Podcasts about Recruitment

Een recordaantal inzendingen voor de Recruitment Tech Awards, nieuwe cijfers over AI-gebruik én een drukke maand voor investeringen: een greep uit de Recruitment Tech Monthly van oktober 2026. Bekijk de uitzending met hosts Martijn Hemminga en Jasper Spanjaart op YouTube of luister via jouw favoriete podcastkanaal.

Florida hosted many top targets in the 2028 class for its matchup with Ole Miss on Saturday, including four-star cornerback Domonic Williams Jr. Williams, a 6-foot, 182-pound cornerback at Jacksonville High School in Jacksonville, North Carolina, made his first game day visit to Florida for the Gators' win over Ole Miss, and he spoke on the Swamp247 Recruiting Podcast to recap the visit and more._(0:29) - Overall thoughts on first game day at Florida(3:40) - Thoughts on Florida's defense(4:52) - Meeting with the staff on campus(7:30) - Where Florida now stands in his recruitment(8:48) - How the staff at Florida stands out(10:38) - Visits to other schools(14:23) - Recruitment timeline(15:13) - Junior Season(16:56) - Outro

How can we manage major career transitions? How do we ensure colleagues get the support needed to succeed?   In this final episode of our series on leadership conversations, Dr Jonathan Darling speaks with Dr Chakra Vasudevan about his work in medical education, patient care and supporting others.   From training in India to his move to the UK, to his current role as Head of School in Yorkshire and  new RCPCH Officer for Recruitment, Chakra shares the experiences and lessons that have influenced his approach to leadership and professional development. Read Jonathan's reflections and download the transcript from episode 15 on RCPCH website: https://www.rcpch.ac.uk/news-events/news/2026-09/leading-way-episode-15-giving-leadership-go-dr-chakrapani-vasudevan Discover more of our podcasts on RCPCH Learning: https://learning.rcpch.ac.uk/home/podcasts/ The views, thoughts and opinions expressed in this podcast relates only to the speaker and not necessarily to their employer, organisation, RCPCH or any other group or individual. About Chakra Chakra is a Consultant Neonatologist based at Bradford Teaching Hospitals NHS Foundation Trust and is currently Head of School in Yorkshire, after being a Training Program Director there for several years. He is also the new RCPCH Officer for Recruitment and previously served as the Officer for Education.

Superintendent Paul Bertoncello joined Heidi Murphy to discuss a new recruitment drive Victoria Police is implementing from Wednesday.See omnystudio.com/listener for privacy information.

AI is changing recruitment fast. From sourcing and Boolean search to automation, candidate engagement and productivity, how will AI reshape the way recruiters work?In this episode of RecruitmentTV, James Osborne is joined by Steven Lu, Founder of PIN, and Mark Alexander to explore how AI is changing recruitment and what recruiters need to do to stay ahead.They discuss:• How AI is changing recruitment search and sourcing• Why traditional Boolean search could be becoming obsolete• How AI can save recruiters time and improve productivity• The impact of AI on candidate sourcing and qualification• How recruiters can use AI without losing the human element• The future of recruitment automation• Whether smaller recruitment teams can generate more revenue with AI• What the recruiter of the future could look likeThe conversation also explores the rise of the “super agency” and how AI could allow recruiters to spend less time on repetitive tasks and more time using their expertise.If you work in recruitment, recruitment technology, talent acquisition or agency leadership, this is a conversation worth watching.Subscribe to RecruitmentTV for more conversations about recruitment, AI, growth, technology and the future of the recruitment industry.

Why Is It So Hard to Recruit Good People?It's one of the most common frustrations across construction right now:“Why is it so f*ing hard to recruit good people?”**Whether you're in Sydney, Dublin, London or Stockholm, the challenge is much the same. Businesses have projects, pipelines and ambitious growth plans — but finding genuinely high-quality people to deliver them has become increasingly difficult.In this episode of The Take Off Podcast, Mick breaks down seven reasons why recruiting great people has become so difficult — and why the traditional approach to recruitment is no longer enough.The best people aren't looking for jobs — they're usually busy delivering projects, solving problems and progressing within their existing business.Companies are searching for unicorns — increasingly narrow requirements around sector, project type, software, qualifications and local experience dramatically reduce the available talent pool.We're trying to hire tomorrow's employee on yesterday's salary — expectations have moved faster than many salary bands.A pay rise isn't enough anymore — career stage, family, flexibility, security, progression, leadership and lifestyle can matter just as much as money.Recruitment processes are too slow — lengthy interviews, approvals and assessments can kill momentum and create doubt.Businesses underestimate the impact of rejection — repeated offer declines can affect internal confidence and external employer reputation.Recruitment has become too transactional — the strongest businesses identify, map and build relationships with talent long before a vacancy becomes urgent.The fundamental difference?Finding someone who wants a job is very different from convincing someone you genuinely want to hire to change jobs.For difficult appointments, recruitment increasingly looks less like filling a vacancy and more like strategic procurement of talent — understanding the market, identifying the right people early and building relationships before you desperately need them.If you're a business owner, construction leader or hiring manager struggling to attract the calibre of people you need, this episode explores what may actually be getting in the way.And if you're a candidate? It offers an insight into what businesses are really looking for — and what can make someone genuinely stand out in a crowded market.

In episode 90 of Talking Recruitment, REC Interim Chief Executive Maxine Bligh is joined by Bev White, Executive Chair of Harvey Nash and Crimson and incoming REC Chair, to discuss how recruitment businesses can use AI while keeping people at the heart of hiring. They explore why successful adoption starts with reliable data and a clear understanding of where human interaction matters. Bev shares practical advice on testing tools safely, involving both early adopters and reluctant colleagues, and understanding the full cost of implementation. The conversation also turns to candidate experience, including the difficulties people face when they cannot get through to a recruiter. Could AI help businesses offer better feedback, suggest other suitable roles and make it easier for candidates to build their skills? Bev and Maxine also discuss the role of video interviewing in making recruitment accessible. Looking ahead, Bev outlines how the REC can support members by sharing experiences of AI adoption and bringing international trends into view. She also shares her priorities as incoming Chair, with a focus on making sure the Board reflects the breadth of the industry and acts on members' needs. Host: Maxine Bligh, Interim Chief Executive, REC Guest: Bev White, Executive Chair of Harvey Nash and Crimson and incoming REC Chair

Amy Phillips and Emily Dorezas open with Amy's Detroit weekend supporting the Year One charity event for the Children's Fund of Michigan, where $2.7 million was raised through a sketch variety show with auctions, songs, and celebrities, plus her experience performing as billboard lawyer Joumana Kayrouz, attending Tigers and Lions games in suites, and receiving major hospitality and swag. They then recap Traitors: New Blood episodes 3–4, discussing the recruitment decision between Katie and Xavier, Katie's shaky behavior under suspicion, Logan being murdered for being too perceptive, Arisa's banishment tied to the traitors' hand-holding clue, Jay's chaotic gameplay, shield revelations involving Tamika and Clyde, and how strategy shifts with a non-celebrity cast. They end by predicting potential endgame players, including Shane, Michael, Abby, Wyatt, and Nia, and praising Alan's hosting.To watch this recap on video, listen to bonus episodes, get ad free listening, and exclusive content, go to: http://Patreon.com/dramadarlingFollow Amy Phillips on Instagram: Instagram.com/meetamyphillipsFollow Drama, Darling on Instagram: Instagram.com/dramadarlingshowAmy on TikTok: tiktok.com/@realamyphillipsEmail Drama, Darling with YOUR comments, questions and drama: DramaDarlingz@gmail.comDrama Darling Shop: https://drama-darling-shop.printify.me/

