Podcasts about recruiting services

“The people helping people motto should be lived inside the walls of our organizations just as much as we live it outside with our members.” - Jaime MarksThank you for tuning in to The CUInsight Network, with your host, Robbie Young, Vice President of Strategic Growth at CUInsight. In The CUInsight Network, we take a deeper dive with the thought leaders who support the credit union community. We discuss issues and challenges facing credit unions and identify best practices to learn and grow together.My guest on today's show is Jaime Marks, Director of Recruiting Services at Humanidei. Jamie and I dig into what actually matters when building strong leadership teams, and she shares the pivotal experiences that shaped her, from her first job at Ent Credit Union to taking on bold career shifts across states and institutions.In our conversation, we get personal about the mentors who saw Jaime's potential, the environments that helped her grow, and the toxic cultures which she learned to spot from a mile away. Her insights are grounded within years of experience and a true passion for helping organizations lead with integrity and intention. We also touch upon what “values alignment” really looks like when hiring senior leaders, with Jamie explaining that she doesn't just fill roles; she reads between the lines, listening for what a board or leadership team really needs, even if they don't say it out loud.As we wrap up the episode, Jaime talks about the mentors who have impacted her life, her love of Sur La Table and Santa Barbara, California, and has a book recommendation for everyone. Enjoy my conversation with Jaime Marks!Find the full show notes on cuinsight.com.Connect with Jaime:Jaime Marks, Director of Recruiting Services at Humanideihumanidei.comHumanidei: LinkedIn | Facebook | Instagram | XWant to hear more from Jaime? Click here.Book mentioned: Finding Ultra: Rejecting Middle Age, Becoming One of the World's Fittest Men, and Discovering Myself by Rich Roll

Most families think paying for a recruiting service will help their son get discovered—but what if it's actually hurting his chances?In this episode, Richie and Brian break down the truth behind recruiting services, why most coaches ignore them, and what families should be focusing on instead.If you're serious about helping your son play college football, this is the conversation you can't afford to miss.

Welcome to The Angle w/Evan Mendoza, hosted by 7 year pro baseball player, entrepreneur, founder, and content creator Evan Mendoza. On this podcast you'll hear how to help more athletes, more parents and more coaches: develop quicker, spread more knowledge, and the many failures and lessons Evan has learned on his path from Little League to the Big Stage.Follow My Socials:Instagram | TikTok | YouTube | MendozaBaseballAcademy.com

Welcome to Episode 421 of The Athletic Scholarship Podcast.  This episode is a review of Steps 1 through 3 of the 7 Steps to an Athletic Scholarship from the Recruit Me 3.0 Athletic Scholarship System found on Recruit-Me.com.  Episodes 414 through 420 cover each step, individually.  So, today I am going to give you some personal insights and tips for Step 1; Select the Right Schools to Contact.  Step 2; Write a Great Introductory Email and Step 3;  Create Your Own 1-Page Player Profile.   Check out Recruit-Me Athletic on Facebook or @RecruitMe13 on X or Brent Hanks on the Baseball Bluebook App to get a weekly recruiting tip.  A new tip comes out every Monday.   Click Here to join the Recruit-Me Monthly Newsletter.  Get monthly tidbits of recruiting advice and education.   Recruit-Me.com Recruit-Me 3.0 Athletic Scholarship System FREE Recruiting Power Pack QRRecruiter.com  promo code RecruitMe5 CollegeCoachesOnline.com  promo code RM123 Listen to Past Episodes of The Athletic Scholarship Podcast Baseball Bluebook Virtual Dugout App  

Steve Urban, founder and CEO of recruiting firm Riderflex, is highlighting their top-tier recruiting solutions, trusted nationwide with a five-star Google rating. Riderflex offers transparent and straightforward pricing at $79 per hour, with no contracts or exclusives, covering all functions and industries, from C-suite to mass volume associate-level hiring. They emphasize matching candidates' personalities and styles to company cultures. Beyond recruitment, Riderflex provides expert consulting in crisis management, turnaround projects, and AI integration services to keep businesses at the forefront of AI advancements. For more information, visit their website or call their contact number. Watch the video here: https://youtu.be/mvvWVR31Kxs Unlock career success with "Riderflex Guide 2.0: Mastering Job Interviews." Over 30 years of Unlock your potential with our two essential books: "Riderflex Guide: Inspiring & Hiring" and "Riderflex Guide 2.0: Mastering Job Interviews." With over 30 years of expertise, these guides are perfect for both graduates and professionals.

In this podcast episode, host Stephen Lucas interviews Mike Orchard, founder of College Athlete Advantage (CAA), about his transition from athlete to coach and eventually to a recruiting specialist. Mike discusses the inception and growth of CAA, the importance of aligning with the right partners, and the intricacies of sports recruiting. He highlights the success stories of athletes who've benefited from CAA's services and reflects on the evolving nature of college sports, including the rise of dual-role players. Mike also addresses the challenges of managing a remote team and shares his vision for CAA's expansion into various sports. The episode concludes with Mike offering advice to aspiring sports recruiters and inviting listeners to connect with him for mentorship and guidance.The Scaling Edge Introduction (00:00:00)The host introduces the podcast and its purpose, to learn from entrepreneurs' successes and failures.Mike's Background in Athletics (00:01:28)Mike Orchard shares his journey from being a baseball player to becoming a coach and transitioning into the recruiting space.Recruiting Services and College Sports (00:02:20)Mike explains the unique approach of College Athlete Advantage, offering both online and in-person recruiting services for high school athletes.Starting College Athlete Advantage (00:03:36)Mike discusses the challenges and successes of starting the company, highlighting the need for the service and the importance of aligning with partners' pace.Scaling and Expanding Services (00:05:28)The discussion revolves around the company's growth strategy, focusing on baseball initially and then expanding into other sports.Challenges of Managing Remote Advisors (00:08:32)Mike talks about the difficulties of managing remote advisors and the importance of establishing a strong culture and communication.Hiring and Training Remote Advisors (00:09:14)The conversation delves into the tactics and challenges of hiring and training remote advisors, emphasizing the need for their investment in the business.Steady Growth and Projections (00:11:03)Mike reflects on the company's significant growth and the challenges of projecting future outcomes, emphasizing the focus on stable and steady growth.Success Stories and Impact (00:12:28)Mike shares success stories of players who have benefited from College Athlete Advantage's services, highlighting their achievements in college sports.Baseball and Player Versatility (00:14:26)The discussion shifts to baseball, focusing on the evolving roles of players like Shohei Ohtani and the potential for more players to excel in multiple positions.Entrepreneurial Advice and Mentorship (00:17:07)Mike offers advice for aspiring entrepreneurs, emphasizing the importance of specific knowledge, market analysis, and differentiation in business ventures.Contacting College Athlete Advantage (00:18:40)Mike provides contact information for those interested in reaching out to College Athlete Advantage for mentorship or business inquiries.The world of college sports recruitment is as competitive as it is rewarding, and through my conversation with Mike Orchard, we've gained valuable insights into navigating this landscape. Whether you're an athlete, a coach, or an aspiring recruiter, understanding the intricacies of this process is crucial for success. If you're interested in learning more or seeking advice, Mike Orchard and College Athlete Advantage are resources worth exploring.#CollegeAthleteAdvantage #CAA #recruitingservices #highschoolathletes #collegesports #athletics #coaching #sportsrecruiting #remoteteam #growth #successstories #collegesportsrecruitment #baseball #dualroles #ShoheiOhtan #sportsrecruitingspace #marketneeds #differentiation #mentorship.

Welcome to Episode 392 of The Athletic Scholarship Podcast.  I get into the world of women's college rowing.  This is part 1 of a 2 part interview with Aaron Boutwell.  Aaron is the father of a current college athlete that is on the Indiana University rowing team.  In this episode you will hear about Aaron and his connection to athletics in college athletics and how athletics affected his job career and even his future family.  Aaron tells how his daughter, Molly, got into playing field hockey in high school and then how she got introduced to rowing in college.  Then, he gets into some of the basics of rowing and Molly's role on her rowing team.  Aaron and I also discuss the number of members on a women's college rowing team, the different levels of college rowing and the competition and training Molly compete in as a Hoosier rower.  Listen in and learn about how rowing may be a way some can participate at a high level in a college sport.   Listen in next week to Episode 393, which will be part 2 of 2 of this interview.   Click Here to join the Recruit-Me Monthly Newsletter.  Get monthly tidbits of recruiting advice and education.   Recruit-Me.com Recruit-Me 3.0 Athletic Scholarship System FREE Recruiting Power Pack QRRecruiter.com  promo code RecruitMe5 CollegeCoachesOnline.com  promo code RM123 Listen to Past Episodes of The Athletic Scholarship Podcast Baseball Bluebook Virtual Dugout App Indiana University Women's Rowing  

Welcome to the New Year of 2024!  Episode 387 begins the year with a look at what a Senior in high school, a 2024 Grad, should be doing to get recruited in their Senior year.  Whether you have been in the recruiting process or are figuring out you can and want to play your sport in college, you will get vital information to help you on your recruiting journey.   Listen to Episode 387, New Year Recruiting for the 2024 Grad, Senior in 2024, and find out about: The 7 Steps to An Athletic Scholarship The FREE Recruiting Power Pack The 9 Sections of the Recruiting Checklist The Parameters Worksheet The College List Worksheet Junior College Options GAP Year Options Transfer Portal Options and Myths #4 & #5 About Recruiting from the Recruit Me 3.0 Athletic Scholarship System Episode 387 is the 1st episode in a 4 part series of what the New Year, 2024, brings to the 2025 Grad, the 2026 Grad and the 2027 Grad. Because of the new algorithms on many podcast apps, please re-like or subscribe on you favorite podcast app.  Also, share or let other student-athletes and families know about The Athletic Scholarship Podcast. Email me, brent@recruit-me.com, and ask for the Parameters and the College School List Worksheets.  I'll email them to you for FREE.  This offer is good in the month of January 2024. Click Here to join the Recruit-Me Monthly Newsletter.  Get monthly tidbits of recruiting advice and education.   Recruit-Me.com Recruit-Me 3.0 Athletic Scholarship System FREE Recruiting Power Pack QRRecruiter.com  promo code RecruitMe5 CollegeCoachesOnline.com  promo code RM123 Listen to Past Episodes of The Athletic Scholarship Podcast Baseball Bluebook Virtual Dugout App  

Join Patrice Miles, BOP Business Coach, and Nicole Grinnell, President and CEO of Bosun Solutions, as they uncover the keys to hiring success and recruiting services on the latest episode of Tuesday Tools On Purpose at My Business On Purpose Podcast. Elevate your hiring game and transform your business landscape. Are you working IN your business or ON your business? Do you have all of the foundational elements that will liberate you from the business chaos? Take the assessment to find out which areas you can grow and improve on. Take our Healthy Owner Business Assessment HERE ➡️ https://bit.ly/healthypatrice Contact Info: Bosun Solutions nicole@bosunsolutions.com +1 916-756-5439 www.bosunsolutions.com SIGN UP for our Newsletter HERE ➡️ https://www.boproadmap.com/newsletter For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/blog/ LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast/my-business-on-purpose/id969222210 SUBSCRIBE to our YouTube channel HERE ➡️ https://www.youtube.com/channel/UCbPR8lTHY0ay4c0iqncOztg?sub_confirmation=1

Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/   Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com)   Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/   See Thousands of Case Studies Today HERE:  www.thrivetimeshow.com/does-it-work/  

Richie Contartesi delves into the NCSA recruiting software and services that aim to help athletes get recognized by college coaches, outlines its pros and cons, and provides recommendations based on his own journey to provide a clearer understanding of the whole process. Get a FREE copy of Richie's #1 Best Seller "In Spite of the Odds", where he shares step-by-step how he earned a college football scholarship at 5'7" and 150 LBS in detail so you can too: https://offer.richiecontartesi.com/book HIGH SCHOOL PARENTS ONLY: Help your athlete earn a college athletic scholarship regardless of size or obstacles (event if you know nothing about the recruiting process)... Click here to apply to work with Richie: https://d1footballscholarship.com/ Learn more about having Richie speak at your next event: https://www.richiecontartesi.com Follow for more How To's, Stories, and motivation: Instagram: https://www.instagram.com/richiecontartesi/ Tiktok: https://www.tiktok.com/@richiecontartesi Facebook: https://www.facebook.com/richiecontartesi Linkedin: https://www.linkedin.com/in/richiecontartesi/

Welcome to OnlyLandFans, the podcast for land flippers, wholesalers, and developers looking to stay up to date on the latest trends, strategies, and insights in the industry. In today's episode, we sit down with Clint Turner, a highly successful land business owner who provides high leverage education, marketing, and recruiting services to other land business owners looking to scale from 6 to 7 figures.During the interview, Clint shares his journey from starting out as a land flipper to becoming a successful entrepreneur and how he leveraged his experience and knowledge to create a thriving business helping others in the industry. He also discusses the challenges and opportunities he has faced along the way, as well as his tips and advice for those looking to take their own land business to the next level.If you're a land flipper, wholesaler, or developer looking to scale your business and achieve greater success, then you won't want to miss this insightful and informative episode of OnlyLandFans. Tune in now to hear from Clint Turner and discover how you can leverage education, marketing, and recruiting services to grow your own land business.Enjoy the show!Texas native, land expert and enthusiast - Clint Turner is an-in-the-trenches operator of a multi-million dollar land investing business. Through his authentic, “no-BS” approach, he provides free training through his YouTube and Facebook Group. Through his consulting company Learn.Land, Clint provides high leverage education, marketing, and recruiting services to other land business owners looking to scale from 6 to 7 figures.For more information on Clint, you can check him out here:Learn.Land University: https://www.facebook.com/groups/learnlanduniversity/YouTube: https://www.youtube.com/@ClintTurnerWebsite: https://learn.land/◽️◽️◽️◽️◽️◽️⬇️OnlyLandFans Group⬇️https://www.onlylandfans.com/◽️◽️◽️◽️◽️◽️LET'S CONNECT ON SOCIAL:Website: https://www.Kendall-LeJeune.comInstagram: https://www.instagram.com/kendall_lejeuneTikTok: https://www.tiktok.com/@kendall_lejeune

