Podcasts about Recruitment

Show DescriptionLIVE TODAY – 11:00 AM EasternJoin me for Typical Skeptic Podcast #2669 as I welcome returning guest Oksana Buchanan alongside researcher David Benson for a discussion about their perspectives on Secret Space Program (SSP) recruitment, their connection with researcher James Rink, and what they believe parents should know.David shares stories about his friendship with James Rink, working alongside him, and his family's relationship with James over the years.Oksana discusses why she believes parents should pay attention to behavioral changes and unusual experiences their children may report, sharing her personal experiences and research into alleged SSP recruitment.We'll also explore:James Rink and his researchCurrent claims surrounding SSP recruitmentOksana's personal experiencesDavid's friendship with James RinkRegression hypnosis and consciousness researchTelepathy and intuitive perceptionQuestions from the live audienceAs always, these conversations present the views and experiences of the guests and are intended to encourage open discussion and critical thinking.Bio – Oksana BuchananOksana Buchanan is an esoteric researcher, regression hypnosis practitioner, and experiencer who explores consciousness, telepathy, intuitive perception, and the nature of reality. Through regression work and conversations with experiencers, she investigates memories, consciousness, and reported anomalous experiences while encouraging people to explore their own spiritual development and personal awareness.You can learn more about her work on her YouTube channel:Oksana Buchanan YouTube Channelhttps://www.youtube.com/@oksanabuchananiregressiveh8097Intro"Welcome back, everyone, to the Typical Skeptic Podcast, where we go deep—you decide.Today we're joined by returning guest Oksana Buchanan along with researcher David Benson for a discussion surrounding James Rink, alleged Secret Space Program recruitment, consciousness research, and why they believe parents should be aware of certain experiences their children may report.David has spent years around James Rink and has firsthand stories about their friendship and research, while Oksana brings her background in regression hypnosis, telepathy, and consciousness studies to the conversation.As always, this show is about exploring ideas and hearing our guests' perspectives. You don't have to agree with everything discussed—our goal is to ask questions, think critically, and have an open conversation.Let's jump into it."#TypicalSkepticPodcast #JamesRink #Disclosure #Consciousness #RegressionHypnosis #Telepathy #EsotericResearch #UFO #Experiencer #SSP #Podcast #LiveStream #AlternativeResearch #HighStrangeness #TruthSeeker

Welcome to Work in Progress with Chris and Keyanna, your weekly workplace news hit, but with less corporate waffle, more real talk, and the occasional “wait… are we allowed to say that?” moment.All in under 10 minutes.No jargon. No doom-mongering. No pretending everything is fine when clearly… it is not.

Support the show and get more from Analytics United: https://www.patreon.com/AnalyticsUnited Cal and Darcy break down West Ham's massive upcoming summer transfer window, discussing a potential new Director of Football in Newcastle's Steve Nickson, how much Mateus Fernandes and Crysencio Summerville should cost, what roles West Ham need to sign in order to push for the Championship title this season & more. Timestamps: (00:00) Thoughts on the World Cup so far (06:34) Best and worst things about the World Cup (09:54) Our reaction to Daniel Křetínský increasing his stake in West Ham (11:27) How much should Mateus Fernandes and Crysencio Summerville cost? (16:08) Steve Nickson: West Ham's next Director of Football? (22:46) Breaking down the player roles West Ham need to sign this summer (25:27) The different types of centre-backs (28:56) Should West Ham sign CBs to dominate the Championship physically or technically? (33:52) The different types of midfielders (37:29) Midfield recruitment: How to deal with potentially losing Fernandes and Tomáš Souček (42:49) Do West Ham need to a sign a natural 10? (45:13) How many wingers do West Ham need to sign this summer? Please do leave us a review and subscribe to the podcast to catch every episode. You can follow the pod (and our other work) on Twitter: Main: @AnalyticsUtd_ Jack: @jackelderton Cal: @WHU_Analytic Darcy: @futpysche Charlie: @ATopLad Theme music: "Emotional Chill Electronic Vlog Music | Sunset" by Alex-Productions (https://onsound.eu/) Promoted by: https://www.free-stock-music.com Creative Commons / Attribution 3.0 Unported License (CC BY 3.0) https://creativecommons.org/licenses/by/3.0/deed.en_US Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Dr. Stuart Slavin is joined by Julie Beckerdite, director of education for the Departments of Pathology and Psychiatry, and Carrie Racsumberger, fellowship program manager in the Department of Pathology - both at Mass General Brigham. Together, they share insights from their work on the ACGME Coordinator Advisory Group in a practical conversation on the relationships that shape the program coordinator role in graduate medical education (GME). Drawing on their experience, Beckerdite and Racsumberger discuss how interactions with residents, fellows, faculty members, and program leaders can be both a major source of satisfaction and a source of ongoing challenge. They share strategies for setting expectations early, communicating effectively, and addressing common issues like delayed responses, professionalism concerns, and recurring administrative demands. They also emphasize the importance of establishing clear boundaries with the support of leadership while maintaining a respectful, collaborative approach that promotes accountability and teamwork. The conversation highlights the meaningful connections coordinators build with residents/fellows, and the important role they play in supporting professional development and fostering psychological safety within programs. Throughout the discussion, Beckerdite and Racsumberger emphasize perspective-taking, consistency, and the value of strong relationships in navigating difficult situations. Listeners will gain practical insights into how intentional communication and clear role definition can strengthen team culture and enhance the coordinator experience in GME. Podcast Chapters (00:00) – Intro and Guest Introduction (00:45) – Focus on Coordinator Well-Being and Relationships (02:10) – Managing Task Completion and Setting Expectations (04:41) – Using Leadership Support and Accountability (06:45) – Coordinator Role in Professionalism and Recruitment (09:20) – Setting Boundaries and Defining the Coordinator Role (11:45) – Finding Satisfaction in Resident Relationships (13:25) – Managing Difficult Interactions and Perspective (15:52) – Growth, Meaning, and Supporting Trainees (16:26) – Psychological Safety and Connection (17:23) – Coordinators as Leaders (18:20) – Closing and Resources

In this episode of the Optimal Protein Podcast, Vanessa Spina is joined by Dr. Christina Prevett, physiotherapist, researcher, and expert in women's health, strength training, pregnancy, postpartum recovery, and healthy aging. The PSMF Library is officially live

As revealed exclusively on Chronicle Live by Lee Ryder - West Ham want Newcastle United's head of recruitment, Steve Nickson. The Hammers have been relegated to The Championship and are now looking to rebuild - with Nickson on their list. Lee Ryder joins Andrew Musgrove to discuss the story. --- As always a big thanks to our sponsors NORD VPN and Saily - two products that will enhance your travel abroad. NORD VPN providing the safety and security you need while browsing, and Saily giving you that affordable e-sim and network coverage. You can get discounts by hitting up the links in the description box. EXCLUSIVE NordVPN Deal ➼ ⁠https://nordvpn.com/toon⁠ Try it risk-free now with a 30-day money-back guarantee

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Kelly Costanza, Chief People Officer at CAVA, to unpack how one of the fastest-growing restaurant brands is turning culture, hospitality, and frontline careers into a real business advantage.Kelly shares why culture cannot just be a word on a wall. At CAVA, culture is operationalized through values, competencies, recognition, career pathways, frontline listening, stock grants, mental health benefits, and leadership rituals that make the employee experience feel just as intentional as the guest experience.Most importantly, Kelly explains how CAVA is building a place where people can have a career, not just a job, from hourly team members growing into general managers, to leaders staying connected to the restaurants through shoulder-to-shoulder service, town halls, and practical feedback from the frontline.

