Podcasts about talent engagement

How do you discover what truly motivates people in their careers? In this episode I sat down with Thomas Harwell, Head of Talent Engagement and Diversity Recruiting at Google for Europe, Middle East and Africa. We discuss how understanding personal motivations and creating meaningful career paths can lead to flourishing workplaces.In this episode we explore:⭐️ Understanding that careers make sense looking backwards, and encouraging regular reflection on career goals; ⭐️ Promoting transparent conversations between employers and candidates about expectations and workplace culture ;⭐️ Supporting all talent by recognising that opportunity isn't always equally distributed;Thomas shares insightful strategies, such as treating job-searching like dating or house-hunting, using the interview process as a two-way street, and helping managers become effective career coaches. He also explains the importance of being intentional about career choices and how organisations can support employees in exploring different paths. Listen now for practical advice on understanding workplace motivations and creating meaningful career journeys.About Thomas HarwellThomas is an experienced talent leader with a passion for fostering inclusive workplaces and empowering individuals in their career journeys. Currently serving as EMEA's Head of Talent Engagement & Diversity Recruiting at Google London, Thomas has a track record of developing and implementing impactful programmes that support career development and advancement.Prior to Google,Thomas held roles at Boston University and Boston College, where he provided career coaching and resources, with a focus on individualized career strategies. Thomas' expertise lies in talent management, recruitment, and programme development.Thomas´ commitment to career development extends beyond the workplace. As a board member of Spiral Skills, he provides strategic direction to an organization dedicated to supporting youth in South London in pursuing their job related skill development.Connect with Thomas: https://www.linkedin.com/in/thomasharwell/Links:Visit Helen's website www.helenbeedham.com.Check out Helen's award-winning business book: The Future of Time: how 're-working' time can help you boost productivity, diversity and wellbeing.Leave a book review on Amazon here.Get in touch about Helen's Time-Intelligent Teams workshops or view/download a flier here.Join her mailing list here.What does freedom at work mean to you? Take my short survey here.Pre-order my new book People Glue: hold on to your best people by setting them free  (out Jan 2026) and become a book supporter to gain exclusive book-related invitations and offers. 

In this episode, Larry Williams dives deep into the crucial intersection of people, culture, and marketing with Nebraska Medicine's Katie Beach, VP of People Operations, and Franklin Lococo, VP of Marketing and Communications. They discuss the importance of internal branding in healthcare, how cross-functional teamwork transformed their organization's culture, and the strategies behind improving employee retention and recruitment. Katie and Franklin share how intentional collaborative efforts led to the successful internal brand 'Together Extraordinary,' emphasizing the alignment between HR and marketing. They highlight the impact of listening to employee feedback, executing comprehensive onboarding processes, and maintaining continuous data measurement to achieve both short-term and long-term growth objectives.

In this episode of "Disrupting Recruitment", join Brad DiPaolo and Tracey Parsons as they explore innovative approaches to revolutionize hiring. Key topics include: - Transparency in job advertising through storytelling - Flockity's blend of consumer and recruitment marketing - Engaging candidates with gradual information gathering - Employee-centric workplace perks: unlimited PTO & four-day workweek - Importance of highlighting both positives and challenges - Testing and learning in influencer marketing and recruitment - Balancing friction in the hiring process - Leveraging short-form video content to nurture talent - Automating communications and reducing application friction - Shifting from one-time leads to long-term candidate relationships Tune in for actionable insights, real-world examples, and cutting-edge recruitment technology.

AI has been the hot topic of conversation for the last 2 years and you can't move without a post or article on how it's going to affect the labour market and recruiting, but how is it going to affect recruitment marketing? Joining me this week is Stanislaw Wasowicz, previously of Smart Recruiters and now with Scotty.ai. Stan is now at the cutting edge of AI in Talent Attraction and takes me on a journey of the future of AI in recruitment and recruitment marketing. #MarketingRules #TheVoiceOfRecruitmentMarketing Support for this podcast comes from TATech and Shazamme ⁠https://tatech.org/⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.shazamme.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To connect with Stan: ⁠https://www.linkedin.com/in/stanislaw-wasowicz-b977731a/ Learn more about James and ThinkinCircles: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠

Being part of a team that provides structure, systems, support & and education is the proven gold standard for creating a strong foundation for long-term success in the professional beauty industry - no matter your career goals (across business models). Sport Clips CEO Edward Logan and Julie Vargas, Vice President of Career Opportunities & Talent Engagement share their best advice for creating long, sustainable & and satisfying careers.