Description: This week, we've got an energizing conversation with Kate Walker, Vice President of Learning and Development at MRA, as she shares her expertise on how to train an emerging leader - including mentor programs, leadership styles, team building, assessments, professional development opportunities, retaining talent, and more!    Key Takeaways: When you promote a new leader, you want to make sure you're over-communicating with them. Pair up or connect with a mentor and a coach if you can!  Training and professional development is a great way to retain your employees!  Let's Connect: kate.walker@mranet.org  Kate's LinkedIn Profile    Resources:  Learning and Development Opportunities    Transcript: Transcripts are computer generated -- not 100% accurate word-for-word.   INTRO | 00:00:00:02 - 00:00:23:03 Hello hello, everybody, and welcome to 30 minute THRIVE, your go-to podcast for anything and everything HR, powered by MRA - The Management Association. Looking to stay on top of the ever-changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. Now it's time to THRIVE.   Sophie Boler | 00:00:23:13 - 00:00:52:07 In this podcast series, we've been talking a lot about the talent shortage, the demographic changes, and generational differences just in all. And we've heard that with one rather large generation, now, in many leadership positions, leaving the workforce at a fast rate, there simply aren't enough in the next generation to fill those roles. So we're looking at an even younger generation to fill that leadership gap.   Sophie Boler | 00:00:52:20 - 00:01:10:10 So today we're here with Kate Walker to talk more about how we can really help to train the next level of leaders. And she's our vice president of Learning & Development here at MRA, so she comes with a lot of knowledge and expertise here today. So I'm excited to talk to you, Kate, and welcome to the show.   Kate Walker | 00:01:10:10 - 00:01:10:23 Thank you.   Sophie Boler | 00:01:11:01 - 00:01:28:10 Absolutely. We can get started right away. And really, the first question I have for you is that we have companies needing to fill the leadership roles, and sometimes that may mean promoting managers to leadership roles. So what is the best way to help with the rapid development of new leaders?   Kate Walker | 00:01:29:02 - 00:01:51:13 That's a great question, Sophie, and we're seeing it a lot from our member companies that they have this influx of new talent that's been promoted quickly and they need support. I think, number one, when you promote a new leader, you want to make sure you're overcommunicating with them. The worst thing that could happen is for them to be stressed out or have a situation arise that they don't know the solution and they end up getting frustrated—they leave.   Kate Walker | 00:01:51:13 - 00:02:10:18 We don't want that, right?   Sophie Boler Right. Absolutely.   Kate Walker We want to just make sure that they're very supported. But, you know, by communicating, I don't mean you check on them once a week. You might want to make your calendar open to them so that they can access it if they have questions and just make sure that you're really ready to support them in being effective in that role.   Sophie Boler | 00:02:10:18 - 00:02:17:22 Absolutely. I don't think anyone's ever complained that they've been talked to too much. It's always like I haven't heard enough.   Kate Walker | 00:02:17:22 - 00:02:24:01 Right. And if you don't have the capacity yourself, you want to make sure that you have somebody here for them.   Sophie Boler | 00:02:24:01 - 00:02:32:09 Absolutely. And what are some of the core business and leadership skills that you think emerging leaders need to have nowadays?   Kate Walker | 00:02:32:18 - 00:02:54:15 Yeah, this comes up quite often, Sophie. And I would say it doesn't really matter what industry you're in—if you have problem-solving skills and the ability to show up on time, have a friendly attitude and disposition, you can go really far in this world. And it sounds simple, but problem solving can also be how do you make sure that the coffee's ready when we open up in the morning?   Kate Walker | 00:02:54:15 - 00:03:16:12 Right. And you'll see that people that just have that intuition and ability to think through those problems, known or unknown, those are just such great skills to have. And if that's something that doesn't come natural to you, look for different ways to develop those skills. You know, if you're a sudoku fan and, you know, do some puzzles that get your mind kind of thinking about problem solving can be a real asset for you in the work world.   Sophie Boler | 00:03:16:20 - 00:03:39:03 Absolutely. I think one of the skills or characteristics that I really admire, like an emerging leader, is just being driven too and just like saying “yes” to everything because at that point in time, maybe they don't know what exactly they want to do. So it's like just saying “yes” to every opportunity and maybe it'll lead them down the right path eventually.   Kate Walker | 00:03:39:06 - 00:04:03:02 That positive attitude is so valuable, and when you see someone kind of dig their heels in and you know, you might hear, “That's not in my job description” or “That's not my responsibility,” you just kind of go, Whoa, that, that doesn't set them up for future leadership. And you've probably seen that already in your career, right, Sophie, people that do that? They kind of stand out and you know who they are and oftentimes are the ones that get passed over for promotion opportunities.   Sophie Boler | 00:04:04:13 - 00:04:26:13 Right. And you mentioned just other ways on expanding the skills. And I know for me personally, we have a lot of resources here at MRA to expand those skills like our training and development classes. But also just like LinkedIn Learning, this is so easy just to do a 30-minute video to expand your skills and leadership.   Kate Walker | 00:04:26:15 - 00:04:27:14 That's a great idea.   Sophie Boler | 00:04:28:14 - 00:04:35:11 But moving on, how can an emerging leader really better understand their own leadership style?   Kate Walker | 00:04:36:14 - 00:04:40:12 That's a great question, I think … Are you familiar with assessments, Sophie?   Sophie Boler | 00:04:40:12 - 00:04:42:18 I am. I've taken a few.   Kate Walker | 00:04:43:06 - 00:05:05:17 And we offer them here at MRA. And there are plenty other vendors that offer them as well. But some of the most common assessments you'll see are DiSC, which is really a behavioral assessment. There's Myers-Briggs, which is somewhat similar. They're all kind of based on the same science. And then there's also StrengthsFinder. I just think these are great tools to really understand your personal leadership style.   Kate Walker | 00:05:05:17 - 00:05:23:15 Like you can see, Am I a D or am I an I or an S? But it also helps you relate to your own leaders and peers because you can kind of figure out where do they fall? And in some organizations you have the opportunity to take those assessments as a team.   Sophie Boler Yes.   Kate Walker And kind of learn how to communicate within that structure.   Kate Walker | 00:05:23:15 - 00:05:28:17 And it's just super valuable to understand and it's kind of fun too. I'm kind of an assessment nerd.   Sophie Boler | 00:05:28:19 - 00:06:02:14 Yes, me too. I was a communications major in college, so assessments and communication styles were like our thing. But I just recently took MRA's project management class and we had to take a communication assessment there. And it was just like it was fun to see my strengths and weaknesses and how I can improve or how I could talk to someone else who's a different leadership style and I know I talked to even Sara about like her leadership style and how we differentiate ourselves and stuff like that.   Kate Walker | 00:06:02:19 - 00:06:07:07 Did you have any surprises when you took the assessment or was it pretty spot-on for you?   Sophie Boler | 00:06:07:07 - 00:06:22:22 It was pretty spot-on. I feel like I could have kind of went between two different leadership styles, but it was just kind of like funny to see how someone could be completely opposite of you. And it's like, how do we match and how do we blend together then?   Kate Walker | 00:06:23:01 - 00:06:32:03 Yeah, it's so helpful because to understand yourself is great, but then to know what someone else's inclinations are and how they need to be communicated with can be very helpful.   Sophie Boler | 00:06:32:08 - 00:06:32:13 For sure.   Kate Walker | 00:06:32:13 - 00:06:34:05 And help you on your leadership journey.   Sophie Boler | 00:06:34:05 - 00:06:45:13 Yeah, that's some great advice, but we know that not every great worker makes a great manager, which is okay. But how would you help to develop those management skills?   Kate Walker | 00:06:46:05 - 00:07:10:20 Yes, thinking of that classic salesperson, Michael Scott, as you will—great salesperson from “The Office.” Questionable management skills maybe, right? Fun to watch. So we've all probably experienced someone like that in our career. They got promoted because they were really good at that job, so they were a really good individual contributor, but they might not have had the background to be a manager.   Kate Walker | 00:07:10:20 - 00:07:29:20 So to get somebody prepared to be a manager, there's a lot of different resources. We have a lot of different classes that are available and training available here at MRA too. But really they need to know what they need to do to be successful. They need to look at other managers that have been successful in their roles. They need to be paired with a potential mentor or coach.   Kate Walker | 00:07:29:20 - 00:07:42:10 Coaching can be a really great way to help somebody learn how to improve their skills and also become more self-aware if they have hiccups or roadblocks to what they're doing. Are you familiar with coaching?   Sophie Boler | 00:07:42:10 - 00:07:44:22 I am. I am a little bit, yeah.   Kate Walker | 00:07:44:22 - 00:07:48:06 Yeah. Have you had the opportunity to have a coach yet in your career?   Sophie Boler | 00:07:48:06 - 00:08:12:11 I've had some mentors, which I would say probably could be recognized as a coach, and I think it's been really helpful just as an emerging leader and as a younger professional, it's nice to have someone there who kind of can know your strengths and kind of push you to keep going forward and where I don't know just what paths to take and stuff like that.   Kate Walker | 00:08:12:17 - 00:08:34:19 Yeah, a coach can really provide those services for an individual and you can develop an action plan and work together. So for that manager that might not have that baseline, you know, if they're struggling with employee communication, that coach can talk to them about it, they can role-play in a safe environment and they can really improve those skills so that when they're in their real work experience, they can feel comfortable.   Kate Walker | 00:08:34:19 - 00:08:40:04 So there's a lot of great ways to help support that new manager and just hope that they take advantage of it.   Sophie Boler | 00:08:40:08 - 00:08:55:17 Absolutely. In going along with what you just said, another consideration is the fact that a manager is really the key to a successful team. So how can you not only develop the manager skills but also team building from a manager standpoint?   Kate Walker | 00:08:56:09 - 00:09:18:11 Yeah, I think team building is one of those skill sets that you have to be very intentional about. And if you just think, “Oh, we're going to do something quarterly and it's going to be a potluck lunch, we're going to be good and have relationships here”—it's not really like that anymore. And particularly with hybrid and remote work environments, you have to be even more intentional about creating a team environment.   Kate Walker | 00:09:20:03 - 00:09:37:19 One thing I can say for our Learning & Development team, every team meeting we have, we incorporate some team-building activities and we do meet as a team virtually. And you would think, oh this team that teaches and does all these different things, how do they team build in a virtual environment? We use our chat quite a bit.   Kate Walker | 00:09:38:21 - 00:09:50:17 There are a lot of different activities that we can facilitate. It's really fun and you get to know your team better and you feel closer to them and just those relationships flourish. Have you experienced any good team building?   Sophie Boler | 00:09:50:20 - 00:10:10:18 I have. It's funny that you mention that because right before we were recording this, I was talking with Sara, our producer, and I was like, “We should do something after work today. Like we could go get dinner or a happy hour or something.” Just to … I mean, it was her 8-year anniversary and I was like, let's just go do something to celebrate, something as a team.   Sophie Boler | 00:10:10:18 - 00:10:16:14 And we're actually going out to lunch today as a team too.   Kate Walker Oh, that's good.   Sophie Boler Just fun, fun team building.   Kate Walker | 00:10:16:15 - 00:10:36:20 Yeah. I feel like that stuff is so important and I've heard some really great practices around hybrid and virtual. Some companies I am familiar with that are completely virtual. They actually signed on to Zoom together as a team during the day and like work together. So if somebody has questions, they can just pop on and ask and they feel more connected that way.   Kate Walker | 00:10:36:20 - 00:10:52:01 So that's something I've seen. Another activity hybrid organizations and remote organizations have been doing is have a team member kind of share like a passion or a hobby virtually, which is kind of neat. They can do that and get to know their team members better.   