This post looks at paid advertising on Facebook and Instagram, run through Meta Ads, and where it fits for a small recruitment, search or staffing business. It’s the paid companion to our earlier episodes on organic Instagram and Facebook. The short version is this: Meta ads can be genuinely useful, but they’re rarely the right first move for winning cold clients. The reach is real. Meta’s planning tools suggest advertisers can potentially reach around 38.8 million people on Facebook and 35.5 million on Instagram in the UK alone, with similar coverage across the US and Australia. But reach is not the same as attention, and neither is the same as someone being in a hiring mood. Facebook and Instagram are places people go to switch off, which makes Meta a discovery channel rather than an intent channel. That single distinction shapes everything else. We cover the four jobs Meta does well for recruiters, candidate attraction, retargeting, waking up your database, and getting a useful resource into the right hands, alongside what good recruitment creative looks like and the honest answer to whether Meta can win you clients. It can contribute, mostly by warming people up rather than closing them, but a cold ‘book a call’ advert to strangers rarely works. We also cover the money and the measurement: budgets, how long to give a campaign, and why chasing the cheapest lead is a false economy. We’re clear throughout about what the data does and doesn’t show, including where reliable UK and Australian recruitment benchmarks simply don’t exist. And we give you permission to skip the channel entirely if it doesn’t suit your business. What You Will Learn in This Post What Meta ads is, and how the paid side differs from organic posting on Facebook and Instagram Why reach on these platforms is not the same as buying intent, and what that means for recruiters The four jobs Meta ads genuinely does well for a recruitment business What separates recruitment adverts that get noticed from ones that get scrolled past The honest answer on whether Meta can win you cold clients How much to budget, how long to wait, and why lead quality matters more than cost per lead Who should skip Meta ads altogether A recruitment owner said something to me recently that sums up how many people feel about Facebook advertising. He’d put a small daily budget behind a ‘We’re hiring’ post, waited a couple of weeks, and got very little back. His conclusion was simple. Meta ads don’t work for recruitment. I understand why he’d think that. But it isn’t quite right. What happened is that he asked the wrong channel to do the wrong job for the wrong audience, in the wrong way. Once you understand how paid advertising on Facebook and Instagram really works, that becomes a very fixable problem. This is the paid side of Meta. We covered organic Instagram and Facebook, the posting and the profiles, earlier in this series. Today is about paying for reach and where that money is best spent for a recruitment, search, or staffing business. What are Meta ads  Meta owns both Facebook and Instagram. Meta ads is the system you use to pay for reach across both platforms from one place, through Ads Manager. You choose a goal, choose who you’d like to see your advert, supply the words and pictures, set a budget, and then Meta’s system decides who to show it to. That last part matters more than it used to. Meta’s delivery is now heavily AI-led, which means your detailed targeting choices act more as suggestions than strict rules. The platform tries to find whoever is most likely to give you the result you asked for. That has a big consequence, which we’ll come back to: the quality of the information you feed the system matters more than the cleverness of your targeting. The reach is real, and so is the catch Let’s start with the thing everyone leads with. Scale. In the UK, Meta’s own planning tools suggest an advertiser can potentially reach around 38.8 million people on Facebook and 35.5 million on Instagram. In the US, the figures are roughly 198 million and 182 million, and in Australia around 17.7 million and 15.2 million. These come from DataReportal’s Digital 2026 reports, drawing on Meta’s planning data from late 2025. Instagram’s reachable audience is also growing faster than Facebook’s. Now the catch, because it’s the whole game. These are estimated advertising audiences, not counts of real, active users. Meta itself is clear that the figure is not a proxy for how many people really use the app, and that it moves around for technical reasons that have nothing to do with more or fewer real people. So ‘can reach’ is not ‘is paying attention’, and it’s a long way from ‘is in a hiring mood’. It helps to think about how people use these apps. In the UK, Ofcom’s Online Nation 2025 report found people spend, on average, around 43 minutes a day on Facebook and Messenger, and around 20 minutes a day on Instagram. That’s real time and real attention. But it’s leisure time. Family photos, Reels, hobby groups, holidays, football. For context, Meta’s family of apps reached an average of 3.60 billion daily active people in June 2026, and Instagram passed 2 billion daily users in mid-2026. Those are global, family-wide figures, not Facebook-and-Instagram-only numbers and not country-level advertising reach, so they’re best treated as background rather than something to plan around. Discovery, not intent This idea explains almost everything else. Facebook and Instagram are discovery channels. People are there to switch off, not to buy recruitment. Compare that with LinkedIn or search, where someone is much closer to a work frame of mind. It’s worth being precise about who is reachable, without falling into lazy generalisations. Facebook’s audience includes a large share of working-age adults aged 35 and over, among them managers and hiring decision-makers. In the US, Pew Research found adults aged 30 to 49 were the most likely age group to use Facebook. Instagram reaches a higher proportion of younger adults, with use strongest among those aged 18 to 29. The point is not that one platform is for older adults and the other for young people. The point is that being reachable is not the same as being ready to buy. A hiring manager can be sitting right there in the audience and still have no interest in a recruitment pitch while they’re scrolling in the evening. None of this makes Meta useless. It makes it a discovery channel, and that changes what you should ask it to do. How Meta Helps Recruiters Meta ads does four jobs genuinely well for a recruitment business. Candidate attraction. This is Meta at its strongest. Job seeking happens in the evenings and at weekends, outside professional networks. Facebook has huge reach among working-age adults, and Instagram and Reels let you show what a role or a workplace is really like. If you recruit in volume, or locally, or into roles where people decide on their phone, care, hospitality, logistics, construction, manufacturing, and early-career technology and digital, it can be a very cost-effective way to be seen by the right candidates. Retargeting. This is the one most recruiters underuse. Retargeting means showing adverts to people who’ve already interacted with you. They visited a job on your website, watched most of one of your videos, opened a form, or downloaded your salary guide. They already know you exist, and a well-timed reminder does far more than shouting at strangers. Waking up your database. You can take your own lists, your candidates, your past clients, the people who came to a webinar, and, where you have the right permissions, show them adverts directly through Custom Audiences. Most recruitment businesses are sitting on a database they barely speak to. One word of care: using your own data like this comes with real privacy obligations. You need a lawful basis and a clean process. Don’t skip that part. Getting a useful resource into the right hands. This is the one we’d most want you to take away. Not ‘book a call’, but a genuinely useful thing: a salary guide for your niche, a local hiring report, a short guide on why offers are being turned down, or a webinar on what’s changing in your sector. You advertise the resource, the people who want it give you their email to get it, and you’ve turned rented attention into an audience you own. Our Marketing Trends Report works the same way. What good recruitment creative looks like A generic vacancy graphic with a logo and a salary gets scrolled past. The adverts that stop people do one of four things: teach something useful, name a specific problem, show real proof with permission, or make the next step genuinely easy. So ‘the three salary trends affecting data engineers in Manchester this quarter’ works far better than ‘we are hiring’. And short, native vertical video matters more than it did. Meta’s current guidance points to 9:16 Reels, and a 20- to 40-second specialist insight recorded on your phone is often more persuasive than a polished, generic corporate film. Can Meta win you clients? The honest answer is that it rarely does on its own, and rarely from a cold start. But it can play a real part. It contributes to client work by warming people up, not closing them. Picture the sequence. A hiring manager sees your useful salary guide. Another week, they see a short video of you explaining something smart about their market. Weeks later, they get an email from you or a note on LinkedIn, and this time your name is familiar. You didn’t win that client on Facebook, but Facebook did some of the early groundwork. It goes wrong when a small business expects a cold advert to do the job of a proper conversation. ‘We recruit accountants, get in touch’ means nothing to someone who’s never heard of you and wasn’t thinking about hiring. ‘The three things pushing up finance salaries in your city this quarter’ might make that same person stop. One is a pitch; the other is useful, and useful travels much farther here. The strongest results come when Meta is one part of a joined-up approach: useful content, Meta distribution, retargeting, email nurture, and LinkedIn or direct outreach, with fast follow-up behind it all. The money and the measurement On budget, don’t dip a toe in with a fiver a day and expect to learn anything. Meta’s own guidance is that where you set a cost-per-result goal, your daily budget should be at least five times that goal. A five-pound target cost per result implies a daily budget of at least twenty-five pounds. A serious test needs enough spend to produce real evidence, not just a few clicks. Give a lead campaign enough time to run properly. Meta suggests aiming for 50 or more conversions a week, with performance often improving after the first two weeks and a sensible minimum run of around three weeks. For a niche recruiter with a smaller audience, that volume isn’t always achievable, so judge results over weeks, not days. On quality, this is the point that saves the most money. If you tell Meta to find you the cheapest possible leads, it becomes very good at finding people who fill in forms cheaply and are worth nothing to you. Meta’s own figures show that when you feed the system information about which leads turned out to be good ones, through the Conversions API for CRM, cost per quality lead fell by around 21 per cent on Instant Form campaigns and around 9.5 per cent on website-form campaigns, compared with optimising for volume. Feed it the outcomes that matter. A word on benchmarks, and what the data won’t tell you It’s worth being straight about this. Reliable, like-for-like 2025 to 2026 Meta cost benchmarks, broken out separately for the UK, the US and Australia and specifically for recruitment B2B client acquisition, do not exist in the public data. Anyone quoting you a precise ‘cost per recruitment client’ from Facebook is guessing. The most-cited dataset is WordStream and LocaliQ’s 2025 Facebook Ads benchmarks, which are US and cross-industry. Their broad ‘Career and Employment’ category showed an average click-through rate of 2.81 per cent, an average cost per click of 0.86 US dollars and an average cost per lead of 17.64 US dollars. Treat that as rough US context only. It is not a UK or Australian figure, it is not a recruitment B2B benchmark, and a cheap form-fill is not a placement. Two advertiser examples illustrate how the levers behave, though they are not results you should expect. A B2B company, BLISS, found a shorter Instagram lead form produced 2.5 times the conversion rate and a 40 per cent lower cost per lead than a longer one, although the longer form gave higher-quality leads. Another, Appsee, reported 3.4 times higher click-through and a 25 per cent lower cost per qualified lead from Instagram Stories. Mechanisms, not guarantees. Whatever you run, measure the right things. Not just reach and cost per lead, but qualified leads, booked meetings, job orders, placements, revenue and gross profit. That’s the difference between a campaign that looks busy and one that pays. A note on compliance Recruitment advertising isn’t just a marketing exercise. Employment adverts sit within Meta’s Special Ad Category, which limits some targeting options, and any use of client or candidate data in Custom Audiences needs a lawful basis under UK GDPR and the equivalent rules in the US and Australia. This post is marketing guidance, not legal advice, so take specialist advice for your own circumstances. When to leave it alone Some recruiters should skip Meta ads altogether, and that’s a perfectly good answer if you run a small, confidential senior-search business, where the roles are rare and discretion matters; public advertising on Facebook is usually the wrong tool. Your work happens through relationships and direct approaches, not lead forms. If you can’t yet say clearly who you help and what makes you different, sort that out first. An advert only amplifies your message; it can’t rescue a fuzzy one. And if you don’t have the capacity to follow up leads quickly, or a proper page to send people to, don’t start yet. There’s no prize for being on every channel. The prize is being good on the few that suit your business. What to do this week If you’re curious but cautious, don’t launch a cold campaign at strangers. Start where the warmth already is. First, take a resource you already have, or could make in an afternoon- a salary guide, a short market report, a hiring checklist for your niche- offer it, and let people swap their email for it. Second, if you’ve got a bit of website traffic or a following, set up a simple retargeting campaign so the people who already brushed past you keep seeing you. Both are low-risk; they build something that lasts, and they teach you how the platform behaves before you ever try anything colder. Remember the pattern: Meta rewards useful, and it rewards warm. Get that right, and it stops being a money pit and starts being a proper part of your marketing. Thanks Denise The post Meta Ads for Recruitment: What Facebook and Instagram Advertising Can and Can’t Do appeared first on Superfast Recruitment.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week Lauren is off, and Bonnie is back and misbehaving. We have all kinds of stories including, working for free is not on, candidates prefer to interview with bots, Christmas comes early, Aussies scrambling for second jobs, the ‘profiler' is the recruitment superhero we all need, Gen Z looking for new roles and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