MEC for Transport and Human Settlements Siboniso Duma says the government, working with international partners, successfully repatriated the mortal remains of Sihle Makhanye from Russia after a 69-day process. He says the remains travelled via Istanbul before arriving in South Africa and were handed over in KwaZulu-Natal. The funeral will take place on Saturday under uMvoti Municipality with logistical support provided. Bongiwe Zwane spoke to Ndabezinhle Sibiya, the spokesperson for the KZN MEC for transport and human settlements, Sboniso Duma.

Welcome to another can't-miss episode of Build a Better Agency! Drew McLellan hosts Noel Andrews, founder and CEO of Job Rack, for a deep dive into how AI recruitment is revolutionizing the hiring landscape. Andrews shares eye-opening insights about the dramatic changes agencies face when building teams in today's AI-powered world. In this episode, you'll discover how Andrews and his team are adapting their vetting processes as AI tools make traditional recruitment methods obsolete. You'll learn about the shocking reality that resumes are now largely AI-optimized, making them nearly useless for evaluation. If you've ever wondered how to identify genuine talent when candidates can use AI to generate perfect interview responses in real-time, Andrews reveals the specific questioning techniques and AI recruitment strategies that separate authentic candidates from those hiding behind technology. Andrews and Drew explore advanced tactics for evaluating AI fluency in candidates, including the critical importance of assessing judgment over technical skills. They discuss practical frameworks for writing outcome-focused job descriptions, conducting screen-sharing interviews, and probing deeper into candidates' real experiences to bypass AI-generated responses. Whether you're hiring your first international team member, expanding your leadership team, or simply trying to navigate the complexities of modern recruitment, this episode delivers actionable strategies for success. Tune in to master the art of hiring exceptional talent in an AI-driven world! A big thank you to our podcast's presenting sponsor, White Label IQ. They're an amazing resource for agencies who want to outsource their design, dev, or PPC work at wholesale prices. Check out their special offer (10 free hours!) for podcast listeners here. What You Will Learn in This Episode: Discover why traditional resumes are now largely useless due to AI optimization and how to adapt your evaluation process Learn specific interview techniques to identify when candidates are using real-time AI assistance during conversations Master the art of outcome-based job descriptions that attract genuine talent while deterring AI-generated applications Understand how to evaluate AI fluency in candidates without being an AI expert yourself Explore advanced questioning strategies that bypass AI tools and reveal authentic candidate experiences Gain insights into hiring international talent for senior-level positions including directors and department heads Learn practical methods like screen-sharing interviews and the three-finger test to verify candidate authenticity Understand why focusing on judgment and decision-making processes matters more than technical outputs in AI recruitment

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner Chapters 00:00 Introduction to Tracey Parsons 04:26 The Reality of Work: Jobs vs. Careers 09:08 The Gig Economy: A Shift in Work Dynamics 12:06 The Evolution of Job Discovery 13:08 Behavioral Change in Recruitment 15:32 The Return to Analog: Networking in a Digital Age 17:26 The Creator Economy: Merging Two Worlds 20:46 The Birth of Flockity: A New Vision 21:55 The Art of Presentation and Communication 23:09 Influencer Marketing for Jobs 24:29 Introducing Flokety: A New Approach to Recruitment 25:02 Empowering Employees as Brand Ambassadors 26:20 The Shift Towards Authentic Marketing 27:23 The Staples Baddie Phenomenon 29:33 Control vs. Authenticity in Employer Branding 30:04 Letting Go of Control in Branding 31:50 The Importance of Accountability 35:24 The Future of Recruitment in a Creator Economy 41:50 Meeting Candidates Where They Are 43:28 Defining Success in Personal and Professional Life  

Several Brazilian women have come forward describing how a modeling recruiter connected to Jeffrey Epstein allegedly attempted to recruit them while they were teenagers pursuing careers in the fashion industry. According to accounts gathered by journalists, French modeling agent Jean-Luc Brunel, a longtime associate of Epstein, approached young women in Brazil and other parts of South America with offers of modeling opportunities abroad. One Brazilian woman said Brunel visited her family home when she was 16 to persuade her mother to allow her to travel for a modeling contest in Ecuador. At the time, the family believed the opportunity was legitimate, unaware of Brunel's connections to Epstein. Investigators later found evidence that modeling agencies tied to Brunel were used to identify and recruit young women from South America and help arrange visas for them to travel to the United States.The accounts form part of a broader picture of how Epstein's network allegedly used the international modeling industry as a recruitment channel. Several women said they were approached with promises of fashion work, travel, or contests that could launch their careers, only later realizing they had been targeted by people linked to Epstein's circle. Brunel, who worked closely with Epstein and received financial backing from him for the agency MC2 Model Management, was later arrested in France on accusations including rape of a minor and trafficking-related offenses. He denied wrongdoing but died in a Paris prison in 2022 before standing trial, leaving many of the allegations about his role in recruiting young women for Epstein unresolved in court.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

How do LCMS District leaders support church work recruitment on the ground? Deaconess Melissa DeGroot (Assistant to the President for Mission and Mercy, LCMS Rocky Mountain District) and Rev. Dr. Roger Paavola (President, LCMS Mid-South District) join Andy and Sarah to talk about Deaconess DeGroot's path to church work, her role in the Rocky Mountain District, the work she and Pastor Paavola do in their respective districts to form and recruit church workers, how face-to-face conversations make a big difference in formation, and what they're excited about when it comes to church worker formation. Find the Rocky Mountain District at rm.lcms.org and the Mid-South District at mid-southlcms.org. Christ's church will continue until He returns, and that church will continue to need church workers. Set Apart to Serve (SAS) is an initiative of the LCMS to recruit church workers. Together, we pray for workers for the Kingdom of God and encourage children to consider church work vocations. Here are three easy ways you can participate in SAS: 1. Pray with your children for God to provide church workers. 2. Talk to your children about becoming church workers. 3. Thank God for the people who work in your congregation. To learn more about Set Apart to Serve, visit lcms.org/set-apart-to-serve. Have a topic you'd like to hear about on The Coffee Hour? Contact us at: listener@kfuo.org.