Sophie Boler | 00:10:52:01 - 00:11:08:04 Yeah, absolutely. We at MRA have our Intern Leadership Program and that's kind of mostly virtual, but kind of a hybrid format, too. But we had to do a lot of team-building activities virtually, which may seem harder, but there's so many options you can do.   Kate Walker | 00:11:08:04 - 00:11:08:21 And oh yeah.   Sophie Boler | 00:11:09:02 - 00:11:19:09 We did a Jeopardy one time online and it was just fun to, I don't know, just see everybody and we could all play at the same time. So there's definitely a lot of options.   Kate Walker | 00:11:19:12 - 00:11:35:07 Yeah. One thing for our Learning & Development team for our holiday party last year we had a virtual holiday party and everybody had to go and find a crazy Christmas ornament within their house.   Sophie Boler Oh, that's funny.   Kate Walker And then show it. We had a contest, so that was really fun.   Sophie Boler | 00:11:35:07 - 00:11:36:15 That's fun. There's so many things.   Kate Walker | 00:11:36:15 - 00:11:45:17 Yeah, there's so many. And I think like the virtual environment kind of opens you up too, because you kind of get to see people in their own space, which is interesting, as we all know.   Sophie Boler | 00:11:46:03 - 00:12:00:16 Well, we hear that professional development also contributes to employee retention. So let's talk a bit more about that. What can you share to encourage organizations to consider learning plans and professional development to encourage retention?   Kate Walker | 00:12:01:17 - 00:12:22:10 I get very passionate about this topic, Sophie, because I think, you know, a lot of employers have known that training and professional development is a great way to retain people and develop them. They kind of had their noses down and focused on a lot of different things. And I think just the talent environment the last several years have made it front and center.   Kate Walker | 00:12:23:07 - 00:12:34:22 We've definitely seen an uptick in training requests and it's just it's such a good practice to work with your employees. It's so much easier to keep and retain somebody that's already within your organization than to bring someone new.   Sophie Boler | 00:12:35:03 - 00:12:35:20 Absolutely.   Katie Walker | 00:12:35:20 - 00:12:59:03 Into the world, so just very passionate about it. And I think there's so many great ways to train them, whether you do in-house training, whether you use LinkedIn Learning, whether you use MRA to train your employees, whether you have mentor programs, community leadership programs. A lot of our communities have leadership programs that, you know, get your organization's name out there, but get your employees familiar with the community.   Kate Walker | 00:12:59:03 – 00:13:22:22 So that's another facet. You can get them ingrained within your organization, but also help them establish groups with where they live.   Sophie Boler Absolutely.   Kate Walker Great ways to retain people and, you know, just take advantage of it. You know, the cost can be a little jarring sometimes when you're looking at budgets and it's budget cycle, but really that retention and you know, it pays itself forward over time because you have people that are very committed to your organization.   Sophie Boler | 00:13:23:08 - 00:13:47:02 And I think today especially, we've seen employers get very creative on how they are retaining their employees. I know we talked with Kathy Seidel, our manager of Recruiting Services, and she just explained how companies are offering a lot of incentives to get these people to stay, like pet insurance and stuff like that.   Kate Walker | 00:13:47:21 - 00:14:05:18 I think and sometimes employers think, are they looking to go back to school or is it a different baccalaureate program or a master's program? It's not always that. It's professional development. They might want to go take an Excel class and become better at Excel, and that can have immediate impact to the work environment as well.   Sophie Boler | 00:14:06:02 - 00:14:15:15 Totally. Well, taking a little step back here, who would you say are the best candidates to consider for professional development? And this can really be anyone.   Kate Walker | 00:14:16:05 - 00:14:40:17 I think that's a great question, Sophie. And I think people tend to focus on leaders, you know, getting them more skills. But that new employee who's eager to learn more and might put their hand up, I think them putting their hand up is just great, a reason that you'd want to invest in them. But sometimes you're surprised that you're more seasoned employees could benefit from professional development or want to take it.   Kate Walker | 00:14:40:17 - 00:14:57:06 We had a situation on our team where someone had been with us a very long time, had asked about a certification, and I was just so excited about that because I thought she's been in her role for a long time. This is really stretching herself. And the fact that she asked, I just thought that was super exciting.   Kate Walker | 00:14:57:06 - 00:15:08:03 So, it's great—you want to see your new leaders and your new employees take advantage of professional development, but sometimes you'll have some surprises along the way and you don't want to ignore those requests either or opportunities.   Sophie Boler | 00:15:08:04 - 00:15:20:10 Yeah, and it's nice to just encourage your employees, like take any opportunity you can when it comes to professional development. And you know it's not going to hurt you, it's only going to better you, you know?   Kate Walker | 00:15:20:18 - 00:15:33:15 That's the right attitude to have when it comes to it, you know, I think if you have that attitude about lifelong learning and professional development, that will only help you and you'll be seen as somebody that should be invested in within your organization.   Sophie Boler | 00:15:34:08 - 00:15:49:18 Well, you talked about this a little bit earlier, but there's been a lot of talk about mentoring and coaching emerging leaders. And I know I mentioned that I had a couple of mentors here, but how does coaching differ from mentoring and how does that differ from training?   Kate Walker | 00:15:50:08 - 00:16:13:13 Yeah, mentoring I think can fall into different buckets. It can be informal. So you might have somebody who mentors you, gives you advice, and it's not like a formal relationship, but organizations can assign a mentor. So if you're new and part of your onboarding, you might have somebody assigned your mentor just to be a safe person, ask questions and just to learn a little bit more about the culture.   Kate Walker | 00:16:13:16 - 00:16:36:10 So those are two ways mentoring kind of is facilitated. Coaching is a little bit different because it's typically a three-pronged approach. There's typically a sponsor for the coaching process, be it the manager or direct supervisor; a coachee, you know, somebody who's going to benefit from the coaching; and then also the coach themselves. So that's kind of how that's structured.   Kate Walker | 00:16:36:10 - 00:17:06:10 And the sponsor usually has some reason for wanting the coaching. Could it be performance, help that person be a little more effective with what they're doing, but also could be developmental or it could be a response to a situation that happens, so you want to make sure that they're equipped to handle situations in the future. So most times you would follow that structure and they would establish kind of guidelines and goals and objectives for the coaching arrangement, and it can go anywhere from 6 months to a year.   Kate Walker | 00:17:06:21 - 00:17:29:01 You know, they meet those milestones across that timeline and stay in contact and the coachee and the coach will have confidential conversations, which really can help them feel comfortable with the direction of what they're talking about. And then, you know, usually they would the coach would go back to the manager or supervisor to see, are you seeing changes here?   Kate Walker | 00:17:29:01 - 00:17:47:06 You know, have you noticed anything? Sort of kind of reiterate the feedback that's going on to help them be supported and be effective in their role. It's a really neat process. If you ever have the opportunity to be coached, I would always say go for it. That will only help you develop and further your skill set. Sometimes it can be a little scary.   Kate Walker | 00:17:47:06 - 00:18:05:22 “Oh, my manager wants me to have a coach.” I think it's great. I've had a couple opportunities to have coaches throughout my career and I've found that they would ask questions that my boss would not have asked me at that time. They would challenge me in ways that I wouldn't challenge myself, and I just got a lot of great insight from that third party.   Kate Walker | 00:18:05:22 - 00:18:09:07 I think third-party perspective can be really valuable.   Kate Walker | 00:18:10:18 - 00:18:15:10 So don't be afraid, Sophie, if  someone ever offers you coaching. I highly encourage you to take it.   Sophie Boler | 00:18:15:23 - 00:18:24:12 I will. Do you recommend that an emerging leader would have a coach and a mentor at the same time? Or what are your thoughts on that?   Kate Walker | 00:18:24:21 - 00:18:40:06 If they could, that would be great. It'd be even more feedback. It could be time consuming would be my only hesitation there. But yeah, definitely. And depending on the relationship of the mentor, if it's a little more informal, they definitely would have time for that.   Sophie Boler | 00:18:40:17 - 00:18:51:12 For sure. So what are your thoughts on reverse mentoring? I know we talked about just regular mentoring, but we often see that with emerging leaders, there's reverse mentoring. So what can you say about that?   Kate Walker | 00:18:51:21 - 00:19:16:16 I'm so glad you asked this question because I don't think many people understand the concept. For me, I've actually had a couple throughout my career. I went to a convention and they were talking about this and like that is really interesting. And really what it is, is taking two individuals with different backgrounds and experiences and typically one is maybe a little more senior in their development.   Kate Walker | 00:19:16:16 - 00:19:39:01 And then one is maybe newly out of college or new to the workforce. That's how it worked for me. I had a younger gentleman that I worked with that was right out of college, very insightful, had a lot of technology background, a lot of sales background, and just had a really fresh perspective. And I found it really interesting to spend time with him and kind of see the world through his eyes.   Kate Walker | 00:19:39:01 - 00:20:02:00 So we would get together about two or three times a year and just kind of check in and see what he was seeing in his career and what I was seeing in mine. And I always felt like I walked away with more than he probably even did. It's really great if you can figure that out and you're kind of putting yourself out there as well as someone who's looking for a reverse mentor just to benefit from that perspective—it's exciting.   Sophie Boler | 00:20:02:00 - 00:20:24:03 I definitely think that's a great concept and it's usually you hear that you learn from the senior leaders and you don't often hear that like the senior leaders hear from somebody that's way younger, maybe there's not much experience with that person, but feel like you can always take something away from learning from each other.   Kate Walker | 00:20:24:03 - 00:20:30:22 Something tells me you're going to be a mentor for a lot of people in your career, Sophie. So if you're not doing it already, I'd be surprised.   Sophie Boler | 00:20:31:09 - 00:20:43:23 Well thank you, Kate! I would love to be a mentor, but it seems like we're wrapping up the time here. So do you have any departing tips for emerging leaders or for our listeners today?   Kate Walker | 00:20:44:13 - 00:21:04:03 Yeah. One big thing I have for you is to always advocate for yourself as an emerging leader. If you're not getting what you need from your supervisor, if you're not getting that level of communication, tell somebody. Make sure that you overcommunicate too what your needs are. You know, I mentioned earlier that managers and leaders should overcommunicate with you, but you should too. Don't be afraid to speak up.   Kate Walker | 00:21:04:04 - 00:21:19:12 Let your manager know your preferred speaking style. Do you prefer to be called? Do you prefer text? I think having some baseline ground rules really help you too. And just, yeah, when in doubt, ask questions, be curious and always be learning.   Sophie Boler | 00:21:19:15 - 00:21:49:05 Absolutely. That's some great advice. I think it was a great conversation today. So thanks for joining us and sharing your knowledge and expertise. I think a lot of people learned a lot today, but we have linked Kate's LinkedIn profile on the show notes. So if you'd like to connect with her or ask her any follow-up questions about this topic or really any topic or how to get involved in MRA's learning and development opportunities, be sure to contact Kate.   Sophie Boler | 00:21:49:05 - 00:21:57:02 Otherwise, we will see you next week when we're talking about “The Great Sansdemic” with Jim Morgan. So I look forward to that. But thank you again, Kate.   Kate Walker | 00:21:57:06 - 00:21:58:01 Thanks, Sophie. It was fun. I appreciate it.   OUTRO | 00:21:58:01 - 00:22:30:03 For sure. Thank you. And that wraps up our content for this episode. Be sure to reference the show notes, where you can sign up to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.    