Premiering the first episode of our new podcast series! - "The Supply Chain Talent Building and Engagement Series". Supply Chain Careers podcast hosts - Chris Gaffney, Mike Ogle, and Rodney Apple speak with Aaron Lincove, Vice President, HR Americas at Graphic Packaging International, LLC.In this episode, Aaron joins all three of our co-hosts to discuss how HR and talent building professionals can work best with supply chain leaders and managers to find, hire, and develop great individuals and teams. Aaron provides his own career progression and his advice about how to develop the interface between HR business partners and executive leadership!Are you an employer looking for assistance with hiring Supply Chain Professionals?Head here to learn about our Supply Chain & Operations Recruiting Firm!Want to explore more supply chain career resources?Head over to SCM Talent Group!Want to apply for available Supply Chain Jobs?Head over to our Supply Chain Job Board!

It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage. So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility? My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable. In the interview, we discuss: What is college undermatching, and why is it important to solve it The importance of networks What are the most significant barriers to top college entrance for low-income students? Economic connectedness and cross-class friendships What are the interventions that lift people out of poverty? Positive outcomes Trust and relationships The importance of long-term talent engagement and why transactional approaches don't work. Advice to employers on improving social mobility Listen to this podcast on Apple Podcasts.

It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage. So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility? My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable. In the interview, we discuss: What is college undermatching, and why is it important to solve it The importance of networks What are the most significant barriers to top college entrance for low-income students? Economic connectedness and cross-class friendships What are the interventions that lift people out of poverty? Positive outcomes Trust and relationships The importance of long-term talent engagement and why transactional approaches don't work. Advice to employers on improving social mobility Listen to this podcast on Apple Podcasts.

It's very encouraging that an increasing number of employers are committing to play their part in improving social mobility. It is becoming clear, though, that transactional and short term attempts at talent engagement do not yield the results needed for employers or the communities they seek to engage. So what can employers learn from nonprofits that achieve positive outcomes that do improve social mobility? My guest this week is Irene Shih, CEO of Minds Matter Bay Area. This education nonprofit connects driven and determined students from low-income families with the people, preparation, and possibilities to succeed in college. Minds Matter Bay Area has been incredibly successful with its mission, and Irene has some critical learnings to share that employers focusing on social mobility will find extremely valuable. In the interview, we discuss: What is college undermatching, and why is it important to solve it The importance of networks What are the most significant barriers to top college entrance for low-income students? Economic connectedness and cross-class friendships What are the interventions that lift people out of poverty? Positive outcomes Trust and relationships The importance of long-term talent engagement and why transactional approaches don't work. Advice to employers on improving social mobility Listen to this podcast on Apple Podcasts.

An all-new episode of the Future of Work Exchange podcast features a conversation with Kevin Leete, Senior Director of Sales at WorkLLama. Kevin and I discuss the power of omni-channel talent acquisition, the importance of the candidate experience, the continued impact of direct sourcing, and much more.

🧲🧑🏻‍💻 Atraer y retener el talento apostando por el bienestar laboral, incrementando además la productividad. Para profundizar en las claves del Quiet Quitting contaremos con un magnífico panel de especialistas en Recursos Humanos: · Francisco García Cabello – CEO y Fundador de Foro Recursos Humanos · Nacho Pareja – Spain HCM Sales Manager de Talentia · Carlos Valencia – Director de Personas y Organización en Arriaga Asociados · Tomás Pereda – Senior Advisor de Talent Engagement en LLYC

In this episode of Balanced Self, executive leadership coach Bob Kolodinsky and host Barbara Fitch discuss how leaders can provide resources that will keep employees engaged and why maintaining core values and trust are a crucial component to a healthy and engaging workplace.

