Podcasts about talent attraction

Kathrin Hörnicke, Talent Attraction & Acquisition Lead EY Germany und Laura Schäfer, Team Lead Employer Branding bei EY Germany, sind in dieser SAATKORN Podcast Episode zu Gast.

In this episode of the Econ Dev Show, host Dane Carlson interviews Jonathan Knecht, Senior Vice President of Marketing and Creative Services at the Kansas City Area Development Council, who reveals how his team markets the greater Kansas City region to attract business investment and talent. Jonathan, a self-described "refugee from advertising" who's been with the organization for 21 years, discusses their collaborative approach to regional branding centered around the iconic KC Heart logo, their focus on key industry sectors like digital health and sports architecture, and how Kansas City's central location, affordability, and quality of life create competitive advantages. He also shares insights on building consensus across state lines and how their in-house creative agency supports economic development efforts throughout the region. Like this show? Please leave us a review here (https://econdevshow.com/rate-this-podcast/) — even one sentence helps! Actionable Takeaways for Economic Developers Consider adopting organically popular community symbols rather than creating new brands from scratch to ensure authenticity and community buy-in. Build collaborative relationships across political boundaries to present a unified front when pursuing major projects and investments. Leverage your region's unique industry clusters (like KC's sports architecture) to create compelling specialization stories for targeted marketing. Create an in-house creative agency to support marketing needs across your region, especially for partners with limited budgets. Develop talent attraction initiatives like KC's "Team KC" that connect employers and equip them with shared marketing resources. Create specialized content for different audiences, such as belonging guides for various cultural communities, to support talent recruitment efforts. Focus on tracking meaningful metrics tied to actual business attraction and expansion results rather than just marketing activities. Identify and promote quality of life advantages such as central location, cost of living, and cultural amenities as competitive differentiators. Establish sector-specific initiatives (like KC's Digital Health and Animal Health Corridor) to target industries where your region has competitive advantages. End counter-productive incentive competitions between neighboring communities to better focus resources on attracting new businesses to the region. Special Guest: Jonathan Knecht.

HOW TO BUILD CAREER PAGES WHICH ACTUALLY WORK   One of the biggest mistakes in Talent Attraction is failure to maximise conversion from attention you've already captured! The people who visit your career page are ALREADY declaring interesting in working for your business and you need to have a digital property there that underlines your EVP, helps both self select in/out and makes it easy for the right candidates to enter into the recruiting process.   What do know today about building a career page that does all of these things?   - What does a great career page look like - can we have examples? - 2025: what basic elements must a career page today? - What are some basic errors to avoid on career pages? - Images: how to use this - stock, real, AI generated - what are the pros and cons? - How do we communicate EVP? - What do we do when company brand vs employer brand are divergent? - What do we do if we want to create an inclusive message, even though we might not be demographically diverse? - How AI is too much AI - on copy, image, video? - Humour: do we use this? - What is the right degree of friction on apply? - How does this thing look on mobile? - Integration with CRM / ATS - Who is control of this - Recruitment Marketing if it exists, but TA vs Marketing if it does not? - What are the most common pitfalls in career page design? - How to handle it when your audience is multiplication?   All this and more as we talk brainfood live. We are on Thursday 15th May, 2pm BST with Bas van de Haterd, Author (Talent Acquisition Excellence), Charu Malhotra, Head of Talent Attraction (ex-PA Consulting, McKinsey & Co, Koos Wurzer, Global Director Talent Acquisition and Employer Branding (Danone)   Register by clicking the green button and follow the channel here (recommended)       Ep308 is sponsored by our friends at Teamtailor     Great teams start with great hiring — and that's exactly what Teamtailor is built for.   Loved by companies like Happy Socks, OneFlow, Oatly, and Five Guys, Teamtailor is the all-in-one recruitment platform trusted by over 10,000 businesses and 150,000 recruiters worldwide. It combines a powerful ATS with fully customizable, AI-powered tools to elevate your employer brand and deliver a standout candidate experience.   From career sites to collaboration workflows, Teamtailor helps talent teams move faster, work smarter, and create hiring journeys that people actually enjoy — candidates and hiring managers alike.   → See how top teams are hiring better with Teamtailor: Experience the magic today!

In the third episode of the monthly Career Edit podcast, Dean Connelly and Elizabeth Howlett discuss The Ultimate Talent Attraction Guide, created by Latte in partnership with PRmoment. The pair run down how to attract and retain talent in the PR sector, and some of the issues surrounding this. Additionally, Howlett and Connelly talk about April's people moves.1 mins: Howlett thanks the PRmoment podcast sponsors PRCA, reminds listeners about: Creative Moment Awards' earlybird entryThursday Club networking sessions sponsored by 72Point Media (follow Ben Smith for more information)The highly-anticipated return of the PR Masterclass: AI in PR2 mins: Connelly opens up discussion for April's people moves:Thuli Weerasena and Kara Buffrey, both senior PR's in the hotel and restaurant team at W Communications launching digital-first PR agency CHOMPLauren Williamson moves from associate director at MHP Group to ThreeSixtyJack Rodgers, the former press strategist for the Green Party joins Amnesty International as media and PR managerLouise Mason-Rutherford has moved back to Burson Buchanan as partner, after stints at Blakeney and Citigate Dewe Rogerson8 mins: Connelly and Howlett dive into The Ultimate Talent Attraction Guide. Connelly explains that he spoke to winners of The PRmoment Awards 2025 to find out how they are attracting talent.9 mins: “You don't have a business without people especially when you work in PR when you're competing for clients.”Connelly runs through big mistakes when creating an employer brand, starting with the job interview process.12 mins: Why the benefits package is so important“Benefits have become so important and people are becoming more aware of the value of benefits.”16 mins: “The best benefit I've seen…”17 mins: The importance of selling the opportunity to the candidate19 mins: “Talent attraction is down to the touch points someone has with business.”20 mins: Howlett and Connelly briefly touch on flexible working as a benefit22 mins: The rollback of DEI and talent attraction“You just need to be honest about where you are with it.”32 mins: Keeping in contact with your new recruit to ensure they don't ghost you on day one

On this episode of Grow With Us, Evan speaks with members of his team members at Campus Tulsa and Tulsa Service Year: Tim Gowin, Programs Manager and Curcio Smith, Talent and Recruitment Manager. They discuss the roles of Campus Tulsa and Tulsa Service Year as Talent Attraction and Retention Programs for early career individuals and how students can engage with their programs to connect more in Tulsa. Join us today! Subscribe on Apple Podcasts and Spotify to get notified of our new releases and share with anyone who wants to learn more about Tulsa!If you are interested in looking at our open career opportunities, don't forget to check out our career website: https://careers.intulsa.com/Join our Talent Network to receive access to the latest job opportunities in Tulsa: https://careers.intulsa.com/user/register/applicantAdditionally, find out about all our upcoming Elevate your Career Series Free Workshop events at talent.intulsa.com/events

In dieser fesselnden Episode des CULTiTALK-Podcasts begrüßt Georg Wolfgang die leidenschaftliche Sandra Feldmann. Sandra, die als Head of Talent bei Octopus Energy und Gründerin von It's a Talent Business tätig ist, bringt reichlich Erfahrung und Wissen im Bereich Talent Attraction und Talent Acquisition mit. Im Gespräch wird deutlich, wie wichtig es ist, KandidatInnen auf Augenhöhe zu begegnen und das Potenzial von aktiven Ansätzen zu nutzen, um Bewerbende tatsächlich als KandidatInnen zu betrachten. Ein zentrales Thema ist die Unterscheidung zwischen traditionellem Marketing und der kulturrelevanten Bedeutung der Talentsuche in Unternehmen.Sandra teilt ihre persönliche Reise vom Studium der amerikanischen Kulturgeschichte hin zum HR-Bereich und gibt Einblick in ihre ersten Schritte in einer Agentur und später in der Start-up-Welt. Sie berichtet von ihren Erfahrungen mit innovativen Methoden wie Hyperpersonalisierung und der Nutzung moderner Tools, um die Interaktion mit potenziellen Mitarbeitenden zu revolutionieren. Die Zuhörenden erfahren, wie Sandra mit kreativen Ansätzen, darunter Gedichte an KandidatInnen zu senden, großen Erfolg hatte.Zusätzlich diskutieren Georg und Sandra die Rolle von Employer Branding und wie wichtig es ist, authentische und echte Kulturwahrnehmungen nach außen zu tragen. Sandra geht auf die Notwendigkeit ein, Sightseeing im Business zu betreiben, um wirklich zu verstehen, was potenzielle Mitarbeitende anzieht, und wie wichtig das Verhältnis zwischen Vorgesetzten und Mitarbeitenden ist, um den Erfolg in neuen Rollen sicherzustellen. Dieses spannende Gespräch bietet einen tiefen Einblick in die strategische Weiterentwicklung von Rekrutierungsprozessen und zeigt, wie HR als Geschäftsstrategie verstanden werden kann. Alle Links zu Sandra Feldmann: LinkedIn: https://www.linkedin.com/in/sandra-feldmann/Unternehmen: www.itsatalent.businesshttp://octopus.energy/careers Alle Links zu Georg und dem Culturizer:Georg: https://www.linkedin.com/in/georg-wolfgangCulturizer: https://culturizer.appCULTiTALK: https://cultitalk.de