Description: Are you staying up-to-date in the recruiting world? We sit down with MRA Manager of Recruiting Services, Kathy Seidel, as she shares the top “7 Things You Wish You Knew About Innovative Recruiting!” From search engine optimization, to salary information sharing, to having a “hunting mentality”, Kathy covers it all.  Key Takeaways: Search Engine Optimization is your best friend! Know the key words, and use them in your descriptions and postings! Be transparent when recruiting! Share the important details of the job! Sometimes you can get stuck doing the same recruiting process you've always done. Network with other recruiters inside and outside of your organization – They can help bring new ideas and solutions to your challenges! Let's Connect: Bio - Kathy Seidel Kathy's LinkedIn Profile   Transcript: Transcripts are computer generated -- not be 100% accurate word for word  INTRO | 00;00;00;03 - 00;00;23;05 Hello hello, everybody and welcome to 30 minute Thrive, your go-to podcast for anything and everything H.R., powered by MRA, the Management Association. Looking to stay on top of the ever-changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. Sophie Boler | 00:00:27:01 - 00:00:50:11 Hello, everybody. I'm here with Kathy Seidel today. She's our manager for recruiting services team and she really started as a recruiting business partner and made her way up to leading the team. So, she comes with a lot of knowledge and expertise in the recruiting world, but she's actually come prepared today with the top seven things people need to know about recruiting in today's market. Sophie Boler | 00:00:50:18 - 00:01:01:13 So, we're going to cover that today. You'll be able to walk away with seven points by the end of the episode, but thanks for being on the podcast, Kathy. I'm excited to talk recruiting with you today. Kathy Seidel | 00:01:01:13 - 00:01:03:03 Yes, thank you so much for having me. Sophie Boler | 00:01:04:10 - 00:01:17:22 Absolutely! But before we get into your top seven things that people need to know about recruiting in today's market, let's talk a little more big-picture ideas. So, what are some trends that you've been seeing in the recruiting world? Kathy Seidel | 00:01:18:15 - 00:01:45:23 Yeah, it's definitely been really difficult to recruit for probably the last 2 years. But we are seeing things lighten up a little bit. We're seeing less jobs posted. Unemployment numbers are still really low. So, there's not a lot of candidates in the market. And so, we're really seeing a shift from passive recruiting to that really active recruiting. So, you have to be okay with reaching out to people who aren't applying to your jobs or targeting that perfect candidate. Kathy Seidel | 00:01:46:10 - 00:02:00:18 And it's a scary place for some people. You kind of feel like you're stalking at times! And so how do you know where that line between being a professional, you know, doing what's best for your company, but also doing what you're comfortable with when you're recruiting. Sophie Boler | 00:02:01:18 - 00:02:12:14 So, what's going to your top seven list right now? The first thing you mentioned was search engine optimization for posting. So, what can you say about that? Kathy Seidel | 00:02:12:15 - 00:02:37:19 Yes, definitely. Even though it is a very you have to be active, you do still want to make sure your postings are getting in front of people. And the job boards like Indeed and LinkedIn have leaned towards search engine optimization so that you're showing up with things like Google searches. So, you want to make sure that your job posting is, or your job title is in your posting five to seven times, which seems really weird when you're writing it. Kathy Seidel | 00:02:38:01 - 00:02:57:13 You quite literally want to say, “As a recruiting business partner with MRA, you will be doing…” and then have your bulleted list to be a recruiting business partner with MRA, you need to have. It feels really weird as you're writing it, but when you read it back, and if you think in a candidate mindset, it's fine and it works really well. Kathy Seidel | 00:02:58:01 - 00:03:20:21 So, but that will help your job perform better than jobs that don't have the title in there as often. In addition, as you're filling out those postings, you want to make sure you're filling information into every single box that you can. If it's a box, say, on Indeed it's a searchable feature on Indeed. And so, if you don't have information in there and a candidate search by shift, your job is not going to show up. Kathy Seidel | 00:03:21:07 - 00:03:56:18 So, it's just making sure that you're filling in everything you can. You're connecting it to that engine optimization, you have keywords in there, you don't have like company jargon or company logo or lingo to really make sure that your job is getting seen by as many people as possible and that it's at the top of the boards, because there's a lot of jobs posted still and so candidates really only look in the first page or two, and using some of those things really keep you in that first page or two and don't get you way down at the bottom of the list. Sophie Boler | 00:03:57:12 - 00:04:07:17 Something that we have in our team, it's like a keywords sheet, kind of like a cheat sheet. We try to incorporate into every post. So, this is helpful. Kathy Seidel | 00:04:07:19 - 00:04:19:12 Yeah. Yeah. And that's where like a conversation with your hiring manager when you're just kicking off the role of what are some keywords, what are some things that I should be including is really helpful. Sophie Boler | 00:04:19:16 - 00:04:27:11 Yeah, absolutely. So, your key point number two revolves around salary information sharing. So why did you include this on your list? Kathy Seidel | 00:04:27:19 - 00:04:53:13 And it was kind of strategically placed here too, because Indeed and LinkedIn especially are now requiring salary information on their postings or they're going to put in an estimate. And the estimates are almost always wrong, especially here in the Midwest, because it's using national salary data. And so, it's comparing us to East Coast and West Coast, and the numbers show we're typically a little lower. Kathy Seidel | 00:04:54:00 - 00:05:17:00 And so, candidates are going in thinking, “Oh, wow, I can make $70,000 to $90,000!” when you might be thinking $60,000 to $70,000, and that's setting you up not for success. So, making sure that you are including accurate information, you've got to really make sure that you're prepared for that. People in your company might go look for your jobs that are posted and say, “Hey, I'm in a similar role. Kathy Seidel | 00:05:17:00 - 00:05:38:03 I'm not making this range. What's up with that?” So, you have to prepare for some wage studies, make sure you're paying equitably, whether it's someone who's just joining or someone who's been in your team for 10 years. But these boards are making you do it because there are other states that are making it required as part of job postings with some pretty hefty fines if you don't include it. Kathy Seidel | 00:05:38:03 - 00:05:42:22 So, they're trying to protect themselves. So, you have to kind of get on top of it here. Sophie Boler | 00:05:43:04 - 00:05:53:23 All right. So, going along with that, do you think it's important to be pretty transparent when it comes to salary sharing and postings or …? Kathy Seidel Yes. Sophie Boler … Leaning more toward the conservative side? What are your thoughts on that? Kathy Seidel | 00:05:54:05 – 00:06:16:04 I think transparency is the best way to go, especially because it's one of the first questions that almost all candidates ask. You know, if you are reaching out to them on LinkedIn, sometimes the first thing you hear is, “Well, what's the pay?” So, you've got to have your answer to that question, whether it's in a LinkedIn message, in a phone screen, in person, in an interview, you have to be ready to answer that. Kathy Seidel | 00:06:16:07 - 00:06:23:00 So that just kind of doing it really early on the posting end sets you up for success the whole rest of the way through the process. Sophie Boler | 00:06:23:08 - 00:06:32:05 And then going along with that, the third thing you need to know about recruiting in today's market, you mentioned, are referral bonuses. Can you talk a little about that, too? Kathy Seidel | 00:06:32:05 - 00:06:52:01 Yes, yeah. So, we've been seeing over the last couple of years the most successful way to find candidates is through referrals. Number one, you're getting people in your team currently who are saying, “I know this job and I know this person can do it.” It's great because in some cases they might not be exactly what you're looking for. Kathy Seidel | 00:06:52:12 - 00:07:17:08 We've had a few people on the team who have been referred by someone. They're not in recruiting, but they've got really similar skills that transferred over well, and now they're doing great on our team. And so having some kind of structure in place to allow people to refer is going to get you more candidates and get you people who already know about your company, in most cases, already know about the job. Kathy Seidel | 00:07:17:18 - 00:07:43:17 And it's going to make that person who referred that other candidate stick more because they want to see that person succeed and they want to see them grow. I always say best case is the referral bonus gives a bonus to both the person who referred and the person who was referred. So, it's kind of a referral/sign-on bonus and it can definitely be, you know, 6 months after the person starts. It doesn't have to be right away. Kathy Seidel | 00:07:44:04 - 00:07:50:11 But like I said, that helps kind of make some stickiness to both people and that's going to lead to long-term success. Sophie Boler | 00:07:50:19 - 00:07:55:08 And that's a huge incentive for the employee too, go out there and find some great workers. Kathy Seidel | 00:07:55:14 – 00:07:56:07 Yeah. Yeah. Sophie Boler | 00:07:56:21 – 00:08:03:01 You mentioned SEO, salary sharing and referral bonuses now. So, what's next on the list? Kathy Seidel | 00:08:03:05 - 00:08:25:11 Yeah. So, what we're hearing from candidates after the salary question is what are we talking about in terms of hybrid, remote, in-person flexibility? I, all the candidates that I talk to and that my team talks to, they're not looking to be 100 percent remote. It can be a little, make you a little stir crazy if you're 100 percent remote. Kathy Seidel | 00:08:25:18 - 00:08:46:19 What people are really looking for now is flexibility. They got a taste of being able to be home for 4 hours because the plumber gave a window and you don't know when he's going to show up, and not having to take a whole day off for it or a half day off for it. You know vet appointments—they're typically only open during business hours, doctor's appointments, too. Kathy Seidel | 00:08:46:19 - 00:09:08:21 So having that flexibility of either shifting your schedule around so maybe they can start a little earlier or wrap up their day later in the night or to be in person versus remote is really what people are looking for these days because they got a taste of it, and it was great. And clearly people showed they were still able to get their work done, too. Sophie Boler | 0:09:09:05 - 00:09:19:13 Absolutely. And I can definitely attest to that too, that it's nice not having like a permanent, set-in-stone schedule. It's nice to have employers be flexible with that. Sophie Boler | 00:09:20:00 - 00:09:20:11 Yeah. Sophie Boler | 00:09:21:08 - 00:09:26:09 But what's the fifth point that you would emphasize that people should take away from today's episode? Kathy Seidel | 00:09:26:13 - 00:09:47:15 Yeah. So, I want to kind of go back to what I talked about earlier with that. You have to be active in recruiting now and that can be, like I said, kind of a struggle point for some people. So, it's switching from kind of the task-oriented mindset that recruiting can be of get this person screened, get this person in with the manager to a, Kathy Seidel | 00:09:47:15 - 00:10:09:17 we call it a hunter's mentality. So you want to go out and find, you know, it's terrible to say the prey, but the person and you know, some people on our team call themselves professional matchmakers, that they're finding that organization that's looking for this person and they're finding the person that fits and they're marrying the two together all the time. Kathy Seidel | 00:10:09:17 - 00:10:32:16 We have the organization that's looking for the person, the perfect person, but those two don't connect. So, you have to be the one to bridge that gap and to really make them, make the candidate see why this is the perfect role for them. And maybe sometimes make the hiring manager see why this is the perfect candidate for them, even if it's not necessarily checking all 10 of the boxes if they're eight out of 10. Kathy Seidel | 00:10:32:23 - 00:10:58:04 But look, here's how they can grow into those last two. So, it's really kind of shifting your mentality, not just expecting the flow to come in because we're seeing flow be really, really down. Part of that is having the tools to do that. So, LinkedIn Recruiter and Indeed Resume database are great tools to get some candidate data and to be able to reach out to candidates, but they come with a cost. Kathy Seidel | 00:10:58:13 - 00:11:20:18 So, you have to be prepared for that and have to know what's going to work best for your roles. Indeed is kind of a catchall, but does really well for manufacturing roles, entry-level roles. LinkedIn is more of a professional landscape. So, you know, as you're comparing those things, figure out what works best for you, for your roles, and then also for how you reach out too. Sophie Boler | 00:11:21:04 - 00:11:36:03 I like how you put that: the analogy of being a hunter or switching to a hunter's mentality because that's honestly what recruiting is really. But you have knowing when to laugh as another key point on your list. What do you really mean by this? Kathy Seidel | 00:11:36:12 - 00:12:01:23 Yeah, so as I've mentioned a couple of times, recruiting is hard and when you switch to that hunting, it can be exhausting. I mean, you can spend 2 hours digging through profiles to maybe get 10 that fit what you're looking for. An average response rate means if you hear from two of those, you did a good job. And so, you know, it's a lot of work put in and it can be really demoralizing. Kathy Seidel | 00:12:02:08 - 00:12:28:02 So, you know, have that smile file ready to go. Maybe it's candidates who you placed and they're so happy in their role and they sent you an email right as they started or a few months after, that you want to look back on when you have something difficult happen. Our team also has a little kind of shared folder where we save funny resumes or funny names or pictures of funny email addresses. Kathy Seidel | 00:12:28:02 - 00:12:48:17 You know, as people kind of went through the email setup earlier in the 2000s, there's some really funny emails out there. I will say my middle school email address is not appropriate at all, but that is why I do not use it. There are some people who are still using their middle school email addresses, and so having a folder of those to look back at, Kathy Seidel | 00:12:49:00 - 00:13:03:15 when you have a candidate back out the Friday before they're supposed to start, or when you have an especially difficult hiring manager, you've got to know when to like, kind of take that relaxed point and laugh because it can get really, really difficult. Sophie Boler | 00:13:03:20 - 00:13:20:14 Yeah. And I think in recruiting more than ever, just like celebrating the milestones is super important. But we've reached to our last point now and that is increasing creative mindset. So, what do you really think about this phrase? Kathy Seidel | 00:13:20:16 - 00:13:55:23 Yeah, yeah. So, with recruiting, and I kind of alluded to the there's a lot of times you have managers who want 10 things in a candidate. You've got to be creative and help them see there's not going to be the candidate with all 10 things, but how can we find the eight things that you absolutely need and the two things that we can train on to, you know, when you're making job postings or when you're going out searching, finding those different keywords, finding different areas to search, you know, getting creative to expand your candidate pool, especially for a diversity inclusion. Kathy Seidel | 00:13:55:23 - 00:14:20:08 You can't just search by the people who are currently in your organization because that's just going to lead to the same as who's currently in your organization. So, you've got to really be creative and think outside the box on things to find those top candidates and to find people who really expand your pool. Again, it can be exhausting, but that's where I think having a good network is really helpful. Kathy Seidel | 00:14:20:18 – 00:14:47:17 Both people who are in your industry and people who are doing recruiting. Roundtables and networking groups are my favorite thing because, one, you kind of feel seen sometimes when you sit down with them because you're like, okay, it is not normal for a candidate to reschedule five times. Thank you. It's not just me! But two, like you start to talk about the things that you've done, and they have ideas that you've done before, but you just haven't thought of for this search. Kathy Seidel | 00:14:48:02 - 00:15:12:11 So I always, always encourage, talk to other people when you're having a tough search, not just people within your organization, but have those connections outside that they can say, Well, wait, have you tried this posting location or have you tried searching here or have you tried just searching “greater Milwaukee area” with a few keywords and leaving the title out and see if there's titles that other organizations are using? Kathy Seidel | 00:15:12:22 - 00:15:27:13 Those kinds of things are difficult sometimes when you're very like process oriented and then you're like, Nope, I have to completely change my process today to find something new. But that's how you're going to be successful. So, it's important to kind of push for those things. Sophie Boler | 00:15:28:02 - 00:15:40:14 That's some great advice that you gave us but thank you for those seven things to remember. I think all of those are very important. But before we end the episode today, do you have any last thoughts that you share with our listeners? Kathy Seidel | 00:15:41:16 - 00:16:04:02 Yeah, definitely. So, you know, as I've discussed, recruiting is hard right now. And, you know, there's a lot going on in the news of, it might get easier, it might get more difficult, and so you've really got to decide how you want to kind of address the current talent landscape, know where you can be flexible for if things change, but really create your plan and move forward with it. Kathy Seidel |00:16:04:12 - 00:16:25:22 Sometimes that might require something like A/B testing. So, as you're reaching out to candidates, use one message for one group and one message for another to see what lands better for your candidates. It might require some changes to your job postings and things, but you've got to really figure out where do you want to go in this current landscape as it is, you know, today, Kathy Seidel | 00:16:26:18 - 00:16:47:04 At, say, 8 a.m. that morning, know where you can be flexible as things change throughout and know where you can tap others for help, too. It's hard, and especially when you're in like a small to medium-sized organization and recruiting is not your only thing. Some of these things take time, and if you don't have time, where can you tap for help? Kathy Seidel | 00:16:47:10 - 00:16:58:07 So, know that you can't tackle everything at once. That it might be small changes, but you know, you're doing the best you can. I totally believe that no matter what you're doing, you're doing the best you can. Sophie Boler | 00:16:58:07 - 00:17:31:12 Always. Keep positive. Well, thank you for sharing your expertise with us today. And I think we all can walk away with seven or more than seven really mean important modern-day tidbits. So, thank you again, Kathy. But we have her LinkedIn profile in the show notes along with some resources. So, if you have any questions or need any clarifications on her seven tips or want to just get any other tidbits from her, I think she'd be happy to connect. Sophie Boler | 00:17:31:12 - 00:17:43:17 Otherwise, we will see you next week when we dive into the generational difference's conversation. But thank you again, Kathy. This was fun, I had a good time, and we will see you all next week. Kathy Seidel | 00:17:44:02 - 00:17:44:16 Thank you. OUTRO | 00:17:45:13 - 00:18:07:19 And that wraps up our content for this episode. Be sure to reference the show notes, where you can sign up to connect for more podcast updates. Check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.