Join us on this week's episode as I sit down with Anthony Louis, a seasoned recruiter who's helped growth-stage companies hire, retain, and scale their organizations. With over 1,000 open roles filled, Anthony has partnered with CEOs and executive teams across various functions and industries. In addition, he'll share his talent strategy, headcount planning, and organizational development expertise.  In this episode, you'll also glimpse Anthony's life as an avid journaler, amateur marathonist, and corporate TV drama junkie. In addition, he'll share his current watchlist, including Succession and The Morning Show, and his bookshelf filled with must-read titles like "Principles" by Ray Dalio and "Imposter Syndrome" by Kathy Wang. Don't miss out on this exciting episode, where Anthony will share his wealth of knowledge and help you navigate the world of talent engagement. Get in touch with Anthony for a consultation at anthonylouis44@gmail.com. Sponsored by: HR@Heart Consulting Inc. - The HR Safe Space

Marcia Custodio is the National Sales Director with Modis now Akkodis, a global leader in Tech Consulting, Tech Talent Services, […]

En Foro directivos nos visita Ana Muñoz, consejera independiente de varias empresas cotizadas y familiares; consejera de International Womens Forum, y de los alumni de la Escuela de Negocios IMD. Y también miembro del Consejo de AED en Cataluña. Valladolid elegida entre las 100 ciudades Climáticamente neutras para el 2030. Hablamos con Charo Chávez, concejala de Innovación, Desarrollo Económico, Empleo y Comercio. Y Foro empleo con Marisa Cruzado, socia en CVA; Luis Pérez, director de relaciones institucionales de Randstad y entrevistamos a María Obispo, Directora de Talent Engagement en LLYC sobre su último informe de tendencias de empleo.

Ronnie Dickerson Stewart is an award-winning talent, inclusion, and executive leadership development consultant and the founder of OhHeyCoach, a Career Navigation and Leadership Development Consultancy. For over 17 years, she built her career in advertising and marketing, initially focusing on media strategy and investment with Starcom, FCB/IPG, Burrell, and Digitas. In 2012, while with Digitas, she pivoted to serve in a new area: Talent Engagement, DEI, and People Development. From Digitas, she was promoted, and in 2020 matriculated to lead at the Publicis Groupe holding company level as Chief Diversity Officer. At a critical time during the global pandemic, she shifted to tech. She served as a DEI subject matter expert and accelerator tasked with helping rapidly build Zoom's first Diversity Equity & Inclusion practice. Her mission was to intentionally advance product inclusion capabilities across Zoom's engineering, product development, and marketing functions (including leading the launch of key Zoom product features and the development of Zoom's first Diversity Equity & Inclusion Report). At heart, Ronnie's passion and purpose are to ensure professionals are positioned to experience the best careers of their lives, whether by helping to build healthier organizations for them to serve in, or by supporting their most critical career navigation needs. Through her consultancy, OhHeyCoach, from interns to C-Suite leaders, Ronnie has coached, consulted, and mentored thousands of professionals across the advertising, marketing, communications, PR, and Tech industries. She supports them in defining the future of work with inclusion and equity at the center while supporting them in designing personally impactful career journeys. As an industry leader, Ronnie has received numerous honors and accolades, including but not limited to being named an ADCOLOR Rising Star (2010) & an ADCOLOR Industry Change Agent (2017) ADWEEK Young Influential (2020). She has also received a 4A's Paragon Award (2018), the 3% Conference Nancy Hill Award (2019), and in 2021 was named a She Runs It Working Mother of the Year. Join her mailing list: www.ohheyjoin.com Listen to her podcast! The Career Clinic Podcast on all streaming platforms ✨ https://podcasts.apple.com/us/podcast/the-career-clinic-podcast/id1479878283