00:00 Introduction to Rona Barnett-Pearse03:02 Rona's Journey into Talent Acquisition06:13 The Role of Content in Talent Attraction09:01 Navigating the Interview Process11:57 Transitioning to Entrepreneurship15:03 Building Perceptible Studios18:06 Authenticity in Video Content Creation19:35 The Art of Delegation and Trust21:25 Leveraging Video for Recruitment22:44 Creative Approaches in Client Engagement24:21 Harnessing AI Tools for Efficiency26:59 The Evolution of Podcasting in Recruitment29:45 Understanding Creative Burnout32:27 AI in Recruitment: Opportunities and Challenges35:29 Designing an Effective Talent Attraction Strategy36:37 Defining Success in Business and Life

In this episode of the Econ Dev Show, host Dane Carlson talks with Sadie Howell with Envision Greater Fond du Lac, a combined Chamber of Commerce and economic development organization in Wisconsin. Sadie shares insights about her region's economic landscape, including the surprising prevalence of small manufacturers and agricultural businesses that often goes unnoticed. They discuss the challenges of workforce development, the advantages of a combined chamber-economic development approach, and the importance of understanding local politics and stakeholder dynamics. As a long-time listener of the podcast before becoming a guest, Sadie offers valuable perspective on regional economic development strategies and the shared challenges that unite economic developers across different communities. Ten Actionable Takeaways for Economic Developers Study the layout of your community's stakeholders, including their biases and politics, to identify which challenges you can overcome and which you should work around. Recognize that most economic developers face similar challenges with boards, communities, and regional impacts - you're not alone. Leverage the complementary strengths of chamber of commerce and economic development functions when possible. Address workforce issues by coordinating efforts across regions rather than trying to solve everything at the local level. Challenge misconceptions about your region by actively showcasing lesser-known economic assets like small manufacturers. Connect local economic development priorities with state-level initiatives around talent attraction, childcare, and housing development. Network with other economic developers to validate your experiences and gather new approaches to common challenges. Consider how to tailor workforce programming specifically for chamber members while making entrepreneurship services broadly available. Identify early in your planning process which obstacles can be overcome and which need to be circumvented. Use podcasts and other learning resources to continuously build your economic development knowledge, especially in areas outside your expertise. Like this show? Please leave us a review here (https://econdevshow.com/rate-this-podcast/) — even one sentence helps! Special Guest: Sadie Howell.

Jedes Unternehmen möchte die Menschen einstellen, deren fachliche Expertise, Erfahrungen, Persönlichkeit, Werte usw. zum Unternehmen passen. Beim Female Recruiting geht es darum, innerhalb dieser Rahmenbedingungen auch gezielt Bewerbungen und Einstellungen von Frauen zu fördern. Warum setzt eine Unternehmensberatung wie zeb auf ein solches Programm? Die Branche an sich bietet eine spannende Mischung aus Vielfalt, Abwechslung und exzellenten Karrierechancen. Gleichzeitig bringt sie einige Herausforderungen mit sich, wie lange Arbeitszeiten, hohe Reiseintensität und einen ausgeprägten Leistungsanspruch. Doch welche Auswirkungen hat das auf die Bewerbungen von Frauen? Gibt es weniger Bewerberinnen – oder werden sie trotz vieler Bewerbungen seltener eingestellt? Und vor allem: Welche Lösungen entwickelt zeb, um diesen Themen aktiv zu begegnen? Über diese Fragen spricht Martin Wolfslast mit Bettina Gilles und Alina Schwarz, zwei zeb-Kolleginnen, die beide im Bereich Talent Attraction arbeiten und sich mit Female Recruiting beschäftigen.

This episode is sponsored by Deel. Master global HR with our essential guide. Discover the secrets to effective global HR management with our exclusive guide. Perfect for HR teams aiming to expand globally.Get Free Guide Now: https://www.deel.com/resources/scale-global-hr/?utm_medium=sponsored-newsletter&utm_source=nickday&utm_campaign=ww_engage_download_nickday_sponnewsletter_hrnewsletter-scaleglobalhr-feb25_all_all&utm_content=engage_all_sponnewsletter_scaleglobalhr-sponnews400-hr_en—————————————————————————————————————————How do we move beyond DEI checkboxes to create truly inclusive, thriving workplaces?In this episode, Nick Day sits down with Vivian Acquah, a leading DEI consultant at Amplify DEI, to explore how companies can build cultures of belonging, empathy, and inclusion that drive real business impact.Vivian challenges the traditional "HR" mindset, advocating for a shift toward People & Culture—where leaders take ownership of inclusion and employees feel truly valued. She shares how Virtual Reality (VR) is transforming DEI training, why empathy is the missing ingredient in leadership, and what organizations must do to make diversity efforts stick.She also answers a critical question: Why do so many DEI initiatives fail? From budget constraints to leadership buy-in, Vivian reveals the biggest obstacles—and how to overcome them.If you're an HR leader, executive, or someone passionate about workplace transformation, this episode is packed with actionable insights to help you turn DEI strategies into lasting cultural change.Like, comment, and subscribe for more conversations on leadership, workplace culture, and the future of DEI!—————————————————————————————————————————Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7Connect with Vivian: https://www.linkedin.com/in/vivianacquah/Connect with Nick Day: https://www.linkedin.com/in/nickday/Of course, if you are an HR or L&D professional listening to this podcast and you have an HR, HRIS or L&D related vacancy that you would love some specialist HR recruitment support with – please also get in touch with me! I would love to help show you what a great HR recruitment experience feels like! You can reach out to me directly at nick@jgarecruitment.com or give me a call – 01727800377.Thanks for listening folks – I look forward to bringing you the next episode of the HR L&D Podcast real soon!—————————————————————————————————————————(00:00) Introduction (01:18) Why HR Should Be Replaced with “People & Culture” (03:45) The Importance of Work Culture (05:13) Empathy in DEI & Workplace Inclusion (09:20) Talent Attraction & Retention Challenges(10:55) Virtual Reality in DEI (16:43) Why VR is the Most Effective DEI Training...

I en tid där transparens och trovärdighet blir allt viktigare för att attrahera rätt medarbetare, är autenticitet en avgörande faktor i employer branding arbetet. Men hur många företag lyckas leva upp till det? I det här avsnittet pratar jag med Fabian Åhlin om hur arbetsgivare kan bygga ett genuint varumärke, rekrytera rätt personer och skapa en bättre kandidat- och medarbetarupplevelse. Vi diskuterar också hur energibranschens ökade komplexitet påverkar efterfrågade förmågor och hur balansen mellan hårda och mjuka kompetenser kan forma framtidens arbetsliv.