In this episode I talk to Sergeant Simon Clayton and Senior Constable Ruth Purcell from Recruiting Services, Tasmania Police. Ruth and Simon are part of the team that gets out and about across the state, talking to interested people, young and old, about joining Tasmania Police. As police officers themselves, they know exactly what values and skills are needed in the job, and they can tell pretty quickly whether or not someone has what it takes. They talk about what the recruiting team is looking for when someone applies to join. They also share some tips to help you make sure you're as ready as possible when you apply.

Lorena Blonsky has successfully serviced over 250 clients by placing professionals in a variety of roles, from entry level to executive. She has conducted search assignments in a variety of industries and across many functional areas including technology, finance, sales and marketing, human resources, operations and general management. Prior to founding LMB Associates in 1989, Lorena was a Senior Associate at Korn/Ferry International. She earned an MBA in Finance and Marketing from the University of Chicago and a BA in Economics from Cornell University. Lorena is a Past President of the University of Chicago Women's Business Group and of Congregation B'nai Torah. Lorena currently serves as President of the Board of Directors for Southeast Lake County Faith in Action Volunteers. In addition, she serves on the Cornell Alumni Admissions Ambassador Network and is an active member of Trusted Advisors Council and leads the Northbrook chapter. Learn More: https://www.lmbassociates.com/

Get a behind-the-scenes look at the making of MRA's Compensation Trends Survey. We asked the important questions to give you the answers you need. We'll talk about changing compensation, talent shortage, inflation, and give you a sneak peek at this year's Compensation Trends Survey! Listen to Discover: What makes this compensation survey most useful for business leaders--learn about aged data How to use data for merit increases with or without Zeros What changes are being made to accommodate today's talent shortage Bios: Brittany Rittershaus, Survey & Graphics Specialist Resources: Are you an MRA member that participated in this year's Compensation Trends Survey? The report can be viewed on the MRA Website through the user dashboard. If you participated in the report, simply log in to the website, head over to your user dashboard, and locate surveys on the grey bar! From there you will see your report under “View Survey Reports”. Are you an MRA member but did not have a chance to participate in this year's Compensation Trends Survey? The full report can be purchased for $545, with applicable sales tax. To do so, login to the website, head on over to your dashboard and locate surveys on the grey bar. Click on it and it will take you to the survey page, scroll down to Purchase Survey Results and follow the steps on screen for the report you wish to purchase. Not a MRA member yet? Access our executive summary This is a small portion of the survey that includes key information from MRA's Compensation Trends Survey.   Transcript: INTRO | 00;00;00;02 - 00;00;23;04 Hello, hello, everybody and welcome to 30 minute THRIVE, your go-to podcast for anything and everything HR, powered by MRA, The Management Association. Looking to stay on top of the ever-changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here. Now it's time to THRIVE.   Sophie Boler | 00;00;23;16 - 00;00;55;17 Hello, everybody, and welcome back to 30 minute THRIVE. Our episode today is part of our three-part compensation trends miniseries. As companies are attempting to find the perfect formula for recruiting and retention, compensation is the key. MRA's Compensation Trends Survey is designed to guide organizations on topics such as economic and business outlook, pay increases, pay structures, and pay transparency.   Sophie Boler | 00;00;56;06 - 00;01;25;08 Today, I'm sitting down with Brittany Rittershaus to get a behind-the-scenes look at the making of this year's Compensation Trends Survey. Brittany is the surveys and graphics specialist at MRA. She writes, produces, and designs the final survey reports and is one of the leads on MRA's Hot Topics surveys. Brittany helps by producing the questionnaire and writing and designing the reports to ensure they are timely and relevant.   Sophie Boler | 00;01;27;02 - 00;01;30;19 Hello and welcome to 30 minute THRIVE, Brittany. It's great to have you on.   Brittany Rittershaus | 00;01;30;22 - 00;01;32;26 It's great to be here. Thanks for having me.   Sophie Boler | 00;01;33;03 - 00;01;55;26 Sure. I'm excited to hear the inside scoop on the latest Compensation Trends Survey for MRA. So MRA surveys are really here to provide insights to help companies compete and stay informed on business trends, and the Compensation Trends Survey is one of the most popular ones we do. So, what makes the Compensation Trends Survey so popular?   Brittany Rittershaus | 00;01;56;16 - 00;02;26;25 I think what drives this survey and makes it so popular for organizations is what we ask in the survey. We are constantly making sure we have the correct trends that occur within compensation and any changes that might occur. We really want to help organizations remain competitive, and this survey really does help them remain competitive because it has information that they need for their compensation strategies.   Sophie Boler | 00;02;27;03 - 00;02;30;11 So can you dive in a bit deeper into what this report looks like?   Brittany Rittershaus | 00;02;30;29 - 00;02;58;29 Yes. So, we do have over 40 questions that we asked in this survey, all focused on various compensation trends, questions. We also had 749 organizations participate and they reported on over 2,000 divisions or locations across the U.S. We also break out the data into various sections. We have an overall, which includes all the data no matter what state that they reported their data for.   Brittany Rittershaus | 00;02;59;13 - 00;03;07;26 We also break it out in Illinois, Iowa, Minnesota, and Wisconsin. And then there are also data cuts for industry and profits status.   Sophie Boler | 00;03;07;27 - 00;03;14;27 Wow. I know the survey goes through a lot of steps from start to finish, but what is the process of producing the survey?   Brittany Rittershaus | 00;03;15;21 - 00;03;35;02 So when we start out, we kind of get together with a bunch of individuals from our organization and just kind of ask, “What is going on in the compensation world?” We take a look and see if there are any questions that need updating or anything that needs to be added to the survey so that it's relevant. From there, we go ahead and launch the survey.   Brittany Rittershaus | 00;03;35;03 - 00;03;59;27 We have people, you know, answer any questions that need to be answered, fill out. If there are required questions, we make sure they answer those and get them submitted. From there, once we're able to close down the survey, we do have our data analyst go ahead and look through the survey, clean it up, and kind of produce the report. And from there, I take it and look at it from a holistic view and say, hey, this is really interesting.   Brittany Rittershaus | 00;03;59;27 - 00;04;10;29 Let's talk about this. This is really interesting. We need to talk about this. So from there, kind of, the report is put together and produced into what you're going to see coming up at the event.   Sophie Boler | 00;04;11;02 - 00;04;18;23 That's awesome. So there were 45 survey questions in this survey. How do you determine the questions that should be asked?   Brittany Rittershaus | 00;04;20;05 - 00;04;47;14 It is a lengthy process to determine what questions to ask in each survey. Since Compensation Trends Survey—we've been doing this one for over 20 years, as we've mentioned—most of these have base questions that we've already figured out, ones that we know organizations need to know. However, when it comes to adding new questions, we do discuss with other lines of businesses that we have at MRA to kind of help and guide us.   Brittany Rittershaus | 00;04;48;02 - 00;05;15;23 One of the main departments that we do discuss with is our HR Hotline advisors. They're constantly talking to our members and helping them out with any needs they may have related to HR. And due to that, they're really the first to know if and what organizations are struggling with and what answers they need. And due to that, we can kind of incorporate that and fill the gaps with our surveys.   Brittany Rittershaus | 00;05;15;23 - 00;05;49;07 So we're constantly tweaking and working on new questions with the advice that we get from them, with anything that they're hearing from our members. This year an added component that we did was, since the talent market has been so difficult and making it challenging for employers to obtain the employees that they need, we did work with our Recruiting Services team to see what they were hearing and experiencing, to see if we could add any questions surrounding that.   Brittany Rittershaus | 00;05;50;26 - 00;06;08;26 All that to say is that we just really want to get a holistic view of what's happening to organizations by listening to them, hearing what they're struggling with, and incorporating that into our survey so that we have the best answers that we can.   Sophie Boler | 00;06;10;05 - 00;06;14;14 Interesting, and does that play a role in how MRA's surveys are so robust?   Brittany Rittershaus | 00;06;14;14 - 00;07;01;12 What makes MRA's surveys so robust is that we do have a large membership of over 3,000 organizations who do value our data and look at it. Across all of our survey offers, we have well over 2,000 organizations participating in our surveys, and most of these organizations hail from the Midwest, which gives us a strong local presence. However, we do have membership who have branches or locations in other states, which is why we take the time to collect data not just from local areas but also across the nation, just so that we have any data for those organizations who do have locations in various areas.   Brittany Rittershaus | 00;07;02;13 - 00;07;30;14 This is true throughout all of our compensation, business insights, trends, and policy surveys that we offer. We just want to make sure that we're giving the best we can, and by offering our data across all of the United States, it does help give us a true picture of what organizations' needs are. One thing to remember about our surveys is that the more people who participate, the more robust it will be.   Sophie Boler | 00;07;31;14 - 00;07;35;19 You talk about employer-reported data. How does that impact the data?   Brittany Rittershaus | 00;07;36;05 - 00;08;04;22 Another way the data and compensation trends can help is to be used to age data. Oftentimes, you might find yourself having older data that you've obtained, like say, even if you, it was released in March. By then the data has changed. There have been shifts, especially this last year, data has been going up very quickly and just changing rapidly, and aging   Brittany Rittershaus | 00;08;04;22 - 00;08;33;12 the data can definitely help to get you kind of where you need to be until you can get the newest, freshest data. For any information on that, we do have several resources that can help. The best rule of thumb is to use the merit increases, whether that's with or without zeros. It really does depend upon your compensation philosophy and that's something you can determine in talking with your internal HR   Brittany Rittershaus | 00;08;33;12 - 00;08;47;02 or even other business leaders that might be involved in determining that. But using the data in the compensation trends to age other data can definitely help you get to where you need to be if you are in a pinch.   Sophie Boler | 00;08;48;05 - 00;08;55;23 And I mean, MRA has been doing surveys for a long, long time now. But specifically, how long has MRA been doing the Compensation Trends Survey?   Brittany Rittershaus | 00;08;56;04 - 00;09;16;27 So this survey is over 20 years old. We started this one way back, probably early 2000s, I would say—hard to believe. And back when it started, it was called Adjustments and Projections. So it was a very tiny survey back then, and over the years we've just progressed it into what you see today, Compensation Trends.   Sophie Boler |00;09;16;27 - 00;09;28;10 That's awesome. Cool history.   Brittany Rittershaus Yes!   Sophie Boler Well, there are a ton of other compensation surveys out there, but what makes MRA's Compensation Trends Surveys stand out?   Brittany Rittershaus | 00;09;29;25 - 00;09;55;12 Yeah, so I think this one really stands out because we do ask a wide variety of compensation questions. While merit increases are important and something that many organizations want to know to help budget, plan for the future, what have you, it isn't the only compensation topic that should get focused upon. We do take the time to focus on structure increases, economic growth, and business outlook;   Brittany Rittershaus | 00;09;56;04 - 00;10;14;20 pay transparency, which has really been booming in the last couple of months, even I would say years. How organizations recognize high performers. That is something we touch upon and we also look at total rewards as a whole and what organizations do with their total rewards.   Sophie Boler | 00;10;15;06 - 00;10;34;14 Absolutely. And I think that's a great point to emphasize that there's so much more that goes into the survey than just merit increase. But since the survey does cover all of these areas of compensation, what changes to the survey have you specifically seen over the years to accommodate the changing business environment?   Brittany Rittershaus | 00;10;34;27 - 00;10;50;26 I would say the biggest changes we have made have happened in the last couple of years just because of the pandemic. We always need to make sure we're asking the right questions about trends or anything that's going on in the HR world. And the pandemic really progressed everything.   Sophie Boler | 00;10;51;04 - 00;10;56;19 Right. As a result of the pandemic, were there any new questions that you had asked?   Brittany Rittershaus | 00;10;56;19 - 00;11;32;20 So this year we added a couple surrounding around what we're calling the “Great Resignation” that was a result of the pandemic. With so many employees leaving, employers needed to fill those spots quickly. So what they ended up doing was raising the starting rate and by doing that, they were basically boosting the pay, but not boosting the pay of the employees who were there, which was causing pay compression. So that was the main focus this year, was to talk about the pay compression and what organizations are doing to mitigate that.   Brittany Rittershaus | 00;11;33;20 - 00;11;37;03 Just one of the many problems that have occurred from COVID.   Sophie Boler | 00;11;37;03 - 00;11;48;14 Right. And I mean, the pandemic hasn't been the only large factor in compensation changes. Are there any other changes made due to talent shortage, for example?   Brittany Rittershaus | 00;11;48;25 - 00;12;30;00 Yeah. So as I mentioned, they were raising base pay and they still needed to do that for their current employees as well. So that's why we have seen an increase in merit increases over the past year. But there were some companies that couldn't give higher base pay. They had to get creative with it. So a lot of them did start to focus on total rewards, which would mean variable pay, any benefits they could, such as health and insurance, wellness, and some even included various perks, which that would be flexible work schedules, gift cards, paid parking, employee lunches … just anything to make them stand out and give them something that says, “I appreciate you.”   Sophie Boler | 00;12;30;03 - 00;12;39;01 Absolutely. And another key factor is inflation when looking at compensation. So is there anything specific to address with inflation?   Brittany Rittershaus | 00;12;39;10 - 00;13;05;03 Yeah. So in our economic and business outlook, we did add some inflation questions. What those focus on was if employers are doing anything about the inflation, what they're doing to kind of help ease their employees' minds, and how their employees are feeling about the inflation. Our data is employer reported. Because of this, it can help make the data stronger   Brittany Rittershaus | 00;13;05;03 - 00;13;29;05 when organizations are using the data. Oftentimes our data is used by organizations to benchmark where they fall and if they need to be doing more to help their recruiting and retention of employees. A good rule of thumb when looking at our data or any market data, for that matter, is to make sure you have a good understanding of your job market.   Brittany Rittershaus | 00;13;30;24 - 00;14;04;03 One thing we have organizations do when they're looking at the data is to consider the size of the sample, but also don't lose other elements of the data. These other elements could include company size, revenue, industry, or even profit status. Using this information can help you have a strong picture of where your organization might stand and any changes you might need to do to get you to where you need to be.   Brittany Rittershaus | 00;14;04;03 - 00;14;27;18 Knowing the data can teach you a lot, but that alone might not be enough to help. The data at first can initially be used to help formulate tangible goals, but later those goals can be used to help formulate a plan with other key employees in the organization. And that way you can determine the level of success you've achieved,   Brittany Rittershaus | 00;14;27;18 - 00;14;54;00 where do you plan to go with this data, and just ensure that you're meeting your employees' needs with anything regarding compensation, any trends that are going on, or anything really that you need to look at within your organization to just make sure you're on top of it and giving it everything you can so you can be successful.   Sophie Boler | 00;14;55;18 - 00;15;00;06 Right. And could you talk a little bit more about the key focus areas of this year's survey?   Brittany Rittershaus | 00;15;00;16 - 00;15;26;05 Sure. With compensation being a key driver this year to help recruit and retain employees, it was very important that we wanted to focus on merit increases. However, on that, we also wanted to focus on inflation. Since employees have been focusing on pay and demanding higher wages, there's only gotten more complicated with inflation being on the rise. The big question is what will next year bring?   Brittany Rittershaus | 00;15;26;11 - 00;15;31;26 What is the next ripple effect that's going to come out of all this?   Sophie Boler | 00;15;31;26 - 00;15;46;02 Absolutely. This survey really covers it all. As we wrap up the episode, are there any sneak peeks that you can offer our viewers of what's going to be revealed next week when we start taking a closer look at the results of the survey?   Brittany Rittershaus | 00;15;46;26 - 00;16;11;05 The biggest teaser that I can offer without giving too much away of this report is that if you were to go back in time, say, just 5 years ago, no one would believe the shift in compensation that's happening right now or even the workplace environment that has happened, especially with not how quickly it's, taken place. It's really been happening much faster than we've ever seen before.   Brittany Rittershaus | 00;16;11;05 - 00;16;44;25 To piggyback on this, the number of months between pay increases has shortened from 12 months or more to less than 12 months. This could be due to pay compression, given that 69 percent of employers strongly agree or agree that it has affected their compensation strategy. Or another factor that could be affecting it could be that over half of employees for office technical service, production, and maintenance feel that compensation is not keeping up with inflation.   Brittany Rittershaus | 00;16;45;08 - 00;17;00;08 It's just been all over the place and employees really want more and employers are trying to give that while still maintaining their business. It's been really rough on them and there's so much in this survey that gives that away.   Sophie Boler | 00;17;00;08 - 00;17;21;28 For sure. And this is definitely an area to stay on top of and know what's happening around you and what other businesses are doing. But the good thing is we will be continuing the conversation next week when we dive deeper into the survey results. So you don't want to miss that. But Brittany, thank you so much for all of the great info on this year's Compensation Trends Survey.   Sophie Boler | 00;17;22;07 - 00;17;46;15 I think this information benefited a lot of people and it's a great lead-in to our Compensation Trends event happening tomorrow. But this was so fun and thank you again and we will see you next week. And that wraps up our content for this episode. Be sure to reference the show notes, where you can sign up to connect for more podcast updates.   OUTRO | 00;17;46;29 - 00;18;01;04 Check out other MRA episodes on your favorite podcast platform and as always, make sure to follow MRA's 30 minute THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the HR conversation.