What separates a superstar employee from someone who simply fills a position? According to performance expert Jay Henderson from Real Talent Hiring, the answer has less to do with personality and more to do with how people think.In this episode of the Podiatry Legends Podcast, Jay shares his unique approach to recruitment and explains why understanding a person's decision-making process can reveal far more about future performance than traditional behavioural assessments.We discuss the limitations of popular personality profiling tools, why many business owners repeatedly make poor hiring decisions, and how self-image can influence not only individual performance but also the growth of an entire business.One of the most fascinating parts of the conversation explores the idea that people don't change nearly as much as we often expect. For employers, this has significant implications when hiring staff based on who they might become rather than who they already are.Jay also shares practical recruitment strategies that podiatry clinic owners can implement immediately, including creating better job descriptions, developing hiring scorecards, and maintaining a constant recruitment mindset.Whether you're looking to employ your first receptionist, your next associate podiatrist, or a future practice manager, this episode will help you think differently about hiring and leadership. If building a great team is important to you, this conversation is one you won't want to miss.If you enjoyed this episode, please SHARE it with your podiatry friends, and if you LOVE the show, consider subscribing and leaving a RATING & REVIEW.Podiatry Legends WebsiteFor additional show notes and other links, make sure you check out the Podiatry Legends Podcast website. And if you have any guest suggestions or ideas for the podcast, please send an email to tyson@podiatrylegends.comDo you want to make more money in podiatry? If you want to make more money from your podiatry business and have more time off with your family, please visit my website at tysonfranklin.com to learn how I can help you make this a reality.  Otherwise, feel free to email me any questions you may have at  tf@tysonfranklin.com. Podiatry Business Owners ClubIf you're on Facebook and enjoy business, you may find the Podiatry Owners Business Club a useful group to join.YouTubeIf you'd like to watch the videos of each podcast, or additional business videos I produce, visit my channel, Tyson E Franklin. 

Click Here To Learn More About The 'First XI Platform'Join the Free Kickstart ChallengeSummaryIn this episode, Tom Butterfield and David Bromley explore how to watch the World Cup as a recruitment tool, emphasizing the importance of preparation, data analysis, and understanding the limitations of tournament-based scouting.Key TopicsThe impact of visibility and FOMO on player valuationThe importance of upstream preparation and clear briefsLimitations of tournament data for long-term decisionsHow character under pressure reveals true player qualitiesThe role of data and observation in different tournament stagesSample size considerations and when to draw conclusionsThe value of a structured tournament log for recruitment insightsUseful LinksJoin the Free Kickstart ChallengeSupport The Show - Buy David and Tom a bag of peanut M&M's.InstagramYoutube Channel

BREAKING: Texas Football WINS Major Recruitment Battle | 2027 DL Update Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Sunny Verma from Locked On Illini joins the show to discuss why former Illinois star Keaton Wagler potentially landing with the Chicago Bulls could be an ideal situation for both sides.  The conversation also turns to the latest Illinois football and basketball recruiting developments as Bret Bielema and Brad Underwood continue building momentum on the recruiting trail. From quarterback commitments to basketball targets, we discuss the names Illini fans need to know. Later, we take a trip down memory lane and draft our Top 10 Players of the Tim Beckman Era at Illinois. Despite the struggles of those teams, several standout players emerged and left lasting marks on the program. Plus, listeners get introduced to the newest member of The Drive team as we welcome intern Quinn Flavin to the show! Follow The Drive on X, Instagram, and Facebook.

What if your association's most effective membership recruiters aren't staff at all, but your members themselves?In an era where association professionals have countless options for education, networking, and professional development, how can associations create such a strong sense of belonging that members actively recruit, welcome, and mentor new participants?In this episode of Associations Thrive, host Joanna Pineda interviews David Walsh, Executive Director of the Virginia Society of Association Executives (VSAE). David discusses:How VSAE serves more than 450 association professionals and industry partners across Virginia, providing education, leadership development, networking, and peer exchange opportunities.How VSAE is expanding its reach throughout Virginia, including launching the Northern Virginia Association Exchange to better serve professionals in the state's largest association market.David's unique association journey, influenced by his mother's 40-year association career and his progression through membership, marketing, advocacy, and executive leadership roles.How VSAE's annual conference attracted more than 200 registrants and over 50 first-time attendees, the strongest attendance numbers in more than a decade.How volunteer leaders personally reach out to prospective members and conference attendees, creating authentic peer-to-peer invitations rather than relying solely on marketing campaigns.How VSAE's membership committee serves as mentors and ambassadors, ensuring first-time attendees feel welcomed and connected from the moment they arrive.VSAE's Learning Pathways that help members identify educational content aligned with their career stage, role, and professional goals.How VSAE's Northern Virginia programming combines education, peer exchange, and community-building to create meaningful opportunities for association professionals to learn from one another.References:VSAE WebsiteNorthern Virginia Association Exchange

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/-------------------------

In this episode of the HR Leaders Podcast, we sit down with Anju Choudhary, Chief People Officer at Xoxoday, to unpack why burnout is not just a wellbeing problem, but a work design and change design problem.Anju explains why organizations often treat burnout as an individual resilience issue, when the real problem is often the way teams are overloaded with unclear priorities, constant change, weak manager support, and poor recognition systems. She shares why leaders need to stop rewarding unsustainable hustle and start designing cultures where people can perform, grow, and recover without burning out.Most importantly, Anju breaks down the practical ways HR leaders can reduce burnout, build trust, and create healthier performance cultures, from clearer feedback and better change management, to manager enablement, recognition, AI coaching, team playbooks, and reward strategies that actually connect to the lived employee experience.

Cameron is joined by Natalie Peckman, an elite aesthetic ecruiter, and they discuss the challenges of provider recruitment in the aesthetics industry. They explore the importance of social media in finding top-tier talent, the unique recruitment process that involves relationship building, and the significance of effective onboarding and retention strategies. They also delve into compensation models and the need for practice owners to proactively manage their recruitment efforts to ensure growth and success. Listen In!Thank you for listening to this episode of Medical Millionaire!Takeaways:Recruiting top-tier talent is a massive challenge for practices.Many practices misidentify their issues as marketing problems rather than hiring problems.Social media can be a powerful tool for recruitment when used effectively.Building relationships is crucial in the recruitment process.A unique recruitment process involves headhunting rather than traditional methods.The interview process should focus on cultural fit and candidate evaluation.Compensation models should be attractive and incentivize performance.Onboarding and retention strategies are essential for long-term success.Practice owners often wait too long to hire, leading to desperate decisions.Proactive recruitment is necessary for sustainable growth.Medical Millionaire: The Blueprint for Scaling a World-Class Medical Aesthetics PracticeWelcome to Medical Millionaire, the go-to podcast for forward-thinking Medspa owners, Medical Aesthetics leaders, Plastic Surgery & Dermatology practices, Concierge Wellness clinics, and Elective Healthcare entrepreneurs who are ready to scale with intention and operate like a true, high-performing business.If you're building, growing, optimizing, or preparing to exit your aesthetics or wellness practice, this show is your competitive advantage.Hosted by Cameron Hemphill Your Guide to Sustainable, Scalable Growth Your host, Cameron Hemphill, is one of the most trusted growth strategists in Medical Aesthetics and Elective Wellness.With over 10 years in the industry, Cameron has helped scale 1,000+ practices and more than 2,300 providers, working alongside the most recognized KOLs, national brands, EMRs, tech companies, and private equity groups, shaping the future of aesthetics. From marketing to operations, from finance to leadership, Cameron brings a real-world, data-driven perspective on what it takes to turn a practice into a powerful business engine.What This Podcast Is All About: Each episode takes you behind the scenes of the fastest-growing practices in the country, revealing the systems, strategies, and mindset required to win in today's Medical Aesthetics landscape.Expect tactical insights, step-by-step frameworks, and conversations with:Industry thought leadersTop injectors & medical directorsEMR & tech innovatorsOperations expertsMarketing strategistsPrivate equity & M&A advisorsWellness and longevity pioneersThis is where aesthetics, business, technology, and wellness converge. What You'll Learn on Medical Millionaire Every week, you'll access expert guidance to help you scale profitably and predictably, including:Marketing & Brand PositioningCRM + Lead Management SystemsPatient Acquisition & ConversionEMR Optimization & Tech Stack ArchitectureSales Psychology & Consultation MasteryFinance, KPIs, and Practice EconomicsOperational Workflows & AutomationIndustry Trends Backed by Real Benchmark DataPatient Retention & Lifetime Value ExpansionMindset, Leadership & Team DevelopmentWhether you're opening your first location or running a multi-million-dollar enterprise, you'll gain the clarity and direction to grow with confidence. A Show Designed for Every Stage of Practice Growth Medical Millionaire breaks down the journey into four essential stages, showing you exactly how to move from one to the next:Startup – Build the foundation and attract your first wave of patientsGrowth – Scale revenue, expand services, and strengthen operationsOptimize – Increase efficiency, margins, and customer experienceExit – Prepare your practice for maximum valuation and acquisitionIf You're Ready to Grow, This Is Where You Start. Tune in weekly for actionable insights, expert interviews, and the exact playbooks high-performing practices use to dominate their markets. This is the podcast for Medspa owners who want more than a job; they want a scalable, profitable, industry-leading business. Welcome to Medical Millionaire.Let's build your practice into the empire it deserves to be.