Sandra Feldmann (sie/ihr) ist Head of Talent bei Octopus Energy und eine Expertin für den Einsatz von KI im Talent Attraction. Mit ihrem Unternehmen itsatalent.business hilft sie Firmen, moderne Technologien und kreative Ansätze zu nutzen, um Rekrutierungsprozesse inklusiver und innovativer zu gestalten. Als Keynote-Speakerin und Autorin des Buches "Talent Titans" teilt sie praxisnahe Tipps, wie KI den Recruiting-Alltag erleichtert und echte Wow-Momente schafft. Sandra verbindet technisches Know-how mit einer großen Portion Menschlichkeit und setzt sich leidenschaftlich dafür ein, dass im Recruiting Fortschritt und Empathie Hand in Hand gehen.Shownotes00:00 - Intro & Context08:01 - Strategien im Active Sourcing: Low-Hanging-Fruit- und Highlighting-Methode.14:16 - Herausforderungen und Mindset im Active Sourcing: Balance zwischen Kreativität und Daten.18:51 - Job-Spreadsheets: Effizientes Management von Keywords und SuchstrategienLinksGuest Linkedin: https://www.linkedin.com/in/sandra-feldmann/Thomas Linkedin: https://www.linkedin.com/in/thomas-kohler-pplwise/Thomas e-mail: thomas@pplwise.compplwise: https://pplwise.com/

Like the show? Show your support by using our sponsors. Promotive can help you find your dream job, or help you hire. Touch HERE for more. Need to update your shop systems and software? Try Tekmetric HERESunil Patel is the founder of Tekmetric and Kieran O'Brien is the co-founder of Shop GenieIn today's episode, Kieran emphasizes training service advisors to improve sales performance through enhanced communication and technology adoption. Sunil shares his journey from medicine to founding Tekmetric, explaining how modern digital tools like digital vehicle inspections (DVIs) can streamline operations. Jeff highlights the challenge of convincing older shop owners to adopt new technologies despite the clear benefits for efficiency and customer experience.00:00 Physician switched careers to open repair shop.05:14 Matt inspired my journey in business ownership.08:10 Focus on customer service ensures business success.10:37 DVI revolutionized customer-technician interactions; and enhanced efficiency.14:34 TechMetric consolidates vendors, saving businesses money.16:23 Shop Genie: Solving automotive scheduling with technology.21:18 Sales skills are crucial for auto repair success.23:21 Prioritize sales training for advisors over EVs.28:55 Recall past recommendations; address at next appointment.29:46 Long-term customers may opt for new cars.32:41 Customer experience drives business success in 2024.36:39 Technology trends impact all age groups.40:04 Waiting affects efficiency; cultural fit varies significantly.44:59 Maintain transparency without scaring customers away.45:49 Old methods required; dealership knowledge outdated. Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Behold! A holiday spectacle so dazzling, so insightful, it'll practically guarantee you a promotion (results may vary, void where prohibited, don't quit your day job). We've wrangled all our favorite (and some we just tolerated) guests from 2024 to deliver scorching hot takes on the burning dumpster fire that is talent, tech, and recruitment. Think less "fireside chat" and more "dumpster fire chat." From AI's inevitable robot overlord takeover of recruiting (will they finally fix the ATS? Don't hold your breath) to the thrilling return of the office (aka mandatory fun times!), we've got the scoop you need to maybe survive 2025. Or at least have something to complain about at the next holiday party. Witness the assembled brain trust, including: Eileen Kovalsky from General Motors: Because even car companies need people to, you know, build cars. Adam Godson, CEO of Paradox: Hopefully, he'll explain what a paradox is without causing one. Jessica Rush, Chief Talent Officer: We're rushing to find the talent, people! Get it? (We'll see ourselves out). Patti Tabris, Senior Director of Talent Acquisition at ResultsCX: Because someone has to deal with the results. Stefan Premdas, Director, People Experience at sweetgreen: Hopefully, they brought snacks. J.T. O'Donnell from Work It Daily: Because you're going to need to. Julie Sowash, Executive Director and Co-founder of Disability Solutions: Providing solutions to problems you didn't even know you had! John Graham, the VP of Employer Brand Strategy, Humanity & Culture at Shaker: Because branding is everything, even when it's not. (He appears twice! Clearly, he's got a lot to say...or we messed up the guest list). Emi Beredugo: We're not entirely sure what Emi does, but they're here! Lieven Van Nieuwenhuyze, Co-host from Europe: Bringing you takes from across the pond (probably involving better coffee). Matt Lavery, Global Director of Sourcing, Recruiting, & Onboarding: The man, the myth, the onboarding legend. Lord Wei, A Member of the Science and Tech Committee in the House of Lords: Adding a touch of British pomp and circumstance (and hopefully some actual wisdom). Rebecca Carr, CEO at SmartRecruiters: Because recruiting needs to be smart, obviously. Courtney Dempsey, the Head of Recruiting at Southern Rock Restaurants: Serving up talent as hot as their chicken. Chloé Rada, the Senior Director of Talent Attraction at ZoomInfo: Zooming into the future of talent (get it?). Dean Da Costa, Senior Staff Talent Acquisition at Lockheed Martin: Recruiting the best of the best to build…stuff. Mary Battle Broxton, Leading Employer Brand and Recruitment Marketing at Tractor Supply Company: Because even tractor companies need marketing.

Behold! A holiday spectacle so dazzling, so insightful, it'll practically guarantee you a promotion (results may vary, void where prohibited, don't quit your day job). We've wrangled all our favorite (and some we just tolerated) guests from 2024 to deliver scorching hot takes on the burning dumpster fire that is talent, tech, and recruitment. Think less "fireside chat" and more "dumpster fire chat." From AI's inevitable robot overlord takeover of recruiting (will they finally fix the ATS? Don't hold your breath) to the thrilling return of the office (aka mandatory fun times!), we've got the scoop you need to maybe survive 2025. Or at least have something to complain about at the next holiday party. Witness the assembled brain trust, including: Eileen Kovalsky from General Motors: Because even car companies need people to, you know, build cars. Adam Godson, CEO of Paradox: Hopefully, he'll explain what a paradox is without causing one. Jessica Rush, Chief Talent Officer: We're rushing to find the talent, people! Get it? (We'll see ourselves out). Patti Tabris, Senior Director of Talent Acquisition at ResultsCX: Because someone has to deal with the results. Stefan Premdas, Director, People Experience at sweetgreen: Hopefully, they brought snacks. J.T. O'Donnell from Work It Daily: Because you're going to need to. Julie Sowash, Executive Director and Co-founder of Disability Solutions: Providing solutions to problems you didn't even know you had! John Graham, the VP of Employer Brand Strategy, Humanity & Culture at Shaker: Because branding is everything, even when it's not. (He appears twice! Clearly, he's got a lot to say...or we messed up the guest list). Emi Beredugo: We're not entirely sure what Emi does, but they're here! Lieven Van Nieuwenhuyze, Co-host from Europe: Bringing you takes from across the pond (probably involving better coffee). Matt Lavery, Global Director of Sourcing, Recruiting, & Onboarding: The man, the myth, the onboarding legend. Lord Wei, A Member of the Science and Tech Committee in the House of Lords: Adding a touch of British pomp and circumstance (and hopefully some actual wisdom). Rebecca Carr, CEO at SmartRecruiters: Because recruiting needs to be smart, obviously. Courtney Dempsey, the Head of Recruiting at Southern Rock Restaurants: Serving up talent as hot as their chicken. Chloé Rada, the Senior Director of Talent Attraction at ZoomInfo: Zooming into the future of talent (get it?). Dean Da Costa, Senior Staff Talent Acquisition at Lockheed Martin: Recruiting the best of the best to build…stuff. Mary Battle Broxton, Leading Employer Brand and Recruitment Marketing at Tractor Supply Company: Because even tractor companies need marketing.

Behold! A holiday spectacle so dazzling, so insightful, it'll practically guarantee you a promotion (results may vary, void where prohibited, don't quit your day job). We've wrangled all our favorite (and some we just tolerated) guests from 2024 to deliver scorching hot takes on the burning dumpster fire that is talent, tech, and recruitment. Think less "fireside chat" and more "dumpster fire chat." From AI's inevitable robot overlord takeover of recruiting (will they finally fix the ATS? Don't hold your breath) to the thrilling return of the office (aka mandatory fun times!), we've got the scoop you need to maybe survive 2025. Or at least have something to complain about at the next holiday party. Witness the assembled brain trust, including: Eileen Kovalsky from General Motors: Because even car companies need people to, you know, build cars. Adam Godson, CEO of Paradox: Hopefully, he'll explain what a paradox is without causing one. Jessica Rush, Chief Talent Officer: We're rushing to find the talent, people! Get it? (We'll see ourselves out). Patti Tabris, Senior Director of Talent Acquisition at ResultsCX: Because someone has to deal with the results. Stefan Premdas, Director, People Experience at sweetgreen: Hopefully, they brought snacks. J.T. O'Donnell from Work It Daily: Because you're going to need to. Julie Sowash, Executive Director and Co-founder of Disability Solutions: Providing solutions to problems you didn't even know you had! John Graham, the VP of Employer Brand Strategy, Humanity & Culture at Shaker: Because branding is everything, even when it's not. (He appears twice! Clearly, he's got a lot to say...or we messed up the guest list). Emi Beredugo: We're not entirely sure what Emi does, but they're here! Lieven Van Nieuwenhuyze, Co-host from Europe: Bringing you takes from across the pond (probably involving better coffee). Matt Lavery, Global Director of Sourcing, Recruiting, & Onboarding: The man, the myth, the onboarding legend. Lord Wei, A Member of the Science and Tech Committee in the House of Lords: Adding a touch of British pomp and circumstance (and hopefully some actual wisdom). Rebecca Carr, CEO at SmartRecruiters: Because recruiting needs to be smart, obviously. Courtney Dempsey, the Head of Recruiting at Southern Rock Restaurants: Serving up talent as hot as their chicken. Chloé Rada, the Senior Director of Talent Attraction at ZoomInfo: Zooming into the future of talent (get it?). Dean Da Costa, Senior Staff Talent Acquisition at Lockheed Martin: Recruiting the best of the best to build…stuff. Mary Battle Broxton, Leading Employer Brand and Recruitment Marketing at Tractor Supply Company: Because even tractor companies need marketing.