Today, host Ryan Dull is joined by Ryan Maglione, SVP Global Commercial Talent Acquisition & tsp at Syneos Health Commercial, to talk about the fundamentals of talent engagement. Well-designed processes and the latest technology can help in talent acquisition but without the right leadership for those processes, and the proper balance with technology, TA teams can miss the mark. For Ryan, helping an organization focus on talent is the same as helping it focus on its most important functions; these include: - Taking the time to build talent instead of just buying it. - Having the right culture, thinking, and people in the organization. - Telling the story of the organization and its goals. Ryan believes that thinking in these terms will avoid scrambling for talent. - Ryan Maglione - https://www.linkedin.com/in/ryan-maglione-4189421/ - Syneos Health Commercial - LinkedIn - https://www.linkedin.com/company/syneoshealthcommercialsolutions/ - Ryan Dull - https://www.linkedin.com/in/ryan-dull-743a8b4/ - Sagemark HR - LinkedIn - https://www.linkedin.com/company/sagemark-hr/about/ This episode is brought to you by Sagemark HR Sagemark HR can help you: ✔ Improve your talent practices and make better, more informed people decisions. After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization. ✔ Identify opportunities to not only improve your talent practices but also deliver tangible business results. We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution. ✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve. We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you. If you're interested in learning more, you can reach me at: www.sagemarkhr.com ryan.dull@sagemarkhr.com

Le tomamos el pulso al sector de Turismo en clase Business. Esta semana hablamos del caos en los aeropuertos con Juan Molas, Presidente de la Mesa del Turismo y analizamos las noticias más destacadas con Domènec Biosca, Presidente de Educatur y de la Asociación Expertos en Empresas Turísticas y con Maribel Rodríguez, vicepresidenta del Consejo Mundial de Viajes y Turismo. En el foro empleo hablamos de nuevos modelos de trabajo con María Obispo, directora de Talent Engagement en LLYC. Además en la tertulia planteamos si ¿es posible en España la jornada laboral de 4 días? con José Canseco, experto en RRHH; Carlos Ruiz, director de estudios económicos del Instituto de Estudios Económicos y con Celia Ferrero, vicepresidenta ejecutiva de ATA.

This week's Future of Work Exchange Podcast, sponsored by Beeline, is the season finale of Season Six and features a discussion around the Future of Work's possible tipping point. With so many changes within the workforce and the contemporary business, what does the Future of Work actually look like?

This month's episode focused on the "Leading from the back of the room" principle which is being discussed by people leaders who are in the front of the room and are starting to look at things from the back of the room. If done properly, and communicated in the right way, it enables teams to grow, gain confidence and be more productive.Panelists:Claude Silver, Chief Heart Officer at VaynerMediaPat Wadors, Chief People Officer at UKGJosé Benitez Cong, Head of Talent Engagement at HumaneModerated by: Derek Lundsten, CEO, LifeGuides

As resignations continue, it appears like CHROs are falling all over themselves to secure any and all talent.  But what happens when candidate priorities shift? Will they still be a fit in 6 months time? Dive in as special guest, North America's leading Talent Engagement expert, Eric Termuende, talks about attracting and retaining the RIGHT talent. Afterall, when it comes to HR - “Engagement” is a noun – it's the result of what happens when you focus on the right things.   Featured Guest: Eric Termuende - TedX Speaker; Featured in Forbes, HuffPost, Thrive Global, HBR; Keynote Speaker and author of best-seller “Rethink Work: Finding and Keeping the Right Talent”   Topics Discussed: The 4 waves of the Great Resignation, What is means to ‘plant your flag' and how to do it, How to tell a better, budget-friendly story to attract top talent, Why the best defense is a good offence; and Where you'll find your best recruiters   Copyright © 2022 ADP, LLC. All rights reserved. This content may not be distributed, reproduced, modified, sold or used without the written permission of ADP. The information is provided "as is" without any expressed or implied warranty, is based on generally accepted HR practices and is advisory in nature. This content is provided with the understanding that neither the presenters nor the writers are rendering legal advice or other professional services. Employers are encouraged to consult with legal counsel for advice regarding their organization's compliance with applicable laws. This material is current as of the date of this episode (May 9, 2022).