Alex Kyi from Armchair Illini joins the show to break down what Illinois is getting in newly-committed quarterback Sladen Shack, why the coaching staff made him a priority, and what stands out most about his game. We also discuss four-star basketball recruit Lincoln Williams, how his recruitment unfolded, and what his commitment means for Brad Underwood's future roster plans. Plus, it's Tuesday Draft Day as we build our lists of the Best Sports Video Games of All Time. From NCAA Football and Madden to NBA Jam, MVP Baseball, and more, which classics make the cut? And we wrap things up with another edition of World Cup Tweets, featuring the funniest posts from the international fans experiencing America for the first time. Follow The Drive on X, Instagram, and Facebook!

VolQuest's Austin Price talks 5-Star RB David Gabriel Georges recruitment and moreSee omnystudio.com/listener for privacy information.

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at common misconceptions surrounding community colleges and set the record straight on what today's two-year institutions truly offer. Ford addresses the long-standing myth that community colleges are a “second option” for students who cannot attend a four-year university, emphasizing instead the intentional choice many students make for affordability, accessibility, and quality. He also challenges the perception that community college faculty are less qualified, noting that many instructors hold advanced degrees and bring extensive real-world and academic experience -- often comparable to, or exceeding, their counterparts at four-year institutions. The conversation highlights how Northeast delivers the same foundational courses found at universities at a fraction of the cost, without sacrificing academic rigor. Ford explains that while community colleges are often associated with career and technical education, they also play a critical role in preparing students for seamless transfer to four-year institutions, all while helping students enter the workforce with significantly less debt. Student life is another area where misconceptions persist. Ford discusses the wide array of opportunities available at Northeast, from campus events and intramural sports to clubs and student organizations -- sometimes rivaling or even surpassing offerings at larger schools. He also underscores one of the biggest advantages of the community college experience: smaller class sizes and a more personalized learning environment, which continue to attract students seeking stronger faculty engagement and support. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

VolQuest's Austin Price talks 5-Star RB David Gabriel Georges recruitment and moreSee omnystudio.com/listener for privacy information.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Uber brutalising their HR Team; 12.5% tariffs imposed by the USA for allowing imports of goods created by modern slavery; Atlassian says AI is making teams slower; the daily commute is dead; businesses spending pay rises on AI; the top 10 in-demand jobs and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

In this episode of the HR Leaders Podcast, we sit down with Allwyn Dsilva, VP HR & Global Head of L&D, Future of Work & Business HR at Tata Communications, to unpack why the future of learning must be built around business outcomes, skills, internal mobility, and AI-enabled career growth.Allwyn shares how Tata Communications moved beyond disconnected learning platforms and traditional course libraries to build a more connected ecosystem, linking skills, career aspirations, hiring, learning, coaching conversations, and AI-powered recommendations into one joined-up employee experience.Most importantly, he explains why learning teams must stop leading with the beauty of their programs and start proving behavior change, business impact, and real outcomes. From AI literacy and dark network operations to internal hiring, AI interview practice, and skills-based career pathways, this episode shows what it looks like when L&D becomes a true business engine.

Several Brazilian women have come forward describing how a modeling recruiter connected to Jeffrey Epstein allegedly attempted to recruit them while they were teenagers pursuing careers in the fashion industry. According to accounts gathered by journalists, French modeling agent Jean-Luc Brunel, a longtime associate of Epstein, approached young women in Brazil and other parts of South America with offers of modeling opportunities abroad. One Brazilian woman said Brunel visited her family home when she was 16 to persuade her mother to allow her to travel for a modeling contest in Ecuador. At the time, the family believed the opportunity was legitimate, unaware of Brunel's connections to Epstein. Investigators later found evidence that modeling agencies tied to Brunel were used to identify and recruit young women from South America and help arrange visas for them to travel to the United States.The accounts form part of a broader picture of how Epstein's network allegedly used the international modeling industry as a recruitment channel. Several women said they were approached with promises of fashion work, travel, or contests that could launch their careers, only later realizing they had been targeted by people linked to Epstein's circle. Brunel, who worked closely with Epstein and received financial backing from him for the agency MC2 Model Management, was later arrested in France on accusations including rape of a minor and trafficking-related offenses. He denied wrongdoing but died in a Paris prison in 2022 before standing trial, leaving many of the allegations about his role in recruiting young women for Epstein unresolved in court.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