FORUM RISORSE UMANE 2024 | Phygital Speech in collaborazione con CVing"COME CREARE UNA CAMPAGNA DI TALENT ATTRACTION EFFICACE (ANCHE) CON L'AI. PER PMI E ENTERPRISE".Attrarre i migliori talenti oggi richiede una strategia accurata, che unisca visibilità, canali complementari e non convenzionali, una comunicazione mirata, e soprattutto l'utilizzo dell'AI per potenziare ogni fase del processo.Ripetiamolo: visibilità, comunicazione, AI per lo screening e l'Employer Branding, e analisi dati sono i componenti fondamentali di un processo competitivo.Nel contesto attuale, curare ciascuna di queste attività è essenziale per costruire una campagna efficace e mirata. CVing, grazie all'esperienza nella gestione di migliaia di annunci mensili e al vantaggio di una visione globale dei dati, agisce come un vero e proprio osservatorio del mercato.Durante questo intervento, vedremo gli step specifici per creare campagne su misura, esploreremo alcune casistiche di successo di enterprises in vari settori, e mostreremo come l'AI possa aiutare le PMI a recuperare competitività, rendendo l'attrazione di talenti accessibile ed efficace per tutti.Il Keynote Speech è a cura di Alessandro Loggi, CEO e Fondatore / CVing.Per collaborare come Speaker e Partner agli eventi di Comunicazione Italiana: marketing@comunicazioneitaliana.it

Verizon is well-known as a consumer-facing brand, but not so much as a place to work. There was a clear need for employer branding, and we find out how they worked to establish their EVP. Tara Orlando is the Senior Director of Talent Attraction & Emerging Talent Pipeline at Verizon. Tara Orlando on LinkedIn: https://www.linkedin.com/in/tara-orlando-41272220/ Careers at Verizon: https://www.verizon.com/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

In this episode, we dive into the evolving landscape of talent attraction with Monica Hershberger and Kate Wilson from Role Call. As the world of work shifts, we explore how remote work has changed the game for communities and businesses striving to attract and retain top talent. Monica and Kate share their insights on the strategies that successful communities and companies are using, the role of quality of life and placemaking in talent retention, and how talent attraction efforts reflect a community's identity. Plus, we look into the crystal ball to discuss what the future holds for talent attraction strategy and economic development. 

Show Notes:There are some brilliant leaders doing amazing work to promote equity & inclusion in the UK. Would you agree? There are not enough superlatives to describe the hard work and commitment of these advocates.Christina Brooks, Founder and CEO Ruebik is one such leader. Along with her day job she is a trustee for an alternative provision school in Tottenham, a Trustee for pioneering Social Communications Centre for Autism. She also mentors incarcerated young people and advises many black owned social startups.So, I was thrilled to have @Christina Brooks as a guest on the 126th episode of The

The boys sit down with Chloé Rada, Senior Director of Talent Attraction at ZoomInfo, a title so fancy it barely fits on a business card. With over two decades of experience (read: she's seen it all), Chloé's here to school us on how to build an employer brand that doesn't scream “we're trying too hard.” Chloé talks about her mission to snag top-tier engineering talent while rolling out international internship programs—because apparently ZoomInfo doesn't have enough geniuses yet. She champions trial-and-error innovation, which is HR speak for “we might mess up, but hey, it'll be memorable.” From aligning employer branding with people ops to navigating the workplace vibes during global chaos, she's got hot takes and strategies that actually work. Oh, and she's planning to revamp the tech stack by 2025, proving that even in HR, you gotta stay one software update ahead of the competition. Chloé also drops pro tips like leveraging employee advocacy, video storytelling, and LinkedIn (yes, LinkedIn—again) to network like a boss. If you're ready to rethink talent attraction or just want to hear someone blend HR insights with a healthy dose of wit, this episode's for you.

In this episode of The School of Hiring, we dive into a critical but often under-discussed element of Germany's economic engine—the Mittelstand. This sector of small and medium-sized businesses has been a driving force in Germany's economy for over eight decades, and today we explore the unique challenges and strengths it faces in the realm of recruitment and organizational development.Our guest, Helene Andreas, brings a wealth of knowledge from her global experience and her recent work within the Mittelstand as an investor, advisor, and, as she calls it, "troublemaker." Over the past four years, Helene has helped these family-owned SMEs shape their organizational structures, adapt to change, and master the “people factor.” Her insights offer a unique look at what makes the Mittelstand's approach to talent and culture both resilient and adaptive in the face of demographic shifts and increasing labor shortages.Join us as we explore how Mittelstand companies can effectively find, engage, and retain top talent, how they can reshape their cultures to be performance-oriented, and what future-ready strategies Mittelstand leaders can adopt to navigate the evolving workforce.Key Topics Covered in This Episode:What Sets the Mittelstand Apart in Hiring: Helene shares her insights into the unique strengths and challenges of Germany's SME sector, from recruitment to talent management.Strategies for Talent Attraction and Retention: With labor shortages on the rise, Helene discusses effective methods for finding and keeping the right talent in smaller, family-owned businesses.Building a Performance-Oriented Culture: Learn about the specific adjustments Helene has implemented to create a culture that values both performance and long-term resilience.The Role of People in Driving Resilience and Adaptability: Helene emphasizes how a people-centered approach helps Mittelstand companies stay competitive in a rapidly changing workforce.Future-Ready Advice for Mittelstand Leaders: Helene offers actionable advice on preparing for upcoming workforce challenges, including key mindsets and strategies to thrive in the evolving job market.Key Questions Explored:What unique strengths and challenges set the German Mittelstand apart in managing talent?How can Mittelstand companies find and retain the right people despite demographic changes and labor shortages?What specific cultural adjustments help create a performance-oriented environment within SMEs?How does a focus on hiring, upskilling, and retention drive resilience and adaptability in these companies?What future-focused strategies should Mittelstand leaders adopt to stay competitive and navigate workforce challenges?Guest Information:Helene Andreas is an investor, advisor, and organizational development specialist with extensive experience in both global corporations and Germany's Mittelstand. With a background spanning multiple countries and cultures, Helene's approach combines strategic insight with hands-on implementation to help SMEs build resilient, people-centered organizations.Tune in to gain a unique perspective on the German Mittelstand and learn how to build a high-performing, resilient team ready for the future!Follow Konstanty Sliwowski on LinkedIn https://www.linkedin.com/in/sliwowskik/For more insights check out www.schoolofhiring.com and www.caissarecruitment.com/blog

Join our host Ed Clemente as he speaks with key figures in the mobility industry following the inaugural Michigan Mobility Conference. Hosted by the Michigan Office of Future Mobility and Electrification (OFME), Michigan Economic Development Corporation, gathered a diverse audience including global Original Equipment Manufacturers (OEMs), suppliers, technology startups, and service providers to discuss Michigan's significant role in shaping the future of transportation and its broad impact on global communities.Hear from Justine Johnson of the Office of Future Mobility and Electrification, Camille Hoisington of Traverse Connect, Kameale C. Terry of ChargerHelp, Josh Naramore of National Association of City Transportation Officials (NACTO), Allison Bowman of Tubular Network, Timothy Papandreou of ETA Advisors, and Vincent Keenan of the City of Detroit.