Send us Fan MailRecruitment has never had more technology, yet most desks still rise or fall on the same old inputs: quality conversations, sharp judgement, and the discipline to do the work that actually drives fees. We are joined by Ross Clennent, a recruiter since 1989, coach to agency owners, and the voice behind Recruitment News Australia, to unpack what's changed and what stubbornly hasn't from the landline era to today's AI rush.Ross takes us back to London in 1989 where a “candidate database” meant a manila folder of CVs and the KPI was simple: book interviews and make placements. From there we get into the modern productivity paradox, how internal HR slowed hiring cycles, and why the core still comes down to talking to clients and candidates. We also dive into the hardest promotion in agency life: moving from biller to leader. Ross shares a clear framework for managing performance without drama by setting expectations across results, activities and behaviour, then using objective reporting to run accountability chats as an inquiry, not a confrontation.On AI in recruitment, Ross is optimistic but blunt: the bar is rising, average recruiters will feel it first, and the winners will use automation to protect more time for the human “grey area” work AI can't do well yet, influencing, negotiating, and helping both sides flex to meet in the middle. We also tackle specialisation versus generalist desks, the looming rookie training gap, and why playing the long game is still the best career insurance.If you found this useful, subscribe, share it with a recruiter or agency owner who needs a reset, and leave a review so more people can find the show.Support the show· Our Website is: xrecruiter.io

How Endeavor Health Is Building One Culture Across Four Health SystemsIn this episode of the HR Leaders Podcast, I sit down with Dianna Sparacino, MBA, SPHR, Chief People Officer at Endeavor Health , to explore how the organisation is bringing multiple healthcare institutions together as one system while continuing to protect what matters most to its people, patients and communities.For HR leaders, the conversation raises a bigger question about the connection between employee experience and patient experience. From supporting frontline caregivers to experimenting with AI, knowledge transfer and new approaches to leadership development, Dianna shares what Endeavor is learning as it continues building one organisation from several distinct histories.5 things you'll learn from this episode:The difficult balance Endeavor had to navigate when bringing four healthcare organisations into one systemWhy frontline leaders may be the difference between employees understanding a transformation and simply experiencing more changeWhat prompted Endeavor to move from allowing culture to evolve naturally to shaping it much more intentionallyHow the organisation is thinking about the relationship between employee experience and the quality of patient careWhere AI, simulation and new technology could help solve some of healthcare's toughest time, knowledge and capability challenges