In this special series (Part 3 of 3) around HR and recruitment in the mining industry, we bring together three experienced HR leaders from across the global mining industry: Leanne Holmes, Head of People at Central Asia Metals, Paul Eagle, Vice President People & Culture at Evolution Mining, and Bridget Hunter, Group Manager Shared Services at Ivanhoe Mines. The discussion explores some of the key workforce and talent challenges shaping the future of mining, including addressing age bias in hiring, improving the industry's image to attract new talent, and creating more flexible and family-friendly workplaces. The panel also shares perspectives on educating younger generations about modern mining careers, highlighting the growing role of technology, sustainability, innovation and digital transformation across the sector. The guests discuss what organisations can do to strengthen their employer brand and improve employee retention, from leadership and career development to workplace culture, flexibility and creating environments where people feel valued, supported and able to grow professionally. Whether you work in HR, leadership, recruitment, or operational management, this episode provides valuable insights into how mining organisations can strengthen their employer brand and build high-performing teams for the future. This episode is brought to you by Mining International, a global executive search partner to the mining industry. For bespoke search and advisory services, please visit ⁠www.mining-international.org KEY TAKEAWAYS Mitigating age bias in recruitment requires a shift in focus toward individual competencies and experience rather than traditional career timelines and years of service. Improving the mining industry's reputation depends on genuine advancements in environmental stewardship, community engagement, and workplace culture rather than relying solely on clever marketing campaigns. Designing flexible working schedules that accommodate various family structures and life stages is essential for broadening the talent pool and retaining diverse employees. BEST MOMENTS "I think mining's reputation challenge really requires authentic transformation, not just better marketing."  "The key is to recognise that family-friendly doesn't mean a one-size-fits-all approach. It means listening to employees and finding ways to adapt their working patterns." "Mining is not a dirty activity. It's a very exciting, innovative, technologically advanced environment where it's also very focused on sustainability and building things for the future." GUEST RESOURCES Paul Eagle: paul.eagle@evolutionmining.com https://au.linkedin.com/in/paul-eagle-80128740 Leanne Holmes: https://uk.linkedin.com/in/holmesleanne Bridget Hunter: https://za.linkedin.com/in/bridget-hunter-3a000230 VALUABLE RESOURCES Mail:        ⁠rob@mining-international.org⁠ LinkedIn: ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ X:              ⁠https://twitter.com/MiningRobTyson⁠  YouTube: ⁠https://www.youtube.com/c/DigDeepTheMiningPodcast⁠  Web:        ⁠http://www.mining-international.org⁠ CONTACT METHOD ⁠rob@mining-international.org⁠ ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ Podcast Description Rob Tyson is an established recruiter in the mining and quarrying sector and decided to produce the “Dig Deep” The Mining Podcast to provide valuable and informative content around the mining industry. He has a passion and desire to promote the industry and the podcast aims to offer the mining community an insight into people's experiences and careers covering any mining discipline, giving the listeners helpful advice and guidance on industry topics.  This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Key Takeaways From This Post In this episode of The Recruitment Marketing and Sales Podcast, Sharon Newey explores why imposter syndrome disproportionately affects the most capable recruitment business owners, what it actually costs commercially, and three practical actions you can take this week to start showing up with the authority you have already earned. You are on a call with a client you have worked with for a while. Good relationship. The conversation is going well. And then, almost as an aside, they say: “We had a really useful piece come through this week from another agency. A benchmarking report on salaries in our sector. Really timely.” They are not threatening to leave. They are not complaining. It is a throwaway comment. But something shifts. Because you know that topic. You have lived it. You have had the exact same conversation about salary expectations with four clients this month. You know what is happening in that market, why it is happening, and what businesses should be doing about it. You could have written that report. You should have written that report. But you did not. And someone else did. And now your client is talking about them on a call with you. That feeling is not a content problem. It is not a time problem. It is imposter syndrome. And it is costing your business more than you realise. The Statistic That Changes how you see This Research suggests that up to 85% of high-achieving professionals experience imposter syndrome at some point in their careers. Eighty-five per cent. That is not a niche phenomenon. That is not something that happens to people who lack confidence or ability. That is a pattern that affects the majority of people who are genuinely very good at what they do. Imposter syndrome is not evidence that you are not ready. It is frequently a signal that you are more capable than you give yourself credit for. The doubt is not a warning sign. It is a side effect of expertise. What Imposter Syndrome Actually Looks Like in Recruitment In a recruitment business, imposter syndrome rarely announces itself as imposter syndrome. It disguises itself as something far more practical. It looks like waiting until the website is ready. You know the marketing needs to happen. But the website is not quite right, so you will start once that is sorted. The website gets sorted. Then it is something else. It looks like not posting because it is not good enough. You draft something, read it back, and think: this is obvious. Everyone in my sector already knows this. So you delete it, and nothing goes out. It looks like avoiding video, permanently. You know video works. You have seen the data. But something about pressing record feels impossible, so the video conversation gets shelved for another quarter. It looks like undercharging and struggling to defend your fees. When you do not fully believe in your own authority, you drop your rate before the client has even pushed back. You discount as a reflex, not as a strategy. And it looks like watching competitors win work you know you could do better. They are not better than you. They are simply louder. They are showing up. They are saying the things you are thinking. Recognise any of that? Most recruitment directors and founders will recognise at least three of those patterns immediately. And they will have filed them under time, or priorities, or just not my thing. But that is not really what they are. Why High-Achievers are Most at Risk The people most susceptible to imposter syndrome are not the least competent. It is the opposite. The more expert you become, the more likely you are to experience it. And there is a name for this: the paradox of competence. When you are a junior recruiter, you know what you do not know. The gaps are visible and that feels appropriate. But as you become genuinely expert, your awareness of the field’s complexity increases at the same rate as your knowledge. You can see further. Which means you can also see further ahead of where you currently are. You know more, and so you are more aware of the things you do not yet know. And that awareness can feel, incorrectly, like inadequacy. There is a specific version of this that we see consistently. Many of our clients built their career inside a corporate agency. They were brilliant at what they did, and the brand gave them a platform. Candidates and clients trusted them, but some of that trust was borrowed from the institution. And then they went out on their own. Courageous, commercially smart. But it came with a hidden tax. Because now the brand is them. The credibility is theirs to build, not to borrow. And a voice surfaces that says: was it ever really me? The answer is yes. Thirty years of sector expertise does not evaporate when you hand back a corporate email address. But the voice does not always believe that, and the voice is loud. The Commercial Cost you are not Counting Imposter syndrome is not just an internal discomfort. It has a real, measurable commercial cost. And most recruitment business owners have not fully calculated it. The first cost is visibility. When you are not showing up consistently, not posting, not putting your expertise into the public domain, you are invisible to people who are actively looking for someone exactly like you. Your ideal client is on LinkedIn right now, forming opinions about who they trust. If you are not there, you are not in the conversation. Visible competitors win the work you should be winning. Not because they are better. Because they are present, and you are not. The second cost is fee pressure. Authority and pricing power are directly linked. When a client already knows who you are, has read your posts, has seen that you understand their market in a way that other recruiters do not, the fee conversation starts from a completely different position. They have already bought your expertise before you pick up the phone. When you are invisible, you are just another recruiter. And just another recruiter competes on price. We saw this play out clearly with a client who had close to thirty years in her sector. Before she started showing up consistently, she was competing on contingency terms like everyone else. Within months of building a visible presence, she was having completely different conversations. Fee negotiations became almost secondary, because clients had already bought into her expertise before terms were discussed. She went on to secure her first ever retained projects after decades of contingency work. The third cost is referrals. Referrals are generated not just by the quality of your work but by how front of mind you are. If your network has not heard from you in six months, they will refer someone else. Not because your work was not good. Because the other person was more visible at the moment the referral conversation happened. Three Things You Can do This Week These are low-risk, practical actions that genuinely move the needle. Post one piece of content about what you know, not who you are. The best content from a recruitment leader is about the market. What are you seeing in your sector right now? What are clients getting wrong? What do candidates need to understand about the current hiring picture? That is expertise sharing, not self-promotion. Start there. One post. This week. Share a client or candidate outcome. Not a polished case study. Just a moment. “We helped a client hire a head of finance last month, and here is what made the difference in the search.” Two paragraphs. It demonstrates your expertise and is built entirely from something that already happened. You are not inventing content. You are making your existing work visible. Say the thing you think is too obvious to say. Your market hears these things all the time and still makes the same mistakes. Obvious to you is not obvious to them. The insight that feels like basic knowledge inside your industry is exactly what your ideal client is waiting to read. Say it. None of these require a content strategy, a copywriter, or a professional photoshoot. They require you to decide that your knowledge is worth sharing. That is the only prerequisite. Something to Sit With Before you move on, one question worth sitting with honestly. What is the one thing you know you should be saying publicly that you have been holding back? And what is the real reason? Not the practical reason. Not the time, or the website, or the platform. The real reason. In thirty years of coaching, I have rarely met a business owner who lacked something worth saying. What I have met, time and again, are people who had everything they needed and were waiting for permission that was never going to come from anywhere external. You already have the expertise. You have earned it. The only question is whether you are going to let it stay invisible. Thanks, Sharon How We Can Help Working on your marketing consistently is one of the most important things you can do for the long-term health of your recruitment business. Visibility builds authority. Authority builds better fee conversations. And better fee conversations build the kind of business you actually want to run. We have just updated our Superfast Circle programme with new resources and support designed specifically for recruitment business owners who are ready to show up consistently and with confidence. If you would like the full details, email us at support@superfastrecruitment.co.uk and we will send everything across. The post Imposter Syndrome Is Keeping Your Recruitment Business Small appeared first on Superfast Recruitment.