Are you looking to hire team members on your golf staff?  GBN's Recruiting Services make hiring easier with our best in class network of Golf Professionals that helps you reach deep into the market to locate your next staff member.Go to www.golfbusinessnetwork.com/recruiting to get started and get ahead of the competition.If you've been listening for a while, you've come to understand how important I believe leadership is to being a successful PGA Professional.  In these times of low retention levels and poor employee engagement, your ability to lead your team and your facility has never been more critical.  It's the reason we're launching a much anticipated leadership program from GBNU here this fall, 2022.  We're going to give PGA Professionals the chance to develop their leadership skills so they can become somebody that people want to follow, somebody that people want to work for, and somebody that can produce results for their facility.  All through the lens of what you, the PGA Professional does every day.  I can't wait to tell you more about it.  And right on queue, we have an episode that can be a masterclass on leadership.  I was so honored to have the chance to speak with our featured guest, David Novak.  David is one of the premier leadership minds out there.  He's the former CEO and co-founder of Yum Brands, which operates KFC, Pizza Hut, Taco Bell, and The Habit Burger.  He's been named Chief Executive of the Year, and oversaw explosive growth as the company doubled its number of restaurants under his leadership and grew to a market cap of almost $32 billion.  His marketing background includes such big wins as developing and launching Cool Ranch Doritos, and Pizza Hut's meat lover's pizza…along with one notable marketing mishap, which we'll discuss.  You'll want to hear that.Now after retiring in 2016, David launched “David Novak Leadership” where he coaches leaders using his time tested methods and practices, including Purposeful Recognition.  He's the host of the very popular “How Leaders Lead” podcast where talks with world class leaders every week.  In addition he's a New York Times bestselling author.David is busy to say the least, but not too busy to find time for one of his biggest passions…golf.  He's the definition of a “golf nut” and not to mention,quite a player as you'll hear early in our conversation about a huge accomplishment he achieved this summer.  So David knows golf and he know golf pros.  That's why this conversation is so powerful.  Whether you're in a leadership position, or aspire to get to one, David's lessons here are priceless and ones you can implement the very next time you walk in the door at work.  This was such a pleasure to have this conversation and I'm excited to share it with you.  

Are you looking to hire team members on your golf staff?  GBN's Recruiting Services make hiring easier with our best in class network of Golf Professionals that helps you reach deep into the market to locate your next staff member.Go to www.golfbusinessnetwork.com/recruiting to get started and get ahead of the competition.Welcome back for part two of my conversation with Seth Waugh, the CEO of the PGA of America.  In part one we focused on a critically important topic for Golf Professionals today, the supply and demand issues in the labor market.  Every PGA Professional should hear what Seth had to say on the topic.  It was an honest and frank conversation and personally I think we should be encouraged by what we heard.  Now we get into two more important topics.  As you know, prior to the PGA, Seth was the CEO of Deutsche Bank Americas.  I took the opportunity to ask him about his leadership philosophy and what it takes to lead organizations of such immense size.  Any leader can benefit from his thoughts on the topic, especially his “Golden Rule”, which you'll hear him explain.  Leadership is such an important skill when it comes to retaining great people, and in this labor market, it's never been more critical.  This is a great opportunity to take some leadership insights from an experienced and successful leader.  Lastly, I ask him the question about LIV.  One perspective we haven't heard much is how that tour can impact the PGA of America and specifically PGA Professionals.  Seth will be at the forefront of some of the most important decisions that golf's governing bodies will make regarding LIV.  You'll get his thoughts.  You won't want to miss them.

Are you looking to hire team members on your golf staff?  GBN's Recruiting Services make hiring easier with our best in class network of Golf Professionals that helps you reach deep into the market to locate your next staff member.Go to www.golfbusinessnetwork.com/recruiting to get started and get ahead of the competition.In this season of Getting Better Now, we've talked a lot about the state of the golf industry.  We heard from the Golf Professionals when we highlighted “The Club Pro Crisis” in Episode 01 of this season.  We heard from the CEO of the PGA of America himself in a candid conversation with Seth Waugh in Episode 02.  Now in Episode 04 of Season 8, we hear from another association chief, Jay Karen.  Jay is the CEO of the National Golf Course Owner's Association (NGCOA), where he's spent nearly 17 years in multiple roles with the association.  He has a pulse on the issues impacting owners throughout the country, many of which end up impacting us as the PGA Professionals working for those owners.  A self-proclaimed “learner”, Jay is actually pursuing his membership as a Class A PGA Professional and you'll hear his own war story about passing the PAT.  In addition, we'll obviously get into the labor situation from the perspective of the owners as well as Jay's personal feelings about how we got here, and more importantly how we can fix it.  Jay also watched the downturn in golf happen after the “Tiger Boom” and has great insight into how we can avoid that from happening again, post COVID.  Jay is the co-host of Golf Business LIVE, where he shares the screen with the PGA's own Don Rea.  You can catch up on past episodes on YouTube.Not only was Jay fun to talk to, he is really knowledgeable on the issues impacting golf so I know you're going to get a lot from this conversation.

Are you looking to hire team members on your golf staff?  GBN's Recruiting Services make hiring easier with our best in class network of Golf Professionals that helps you reach deep into the market to locate your next staff member.Go to www.golfbusinessnetwork.com/recruiting to get started and get ahead of the competition.Most of you listening to this are working at golf clubs that are busier than they have been in a long, long time.  Maybe even busier than ever before.  Rounds of golf are high and membership rosters are full.  Now that we're settled into this new reality, the focus is on retaining all of these golfers so our clubs don't return to the struggles that existed before this recent golf boom.  How can we do that?  If you ask Shep Hyken, it's by creating an amazing customer experience. Shep Hyken, calls himself the CAO (Chief Amazement Officer) of Shepard Presentations. He's a customer service and experience expert and a sought after keynote speaker, as a Hall of Fame Speaker from the National Speakers Association.  For decades, he's worked with companies that want to build loyal relationships with their customers and employees. As a New York Times and Wall Street Journal best-selling author he's written 8 books focusing on delivering amazing customer service, customer engagement, managing the customer experience and creating customer loyalty.  His new book “I'll Be Back” on building returning customers, is a perfect fit for the situation in our industry today.  He's also the host of “Amazing Business Radio”, a podcast where he profiles leaders and their customer service expertise.  With all this said, Shep is a big golfer and as a member at his local club, he understands the customer experience at clubs from both the staff's perspective and from the members'.  That's why this is such a valuable conversation.  There are plenty of takeaways in this conversation to help you and your team build a better service experience at your club.  

twitter: @alwaysirishINC email: alwaysirishnd@gmail.com

Why did Miami commit Jayden Wayne go from a 5-star player to a 4-star player just an hour after he announced he was heading to the Hurricanes? Is there manipulation of the rankings being caused by an anti-Miami bias? This is the question being asked left and right by Canes football fans. Alex Donno recaps the 247 sports explanation of a data entry error in which they had not including Wayne's On3 Sports ranking in their composite score. On3 had him rated far lower than the other recruiting services, so his ranking tumbled when they were added to the formula. But was the timing of this update nefarious?Host Alex Donno breaks it all down and emphasizes why stars should not matter to Miami fans or coaches. It was, however, unfair for them to bring that controversy into Jayden Wayne's life right after his big decision. Donno talks about Miami's chances to land 4-star linebacker Raul Aguirre, 5-star OT Samson Okunlola and 4-star safety Jaden Bonsu. Aguirre will be making his announcement on Tuesday afternoon at 3pm.Donno answers listener questions from @LockedOnCanes twitter, including a gem about whether Hurricanes fans should be worried about reportedly lackluster performances in the Elite 11 Finals by Canes commits Jaden Rashada (4-star) and Emory Williams (3-star.)Support Us By Supporting Our Sponsors!LinkedInLinkedIn jobs helps you find the candidates you want to talk to, faster. Post your job for free at Linkedin.com/lockedoncollege Terms and conditions apply.Built BarBuilt Bar is a protein bar that tastes like a candy bar. Go to builtbar.com and use promo code “LOCKED15,” and you'll get 15% off your next order.BetOnlineBetOnline.net has you covered this season with more props, odds and lines than ever before. BetOnline – Where The Game Starts!Rock AutoAmazing selection. Reliably low prices. All the parts your car will ever need. Visit RockAuto.com and tell them Locked On sent you. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Are you looking to hire team members on your golf staff?  GBN's Recruiting Services make hiring easier with our best in class network of Golf Professionals that helps you reach deep into the market to locate your next staff member.Go to www.golfbusinessnetwork.com/recruiting to get started and get ahead of the competition.Seth Waugh came to the PGA of America after a highly successful career on Wall Street and most recently as the CEO of Deutsche Bank Americas.  His love for golf and respect for the Professionals that power the game were the driving forces behind his move to the PGA.  He's often been quoted as saying his goal in this position is to better the lives of PGA Professionals so they can impact more lives.  It's a noble cause that was never going to be easy, and that has turned even more difficult than we could have imagined.  Seth's tenure has already endured more tough decisions and crises than most would ever handle in this position.  For a while it seemed like the biggest challenge he would face would be the PGA's move to Frisco, TX,  which is now nearing completion.  However, a once in a lifetime global pandemic threw golf into a new stratosphere of demand which quickly erased the constant conversations of how we were going to grow the game and stop the bleeding of a reduction in golfers year after year.  Seth's previous leadership experience in crisis helped him and the rest of the PGA leadership team guide the game through the pandemic as well as provide support to PGA Professionals.  Tough questions have come one after the next.  There was the decision to move the 2022 PGA Championship site after January 6th, should they hold the PGA Championship or the Ryder Cup in 2020?  Now there's the question about how to handle the LIV Tour players as it pertains to the PGA Championship and the Ryder Cup. All while PGA Professionals battle a never before seen labor shortage at a time when demand for play remains near all-time highs.  And that's where we start the conversation in part one of my interview with Seth Waugh.  You will hear how he sees the labor situation and how the PGA is working to combat this challenge.  How does he feel about the work-life balance question?  Is it possible in our industry?  You'll want to hear his answers.  

Why did Miami commit Jayden Wayne go from a 5-star player to a 4-star player just an hour after he announced he was heading to the Hurricanes? Is there manipulation of the rankings being caused by an anti-Miami bias? This is the question being asked left and right by Canes football fans. Alex Donno recaps the 247 sports explanation of a data entry error in which they had not including Wayne's On3 Sports ranking in their composite score. On3 had him rated far lower than the other recruiting services, so his ranking tumbled when they were added to the formula. But was the timing of this update nefarious? Host Alex Donno breaks it all down and emphasizes why stars should not matter to Miami fans or coaches. It was, however, unfair for them to bring that controversy into Jayden Wayne's life right after his big decision. Donno talks about Miami's chances to land 4-star linebacker Raul Aguirre, 5-star OT Samson Okunlola and 4-star safety Jaden Bonsu. Aguirre will be making his announcement on Tuesday afternoon at 3pm. Donno answers listener questions from @LockedOnCanes twitter, including a gem about whether Hurricanes fans should be worried about reportedly lackluster performances in the Elite 11 Finals by Canes commits Jaden Rashada (4-star) and Emory Williams (3-star.) Support Us By Supporting Our Sponsors! LinkedIn LinkedIn jobs helps you find the candidates you want to talk to, faster. Post your job for free at Linkedin.com/lockedoncollege Terms and conditions apply. Built Bar Built Bar is a protein bar that tastes like a candy bar. Go to builtbar.com and use promo code “LOCKED15,” and you'll get 15% off your next order. BetOnline BetOnline.net has you covered this season with more props, odds and lines than ever before. BetOnline – Where The Game Starts! Rock Auto Amazing selection. Reliably low prices. All the parts your car will ever need. Visit RockAuto.com and tell them Locked On sent you. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Welcome to The Athletic Scholarship Podcast, Episode 303, Recruit-Me vs Recruiting Services.  Listen to find out how I purchased a package from a recruiting service, only to find out that my son and I could do everything ourselves.  I didn't find Recruit-Me until after I spent $1500 on a recruiting service and I actually didn't find Recruit-Me until after my oldest son, Parker, signed his National Letter of Intent.   Now as the owner & CEO of Recruit-Me, I want to save you money, time and stress in the recruiting process.  Listen it to find out how! Check out all the links below.  Take advantage of the Recruit-Me Combo Special and get a bonus recruiting resource that will put you ahead of other recruits. Recruit-Me.com Recruit-Me 3.0 Athletic Scholarship System FREE Recruiting Power Pack QRRecruiter.com  promo code RecruitMe5 CollegeCoachesOnline.com  promo code RM123 Listen to Past Episodes of The Athletic Scholarship Podcast

Energy People Group, a top human resource consulting firm in the Permian Basin area, has been supporting local energy industry companies providing turn-key recruiting services and human resource support, remaining a key partner to local energy companies, helping them with recruiting, onboarding, training and more.