Vi vill rekrytera den mest kompetenta. Men vad påverkar vem vi uppfattar som kompetent? I det här avsnittet av Rekryteringspodden möter Anki Stafwerfeldt föreläsaren, författaren och poddaren Fanny Widman, grundare av Fannys Förebilder. Ett samtal om jämställdhet, fördomar och de oskrivna regler som påverkar vem som får gehör, blir tagen på allvar och får möjlighet att växa i arbetslivet. Fanny berättar om erfarenheterna som fick henne att starta sin podd och vad hon har lärt sig genom samtalen med framgångsrika kvinnor. Tillsammans utforskar de varför rådet att kvinnor ska ”ta mer plats” kan slå fel, varför ingen av oss är fördomsfri och hur konkreta frågor om vardagen på jobbet kan synliggöra sådant som en vanlig medarbetarundersökning missar. För dig som rekryterar, leder andra eller vill förstå varför goda intentioner inte alltid räcker. Rekryteringspodden görs av HOME of Recruitment. Vi hjälper organisationer att rekrytera mer rättvist och träffsäkert genom erfarna rekryteringskonsulter, stöd i enskilda rekryteringar, rådgivning och utbildning. Vill du utveckla ert arbetssätt? Läs vår guide om kompetensbaserad rekrytering här: https://www.homeofrecruitment.se/kunskapsbanken/vad-%C3%A4r-kompetensbaserad-rekrytering Läs mer om Fanny på www.fannysforebilder.se

This week on Tapod, we catch up with Kristy Glew and Jessica Raslan from Each, who won the Excellence in Candidate Experience Award at the 2026 Internal Talent Awards sponsored by Havas People. Servicing over 36,000 applicants, CX is a real focus for the team at Each. From their recruit and onboard hub to support hiring managers, to over 70 language translations, to accessibility enhancements to a careers website redesign and much more.Thanks to Smart Recruiters for partnering with us for this episode. 

News & developments:- Australia moves to reduce net migration with new restrictions on student family members and “visa hopping”- How can we tell the story of international education?Main topic:The big shift and the future of international student recruitmentwithMartijn van de Veen (host)CBDOICEFCraig Riggs Editor in Chief ICEF Monitor

Amy MacIver speaks to rugby analyst Jan De Koning about a proposed national code concerning schoolboy rugby practices and the welfare of the players Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Is AI and automation making recruitment better, or are recruiters losing sight of the human relationships that actually drive successful hires?In this special HRchat Podcast crossover episode, Bill Banham speaks with Kat Kingshott, Rec Tech and Recruitment Advisor at Touchstone Talent and host of the new weekly podcast Recruiter Wake Up Call.Kat challenges the recruitment industry's “automate to survive” mindset and explains why AI, recruitment technology and automation should improve the recruiting process rather than replace the human connection at its heart.Bill and Kat explore how recruiters and recruitment businesses can use AI effectively without damaging candidate experience, why successful recruitment founders continue to invest in community and relationship building, and what genuine networking looks like in an increasingly automated world.They also discuss recruitment entrepreneurship, personal branding, specialist recruiting, candidate engagement and the lessons Kat has learned from speaking with recruitment leaders and founders.The wake-up call for recruiters heading into 2027? Recruitment technology can make you faster and more efficient, but technology alone won't build trust, reputation or meaningful professional relationships.Listen for practical insights on AI in recruitment, recruitment technology, talent acquisition, candidate experience, recruiter networking, personal branding and the future of recruiting.Check out the new Recruiter Wake Up Call Podcast: open.spotify.com/episode/1Umz17aEM3gQvHFirO4728Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Watch on YouTubePoolbeg Pharma has announced a positive interim safety review from the TOPICAL clinical trial of POLB 001, with the study recommended to continue as planned and no changes required to the protocol. Recruitment is continuing at UK clinical sites, with further patients expected to enrol and additional sites set to be activated as the company progresses the trial and generates further data for prospective partners.

Employee listening only matters if people can see what changed because they spoke up.In this episode of the HR Leaders Podcast, I sit down with Amy Schultz of DTE Energy to explore how employee listening can become a real operating system for culture and business performance.For HR leaders, the bigger challenge is not collecting more employee data. It is building the leadership accountability, feedback loops and operating rhythms that turn sentiment into visible change. As organisations navigate AI, transformation and increasing uncertainty, Amy shares why culture has to become part of how the business operates, not something HR manages alongside it.5 things you'll learn from this episode:What DTE discovered when employees started signalling that their opinions were not being heard as strongly as beforeThe mechanism that helped move engagement from an HR-owned process to an executive leadership priorityHow DTE goes beyond survey scores to uncover what is really sitting underneath employee sentimentWhy closing the feedback loop can matter just as much as taking action on the feedback itselfHow changing technology and AI are influencing the capabilities DTE may prioritise differently in future talent decisions

Shannon Yavorsky is a Global Co-Chair of Orrick's Cyber, Privacy & Data Innovation group and co-head of its AI practice. She advises leading companies on privacy, cybersecurity and AI regulation, governance, transactions and strategic risk management, helping clients translate fast-moving legal requirements into practical, business-focused solutions.References:* Shannon Yavorsky on LinkedIn* Shannon Yavorsky at Orrick* AI governance frameworks, comparison and overlaps (AI Sentinel docs): Thirteen widely used AI governance frameworks, including AIUC-1, AI Act, NIST, ISO, California ADMT, and more. Compared across fourteen dimensions. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.mastersofprivacy.com/subscribe

Am I the Genius? is the show where you get real answers to questions you've always wondered but didn't think to ask. Subscribe on YouTube - youtube.com/@amithegenius?sub_confirmation=1 Am I the Jerk? on Instagram - instagram.com/amithegenius Am I the Jerk? on Spotify - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://open.spotify.com/show/0uEkxvRMpxLuuHeyPVVioF?si=b279dadfe593432b⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ x.com/amithejerk facebook.com/amithejerk SUBMIT YOUR OWN STORIES HERE ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://amithejerk.com/submit⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Mint Mobile - Get this new customer offer and your 3-month Unlimited wireless plan for just 15 bucks a month at MINTMOBILE.com/AITJ Quince - Keep it classic and cool — with long-lasting staples from Quince. Go to Quince.com/AITJ for free shipping on your order and three hundred and sixty-five -day returns. EveryPlate - Dig into these flavor-packed meals your household will love. New customers can enjoy this special offer of only $1.99 a meal. Go to everyplate.com/podcast and use code AITG199 to get started. Green Chef - Head to Greenchef.com/50AITJ and use code 50AITJ to get fifty percent off your first month, then twenty percent off for two months with free shipping. Lola Blankets - Get 35% off your entire order at Lolablankets.com by using code AITJ at checkout. Uncommon Goods - To get 15% off your next gift, go to UncommonGoods.com/AITJ Don't miss out on this limited-time offer. Uncommon Goods. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Mission Admissions, Jeremy is joined by Dr. Emily Messer, a university president who shares insights and challenges on the day-to-day realities of her position - including building a campus wide culture of recruitment and retention, effective communication strategies, and the value of a higher education degree. - - - -Connect With Our Host:Jeremy Tiershttps://www.linkedin.com/in/jeremytiers/https://twitter.com/CoachTiersAbout The Enrollify Podcast Network:Mission Admissions is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too!Enrollify is made possible by Element451 — The AI Workforce Platform for Higher Ed. Learn more at element451.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Three defeats in a row, two derby losses and growing uncertainty around Martin O'Neill. So where has it gone wrong for Celtic? Is the manager running out of answers, or are recruitment failures and structural problems at the club now impossible to ignore?Andy Burke is joined by Tino Callaghan and Stephen McGowan to assess Celtic's dramatic downturn in form, question the summer transfer business, and debate whether O'Neill can still turn things around.And after comments suggesting serious soul-searching ahead, could the Celtic manager be considering his future?00:02:14 — Crisis at Celtic: More Than Just the Manager? 00:03:21 — From Flying Start to Sudden Collapse 00:05:51 — The Martin O'Neill Effect Wearing Off? 00:10:15 — Have Celtic's New Signings Delivered? 00:13:16 — Recruitment, Structure and Who Takes Responsibility? 00:19:05 — Will Martin O'Neill Walk Away?