This week on Tapod, we catch up with Jamie Leonard – Founder of Recfest – The LARGEST Talent Acquisition event in the world! Imagine over 4000 recruiters in the field at Knebworth, UK – in the biggest and baddest conference/festival on the planet. This year's theme revolves very heavily around human intervention in a world transfixed on AI. With a focus on practitioner delivery and case studies  Thanks to Greenhouse for partnering with us this month. 

Book a free strategy call with CertainPath to see how we can help you hit your goals and beyond: https://bit.ly/4b0wLaZ Or call us at: (214) 453-1591 $17 million in residential HVAC sales. One comfort advisor in Boise, Idaho. Here's how Cord Nichols sells the top-tier system — every time. Cord Nichols isn't a closer who shows up Friday with a quote book. He's a comfort advisor at Diamond Heating & Cooling in Boise, Idaho — and he's quietly sold roughly $17 million in residential HVAC, including $2.25 million last year alone. He's a 7x Crown Champion at CertainPath, the program's top sales tier. Cord didn't start in HVAC. His first sales job was door-to-door — security in his early twenties. He moved to Utah looking for a wife, found her, then sold solar door-to-door before the solar industry tightened in the mid-2010s. Wanting a trade he could "sink his teeth into" — and not be a one-trick pony — he approached Diamond cold. He'd never sold HVAC. But owners Rick and Sue Ellen hired him for his sales background. Today he's a Dave Ramsey debt-free dad of four (with a fifth on the way) who recently paid off his mortgage — all on residential HVAC sales. In this episode, Cord walks Bob Houchin through the exact playbook — every question he asks, every option he names, every word he uses — for turning a single in-home consultation into a top-tier HVAC sale. In this conversation, you'll discover: • The $17M reveal — and the on-camera moment where Bob puts the career number on record • Why Cord opens every options reveal by repeating the customer's own words back to them • The Kia-vs-Toyota framing he uses to explain tiered HVAC systems in 30 seconds • The "Is there any reason I can't ask for your business today?" close — and the three answers it always produces • Why Cord names options after the customer's hobbies (the "14-Point Buck" move) • The clipboard intro that disarms skeptical homeowners ("I'm just going to be taking some notes") • "I am your one throat to choke" — the post-sale handoff line that earns lifelong customers  Whether you're a comfort advisor working to break $2M for the first time, a sales manager building a residential HVAC playbook, or an owner trying to understand what consistent top-tier closing looks like — Cord's process is a masterclass in trust-first, conviction-led HVAC sales. 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 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 Guest Cord Nichols is a comfort advisor at Diamond Heating & Cooling — a family-owned, values-based HVAC company in Boise, Idaho, founded by Rick and Sue Ellen. After several years selling door-to-door (security in his early twenties, then solar in Utah and Idaho), Cord joined Diamond with zero HVAC experience and a strong sales background. He's now a 7x CertainPath Crown Champion with roughly $17 million in residential HVAC sales — including $2.25 million in his most recent year. He lives in Boise with his wife and four kids (with a fifth on the way) and recently paid off his mortgage as a Dave Ramsey debt-free family. Connect CertainPath: https://www.mycertainpath.com Show Notes The Successful Contractor Podcast is part of the CertainPath family. CertainPath is a business coaching program for residential HVAC, plumbing, electrical, and roofing contractors. For 25 years, we've helped contractors double their revenue, hit 20% net profit, and build teams that stay. With proven systems, professional coaching, software solutions, and a member community of 1,200+ strong — Success is Made Certain. Visit www.mycertainpath.com for more information. FOLLOW CERTAINPATH: Facebook: https://www.facebook.com/CertainPath LinkedIn: https://www.linkedin.com/company/certainpath Instagram: https://www.instagram.com/certainpath/

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

In this episode, Erik Summers, MD, Chief Medical Officer, Division of Hospital Medicine at the Medical University of South Carolina, joins the podcast to discuss how healthcare organizations can attract and retain physicians through culture, transparency, and personalized recruitment experiences.

Counter military recruitment efforts are needed more than ever at school campuses.

Dan Rolinson, Mat Kendrick and John Townley are back with the second - and final - part of their live event at Herbert's Yard, this time it's an audience Q&A from the Mailbag.

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/-------------------------

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at how the challenges facing today's students have evolved dramatically over the past 40 years. With decades of experience in education, Ford reflects on how institutions like Northeast must now prepare students for a world that is constantly changing -- one that looks far different from the stable, predictable career paths of the past. From navigating rapid technological advancement to addressing digital misinformation and emerging social and ethical issues, today's educational landscape requires a broader, more adaptive approach. Ford also highlights the growing importance of teaching students how to live independently and responsibly in a fast-paced, digital-first society -- something that simply was not part of the conversation decades ago. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

Has College Recruitment Become It's Money That Matters? bonus 1262 Thu, 04 Jun 2026 13:36:17 +0000 adV4AD9NqNBdSv1IA914BLC63aUNlori sports Sports Daily sports Has College Recruitment Become It's Money That Matters? Wichita's popular morning local sports talk radio show is Sports Daily with Jacob Albracht and Tommy Castor. Listen live M-F 7a-11a on KFH! 2024 © 2021 Audacy, Inc. Sports https://player.amperwavepodcasting.com?