Zapier is an automation and AI platform that practices what they preach, with a fully remote, asynchronous team that only meets in person once a year. In this episode, we find out how they create a strong employer brand around those values and attract the right talent. Kim Wilkes is the Head of Talent Attraction at Zapier. Kim Wilkes on LinkedIn: https://www.linkedin.com/in/kimberlywilkes/ Jobs at Zapier: https://zapier.com/jobs Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Austin Katje, Director of Operations at Veldco, joins Tyler and Nick to talk about the challenges construction professionals face with inspections, the importance of promoting the construction industry to the younger generation, and the benefits of creating a positive work environment that attracts and retains talented employees. https://veldco.com   Partners:  Andersen Windows Buildertrend Velux The Modern Craftsman: linktr.ee/moderncraftsmanpodcast Find Our Hosts:  Nick Schiffer  Tyler Grace  Podcast Produced By: Motif Media Tyler's Top Blogs: How I Started My Business Books that Build Site Protection Principles My Preconstruction Process: Part 1 Becoming Proficient in Multiple Trades

In this episode of the Econ Dev Show Podcast, Dane Carlson interviews Josh Wright about Lightcast's new report "The Rising Storm: Building a Future-Ready Workforce to Withstand the Looming Labor Shortage." The report explores the impending demographic drought due to retiring baby boomers, declining birth rates, and other factors such as incarceration and addiction. Wright explains how these converging trends are creating an unprecedented challenge for the U.S. economy, with certain industries like healthcare, construction, and food service already feeling the impact. He discusses the potential long-term consequences of this labor shortage on economic growth, productivity, and community sustainability. The conversation then shifts to strategies for economic developers and communities to prepare for this challenge. Wright emphasizes the importance of skills-based hiring and training, talent attraction and retention, and partnerships between businesses and educational institutions. He advocates for a data-driven approach, urging communities to analyze their local labor markets and adapt their workforce development strategies accordingly. The episode provides valuable insights for economic development professionals, policymakers, and business leaders on how to build a future-ready workforce in the face of these demographic shifts. Wright also highlights the resources available in the report and accompanying materials to help communities navigate this looming crisis. Like this show? Please leave us a review here (https://econdevshow.com/rate-this-podcast/) — even one sentence helps! Special Guest: Josh Wright.

In this episode of the Econ Dev Show Podcast, Dane talks with Darrell Scott and Jason Archer from the St. Louis Economic Development Partnership. Scott, the Vice President of Business Finance, and Archer, the Vice President of Business Development, share insights into their organization's unique role in promoting economic growth across both St. Louis City and County. They discuss their career paths, the challenges of attracting talent to the region, and highlight some of their successful projects and initiatives. A key focus of the conversation is the Partnership's innovative Business Retention and Expansion program, which has won awards for its collaborative approach involving multiple economic development entities. The guests also touch on how COVID-19 has impacted their work, leading to more efficient virtual meetings and expanded outreach. Throughout the interview, Scott and Archer emphasize their commitment to supporting businesses of all sizes and fostering economic development in the St. Louis area. Like this show? Please leave us a review here (https://econdevshow.com/rate-this-podcast/) — even one sentence helps! Special Guests: Darrell Scott and Jason Archer.

Send us a textMeg Anderson, the CISO at Principal Financial Group, discusses her 17-year tenure as a CISO and the factors contributing to her long-term success. She attributes her longevity to her passion for the job and the opportunities for growth and development at Principal. Meg emphasizes the importance of understanding the business impact of cybersecurity and holding people accountable. She also highlights the significance of focusing on the basics of cybersecurity and not getting caught up in the latest trends. Meg shares her experience with mentorship and its role in her career. She also discusses the programs implemented at Principal to attract and retain cyber talent, such as a formal mentorship program and a robust internship program.TakeawaysPassion for the job and naivete can contribute to long-term success as a CISO.Understanding the business impact of cybersecurity and holding people accountable is crucial.Focusing on the basics of cybersecurity is essential, rather than getting caught up in the latest trends.Mentorship plays a significant role in career development.Taking time away from work is essential for personal growth and avoiding burnout.Chapters00:00 Introduction and Long-Term Success as a CISO03:15 The Importance of Naivete and Passion06:34 The Role of Mentorship10:54 Attracting and Retaining Cyber Talent12:50 Organizing a Cyber Youth Summit21:13 Building a Cyber Program Around Company Culture28:07 Focusing on the Basics of Cybersecurity36:19 Personal Growth and Parting WordsThe future of cloud security.Simplify cloud security with Prisma Cloud, the Code to Cloud platform powered by Precision AI.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

What if your institution had a program that helped faculty promote themselves? What would that possibly mean for your employer brand? Maya Demishkevich has been working on such a program to boost both the value of faculty and the value of the institution.On this episode of “I Wanna Work There!” Maya will share three things:A description of academic brandingHow to determine the best channels to communicate faculty members' brandsHow HR teams and/or marketing and communications teams can measure the success of these effortsGuest Name: Maya Demishkevich/Chief Marketing Officer/Carroll Community College and Host/”The Hidden Gem”Guest Social: https://www.linkedin.com/in/mayademishkevich/Guest Bio: Maya Demishkevich is a distinguished marketing and communications professional, currently serving as the chief marketing officer at Carroll Community College and the host of the Enrollify podcast, “The Hidden Gem.” With over 15 years of experience in higher education marketing, Maya has developed a reputation for excellence, particularly in the realms of digital media and education marketing. Her expertise extends to leveraging academic research and industry best practices to drive success in various marketing initiatives. Under Maya's leadership, the marketing and creative services team at Carroll Community College has achieved significant recognition for their innovative and impactful work. The team's efforts have been honored with six Medallion Awards from the National Council for Marketing & Public Relations (NCMPR), showcasing outstanding achievement in design and communication. These accolades include three Gold Awards, one of which celebrated the redesign of the College's website for its user-friendly interface and vibrant portrayal of campus life, significantly enhancing the institution's online presence and accessibility. Maya's strategic approach to social media and marketing has been instrumental in addressing challenges related to content development and engagement, setting a standard for excellence in community college marketing. Her work not only supports Carroll Community College's strategic goals but also positively impacts students' lives by highlighting the value and opportunities offered by the institution. - - - -Connect With Our Host:Eddie Francishttps://www.linkedin.com/in/eddiefrancis/https://twitter.com/eddiefrancisAbout The Enrollify Podcast Network:I Wanna Work There is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Confessions of a Higher Ed Social Media Manager and Talking Tactics. Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.Element451 is hosting the AI Engage Summit on Oct 29 and 30Register now for this free, virtual event.The future of higher ed is being redefined by the transformative power of AI. The AI Engage Summit brings together higher ed leaders, innovators, and many of your favorite Enrollify creators to explore AI's impact on student engagement, enrollment marketing, and institutional success. Experience firsthand how AI is improving content personalization at scale, impacting strategic decision-making, and intuitively automating the mundane tasks that consume our time. The schedule is packed with real examples and case studies, so you leave knowing how to harness AI to drive meaningful change at your institution. Whether you're looking to enhance student outcomes, optimize enrollment marketing, or simply stay ahead of the curve, the AI Engage Summit is your gateway to the next level of higher education innovation. Registration is free, save your spot today.

Today's guest shares his journey from the family chocolate business to becoming a sought-after builder in Rhode Island. Jeff Sweenor, founder of Sweenor Builders, delves into the evolution of his business, the importance of intentional client selection, and the transformation of his company culture. This has led to attracting and retaining talented individuals and an incredible opportunity to be involved with This Old House. Through over 30 years of challenges and obstacles, Jeff has learned most lessons that any successful builder has to learn. Listen in and you can learn them too.   Show highlights include:   03:10 The Journey of Sweenor Builders 08:40 Intentional Client Selection: The Key to Building Success 12:35 Determining your ideal client 15:45 Where does the budget come from? 19:15 How to choose your projects? 20:55 Ways the business has changed 23:00 The Role of a Chief Performance Officer 26:00 The Negative Impact of Being Too Nice 32:45 Elevating the Workforce for Talent Attraction 38:00 This Old House 43:30 The best advice - use social media  46:35 What's coming up next and how to connect You can learn more about Jeff at https://sweenorbuilders.com. Social media: Instagram Or hit us through our Contact Page at https://buildernuggets.com and we'll make a personal introduction.   To get the most out of this podcast, head over to https://buildernuggets.com and join our active community of like-minded builders and remodelers.  