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week Craig is off, Bonnie jumps into his seat, and we are in for a bucket of fun, including Gen Z turns up to interviews with an iced coffee, Fair Work in the news again, Virgin cancels flights over cabin crew resourcing, changes to skilled migration visas, brutal UK numbers for over 50 job seekers, transgender social worker wins case  and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

In episode 678: The Dark Recruitment, Ross sits down in studio for a gripping conversation that will take you deep into the unsettling and mysterious realms beyond our everyday reality. Ross joined us in studio a month prior to this recording to share a battle he's had since he was merely 2 years old. His story was dark and full of very dramatic twists and turns, but things took a turn while discussing portals. Ross became visibly uncomfortable and made Tony aware that there was a dark entity attached to Ross that despised him. At that moment Tony shut off the cameras and began to engage in spiritual warfare. Ross requested that the interview not air, which led Tony to bring him back in one month later for a retelling of his life story. He now has shaken these dark entities like Lilith. Ross shares harrowing personal experiences of demonic attacks, recruitment attempts, and the struggle to maintain his faith amidst overwhelming spiritual oppression. MEET TONY AT:9/4 - 9/7 - PhenomeCon: https://linktr.ee/merkelmediaSasquatch and The Missing Man: merkelfilms.comMerkel Media Apparel: merkmerch.comThe Confessionals Members App:Apple Store: https://apple.co/3UxhPrhGoogle Play: https://bit.ly/43mk8kZBecome a member for AD FREE listening and EXTRA shows: theconfessionalspodcast.com/joinAFFILIATESGo Silent with SLNT Faraday Bags: https://alnk.to/clXuRY5EMP Shield: empshield.com Coupon Code: "tony" for $50 off every item you purchase!SPONSORSSIMPLISAFE TODAY: simplisafe.com/confessionalsCONNECT WITH USWebsite: www.theconfessionalspodcast.comEmail: contact@theconfessionalspodcast.comSubscribe to the Newsletter: https://www.theconfessionalspodcast.com/the-newsletterMAILING ADDRESS:Merkel Media257 N. Calderwood St., #301Alcoa, TN 37701SOCIAL MEDIASubscribe to our YouTube: https://bit.ly/2TlREaIReddit: https://www.reddit.com/r/theconfessionals/Discord: https://discord.gg/KDn4D2uw7hShow Instagram: theconfessionalspodcastTony's Instagram: tonymerkelofficialFacebook: www.facebook.com/TheConfessionalsPodcasTwitter: @TConfessionalsTony's Twitter: @tony_merkelProduced by: @jack_theproducerOUTRO MUSICJoel Thomas - GreyYouTube | Apple Music | Spotify

The whole world can see Trump trying to control information about his presidency. We know from history that... "When empires or authoritarian regimes are under threat or fall, it's common for the press to become an early casualty. Controlling the flow of information is crucial for those in power, and when that power is challenged, media censorship, suppression, or manipulation often intensifies." (savejournalism.com) We shine a spotlight on Trump's decision to remove CNN from its scheduled role as the television pool representative for the White House press corps. The move breaks with decades of precedent and follows Trump's announcement that CNN, MS NOW, and Politico are banned from the White House. While Trump cries "fake news," the rest of the world sees a man scared of the truth closing in. The amazing Sarah Kendzior will join us. She is a best selling author, scholar and journalist. You can find her at sarahkendzior.com and follow her writing and thoughts on the issues of the day on substack at: https://substack.com/@sarahkendzior Emmy award winning news anchor David Shuster will stop through. You've seen him anchor on MSNBC . He's worked for Fox News, CNN, Current TV, The Young Turks, and Al Jazeera America. Find more of David's musings at: https://substack.com/@davidshuster The Mark Thompson Show 9/21/26 Patreon subscribers are the backbone of the show! If you'd like to help, here's our Patreon Link: https://www.patreon.com/themarkthompsonshow Maybe you're more into PayPal. https://www.paypal.com/donate/?hosted_button_id=PVBS3R7KJXV24 And you'll find everything on our website: https://www.themarkthompsonshow.com The Mark Thompson Show has an official new Facebook page. Please join! Here's the link: https://m.facebook.com/TheMarkThompsonShow/ Show sponsors: coachellavalleycoffee.com - use code MarkT at check out to save 10%

What if burnout is not only about how much you work, but what you believe success requires from you?In this episode of the HR Leaders Podcast, I sit down with Nabeela Elsayed, MS, ACC, author of Breaking Burnout, to explore why high achievers can become exhausted even when they love their work, have supportive leaders and are succeeding on paper. Her research challenges the idea that burnout can always be explained by a toxic workplace or an individual who simply needs better boundaries.For HR leaders, the conversation raises a bigger question about how we think about wellbeing at work. Burnout sits inside a wider system of work, relationships, caregiving, identity, expectations and personal beliefs, which means sustainable performance may require organisations and individuals to rethink far more than workload alone.5 things you'll learn from this episode:Why some of the highest-performing people can also be the most vulnerable to burnoutThe success belief Nabeela believes can keep people working harder long after hard work stops helpingWhy having a strong sense of purpose can sometimes create an unexpected burnout riskWhat Nabeela learned from sports scientists about performing at a high level without constantly operating at maximum intensityThe identity shift that can help ambitious people build a healthier relationship with work without giving up ambition

This week on Tapod, we catch up with Emma Cassidy – Group Head of Talent Acquisition & Workforce Solutions at Ampol. In a triple threat, Ampol won the Enterprise Talent Team of the Year, and the Best Contingent Workforce Program at ITAs' 2026… throw in Emma's own individual award for Enterprise Talent Leader of the Year and it was an exclamation point on a year of transformation and success. Join us as we breakdown these winning submissions across, EVP revamp, careers site upgrade, tech implementation, workforce structure and redesign,  AI enablement and more. It's the industry benchmark and you really need to hear about it!Thanks to Smart Recruiters for partnering with us for this episode. 