In this episode, Erik Summers, MD, Chief Medical Officer, Division of Hospital Medicine at the Medical University of South Carolina, joins the podcast to discuss how healthcare organizations can attract and retain physicians through culture, transparency, and personalized recruitment experiences.

In Budapest for recruiTECH CEE, Johnny sat down over a beer with Hung Lee — founder of Recruiting Brainfood and one of the most-followed voices in talent. They get into how AI is reshaping recruitment: the three archetypes driving the AI debate, why the efficiency you gain rarely comes back to you unless you negotiate for it, and the risk that subsidised AI ends up costing more than the people it replaced.

For a second week, reports of inhumane conditions at Delaney Hall in New Jersey are drawing protesters and camera crews. A handful of journalists and dozens of protesters have been arrested. Under this Trump administration, I.C.E.'s operations have ballooned, making it the highest-funded U.S. law enforcement agency. This week we're sharing an interview Micah did with Drew Harwell, a technology reporter for The Washington Post, from earlier this year. They discuss how I.C.E. is trying to enlist new agents through a "wartime recruitment push." On the Media is supported by listeners like you. Support OTM by donating today (https://pledge.wnyc.org/support/otm). Follow our show on Instagram, Bluesky, TikTok and Facebook @onthemedia, and share your thoughts with us by emailing onthemedia@wnyc.org. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of the HR Leaders Podcast, we sit down with Khadija Ben Hammada, Member of the Executive Board and Chief People Officer at Merck Group, to unpack how HR can lead through AI transformation without losing the human heart of the organization.Khadija shares why leaders cannot run global organizations from an ivory tower, and why being close to employees on the ground creates the trust, safety, and pride people need to speak up. She explains how field visits, human connection, and a strong sense of global community help Merck stay united across regions, even as the world outside becomes more fragmented.Most importantly, she breaks down how Merck is building AI capability across the business, from AI literacy for everyone, to leader upskilling, internal AI tools, hackathons, flagship use cases, and HR agents that can improve employee experience at scale. Through it all, Khadija is clear: AI should take tasks, not humanity, and HR must stay at the intersection of business, technology, and empathy.

Send us a MessageMost healthcare leaders think about retention as something that happens after someone is hired. But what if your hiring process itself is either building or quietly eroding your culture?In this episode, Sue Tetzlaff sits down with Capstone Transformational Expert Julie Coneset to talk about one of the most consequential — and often most stressful — responsibilities healthcare leaders carry: hiring the right people.Julie brings decades of experience in rural healthcare human resources and organizational transformation to a candid conversation about what separates strategic hiring from desperation hiring, and why that distinction matters more than most leaders realize.You'll hear practical wisdom on:Why lowering your hiring bar during a staffing shortage almost always costs more than it savesHow behavioral-based interview techniques help you predict fit and performance before day oneWhy peer panel interviews can transform how your team shows up for onboarding — and beyondWhat employer-of-choice organizations do differently when it comes to attracting and selecting candidatesHow your hiring decisions today directly shape your overtime costs, burnout levels, and traveler reliance tomorrowInterested in strengthening retention, culture, leadership, and hiring practices in your organization? Schedule a complimentary discovery call series with the Capstone team at CapstoneLeadership.net/Contact-UsWe're stepping forward in a bigger way—growing our team of rural healthcare experts, growing our capabilities by adding a strategic planning division … all of this so we can expand our ability to help even more rural hospitals and other small healthcare organizations in 2026. … We'd love to explore how we can support your organization in being the provider- and employer-of-choice so you can keep care local and margins strong! Learn more at CaptoneLeadership.netHi! I'm Sue Tetzlaff. I'm a culture and execution strategist for small and rural healthcare organizations - helping them to be the provider and employer-of-choice so they can keep care local and margins strong.For decades, I've worked with healthcare organizations to navigate the people-side of healthcare, the part that can make or break your results. What I've learned is this: culture is not a soft thing. It's the hardest thing, and it determines everything.When you're ready to take your culture to the next level, here are three ways I can help you:1. Listen to the Culture Change RX PodcastEvery week, I share conversations with leaders who are transforming healthcare workplaces and strategies for keeping teams engaged, patients loyal, and margins healthy. 2. Subscribe to our Email NewsletterGet practical tips, frameworks, and leadership tools delivered right to your inbox—plus exclusive content you won't find on the podcast.

In this episode of the Get Obsessed podcast, hosts Julie Lokun and Mika Altidor speak with Anne Gollert Hill about Scientology, her years in the Sea Org, and her eventual escape from Scientology after nearly two decades inside the organization.  Anne is a Canadian writer, survivor, and creator of the blog My Scientology Story, where she shares her experiences inside one of Scientology's highest-ranking divisions and her journey toward rebuilding her life after leaving. Anne shares how a search for purpose led her into Scientology and eventually into the Sea Org, where she signed the Billion-year contract and spent years inside the organization's inner ranks. She discusses life under David Miscavige, the influence of celebrity Scientologists, including Tom Cruise, John Travolta, Kirstie Alley, and Leah Remini, and her journey toward freedom after leaving. In this episode, we discuss: Anne's background and how she became involved with Scientology How Scientology recruited her through emotional vulnerability What Scientology is and how it presents itself publicly The path to joining the Sea Organization and signing the billion-year contract Recruitment to international management and life inside Scientology leadership David Miscavige's leadership and the atmosphere of fear inside the Sea Org Community inside the Sea Org and the policy prohibiting children   ABOUT THE GUEST: Anne Gollert Hill is a Canadian writer, survivor, and creator of the blog My Scientology Story, where she shares her experiences inside Scientology and her journey toward freedom. After joining Scientology in 1988 during a difficult chapter in her life, she became deeply involved in the organization and was eventually recruited into the Sea Org's international communications division, serving at some of Scientology's highest-level facilities, including Gold Base. After nearly two decades inside the organization, Anne left Scientology on August 3, 2007, walking out of the Flag Land Base in Clearwater, Florida, with only the clothes on her back. Today, she speaks openly about coercive influence, recovery, personal freedom, and the lasting impact of life inside a high-control organization. Through her writing and advocacy, she helps others better understand the realities of indoctrination, escape, and rebuilding life after leaving Scientology.   MENTIONED IN THE EPISODE: (Book) Troublemaker by Leah Remini - https://www.amazon.com/Troublemaker-Surviving-Scientology-Leah-Remini/dp/1101886986 (Video) Leah Remini: Scientology and the Aftermath (Netflix) - https://www.netflix.com/title/81229101 (Reference) BITE Model of Authoritarian Control - https://freedomofmind.com/cult-mind-control/bite-model-pdf-download/ CONNECT WITH ANNE GOLLERT HILL: Website: My Scientology Story: http://agollerthill.wordpress.com/ Instagram: https://www.instagram.com/annehillwriter/ Facebook: https://www.facebook.com/agollerthill  Tiktok: https://www.tiktok.com/@annegollerthill    ABOUT GET OBSESSED Website: www.getobsessedpodcast.com Be a Guest! http://www.getobsessedguest.com  Reach Out To Us! hello@getobsessedmedia.com  The Get Obsessed podcast is dedicated to exploring the passions, mindsets, and habits that drive high performers. We believe that what you obsess over defines your future. LISTEN, RATE, REVIEW AND SUBSCRIBE - Get Obsessed : With Living Your Best Life - Podcast - Apple Podcasts Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.   LEGAL DISCLAIMER:  The views, personal accounts, and opinions expressed in this episode are solely those of the guest, Anne Gollert Hill, based on her own lived experiences and recollections. This podcast makes no independent factual claims regarding the Church of Scientology or any of its members, leaders, or affiliated individuals. All statements reflect the guest's personal perspective and memory and should not be construed as established legal fact. The Church of Scientology denies many of the claims made by former members. Neither this podcast, its hosts, its production team, nor its parent company endorses, verifies, or assumes legal responsibility for the guest's account. This episode is produced for informational and entertainment purposes only. Listeners are encouraged to seek out multiple sources when forming their own conclusions. Nothing in this episode constitutes legal advice. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, I sit down with Dean Kelly, a 30-year recruitment veteran, serial business builder, and mentor to some of the most ambitious founders in the industry.Dean has built and sold multiple businesses, scaled teams to 100+ people, and now works with a select group of founders through Kellstar, helping them build recruitment firms that are resilient, repeatable, and built to last.Connect with Dean here: https://www.linkedin.com/in/deankellyuk/-------------------------Watch the episode on YouTube: https://youtu.be/rhuz9j_uuqQ-------------------------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://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

