He's seen how candidates are really evaluated and what gets said behind the scenes. Now, as the Founder of Liminality, he mentors students, early-career and industry professionals—helping them understand how hiring actually works so they can be clear, tell better stories, and turn interviews into offers. Website: https://liminality.services/LinkedIn: https://www.linkedin.com/in/tonyyang409/ This podcast was brought to you by Mint To Be Career. www.minttobecareer.com

Today's episode will be a throwback to one of the people that I'd call the "founding fathers" of solar recruitment: Clark Manwaring. This episode from a few years back focuses on recruiting both in industry and word-of-mouth, detailing the origin of the recruiting systems that the majority of the industry uses today.CLICK HERE: https://apply.solarpreneurs.com/ https://zendirect.com/ https://crmx.app/ https://zapier.com/ https://www.solarscout.app/taylor https://www.youtube.com/@solarpreneurs goals.solarpreneurs.com oneliners.solarpreneurs.com https://solciety.co/ - JOIN SOLCIETY NOW! SIRO APP - LEARN MORE