Michigan has doubled-down on inbound population growth and accelerating talent development in an effort to attract & retain businesses and drive the state's overall vibrancy. Joining Chris to share the story of a passionate Mid-Michigan based effort are the Founder and CEO of Hundred Place Consulting, Samanth Harkins, and the Principle & Creative Director of Redhead Creative Consultancy, Jennifer Estill!

In this episode of the Crazy Wisdom Podcast, host Stewart Alsop welcomes Farhaj Mayan, who discusses his work with Forma in developing Solana economic zones. The conversation, held in Buenos Aires, delves into the concept of Solana-based economic zones similar to special jurisdictions like Dubai and Shenzhen. Farhaj explains the potential for these zones to attract talent and capital by offering new legal, regulatory, and economic frameworks. The discussion covers his experiences with the BuildSpace initiative and various global perspectives, including insights on Dubai's rapid development and Argentina's high crypto adoption rates. The podcast also highlights the upcoming month-long Solana economic zone event in Buenos Aires, aiming to connect international projects with local talent and investors. Check out and apply for what Forma is doing with Solana Economic Zones hereTimestamps00:19 Understanding Solana Economic Zones02:02 Buenos Aires: The First Solana Economic Zone02:20 The Unique Expat Scene in Buenos Aires03:06 Comparing Global Cities: Buenos Aires, Rio, and Dubai03:50 Dubai's Rapid Development and Economic Strategy05:00 The Diverse Social Structure of Dubai07:00 Government Initiatives and Talent Retention in Dubai08:57 The Role of Free Zones in Economic Development12:51 Singapore vs. Dubai: Competing Global Hubs14:32 The Future of Remote Work and Global Talent15:20 The Inspiration Behind Forma and Solana Economic Zones23:55 Argentina's Potential for Economic Development25:58 Argentina's Economic and Cultural Landscape27:46 Crypto Adoption in Argentina28:22 Financial Systems and Entrepreneurial Spirit29:41 Historical Context and Immigration32:33 The Future of Argentina and Global Comparisons34:57 Opportunities and Challenges in Immigration37:01 Digital Nomad Programs and Global Mobility44:18 Building Communities and Economic Zones47:36 Event Details and Final ThoughtsKey InsightsSolana Economic Zones: The concept of creating internet-native economic zones that manifest physically in different countries, aiming to drive local economic development by connecting global crypto projects with local talent.Argentina's Unique Position:High crypto adoption due to economic instability and inflationStrong education system and tech ecosystemCultural similarities to Western countriesFavorable time zone for both US and European marketsEasy immigration policies (potential for citizenship in 2 years)Argentina's Historical Context:Once one of the world's most promising economies in the early 1900sCurrent economic challenges but retaining strong cultural and educational foundationsCrypto Adoption in Argentina:Approximately 30-60% of people actively use cryptoHigh volume of stablecoin transactionsInformal peer-to-peer banking system (Cuevas) for OTC tradesThe SEZ Argentina Event:Month-long unconference formatBringing together founders, local community leaders, policymakers, and investorsFocus on "real world Solana" projects with practical applicationsCombining educational content with cultural experiencesGlobal Talent Movement:Discussion on how countries like Dubai and Singapore are attracting global talentPotential for Argentina to leverage its immigration policies for talent attractionBottom-up Community Movements:Importance of grassroots efforts in driving economic changeRole of community-led initiatives in attracting international interest and investmentBridging Online and Offline Communities:The value of bringing internet-native communities together in physical spacesPotential for creating "pop-up cities" or temporary hubs for digital nomads and crypto enthusiastsRegulatory Considerations:Discussions on creating favorable regulatory frameworks for crypto businessesBalancing international relations (e.g., US alignment) with economic opportunitiesCultural Integration:Argentina's welcoming nature and potential for integrating newcomersThe importance of shared experiences in building strong communities

Send us a Text Message.Want to know the secrets to successful recruitment in the financial planning profession? Our special guest, Helena Bogdanovski from Foster Denovo today shares her expertise in talent attraction. Learn how she navigates the intricate process of hiring self-employed financial advisers, focusing on relationship-building and understanding their unique needs to ensure a perfect fit for both the advisers and their clients.Explore the evolving roles in financial planning, where Helena delves into the transition from merely recruiting talent to offering continuous support throughout their careers. From addressing the distinct needs of newcomers to those nearing retirement, Helena highlights the importance of trust and consistent communication. Through compelling examples like the story of Nikos, she illustrates the challenges and tailored solutions for guiding ambitious self-employed professionals, underscoring the commitment to their long-term success.Discover how Foster Denovo stands out in the financial planning landscape by investing heavily in career development frameworks and fostering a vibrant, collaborative workspace.Helena shares insights into the company's unique culture, high energy, and strong staff retention, which make it an attractive place for both employed and self-employed advisers. Explore the open and inclusive recruitment opportunities at Foster Denovo, where Helena's unique interviewing style and the company's dynamic environment create an engaging and supportive career journey. Tune in to uncover the positive and thriving work culture that defines Foster Denovo - click here to apply for jobs Begin your financial planning career journey todayWhether you are looking to become a paraplanner, administrator, mortgage and protection adviser or financial planner, the Financial Planner Life Academy is for you. With limited entry-level job roles, giving yourself the best financial planning career education, will not only kick start your financial planning journey with relevant qualifications and skills, but it'll also help you achieve success much faster.&nbsBe sure to follow financial planner life on YouTube for extra content about a career within Financial Planning HIT THAT SUBSCRIBE BUTTON! If you're looking to start your career in Financial Planning, check out the Financial Planner Life Academy hereReach out to Sam@financialplannerlife.com in regards to sponsorship, partnerships, videography or career development.

In this episode of the Intentional Agribusiness Leader podcast, host Mark Jewell welcomes Daren Coppock, CEO of the Agricultural Retailers Association (ARA). Daren delves into his role at ARA, shedding light on the organization's advocacy and networking efforts that benefit agricultural retailers nationwide. With a keen focus on intentional leadership, Daren discusses the strategies ARA employs to support its members amidst a challenging regulatory environment.Daren emphasizes the importance of being intentional in leadership, providing insights on how ARA assists its members with professional development, and the ongoing challenges in attracting and retaining talent in the ag retail industry. The conversation also navigates through the intricacies of the political landscape in Washington, DC, particularly during election years, and how it influences legislative priorities like the Farm Bill. Daren shares personal anecdotes and professional milestones that reflect his leadership style and strategic thinking, making this episode a treasure trove of insights for those in agribusiness.Key Takeaways:Intentional Leadership: Daren highlights the necessity of making conscious efforts to achieve goals rather than being passively carried by circumstances.ARA's Role: The Agricultural Retailers Association represents various ag retailers, focusing on advocacy and networking to enhance their profitability and operations.Talent Attraction and Retention: A perennial challenge for ag retailers, Daren discusses strategies like partnering with educational institutions and utilizing professional development programs.Navigating Washington, DC Politics: Daren elaborates on the complexities of working within a polarized political environment and how it affects farm legislation.Personal Insights: Daren shares personal leadership challenges and triumphs, including valuable lessons from his career and the importance of trust and vulnerability in building a strong organizational culture.Notable Quotes:"Being intentional is sticking that rudder in, sticking that oar in and steering intentionally to an outcome that you want to have." - Daren Coppock"To me, being intentional is sticking that rudder in, sticking that or in and steering intentionally to an outcome that you want to have." - Daren Coppock"If they can get paid more, that's the key—being able to do the service and get paid for it." - Daren Coppock"One of the things that I'm really trying to be intentional about is if there's something where I just need to say, this is the answer, so that we don't have to wrestle with all the other stuff, trying to be more intentional about doing that." - Daren Coppock"Chances are that whoever it was that made the impact may not remember it. It may have been a long time ago, maybe it was just a one-off thing, but the fact that they took time to invest a little bit of time in you pays dividends down the road." - Daren CoppockResources:Agricultural Retailers Association (ARA): aradc.orgFor more valuable insights from industry leaders like Daren Coppock, be sure to listen to the full episode and stay tuned for more enlightening content from the Intentional Agribusiness Leader podcast.

Prioritizing employee experience and growth is key when launching talent intelligence. Few are doing this better than Amdocs with their recently launched Harmony program. Victoria Myers, Global Head of Talent Attraction, joins The New Talent Code to encourage others to embrace an AI-driven talent strategy and to offer advice for getting started on your own internal mobility journey. Listen to learn more about: -How to transform talent acquisition and attraction to find better candidates and improve the employee experience. -Why a talent-centered approach is crucial to succeeding in talent intelligence and how to get C-suite buy-in. -How to define success and next steps after launching talent intelligence.