The future of hunting depends on those who show up. Nate Serlin shows up. Just a few years after harvesting his very first deer, Nate found himself leading a collegiate chapter of Ducks Unlimited.Despite having no prior experience working in professional conservation, Nate's leadership resulted in huge success. In addition to permanently protecting critical wetland habitat, his collegiate chapter of DU raised an impressive sum of money. That exposure to the world of protecting wild places and the activities he loves inspired Nate to pursue a career in hunting and fishing advocacy. In this episode of the Ahí Va podcast, Nate Serlin and Jesse Deubel discuss a variety of hunting and fishing issues.Having worked on sporting policies around the country, Nate provides an important national perspective. This conversation provides a lot of food for thought.Enjoy the listen! For more info:Nate's InstagramWESTERN SKIES STRATEGIESNMWF Website

Coleman Elkins on His Texas Recruitment & What's Next | Longhorns Basketball Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

ITP - 147 Colin Simpson has been overseas for years. This was his first in-person job fair. Colin joins Greg and Hannah to discuss international teaching job fairs, recruitment platforms, school fit, networking strategies, and partner applications, with practical insights on navigating the overseas teaching job market more effectively.Colin has a trailing spouse and lots of dogs, but he teaches IB Physics. How awesome is that? Join us for an information packed episode about Recruiting Fairs.Platform Websites:Recruiting Fairs and Platforms: Search Associates (SEARCH):  https://www.searchassociates.com/Global Recruitment Collaborative (GRC):   https://www.grcfair.org/ International School Services (ISS): https://www.iss.edu/SCHROLE:  https://www.schrole.com/    University of Northern Iowa (UNI):  https://teachoverseas.uni.edu/uni-overseas-teaching-fairThe International Educator Online (TIEonline): https://www.tieonline.com/BASIS Schools Group: https://jobs.basisinternationalschools.com/global/en/home-more information-The International Teacher Podcast is a bi-weekly discussion with experts in international education. New Teachers, burned out local teachers, local School Leaders, International school Leadership, current Overseas Teachers, and everyone interested in international schools can benefit from hearing stories and advice about living and teaching overseas.Additional Gems Related to Our Show:Greg's Favorite Video From Living Overseas - ⁠https://www.youtube.com/watch?v=UQWKBwzF-hw⁠Signup to be our guest  ⁠https://calendly.com/itpexpat/itp-interview?month=2025-01⁠Our Website⁠ -  ⁠https://www.itpexpat.com/⁠Our FaceBook Group - ⁠https://www.facebook.com/groups/itpexpat⁠⁠JPMint Consulting Website  - ⁠https://www.jpmintconsulting.com/⁠Hannah's Personal IG - https://www.instagram.com/thatexpatfamily?utm_source=ig_web_button_share_sheet&igsh=ZDNlZDc0MzIxNw==Greg's Personal YouTube Channel: ⁠https://www.youtube.com/playlist?list=PLs1B3Wc0wm6DR_99OS5SyzvuzENc-bBdO⁠Books By Gregory Lemoine:⁠International Teacher Guide: Finding the "Right Fit" 2nd Edition (2025)⁠ | by Gregory Lemoine M.Ed.⁠⁠"International Teaching: The Best-kept Secret in Education"⁠⁠ | by Gregory Lemoine M.Ed.Apps by Greg:https://apps.apple.com/app/6755244840  1. Who's That? Name & Face Trainer  Nov 21, 2025https://apps.apple.com/app/6756509803   2. Facetag | Memory Trainer   Dec 16, 2025Chapters(00:00) Introduction to International Teaching(02:58) Colin's Journey in Education(05:58) Navigating Job Platforms for International Teaching(09:02) The Job Fair Experience(12:01) Personal Life and Language Skills(14:52) Teaching Specializations and Job Market Insights(21:01) The Importance of School Culture and Fit(24:00) Networking and Future Opportunities(27:33) Networking Strategies for Job Fairs(31:03) Insights from Job Fair Experiences(32:21) Job Fair Dynamics and Changes(36:30) The Importance of Relationships in Job Hunting(46:14) Navigating Job Fairs with a Partner(52:33) Transparency and Planning in Job Applications(56:21) Customs and Comforts of Travel(01:02:27) Final Thoughts on Job Hunting and Recruitment

When federal investigators found illegal images on a hard drive connected to Keith Raniere, every person charged alongside him moved for a plea deal. He went to trial alone — and lost on every count.For twenty years, NXIVM presented itself as a personal development organization headquartered outside Albany, New York. Executive Success Programs offered multi-day intensives that cost thousands of dollars. A colored-sash hierarchy tracked members' ranks. Recruitment drove advancement. The Bronfman heiresses reportedly invested over $100 million. At its peak the organization counted approximately 700 active members, including a prominent television actress who served as a key recruiter.What prosecutors revealed at trial was a criminal enterprise. A secret inner circle called DOS operated a master-slave hierarchy. Women were branded with Raniere's initials, controlled through compromising collateral, placed on extreme diets, and allegedly coerced. Seven federal counts were brought against Raniere, from racketeering to forced labor conspiracy to trafficking. The fraud charge alone included eleven racketeering acts.In June 2019, the jury returned guilty verdicts on all seven counts. Raniere was sentenced to 120 years in federal prison. The organization was dissolved in 2021. Its campus was seized and sold in 2025 for $700,000 — less than what some members paid in course fees over a lifetime.This is part one of a four-part Hidden Killers series on NXIVM and Keith Raniere.Join Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/channel/UC8-vxmbhTxxG10sO1izODJg?sub_confirmation=1Instagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodThis publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.#NXIVM #KeithRaniere #TrueCrime #HiddenKillers #CultExposed #NXIVMCU