This Follow the Leader Episode is hosted by Mike Fazio, CEO of Workforce180, and features a conversation with Lesley Delgado, President of Strategic Recruiting Services.

In today’s episode, John Duisberg sits down with Mark Gannon, Executive Vice President of Talent Management and Recruiting Services at TekStream Solutions. Mark helped start TekStream in 2011 to combine recruiting and talent management … with consulting services expertise in AWS, Splunk and Oracle technologies. They call Atlanta “home base” and have offices in Washington, D.C. and Canada. TekStream has made the Inc. 5000 list of the fastest-growing private companies in America seven years in a row and boasts a 97% Customer Retention Rate. Mark shares thoughts on being competitive during “The Great Resignation”, how, at TekStream, culture extends beyond individual employees, and more. RESOURCES RELATED TO THIS EPISODE Learn more about TekStream at https://www.tekstream.com/recruiting-solutions-3/our-management-team/ Follow Mark on LinkedIn at https://www.linkedin.com/in/gannonmark/ CREDITS Theme Music

Today's #PoisedforExit episode featured Marcia O'Connor, CEO and Founder of the award winning firm, The O'Connor Group based in Philadelphia. Marcia humbly told her success story of how she has built her company over the last fourteen years on referrals and treating people well, or "spoiling them" as she puts it. The O'Connor Group, a 60 person firm of recruiters and HR professionals,  provides Human Resources and Recruiting Services for medium and large size firms across the country. Their claim to fame is "Do the Right Thing" and they do. A golden nugget from today's interview with Marcia was in her explaining the need employees have for connection, especially those working from home. The loneliness and depression many of these people are feeling is real. A simple solution that Marcia helps clients adopt is a Buddy System for their work-from-home employees and it's paying off big time. We talked a great deal about best practices for recruiting high quality talent. Marcia said there are 5 jobs for every one person out there right now! So, following the same old recruiting procedures won't work. "How do you attract the best candidates?" I asked her. Marcia gave these pieces of advice:Don't be cheapBe creative on how you attract candidates; know why your company is special and convey that message Show off your company cultureMarcia said it's everyone's job to recruit, not just the HR staff. Get the team involved, explain what you're looking for and provide rewards for hiring referrals. For more timely advice from Marcia O'Connor, listen to this episode now. Find Marcia here and find Julie here.Thank you to this month's Sponsors! Village Bank, Baker Tilly, and Sunbelt Business Advisors. 

Tevin Welcomes James Turner! Former 1994 Indianapolis City Player of the Year in Basketball and Football from Broad Ripple High School James Turner. Turner reflects on his upbringing from Mapleton to Fall Creek, 38th that's all JT. Turner is the CEO of Urban Education Recruiting Services. Turner seeks to enrich his community by enrolling as many students as possible at Martin University. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Elite Seekers Ep 24 - “2025 Challengers to the Throne” In episode 24, @TheBenEby jumps back into the 2025 NFL Draft Eligible class to tell you who could be the CHALLENGERS to the THRONE! We already gave you the #1 QB, RB, WR, and TE according to 247sports Recruiting Services. Now it's time to tell you who we think has the tools to knock off the current “king” of each position! Ben also gives his thoughts on where 2023 eligible Arik Gilbert ended up and the impact it could make! Mentioned are Maalik Murphy, Jaydon Blue, Tetairoa McMillan, and Jaleel Skinner!

Elite Seekers Ep 24 - “2025 Challengers to the Throne” In episode 24, @TheBenEby jumps back into the 2025 NFL Draft Eligible class to tell you who could be the CHALLENGERS to the THRONE! We already gave you the #1 QB, RB, WR, and TE according to 247sports Recruiting Services. Now it’s time to tell you who we think has the tools to knock off the current “king” of each position! Ben also gives his thoughts on where 2023 eligible Arik Gilbert ended up and the impact it could make! Mentioned are Maalik Murphy, Jaydon Blue, Tetairoa McMillan, and Jaleel Skinner!

Brian McMahon head coach of Palm Beach Atlantic University shares insightful info on recruiting agencies and the recruiting process.

You can't beat the job security of a blue collared job, and skilled trade clearance work is booming. Anything from a cable slicer and electrician to pipefitter and welder. You can support agencies that need personnel for facilities, ground, equipment, HVAC, plumbing, aircraft maintenance, and so much more.Ginny Glasco is the Director of Recruiting Services at Akima, and manages the recruitment in 46 states and 16 countries. That's a plethora of career options. She is also an Army veteran and shares military transition tips, virtual job seeking advice, and the do's and don'ts of online career events that candidates should follow. See acast.com/privacy for privacy and opt-out information.

While you're here, download our FREE guide on employment law today! http://go2.extensisgroup.com/guide-to-employment-law Our returning guests are David Pearson, SVP of People Programs, and Jeff DeModna, Vice President of Recruiting Services at Extensis. This panel covers a variety of topics surrounding the question a lot of small business owners ask themselves and their insurance brokers: Do I need HR? The Rundown: (00:00-00:25) What is an Outsourcer? (00:25-04:01) Introduction and "Do I Need HR?" (04:01-06:03) HR Factors Into Employee Satisfaction (06:03-08:15) HR Case Studies - What NOT to Do (08:15-10:18) The Changing (and Challenging) Workforce (10:18-18:36) Fully-Remote Workforce Considerations (18:36-24:25) Employee Communication and Remote Workplace Culture (24:25-27:34) Business Continuation Planning (27:34-30:25) Recruiting Services for the "New Normal" (30:25-33:58) The Future of Work For more information about this topic or about Extensis' HR Solutions, please visit our website at http://www.extensisgroup.com.We are on LinkedIn, Twitter, Instagram, and Facebook as “Extensis Group”; please Connect, Follow, and Like us there! You can also check out our updated blog for the latest in HR news at http://www.extensisgroup.com/blog. If you would like these installments delivered to you automatically as soon as they are released, please subscribe!

While you're here, download our eBook on Virtual Recruiting today! https://go2.extensisgroup.com/VirtualRecruiting_Download Our returning guest is Jeff DeModna, Vice President of Recruiting Services at Extensis, with a follow-up on how recruiting in the "New Normal" virtual environment is a benefit to prospects, employers, and brokers looking to strengthen their book of business. The Rundown: (00:00-00:25) What is an Outsourcer?(00:25-03:03) Introduction and Recruiting in the New Normal(03:03-04:25) Small Business Are Hiring(04:25-07:35) Advantages of Virtual Recruiting(07:35-10:21) Advantages for Hiring Managers(10:21-13:16) Brokers Adding Value to their Clients(13:16-18:37) Virtual Recruiting Success Stories(18:37-20:29) Extensis Recruiting Services and Recruiting Cloud(20:29-20:53) Related Videos For more information about this topic or about Extensis, please visit our website at http://www.extensisgroup.com. We are on LinkedIn, Twitter, Instagram, and Facebook as “Extensis Group”; please Connect, Follow, and Like us there! You can also check out our updated blog for the latest in HR news at http://www.extensisgroup.com/blog. If you would like these installments delivered to you automatically as soon as they are released, please subscribe!

Our special guest is Jeff DeModna, Vice President of Recruiting Services at Extensis, with insights on recruiting in the time of COVID-19, what advantages virtual techniques bring to bear, and insights of the future of recruiting moving forward. The Rundown: (00:00-00:25) What is an Outsourcer?(00:25-02:40) Introduction and Recruiting in the Virtual Era(02:40-05:31) Involving the Team(05:31-07:00) Technology(07:00-10:12)Documentation(10:12-15:13) Extensis Recruiting Services and Recruiting Cloud(15:13-18:45) Virtual Career Fairs(18:45-24:00) Top Tips(24:00-24:20) Related Videos For more information about this topic or about Extensis, please visit our website at http://www.extensisgroup.com. We are on LinkedIn, Twitter, Instagram, and Facebook as “Extensis Group”; please Connect, Follow, and Like us there! You can also check out our updated blog for the latest in HR news at http://www.extensisgroup.com/blog. If you would like these installments delivered to you automatically as soon as they are released, please subscribe!

In Episode 7, Host Pete Newsome explains the various types of staffing and recruiting services commonly used in the market.

Episode 14: CorTalent Recruiting Services Director Todd Johnson  June 13, 2020 ~ 31 mins As a Recruitment & Retention Consulting firm, we help successful growing companies to leverage talent as their most important asset. Our Recruiting Services Director, Todd Johnson, leads our team of talent advisors and is constantly evaluating trends and processes in the … Continue reading Episode 14: CorTalent Recruiting Services Director Todd Johnson →

In this episode of the Life and Football podcast our special guest was Coach Frederick Hall. Coach Hall owns and operates Football Recruiting Camps and a Football Recruiting Service for HighSchool Players. Hall runs his recruiting services out of Texas. Hall started his recruiting service wanting help GETTING HIGH SCHOOL KIDS NOTICED AND ON TO COLLEGE AND OUT THESE STREETS. Hall talks about how he played HighSchool Football for the popular Head Coach Terry Gambill who currently is the Head Coach for the Allen Eagles. Hall talks about how he coached and helped his son in their Football career. He also speaks on hosting his first Football camp Sunday July 12, 2020. Hall gives us great insight into the why and how he does his recruiting services. Hall says he Goal is to help kids achieve their dreams of playing College Football weather it's at a D1, D1 AA, D2, D3, JUCO, and or NAIA.

We all know and love college sports, but do we know what goes on behind the scenes? On this week’s episode of You Have a Cool Job, we talk to Jason Smith, a college athlete recruiter. Jason is the Director of Recruiting Services for NCSA, Next College Student Athlete. Jason starts by explaining his personal story as a high school and college athlete. Jason worked for years as a college baseball coach at each NCAA level, before landing at NCSA. He shared the admittedly tough transition he experienced before finding his groove as a recruiter and coach to students and their families, and now "coaches the coaches" as he says. He talks about the misconceptions in his field, and gives advice for student athletes and their families.

In this installment of the Extensis Client Exchange, our special guest is Jeff DeModna, Vice President, Recruiting Services, who outlines some of the challenges facing small and medium-sized businesses in the "War on Talent", some tips on how to engage prospects, and a few of the benefits that working with a dedicated recruiting services partner can provide. For more information about this topic or about Extensis, please visit our website at Extensisgroup.com. We are on LinkedIn, Twitter, Instagram, and Facebook as “Extensis Group”; please Connect, Follow, and Like us there! You can also check out our updated blog for the latest in HR news at Extensisgroup.com/blog. If you would like these installments delivered to you automatically as soon as they are released, please subscribe to this podcast. Extensis; We promise to simplify HR.

Andrea is a  RYA 200 HR Yoga Teacher,  Owner of Scarborough Yoga, Co-Founder of sheJAMs, LLC, USA Triathlon Level 1 Coach and Usui Reiki Master. Andrea began practicing Yoga while training for a half -ironman when her  Chiropractor told her she could do more for herself than he could do for her and sent her to yoga.  That was the beginning of a new path and journey.   After 20 + years as the Director of Recruiting Services at Pro Search, Andrea took the leap at the end of 2016 out of the corporate world and she and her business partners acquired the Maine YogaFest.  Andrea is committed to making a difference in her community and ultimately in the world.  A bold goal!   ?Andrea lives in South Portland with her husband, daughters, dogs and a cat who thinks he's a dog. https://www.maineyogafest.com   https://scarboroughmaineyoga.com    

In this candid episode, Jon Fugler shares his perspective on recruiting services. There are key elements he brings out that will cause you to think about your situation. Whether you agree or not with Jon, hear him out. It could change the course of your scholarship pursuit If you've been considering a recruiting service, this episode is timely. If you're not sure what a service is, then this will educate you. Jon shares from personal experience but lets you make your own decision.  And he welcomes your comments. LINKS AND RESOURCES MENTIONED IN THIS EPISODE: Free Recruiting Masterclass: Five Steps to Your Athletic Scholarship Dream. Free Recruiting Power Pack The Athletic Scholarship Playbook Recruit-Me 3.0 Contact Jon

On this episode, we dive into the world of recruiting services for college coaches: What they are, how they work, and why many coaches use them. We talked to two guests who are very familiar with the topic. Rick McDole is Executive Vice President of Customer Success for Next College Student Athlete (NCSA), the largest recruiting service available for college coaches. And, Dusty Gilbreath, founder of Rising Recruits, a baseball-specific recruiting service that produces skill videos and recruiting information for rising baseball prospects. Both shared their insights and thoughts on the industry, and how they see college coaches best using the resources they offer. You can contact Dusty Gilbreath through the website at www.risingrecruits.com. To visit NCSA, go to www.ncsasports.org.