Book a free strategy call to see how we can help you hit your goals and beyond: https://bit.ly/4b0wLaZ or call us at: (214)-453-1591  Get Predictable Calls From Proven Direct Mail Campaigns. Learn more about CertainPath's Lead Generation Direct Mail programs — for members AND non-members. Click here for a FREE Market Analysis: https://mycertainpath.com/lead-generation-request/?utm_source=youtube&utm_medium=video&utm_campaign=tsc228  ------------------------ Three years ago he could not start a conversation with a stranger. Last year he sold and installed $703,000 in plumbing — as a technician, in Amarillo. Zachery Kongsy is a service technician at Frank's Repair Plumbing in Amarillo, Texas. He sold and installed $703,000 last year, his second straight year past the CertainPath plumbing Crown Champion threshold — in his third year holding a license.  He spent nine years in restaurants first: Subway, Burger King, Texas Roadhouse. His stepdad has been at Frank's for 32 years and all three of his brothers worked there too. One shift at Roadhouse, two of them showed him their checks. "I was like, I can do that." He applied, got hired the same day, and started as an apprentice the next morning — riding with a seven-time Crown Champion, taking notes from the back of the room. The part he volunteers without being asked is the part most technicians hide: "Before I got this job I was very shy. Would not talk to anybody. Couldn't even start a conversation."  What changed was method, not personality. He still gives himself pep talks driving to the house. The rest of this conversation with host Bob Houchin is his entire service call, start to finish. In this conversation, you'll discover:  • Why he is in the gym at five and through the call histories before the trucks roll  • What he reads on the front of a house before he ever knocks on the door  • Why he never diagnoses alone — and the four words that explain it • How he builds three options out of sight, then reveals the membership savings last  • The line he uses when a $300 repair turns out not to be $300 • Why he gets a shovel in the ground the same night, even at eight o'clock  • The review ask at the door that lands nine times out of ten Whether you run a plumbing, HVAC, electrical, or roofing company, Zachery's process shows how a shy third-year technician turns ordinary service calls into $703,000 a year.  Watch on YouTube or listen on your favorite podcast platform. And don't forget to subscribe to The Successful Contractor for more interviews that move the needle.  About the Show  The Successful Contractor is a podcast for residential HVAC, plumbing, electrical, and roofing contractors. Hosted by Bob Houchin, each episode features real contractor growth stories, hard-won business insights, and practical takeaways for building a profitable home services company.  Meet the Host Bob Houchin has spent 20+ years immersed in the home services industry — listening to, learning from, and serving the people who run it. As host of The Successful Contractor, he's interviewed hundreds of the brightest minds in the trades. Beyond the mic, Bob is a Senior Strategist at CertainPath, building the training, onboarding programs, keynotes, and playbooks used by 1,200+ residential service companies. His motto: smart contractors learn from their mistakes; wise contractors learn from the mistakes of others.  About CertainPath CertainPath is a business coaching and training organization that has built successful home service businesses for more than 25 years. We serve 1,200+ member companies across HVAC, plumbing, electrical, and roofing with professional coaching, training for every role, software solutions, and a vendor partner network that delivers millions in member rebates every year. Doubling your sales with a 20% net profit and an inspiring company culture is ALL possible. With CertainPath, Success is Made Certain.  Connect CertainPath: https://www.mycertainpath.com  FOLLOW CERTAINPATH: Facebook: https://www.facebook.com/CertainPath LinkedIn: https://www.linkedin.com/company/certainpath Instagram: https://www.instagram.com/certainpath/ 

What happens after a patient expresses interest in a clinical trial?In this episode, Leanne talks with Daniel Johnson, Commercial VP at OpenClinica, about the “leaky bucket” of patient recruitment and why so many potential participants fall through the cracks between initial interest and enrollment.Daniel shares how OpenClinica's StudyHub connects recruitment, lead management, patient engagement, and electronic data capture into a more streamlined experience. They also discuss the role of automation, analytics, personalized communication, and the future potential of AI to help study teams stay connected with patients.The conversation reinforces an important point: successful recruitment is not just about generating leads. It is about helping patients feel informed, supported, and valued throughout the journey.Enjoy this episode!More about Daniel Johnson:Daniel Johnson is the Commercial Vice President at OpenClinica, where he leads the company's commercial strategy across sales, customer success, and go-to-market execution. Since joining BuildClinical in 2023 and helping lead its integration into OpenClinica, Daniel has focused on helping research organizations improve participant recruitment, clinical trial operations, and study execution. His experience spans customer success, commercial leadership, and operational execution, with a passion for connecting technology to the real-world challenges faced by sponsors, CROs, and academic research teams. Today, he is focused on expanding adoption of solutions like Study Hub and helping research organizations run more efficient, connected clinical trials.To connect with Daniel on LinkedIn:https://www.linkedin.com/in/daniel-johnson19/To learn more about OpenClinica:https://www.linkedin.com/company/openclinica/https://www.openclinica.com/

Summary:Hiring has changed, especially with AI entering the recruitment process. Terryn and Taylor Longden talk about what they're seeing from applicants, how they evaluate candidates, and why finding the right fit can be just as important as finding the right person for the role. Looking for the right people for your team? We'd love to help. Check out the recruitment services we offer at the Collab Team and relax in confidence knowing the right hire is just around the corner. Minute-by-Minute: 00:13 Introduction to Recruitment Challenges 02:39 The Impact of AI on Recruitment 05:12 Candidate Engagement and Follow-Up Issues 08:03 Interview Techniques and Candidate Evaluation 10:28 Understanding Client Needs and Job Descriptions 13:13 Identifying A Candidates vs. B Candidates 15:37 Final Steps in the Recruitment Process

Should Hibs have stuck with club hero David Gray, or was the board right to act now? Presenter Jonathan Sutherland is joined by Stephen McGowan and former Celtic striker Cillian Sheridan to dissect the first managerial casualty of the Premiership season,.Ahead of a critical European night for Celtic and after a bruising Old Firm defeat, how much pressure is on Martin O'Neill and his players to respond? Are there deeper issues beginning to emerge, or can a big European night provide the reset they need ahead of another huge test against Rangers?01:48 — Why Hibs ended David Gray's reign 05:00 — Did Gray deserve one more game? 07:39 — Recruitment, results and shared responsibility 10:20 — Are football managers under more pressure than ever? 16:14 — Who should Hibs turn to next? 20:23 — Celtic's response mission begins

The fastest way to learn AI may be to stop learning about it and start building with it.In the most recent HR Leaders Podcast episode, I had an inspiring conversation with Simon Brown Global Learning & Development Leader, Partner, Talent at EY.He explains why organisations need to move beyond simply teaching people what AI is and create learning experiences that help employees build confidence by using AI in the context of their actual work.By combining protected learning time, hands-on agent building, responsible AI principles and a stronger focus on human judgement, EY is exploring what it takes to build AI capability at scale while keeping learning relevant as the technology continues to evolve.5 things you'll learn from this episode:How EY is moving employees from learning about AI to actually building with itThe capability Simon believes people need before they can delegate meaningful work to AI agentsWhy making AI learning part of everyday work can change how quickly new skills are adoptedThe reason stronger AI tools may actually make human expertise and judgement more valuableHow learning leaders may need to redesign their approach when AI capabilities change faster than traditional training cycles