Dan Black, Global Leader, Talent Attraction and Acquisition at EY Dan leads talent attraction and acquisition at EY and is responsible for the "Big Four" firm's recruiting strategy. We get the inside details into what he and his recruiters look for when hiring and how somebody can get on their radar. Notably, we dig into the diverse roles and backgrounds EY considers and hires, including mechanical engineers, software developers, lawyers, blockchain experts and more. Dan also shares his top tips for job seekers, including the mistakes professionals make in today's job market, where AI-enabled recruiting processes and video interviews are now more common. We also get a sneak peek into how EY promotes its staff, decides project assignments and rotational programs, finds mentors for folks, and even how executives get rewarded and rise up through the ranks. This episode of "The Blind Ambition with Jack Kelly" is brought to you by MobSquad and BetterHelp. If you were unsuccessful in the H-1B visa lottery, MobSquad can help. Learn more at ⁠mobsquad.io/blindambition⁠⁠⁠⁠⁠⁠. BetterHelp offers affordable online therapy on a flexible schedule. Visit ⁠⁠⁠⁠betterhelp.com/teamblind⁠⁠⁠⁠ for 20% off your first month. ⁠⁠https://bit.ly/blindpodcast⁠

In the latest B2B Marketing Excellence podcast episode, host Donna Peterson welcomed Jackie Kingsley, the Senior Director of ESG at a global distribution company, to share her expertise on integrating ESG initiatives into business operations. Jackie underscores the critical role of top management support, setting clear ESG goals, and engaging employees through education and participation. She highlights examples of how ESG efforts have led to operational efficiencies, cost savings, and a smaller carbon footprint, such as upgrading to energy-efficient systems and optimizing delivery routes. Jackie's insights into driving change, balancing training approaches, and fostering a culture of sustainability provided listeners with actionable strategies for enhancing their own ESG programs. The episode serves as a valuable resource for businesses aiming to make a positive environmental impact while also reaping financial benefits.They touch on-Importance of ESG initiatives for companies: tax incentives, reputation, brand loyalty, attracting talent, and appealing to investorsInsights on ESG, emphasizing environmental, social, and governance considerationsImportance of top management and board buy-in for successful ESG implementationSuccess stories of ESG initiatives leading to operational improvements and cost savingsEmphasis on renewable energy sources and commitment to achieving 100% green kilowatt hoursApproach to engaging employees in ESG initiatives, including employee resource group and webinarsInitiatives and training programs for environmental sustainability and safetyIf you would like to continue this conversation, please feel free to contact Donna Peterson at dpeterson@worldinnovators.com.____________________________________________________________________________________________________Subscribe to the B2B Marketing Excellence podcast so you do not miss an episode. Apple PodcastsYouTubeSpotifyAmazon MusicAudibleYouTube MusicGoogle Podcasts

In this insightful conversation, several Jacobs teammates, including Vice President, Global Head Corporate Sustainability Tawny Chritton Keene, Director, Global Corporate Sustainability – Talent and Culture, Bo Storozuk, and Graduate Environmental Consultant Reem Habib, discuss how every role within an organization can contribute to a more sustainable future. Whether you're an engineer, data analyst, project manager or part of an administrative team, your actions can make a huge difference.Follow Jacobs:Website: jacobs.comIf/When podcast series: If/When podcast seriesLinkedIn: @jacobsconnectsInstagram: @jacobsconnectsX: @JacobsConnectsFollow our guests:Tawny: @tawnychrittonkeeneBo: @bostorozukReem: @reem-thamer-89a744204More episode details available here. 

As a recruitment marketer, i would say that marketing is important in talent attraction, but today's guest has marketing front and centre in his strategy. Joining me this week is David Nottage Head of Talent Attraction & Acquisition at Footasylum David talks to me about his unusual journey into talent attraction, why marketing is so important to him and his thoughts on how TA teams should add value. #MarketingRules #TheVoiceOfRecruitmentMarketing Support for this podcast comes from Shazamme ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.shazamme.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To connect with David: https://www.linkedin.com/in/david-nottage-8408b140/ Learn more about James and ThinkinCircles: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠

On episode 13, Emmalee Amthor, touched on her use of social media as part of her employer branding strategy at Saginaw Valley State University. This episode furthers the social media conversation by taking a look at how to leverage social media to attract the faculty and staff that you want to your institution.Here are your takeaways for episode 20:You will learn what considerations need to be made before including social media in your talent attraction strategy.You will also get an idea of how to choose the platforms that are best for your strategy.You will also learn what it means for an institution to be authentic in using social media to attract talent. Guest Name: Jenny Li FowlerGuest Bio: Jenny Li Fowler is the director of social media strategy at the Massachusetts Institute of Technology (MIT) and the host of the Enrollify podcast “Confessions of a Higher Ed Social Media Manager.” She served as editor-in-chief of State Farm's Auto Learning Center as well as social media manager and web editor for the Harvard Kennedy School of Government. Jenny is a recurring correspondent for Hubspot's INBOUND and a recognized voice across the social media marketing space. She is the author of Organic Social Media, How to Build Flourishing Online Communities. Jenny is Korean American and based in Cambridge, Massachusetts. Guest Social: https://www.linkedin.com/in/jennylifowler/ - - - -Connect With Our Host:Eddie Francishttps://www.linkedin.com/in/eddiefrancis/https://twitter.com/eddiefrancisAbout The Enrollify Podcast Network:I Wanna Work There is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Confessions of a Higher Ed Social Media Manager and Talking Tactics. Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.Connect with Us at the Engage Summit:Exciting news — many of your favorite Enrollify creators will be at the 2024 Engage Summit in Raleigh, NC, on June 25 and 26, and we'd love to meet you there! Sessions will focus on cutting-edge AI applications that are reshaping student outreach, enhancing staff productivity, and offering deep insights into ROI. Use the discount code Enrollify50 at checkout, and you can register for just $200! Learn more and register at engage.element451.com — we can't wait to see you there!

Join Myke Connolly, the Stand Out Truck King, on a journey through the innovative world of marketing and recruitment in "Marketing and Cupcakes." In each episode, we delve into the sweet spot where marketing meets talent acquisition, exploring cutting-edge strategies for engaging top talent, building culture, and transforming careers. With special guests like Tiffany Tranghese from Pasco Workforce Solutions, we uncover the secrets to attracting and retaining the best employees, all while giving back to the community and elevating your business to new heights. Whether you're a startup looking for your first hire or a seasoned business seeking to refresh your recruitment approach, this podcast serves up the perfect mix of insights and inspiration—topped with a sprinkle of fun!

Unlock the secrets to hiring top talent with Ryan Englin on "The Profit Toolbelt Podcast." Ryan, author of the #1 Amazon bestseller "Hire Better People Faster," shares trade-rooted expertise to tackle the biggest hiring challenge in 2024: the belief that a paycheck is enough to hire top-tier talent. Learn strategies for cult-like employee loyalty, inspired by successful companies such as Starbucks. Discover how to move beyond outdated job platforms and turn your employees into recruiters for your business, attracting A-players effortlessly. Tune in for practical tips and reshape your hiring game.