LINKEDIN: Automotive Dynamics Corp offers Recruiting Services, software design, robotprogramming, and to automotive, aerospace,locomotive, and automation companies in Michigan, California,and Florida.

The One change you must make for 2019. Overcoming hiring failures. Spoiler Alert: it is your Interview Process… 1950 called and they want their process back! Today’s Quote: "I can't change the direction of the wind, but I can adjust my sails to always reach my destination." -Jimmy Dean Show highlights: Divulge the secret of an effective interview Halos & Horns Layout our interview structure Up front, What is the secret to an effective Interview? Process Alignment Engagement Halo’s & Horns Bias, Conclusions & Assumptions Your attitude determines your altitude Gut decisions Coin flip methodology Effective Interview Structure Brenan’s Format Plan Build Decision Scoring methodology Practice Rick’s Format Structure (Organized, Timed, real time feedback) Pre-determined questions Give & Receive Feedback Differentiate your company by closing the process with Everyone you decide not to move forward with! Brenan German is Founder and President at Bright Talent Resources, Inc., a boutique Human Resources Advisory, Project Management, Training, and Recruiting Services firm. As lead consultant, Brenan acts as an advisor to organizations wanting to re-engineer or develop a high performing, measureable, technology enabled, human resources function. Brenan has over 20 years of hands-on Human Resources leadership experience developing intelligent and successful talent management functions within some of the country’s most respected and well-known companies such as The Gallup Organization, Edwards Lifesciences, and Black & Decker. Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measureable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs. A graduate of the University of California, Irvine, Brenan is an active participant in a number of organizations: Chair of the Orange County Employment Managers Association (OCEMA), Founding Board Member of the Talent Acquisition Group of San Diego (TAGSD), Member of the Society of Human Resources Management (SHRM), and Advisor to Sigma Pi International Educational Foundation.    

Recruiting Services Review Conclusion In our recruiting services review conclusion, it is important to understand that things are always changing. Technology especially has changed everything in recruiting. 15 years ago Facebook Instagram and Twitter weren't even a thing. In 15 more years who knows what things will be like. Right now people who think you need a recruiting service are people who grew up without a cell phone. They grew up without having instant access to information. You’re in a different generation. Everything you need is just a google search away. The truth is coaches can find out about just as easily as you can find out about them. So instead of worrying about wasting money on a recruiting service, take the time to make sure your “profile” doesn’t expose you. Make sure you’re in shape. Make sure you’re the best player you can be. Eat the right foods. Get the right amount of sleep. Make good grades. Seems simple doesn’t it?  Then do your research.  Find schools and programs that fit you.  Reach out to them and make them like you. Most of you won’t do it because you want someone else to do it for you. If you think a recruiting service or a trainer or anyone else is the answer, well you should probably unfollow us. We are here to help people who are serious about helping themselves because that's how you truly survive in life.

Recruiting Services Review Part 3 https://youtu.be/MumoMU0gLQU In the Recruiting Services Review Part 3, we talk about part of the lack of education that these services provide. The first couple of episodes in this series talked about things you can do for yourself better than someone else can do them for you. However, any service, no matter how much it costs, needs to educate you about "The Clearinghouse" and "financial aid." When I talk to a parent or a player who has signed up with a recruiting service and they have never heard of "The Clearinghouse" or "financial aid", I really wonder what these recruiting services are doing. So let's just say you've got one of those cute profiles with your highlight video and you're "connecting" with coaches all over the country.  Maybe these schools are even interested in you. So many people think the being a baller is enough.  Well beside the fact that there are a lot of ballers out there, you have to do more than just be a good player. "The Clearinghouse" "The Clearinghouse" verifies your eligibility to compete. If you want to play at a NCAA school and you're not registered for the NCAA Clearinghouse, then what are you waiting for?  If you want to play at a NAIA school, then you need to register for the NAIA Clearinghouse.  It doesn't matter if you've taken the SAT or not.  It doesn't matter how old you are.  You should do that and you should do it today.  If the Clearinghouse doesn't clear you, you can't play. If you can't play, you probably can't get a scholarship. You don't want to wait until the last minute. If you are registered for the Clearinghouse, it makes things so much easier for coaches to recruit you. You don't want to make it hard for a coach to recruit you. Financial Aid This part doesn't apply to international athletes, but it is so important for American athletes.  If you aren't 100% locked into the financial aid process, then you're missing out. Again, it doesn't matter how old you are.  Understanding financial aid and how it works is critical to making college more affordable and in some cases putting money in your pocket. Every school and every level works differently, but if your recruiting service isn't educating you about the financial aid process then you could be missing out on THOUSANDS of dollars.  It doesn't matter if you're a top D1 athlete or not. The financial aid process is important for ANY American athlete who wants to play collegiate sports.  The better understanding you have of the process, the more educated you can be about your decisions.  

Recruiting Services Review Part 2 https://youtu.be/24nwwDBPKQM Our recruiting services review started with a couple reasons that they are not necessary. You already have a profile if you have a social media account and that's a very easy and effective way to connect with college coaches. We'll say for now that you think that profile is worth it and that you aren't comfortable talking to college coaches. In Recruiting Services Review Part 2, we will give you a couple reasons that can hurt your recruiting instead of helping. Reason 2A: Recruiting services contact schools that aren't interested in you. One of the most annoying things as a coach is not having athletic scholarship money, and getting emails about a player a rising freshman or sophomore saying they are interested in our program. Really? A rising freshman would commit to a program that doesn't have scholarship money?  First of all, if a player is good enough to play for us as a freshman, just think how good they will be as a senior. If a player isn't good enough to play for us, why would we offer them? Not only is there so much that can happen during that time, it would be a waste of time for a school without scholarships to offer a freshman. When I coached at D1 or D2 programs, I received emails from recruiting services all the time about potential players for our program. The majority of players want a full scholarships. It is easy to find players who want a full scholarship. I want to know players who are good enough and who fit what we're looking for. These are just players that we ended up inviting to camp to help supplement our pay. We had no intention of recruiting them. I have yet to receive an email or phone call from a recruiting service asking what we're looking for. They just overwhelmed me with emails that I ignored or deleted. Some even go straight to spam or junk folders. One time I had to tell them to stop sending me emails. It was just annoying. Reason 2B: Recruiting services contact schools that don't interest you. I receive emails daily from recruiting services about potential players for our program.  Many of them say they want to major in areas we don't have.  You might not think that's a big deal. Think about when that happens to multiple athletes, day after day and year after year. IGNORE!!! DELETE!!! SPAM!!! I'm not the only coach who is getting them or ignoring them or deleting them. You are paying a recruiting service to misrepresent you. I really don't think that's what you want.  Coaches don't want to hear from recruiting services.  They want to hear from you. So if your recruitment is important to you, take ownership of it.  Do your homework and do things in a way that represent you well.

Did you know that according to LinkedIn “83% of talent say a negative interview experience can change their mind about a role or company they once liked, while 87% of talent say a positive interview experience can change their mind about a role or company they once doubted.”  Candidate Experience Matters! Today's Quote: “The only source of knowledge is experience.” - Albert Einstein Show highlights: The impact of candidate experience on your ability to hire AI Our solution to create a positive candidate experience What is candidate experience? Why is it important: Job descriptions Application process Interview Experience Feedback/Closing the Loop Nearly 60% of Job Seekers Have Had a Poor Candidate Experience & 72% Talk About It (GlassDoor) The VALUE of AI: AI- Recruitment Automation Sourcing            58% Screening          56% Nurturing            55% Scheduling         42% Engagement       24% Interviewing        6% AI will eliminate the transactional pieces of recruiting but it won't solve the most critical portions….Engagement, Interviewing Let’s lay out our structure for creating an impressive candidate experience: Engagement: Marketing/Messaging aligned with company values Job Descriptions with clear performance metrics Application process…. RESPOND! Interview: Set Expectations Structure (Organized, Timed, real time feedback) Pre-determined questions Give & Receive Feedback Closure: Professionally release each person from the process Do Not Ghost Listen to your bad glassdoor reviews Brenan German is Founder and President at Bright Talent Resources, Inc., Which is a boutique Human Resources Advisory, Project Management, Training, and Recruiting Services firm.. Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measurable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs.

Have you ever considered hiring overseas talent for your business? Find out what to pay, how to vet candidates, and what to consider culturally when you’re hiring overseas team members, including how to form your own culture with your diverse team. Today we are talking all about the ins and outs of hiring overseas talent with Jeff Fisher who happens to have a 5 star rating as an employer with UpWorks for overseas applicants. Maybe he received that rating because of his over 300 job postings on that platform! Jeff is the Director of Recruiting Services at Diverse Recruiting Experts. He’s also the Success Coach for the “Seven Figure Agency”, a coaching program for owners of digital marketing agencies. During the “Ask Shelli Anything” segment, Jeff asks about how to best give feedback to team members. We share ideas on what’s worked best for continuing to build relationships while still providing feedback to our team members.   Get our Free Hiring Resource Bundle   Connect With Jeff Fisher: http://www.sevenfigureagency.com/ https://diverserecruitingexperts.com/ https://itsjefffisher.com/ Books or Tools or Events Mentioned:   UpWork   Listen to The BizChix Podcast Work with Shelli: One Day Mastermind Strategy Session Work With Natalie: One Day Mastermind CEOCHIX Mastermind ProfitChix Mastermind Strategy Session Join the BizChix Community This episode was first published at BizChix.com/team28. Listen to our sister podcast, BizChix, on your app or at http://bizchix.com. Join the BixChix Community here.

Bill Fell is an Executive Life Science Recruiter and Career Coach. He is also the Owner and Director of Recruiting Services at HIRE-IQ.net – a national, full-service, recruiting and career coaching company focused on the medical device, pharmaceutical, biotechnology and clinical research industries.Bill has been a Life Science recruiter for 8 years and has made over 200 placements. He’s skilled at assessing candidates and providing clients an exceptional talent acquisition experience. As a coach, he’s been able to quickly help candidates get interviews, but more importantly, jobs.His earlier background includes years in Pharma and Medical Device sales, training and leadership. He loves helping clients build stronger companies, and candidates to find the next step in their careers. As an old Eagle Scout, he believes you can never be over-prepared for life.LEARN MORE: Bill@HIRE-IQ.net http://www.linkedin.com/in/billfell/ https://twitter.com/hireiqnethttps://www.facebook.com/hireiqnetResume Storyteller with Virginia Francohttps://businessinnovatorsradio.com/resume-storyteller-with-virginia-franco/

In this episode I give some feedback on creative emails that you might be receiving from recruiting services and showcases. I'm sure many of you get relentless emails from a slew of services. Hopefully a few tips in this short rant give you some insights on how to spot a marketing email. This 10 minute listen could save you thousands $$$$ on a useless service. To see a copy of the actual email visit our Facebook page or Instagram Facebook https://www.facebook.com/therecruitingcoaches/ Instagram: @therecruitingco https://www.instagram.com/therecruitingco/ email brian: brian@therecruitingcoaches.com

Today on the show, business coach Clay Clark and Robert Redmond bring on an expert in the field of executive recruiting! Stacy Purcell of the Purcell Group has been recruiting top level employees for over 20 years and is here to talk about how using an executive recruiter can take your business to the next level!

How one man created his own category within a niche. His company, Tudor Collegiate Strategies, is the nation’s leading consulting service for college athletic departments and coaches. Their focus is developing winning recruiting strategies for their clients, who range from some of the nation’s high profile athletic programs to small, private colleges. The President and Founder of Tudor Collegiate Strategies and the popular “Selling for Coaches” training program, Dan is a regular speaker at coaches conventions around the country. We’re going to talk today about how non-business people can apply business skills, like selling, to their profession to improve outcomes and performance. If you don’t have time to listen to the entire episode or if you hear something that you like but don’t have time to write it down, be sure to grab your free copy of the Action Plan from this episode-- as well as get access to action plans from EVERY episode-- at JimHarshawJr.com/Action. Let's connect:  Website | Facebook | Twitter About Your Host Jim Harshaw My name is Jim Harshaw. And I know where you’re at. You’re working hard and qualified for what you do but you aren’t getting what you want. You have plans on getting to the C-suite or launching a business but ultimate success seems as far away today as ever. You’re at the right place because you can get there from here.  And I can help.  Who I Am I’m a speaker, coach, and former Division I All-American wrestler that helps motivated former athletes reach their full potential by getting clarity on what they really want and taking aggressive action to lead their ideal life not just despite their prior failures but because of them. I’m a husband and father of four. And I’m a serial entrepreneur. I’ve launched multiple successful businesses as well as the obligatory failed one. I’ve been the executive director of a non-profit and have raised millions of dollars. I’ve worked in sales. I’ve even been a Division I head coach. While I was born in a blue-collar home I have spent my life surrounded by Olympians, CEO’s and millionaires. Jim Rohn said, “You are the average of the five people you spend the most time with.” I’ve been lucky. I’ve learned the habits of successful people and guess what. You’re just like them. I know because I know your type. You’re programmed for hard work, which is a prerequisite for success, but you’ve never been shown how to use what you know to create the life you want with the tools you have. I will show you how. Why You are Here You've worked hard to achieve greatness. You’ve set goals and maybe even set records. You’ve definitely failed and you’ve at some point found yourself questioning if you were on the right track. You need to understand this: You are far more prepared to succeed than those who’ve not tried, competed, struggled and overcome like you have. That’s the value of your education as someone who aims high. You are prepared to be as successful as your wildest dreams will allow. Here I will teach you, with the help of brilliant minds that have been shaped by failure, struggle, and adversity, to be who you want to be. I sense that you want this because you have read this far. To take the next step today, click here. FOLLOW JIM Website | Facebook | Twitter

Lars Schmidt at Lunch with DriveThruHR at Lunch with DriveThruHR  @bryanwempen @williamtincup & @thehrbuddy DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @bryanwempen @williamtincup and @thehrbuddy The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.drivethruhr.com/ http://www.facebook.com/drivethruhr http://www.linkedin.com/company/1651206 http://twitter.com/drivethruhr