In this week's episode, Dustin speaks with Frank Steslow, CEO of SSP International, about how immersive summer STEM programs create meaningful opportunities for students while delivering strategic value for colleges and universities. They explore why the most successful partnerships go beyond simply renting campus space—bringing together faculty, student affairs, conference services, and institutional leadership to create experiences that help students build confidence, discover a sense of belonging, and envision themselves on campus. The conversation also highlights how these programs can strengthen recruitment, reinforce institutional mission, and remind higher education leaders that collaboration across campus is often the key to creating lasting impact.Guest Name: Frank Steslow - CEO at SSP InternationalGuest Social: LinkedInGuest Bio: As CEO since March 2023, Frank Steslow brings a wealth of non-profit leadership experience. Over the past 30 years, mostly in the cultural sector, Frank has led several science-based, non-profit organizations through transition and growth. He was thrilled to join SSPI as its first Chief Executive Officer, succeeding the organization's long time Executive Director, Richard Bowdon. In this role, Frank works with the Board of Trustees, alumni, and staff to strengthen and expand SSPI's existing programs, create new programs and expand the impact and reach of the organization, especially to students who may not have been aware or had the means to participate in the program previously. Frank earned a BS in Microbiology from Penn State, and a MS in Public Health from University of South Florida. Frank currently resides with his wife in Maine. If he's not working, you can find him hiking, boating, or working on home renovation projects. - - - -Connect With Our Host:Dustin Ramsdellhttps://www.linkedin.com/in/dustinramsdell/About The Enrollify Podcast Network:The Higher Ed Geek is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too!Enrollify is made possible by Element451 — The AI Workforce Platform for Higher Ed. Learn more at element451.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Headcount is one of the most familiar metrics in HR. But does knowing how many people work for an organisation really tell us whether the business has the capacity to deliver?In this episode of the HRchat Podcast, Bill Banham is joined by Qadoos Rashid, a board-level Chief People Officer and transformation leader with more than 20 years of experience across PE-backed, listed and privately owned healthcare and services organisations.Most recently, Qadoos served as Group CPO of European Dental Group, an international healthcare platform with around 8,000 colleagues across Europe. His career has seen him lead people and organisational agendas through growth, buy-and-build strategies, M&A integration, turnaround and operating-model change.Ahead of his talk at DisruptHR Birmingham on September 24, Qadoos joins Bill to explore the provocative argument at the centre of his presentation: “Headcount is a Lie.”The problem isn't that headcount is useless. It tells us how many people are present. What it doesn't necessarily tell us is how much productive capacity an organisation actually has.Two businesses — or even two teams within the same company — can have exactly the same number of employees and produce very different results. Productivity, capability, retention, time to competence, technology, leadership, processes and the way roles are designed can all influence how much useful capacity those people collectively create.Qadoos argues that this is where HR has an opportunity to become more commercially relevant. Rather than concentrating primarily on workforce numbers, People leaders can connect workforce strategy to measures the CEO, CFO and board care about: productivity, quality, customer experience, throughput, revenue and ultimately business performance.Bill and Qadoos also explore the role of AI in changing how organisations think about capacity. Rather than treating AI simply as a story about replacing jobs, Qadoos describes it as something closer to an “x-ray” for the organisation — helping leaders identify where capacity is being lost, where tasks can be redesigned and where people and technology can work together more effectively.Drawing on examples from healthcare and dentistry, they discuss how AI can support clinical decision-making, improve appointment diary utilisation, reduce administrative strain and reveal productivity gaps that traditional HR metrics might never expose.Topics discussed include:• Why headcount measures presence rather than productive capacity• How organisations with similar headcounts can deliver very different results• The relationship between retention, productivity and workforce capacity• What Qadoos learned from high-churn environments earlier in his career• Connecting HR and workforce analytics to commercial outcomes• Why HR leaders should think about revenue and capacity at risk• AI as an “x-ray” for organisational productivity• When AI should augment people, automate tasks or stay out of the process• Examples of AI-supported diagnosis and scheduling optimisation in dentistry• Building a stronger commercial conversation between HR, the CEO, CFO and board• Qadoos's upcoming “Headcount is a Lie” talk at DisruptHR BirminghamQadoos leaves HR leaders with a useful challenge: take one of the people metrics you regularly report and ask a different question of it. Does that metric actually tell the business where capacity is being lost and where important work isn't getting done?If the answer is no, it may be time to rethink what we measure.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

In todays episode of the show James sits down with behavioural and team building expert Tim Sissons to discuss company culture, recruitment and how to make your team as effective, happy and ultimately as profitable as possible. Want to find out more about how Tim can help your business check out In2action here: https://www.in2action.co.uk/Interested in joining our Business Accelerator programme, find out more here: https://www.jamessinclair.net/business-acceleratorSign up to my weekly newsletter 'The James Sinclair Letter' here:https://www.jamessinclair.net/the-letterFind out your Entrepreneurial DNA, take the '8 Traits of the Greats' quiz here ► https://jamessinclair.scoreapp.comGet your tickets to our next event here ► https://www.jamessinclair.net/Apply to be on my podcast here ►https://jamessinclair.net/podcasts/

Parents can spend thousands on basketball exposure and still end up with footage a college coach skips. Rare—Sean Rogers of Rare Footage Sports—breaks down the difference between a social-media highlight and useful recruiting footage, and why chasing attention can expose an athlete before she is ready.In this episode, Ashley and Rare explain how parents can define the job of a video, evaluate a media outlet's credibility and relationships, avoid paying for edits coaches will not watch, and recognize what makes athletes stand out beyond scoring.What you'll learn:• How to decide whether footage is for memories, social reach, or coaches• What to ask a media outlet before paying• Why exposure can reveal weaknesses as quickly as it creates opportunity• What coaches notice beyond points, including communication, leadership, grades, and parent behaviorFollow Rare on Instagram: @rarefootagesportsFollow Ashley on Instagram:@_thisisashleyrSubscribe for direct, parent-centered guidance on competitive girls' basketball: https://www.youtube.com/channel/UC0X3Dw6PhEInhKQM7s_MOow?sub_confirmation=1

In this episode of “At Your Convenience,” CSP Group Managing Editor Hannah Hammond (pictured left) talks with Stace Anne Benu, chief talent officer at LV Petroleum. The two spoke in early August at CSP and Informa Connect's Outlook Leadership event, held in Rancho Palos Verdes, California. LV Petroleum is a Las Vegas-based owner and operator of TravelCenters of America franchises. Benu shared how she started with the company, successful recruitment strategies and advice she'd share with her younger self as she started her career. 

Dr. Michael Harcum, Director of Admissions and Recruitment, talks about the admissions process at Montgomery County Community College and why students should choose a Montco education.Recorded and edited by Quinn Szente from the College's Sound Recording and Music Technology Program

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles including, AI redundancies being hired back, Japanese are getting recruitment creative, non-compete clauses being removed under legislation, WFH changes stall, crazy reason a candidate was rejected, surge in AI-generated applications pushing recruitment processes out, judge blocks Trump culture-fit question and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

What if the future of executive leadership is less about specialisation and more about range?For years, senior leaders have been encouraged to go deeper into a single function.But in this episode of the HR Leaders Podcast, I sit down with Joshua Horenstein, Senior Vice President, Administrative Office & Corporate Secretary at Innophos, to explore a different model: the dual executive.Joshua started his career as a lawyer before moving into a broader cross-functional leadership role spanning legal, HR, facilities, regulatory and other operational responsibilities. He argues that this breadth has made him a stronger executive because it forces leaders to understand the business beyond their original area of expertise.And as AI makes specialist knowledge easier to access, that ability to operate across functions may become even more valuable.5 things you'll learn from this episode:Why Joshua believes the traditional single-function executive model may be starting to break down, and what could replace itThe career move that took Joshua from law into HR and broader business leadership, and what it taught him about stepping outside your expertiseWhy AI could make it easier for executives to lead functions they were never formally trained in, and what still cannot be outsourced to technologyThe three leadership qualities Joshua believes will become far more important as AI changes how executives workHow taking responsibility for multiple functions can actually strengthen succession planning rather than create a leadership risk

EP09: It's Not Football Manager: Why Hornets' recruitment has failed DionisiHello and welcome to the Watford Buzz Podcast!The Home of your Watford FC chat, featuring journalist Tom Bodell (@TBBodell), analyst Jordan Wiemer (@JordanWeimer) and hosted by commentator and presenter Matt Mesiano (@MessyMesiano)We all have one thing in common, we're all huge Watford fans and we LOVE talking about the Hornets!On today's show, Matt and Jordan discussed:A review of Watford's transfer businessThe signing of Antonio good or bad?Watford's comeback win vs PNEWatford's loss against Stoke CityAnd Bristol City next Friday...If you want to get in touch you can do so really easily – just ping a message across on Twitter , BlueSky, OR send us an email to WatfordBuzzPodcast@gmail.com Hosted on Acast. See acast.com/privacy for more information.