Bryan Adams is the founder and CEO of Ph.Creative, an employer branding agency helping companies attract top talent. Ph.Creative works with brands to distill and express clear, authentic employee value propositions in order to enhance the applicant experience and retain candidates. Their clients include LinkedIn, Apple, Nike, and many more.Bryan is also the best-selling author of Give and Get Employer Branding: Repel the Many and Compel the Few with Impact, Purpose, and Belonging, in which he discusses the ins and outs of employer branding, as well as the philosophy and methodology behind his work. Bryan and Roy discuss the integral role of brand reputation in talent attraction, the importance of culture and citizenship within a company, recent recruitment trends, and much more. Highlights from our conversation include:The concept of repelling and compelling the right talent (3:22)How Bryan and his team at Ph.Creative help client companies (4:45)The process of distilling and refining an organization's EVP (6:01)Finding the balance between an organization's reality of today and their aspirations for tomorrow (7:36)The business case for employer branding strategy (9:19)When differently sized brands should start developing/implementing their employer strategy and who typically initiates the process (10:55)Aligning business strategy with employer brand strategy (14:30)How to measure ROI on employer branding and talent attraction efforts (17:36)Maintaining an employer brand (19:52)Recent talent acquisition trends, challenges, and opportunities (21:51)Where companies typically fall short in employer branding and talent attraction (27:23)How Ph.Creative helps companies avoid false negatives and hiring mistakes (29:16)Visit HowIHire.com for transcripts and more on this episode.Follow Roy Notowitz and Noto Group Executive Search on LinkedIn for updates and featured career opportunities.Subscribe to How I Hire:AppleSpotifyAmazonGoogle

One of the best ways to engage directly with your target audiences is by building a network or community, which is now easier than ever with WhatsApp and similar apps, but where do you start? Discussing this with me is Jamie Hickman, MD at Search Markets. At the start of 2023, Jamie started to build the search markets network focused on bringing together specialists in Talent Attraction, recruitment and HR Tech, but by the end of 23 there were thousands of members across multiple platforms, but how did he do it? #MarketingRules #TheVoiceOfRecruitmentMarketing Support for this podcast comes from Shazamme ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.shazamme.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To connect with Jamie: https://www.linkedin.com/in/jameshickman/ Learn more about James and ThinkinCircles: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠

You know what? Six Powerful Employer Branding Strategies that the top brand's use is what this video's all about! Let's face it, in today's competitive market, Employer Branding is crucial for Talent Attraction and Employee Retention. You'll learn all about it here!

Consider this unprecedented scenario: the workforce now encompasses five distinct generations simultaneously. There's a pervasive market obsession with Gen Z, assuming their candidate and workforce expectations are uniquely special. Is this assumption accurate or merely a misconception? In the quest to attract workers spanning five generations, the question arises: is it necessary for employers to tailor experiences for each generational persona, or could this approach be characterized as over-engineering, perhaps even stereotyping? Can GenAI and storytelling authenticity truly coexist? In an era where scalability makes fabrication effortless, how does a brand remain faithful to its ethos? Our special guest, Summer Baruth, Head of Global Employer Brand & Talent Attraction at AECOM, brought her extensive expertise in employer branding and diverse candidate experiences across multiple industries and multiple generations to join Jess Von Bank and Jason Averbook in unraveling these intricacies and navigating the evolving landscape together.

Today, we're listening to a session Jörgen hosted at the Employer Branding Strategies Conference with Kenty Brumant. Together, they chat about employer brand strategy, activation, and measurement, and why Thermo Fisher has a company page on Stack Overflow. Kenty Brumant is the Senior Manager of Talent Attraction and Employer Brand at Thermo Fisher Scientific. Kenty Brumant on LinkedIn: https://www.linkedin.com/in/kentybrumant/ Careers at Thermo Fisher: https://jobs.thermofisher.com/global/en Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Thanks to our sponsor ⁠⁠⁠⁠⁠⁠⁠candidate.fyi⁠ ⁠⁠⁠⁠⁠⁠for their support!  Listeners get 1st month free + 10% discount with promo code CEP. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠candidate.fyi⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ – the candidate experience platform that transforms your company's interview process into a world-class experience Welcome to the ‘Elevator Pitch' episode where Victoria Myers, Global Head of Talent Attraction at Amdocs is my special guest.   Victoria shares her insights on how her team is improving candidate experience. We cover a number of important topics including: candidate engagement, personas, talent communities and even applaud the World Champion Texas Rangers.  Enjoy! If you like what you're hearing on this podcast please subscribe wherever you enjoy podcasts and please share with others. Want to comment, discuss, provide feedback you can send me a note via ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, via the contact form on our website ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TheCX.xyz⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ or via audio message below. Thank you for listening! ⁠⁠⁠⁠⁠⁠Chuck Solomon ⁠⁠⁠⁠⁠⁠ Host of The Candidate Experience Podcast This episode was recorded in November 2023 Resources: Connect with Victoria Myers on LinkedIN: https://www.linkedin.com/in/vicmyers/ and X https://twitter.com/Victoria_rcrtr⁠⁠⁠ Explore careers at Amdocs: https://www.amdocs.com/careers/home #candidateexperience #candidatejourney #employerbrand #HR #talentacquisition #culture #workplaceculture #recruiting #worklifebalance #talent #worklifeboundaries #recruitmentmarketing #employerbranding #diversity #diversityandinclusion #hiring #networking #career #WFH #zoomfatigue #on-boarding #HR #mentalhealth, #resilience, #transparency, #ATS, #universityrecruiting, #DEI #assessments #meritocracy #feedback #candidatecommunications, #ERG, #employeeexperience, #thegreatresignation #empathy #quietquitters  #cultureadd #chatgpt #AI #hiretoretire #humantouch #jobadvertisements #retention #NPS #gamification #survey #culture TRANSCRIPT Chuck Solomon: Hey, Victoria. How are you Victoria Myers: today? Hi, Chuck. I'm great. Thank you. Chuck Solomon: Can you please tell listeners a little bit about yourself and your company and your role at the company? Victoria Myers: Sure, and thank you for the opportunity to share a little bit about my story. I have more than 20 years in recruiting and talent acquisition. Way back when, and after 20 years, you don't, you don't count after that. It tells your age. But way back when, I started off in the agency side of recruiting, and I did a split desk of sales and recruiting. And then basically just kind of really felt that I liked the recruiting side of life more. I felt like it was it met an internal need of mine that I wanted to help people. And I felt like I was helping people find jobs. So that was very rewarding for me. So I just continued that path and then when I joined Amdocs about four and a half years ago, I joined as the North America talent acquisition manager, and I was leading the strategy and the team specific to filling all the open positions in North America. After about a year and a half, I had the opportunity to then move into a director level role, which is a, the regional lead over Americas. And for us, that means now managing the North America team, as well as the Central and Latin America teams. I had managers who reported to me and then they had teams. There was a whole structure to it. Then we really went on, on a quest of this would have been at the end of 2021, early 2022 of thinking through how do we want to grow? As a company, how do we want to grow within talent acquisition? So I led a little project team thinking through talent attraction and where are we today and where do we want to be in the future and what are the, what are the pain points and the gaps? And through that, we've made a lot of recommendations of how we wanted to improve. Link to full transcript: https://docs.google.com/document/d/1aB56ge2DkGFlkfK_JI1DjPG3qEgu5GpLJ_UNBpEGm3c/edit?usp=sharing --- Support this podcast: https://podcasters.spotify.com/pod/show/candidate-experience/support

Zach sits down with Celinda Farías Appleby, Head of Talent Attraction at VISA, to talk about her journey and the work she is leading to attract talent in a strained market. Connect with Celinda on LinkedIn. https://bit.ly/40qgCoi Learn more about Living Corporate's offerings and services. https://www.living-corporate.com/about Learn more about Pfizer on their website. https://bit.ly/2TTtZiZ Listen to Pfizer's "Science Will Win" podcast. https://bit.ly/3u3uoxW

In this HCL Podcast episode, Dr. Jonathan H. Westover talks with John Morgan about the new LHH report on the key challenges to leadership development programs and creating L&D buy-in for talent attraction and retention. John Morgan (https://www.linkedin.com/in/john-paul-morgan-lhh/) is President of LHH's Career Transition and Mobility and Leadership Development businesses and has more than 20 years of experience providing leadership advice to clients across industries on navigating economic shifts. Prior to his current role, John served as Chief Operating Officer for three years and helped grow LHH's revenue to all time highs. Further explore the topics discussed in this episode with the new HCIConsulting Chatbot: ⁠https://poe.com/HCIConsulting⁠. Check out the ⁠HCI Academy⁠: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn ⁠Alchemizing Human Capital⁠ Newsletter. Check out Dr. Westover's book, ⁠The Future Leader⁠. Check out Dr. Westover's book, ⁠'Bluer than Indigo' Leadership⁠. Check out Dr. Westover's book, ⁠The Alchemy of Truly Remarkable Leadership⁠. Check out the latest issue of the ⁠Human Capital Leadership magazine⁠. Each HCI Podcast episode (Program, ID No. 627454) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Each HCI Podcast episode (Program ID: 24-DP529) has been approved for 0.50 HR (General) SHRM Professional Development Credits (PDCs) for SHRM-CP and SHRM-SCPHR recertification through SHRM, as part of the knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™). Human Capital Innovations has been pre-approved by the ATD Certification Institute to offer educational programs that can be used towards initial eligibility and recertification of the Certified Professional in Talent Development (CPTD) and Associate Professional in Talent Development (APTD) credentials. Each HCI Podcast episode qualifies for a maximum of 0.50 points.