Send us Fan MailLots of Jersey Mike's News and Notes this week, plus a great pre-season chat with Terrence Oglesby of ESPN and Field of 68 with host Bob Rathbun. Reminder: listen out for our podcast replays airing nationally on SXM College! WANT TO SUPPORT A TROPHY LIFE?Leave a rating and review on iTunes, Spotify, or wherever you get your podcasts. Your feedback only helps make the show better, and we appreciate your support! For more information about the Naismith Trophy Award, visit our home on the web.

Podcast Sponsors: Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://limitless-learning.thisishector.com/subscribe-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Recruitment technology is moving fast, but that does not necessarily mean recruiters need more tools.In this episode of The Marketing Rules Podcast, Moh Mehrabani, co-founder of Tavi, joins the conversation to explore how AI agents could change the way recruiters work, why search and sourcing are far from commoditised, and what happens when technology starts working alongside recruiters rather than simply giving them another platform to manage.Moh brings an interesting perspective to recruitment. He has built and exited a technology business, worked across consulting, policy and brand strategy, and only relatively recently entered the recruitment industry. That outsider perspective has shaped how Tavi has been built and how he thinks about the future of recruiter workflows.The conversation covers:Why recruitment does not need another disconnected toolHow AI agents can fit into existing recruiter workflowsWhy better search and sourcing still create competitive advantageThe importance of recruiter input and feedback when working with AIWhether AI will replace recruiters or simply change where they add valueWhy candidate experience should improve as targeting becomes more accurateHow recruiters can cope with an increasingly fragmented technology stackWhy changing recruiter behaviour may be harder than building the technology itselfThe episode also finishes somewhere slightly different, with a discussion about Moh's other life as experimental musician Saint Abdullah, creativity, music production and why creating something genuinely distinctive still matters.Another conversation about where recruitment is heading, and the ideas shaping what comes next.Download Own The Conversation Here: https://thinkincircles.com/#ebookThe Marketing Rules Podcast is sponsored by Smart Sifty⁠⁠⁠⁠⁠⁠⁠smartsifty.com⁠⁠⁠⁠⁠⁠⁠#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Moh:⁠https://www.linkedin.com/in/mohammad-mehrabani-26b0b914/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠⁠

The CHRO's real test isn't getting a seat at the table, it's whether the CEO would make the decision without them.In this special episode, Lewis Brown, Jr. - MA and Josh Klein of From Here Collective join Rich Jennings, Executive Advisor to Comcast, to explore what it means for the CHRO to become the CEO's trusted consigliere.Using The Godfather as an intentionally provocative analogy, they unpack the skills, behaviours and experiences that make an HR leader genuinely valuable at the highest level. From business fluency and fearlessness to asking better questions, building trust across the organisation and knowing how to influence decisions without needing to dominate the room, the conversation challenges the traditional boundaries of the CHRO role.For HR leaders, the biggest question is not whether you have a seat at the table. It is whether you are inside the decision-making circle before the decision is made. The episode offers a practical way to assess whether HR is operating as a functional expert, a business partner, or the strategic adviser the CEO cannot afford to make decisions without.5 things you'll learn from this episode:The surprising reason CHROs may have more strategic access than almost any other executive, but still struggle to turn it into influenceThe characteristics that can move an HR leader from trusted functional expert to indispensable strategic adviserWhy the strongest CHROs are increasingly expected to understand far more than HR, and what that changes about the roleThe tension HR leaders must learn to hold when the CEO, the workforce and the wider business do not all want the same thingThe question that can reveal whether you are truly inside the CEO's decision-making circle, or simply being informed after the fact

AI is moving faster than most organisations can redesign themselves, so how do you stop transformation becoming a series of disconnected technology fixes?Every leader says they want a high-performing team. But what happens when poor performance, missed standards and a lack of ownership are tolerated for too long?In the most recent HR Leaders Podcast episode, I had a fascinating conversation with Paul D. Brubaker, Vice President Human Resources at KARL STORZ North America.Paul shares what decades of leadership have taught him about building teams around trust, accountability and continuous improvement. From knowing when coaching is no longer enough to preparing HR teams for AI-driven change, he explains why great cultures are shaped by the behaviours leaders consistently reward, challenge and refuse to tolerate.5 things you'll learn from this episode:The overlooked “trust dividend” that can remove unnecessary checking, duplication and friction from your teamThe warning sign that tells leaders they may have held onto an underperformer for too longWhy the standards you quietly tolerate can become the culture your entire team starts to acceptThe AI opportunity Paul believes could remove huge amounts of transactional HR work, and the barrier still slowing many organisations downWhy staying relevant in HR will increasingly depend on your ability to learn, adapt and build new capabilities faster than your role changes

Trisha Addicks, sorority recruitment consultant, founder of It's All Greek to Me, and author of The Rush Bible: Secrets to Crush Sorority Recruitment and Find Your Forever Greek Home, joins Kate to examine what television, documentaries, and social media get right and wrong about rush, from MTV's Sorority Life to RushTok to the Max documentary Bama Rush, in which Addicks appeared. Trisha and Kate discuss how much of recruitment is built on authentic connection versus information gathered before a conversation ever happens, along with the role of résumés and social media audits, how to prepare for rush, and why its lessons in networking, first impressions, and resilience extend well beyond college. Reality Life with Kate Casey Vanity Fair Article: https://www.vanityfair.com/culture/story/martha-moxleys-diary What to Watch List: https://katecasey.substack.com Patreon: http://www.patreon.com/katecasey Instagram: http://www.instagram.com/katecaseyca Tik Tok: https://www.tiktok.com/@itskatecasey?lang=en Facebook Group: https://www.facebook.com/groups/113157919338245 Amazon List: https://www.amazon.com/shop/katecasey Twitter: https://twitter.com/katecaseySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On this Monday edition of 2 Pros & A Cup Of Joe, Jonas Knox & Brady Quinn go over Lane Kiffin defending his recruiting of NFL players coming back to college. Plus, the guys discuss Aaron Donald returning to the Rams, we have a fight edition of ICYMI, and more!!See omnystudio.com/listener for privacy information.

“The entire team is bought in to Ben Johnson's winning ways.” Coltson Loveland  As we are getting close to wrapping our training camp tour, we caught up with Chicago Bears' first-round pick who sits with Ryan and Channing for an honest, fun and wide-ranging conversation about his rise from a small-town young buck in Idaho to becoming one of the biggest names in college football at Michigan — and now, one of the NFL's most intriguing playmakers. Colston takes us behind the scenes of the journey, the sacrifices and the moments that shaped him along the way. From Idaho hometown hero to winning a National Championship at Michigan with Jim Harbaugh to being selected as a first round draft pick to Chicago Bears. His name is rising quickly to the top of the NFL, he talks about feeding off the energy from Ben Johnson, the dawg mentality of his quarterback Caleb Williams and being apart of a roster determined to win at all costs.  He recounts last season's comebacks, his career high performance, the heated rivalry between Green Bay, Bears' playoff run and the expectations the team has instilled on themselves to chase a Lombardi trophy this season.  Colston gives his perspective on Johnson's offensive mind, his coaching style and why players are excited about what he's building in Chicago. He talks about Caleb's unique ability to make plays that seemingly shouldn't be possible, what it's like developing chemistry with him and why the Bears' offense has so much potential. Chicago and the NFL world has already embraced Colston — and apparently, so have the ladies As he acknowledges the attention that comes with being a young NFL star, his growing fan base and what it's like adjusting to life in the spotlight while still continuing to prove himself on the field. To Colston, It's bigger than the draft status, the attention or the hype...It's about his goals in the NFL, what he wants to accomplish in Chicago and the mindset required to bring championships to the city. Learn more about your ad choices. Visit megaphone.fm/adchoices