Let me ask you this: How involved in your community are you? Do you attend events? Volunteer for a local non-profit? Have regular ladies nights playing Bunco or Cards Against Humanity? (Don't judge)Jenny Ketchepaw and Jennifer Abbott-Aston met through a mutual friend who thought they'd hit it off -- and they certainly did. They formed a friendship that's supportive, empowering and often vulnerable. Like many of us, they could have kept that friendship to themselves, but Jenny and Jen knew they had something special and wanted to empower other women to also experience a deep connection. In this episode, you'll hear their story from friendship to community leadership, and how they're bringing women together in their own neighborhood — and all over the world. Mentioned in this episode:WeWil CollaborativeLean In CircleStrengths Finder episode with JennyThe Four AgreementsForty Thrive Premiere Episode!Heather and Vanessa's podcastGuests:Jenny Ketchepaw currently serves as the Vice President of Talent Engagement for a financial institution where she manages the Training and Leadership Development initiatives for the Bank. Jenny has been working in the financial industry for 22 years, serving in various leadership capacities. Jenny is a certified Gallup Strengths Coach. Jenny is a positive person that believes in being proactive in life, forging lasting relationships, and making an impact where you serve. Jenny loves to travel and spend time with her husband of 19 years and their two young children.Jennifer Abbott-Aston relocated from Toronto to Los Angeles in 2002, securing a position at USC where she worked as a merchandise executive for the next ten years. She made the difficult decision to move into the CEO/MOM role in 2011 for her 3 boys. Jennifer stayed active by volunteering in roles of PTA President, Vice President, and Parliamentarian; she served as Treasurer for Arcadia Child Health Council, Little League T-ball Coordinator, Canteen Coordinator and she served as the Fundraising Officer on the Meadows Foundation Board.  In 2016, Jennifer made the move to re-enter the workforce and eventually made the crucial decision to join full time the company she co-founded; Human Element Company, a staffing and HR agency. Today Jennifer serves on a Vestry representing Human Relations/Social Justice groups which include Anti Racism Coalition, Immigrant Support Circle and LGBTQ+. Jennifer is a futuristic restorative achiever with a deep appreciation of belief and discipline.Support the show (https://www.buymeacoffee.com/grownasswoman)

There's no question that the past two years have been exhausting for us all, with law departments around the world really feeling the pressure. Workloads have increased and, for many, budgets have decreased and with COVID continuing to squeeze both personal and professional obligations, many are rethinking career goals and re-evaluating the meaning of work satisfaction. In this podcast, we connect with Kyla Sandwith, a fellow legal operations consultant and founder of De Novo, Inc who has a particular expertise in team engagement and talent development. Kyla shares her perspectives on how to spot an engagement issue, and how to address those challenges and keep people motivated – even in the absence of any formal authority.

Le tomamos el pulso al sector del turismo en Clase Business con Domènec Biosca, Presidente de Educatur y de la Asociación Expertos en Empresas Turísticas, Fernando Tomás, experto en turismo y con Maribel Rodríguez, Vicepresidenta de World Travel & Tourism Council. Foro empleo con José Canseco, experto en RRHH, José Luis y con Fernández Santillana, director del gabinete de estudios de USO; Marisa Cruzado, socia en CVA. Además comentamos el informe "Tendencias Talento" con María Obispo, directora de Talent Engagement de LLYC.

In today's episode, we are excited to be chatting with Chanèle McFarlane, a Certified Career Strategist and TEDx Speaker. Chanèle is also the Founder of Do Well Dress Well through which she creates content and learning experiences to help people launch, pivot, and accelerate their careers. She is known for her approachable and practical advice on personal branding and career strategy and as a result, her expert commentary has been featured in Fast Company, The Globe & Mail, ELLE Canada, FLARE Magazine, and more. She is also an on-air career expert with appearances on Breakfast Television, The Morning Show (Global News), and CHCH Morning Live. Passionate about the future of careers and education, Chanèle is a Marketing Professor at Seneca College, an advisor for several organizations including Accelerate Her Future, Canadian Council for Youth Prosperity, and Humber College, and an accomplished employer brand and recruiting professional. Previously, she led talent brand at Capital One Canada and is currently working on Coursera's Talent Engagement team. She has been recognized as PR in Canada's Top 30 Under 30, Top 100 Black Women to Watch in Canada, and Top 25 Women of Influence. Chanèle and I discussed personal branding for recruiters, what that really entails, and why it's important for recruiters to keep in mind. Building a personal brand is something Chanèle is an expert in so join us as she offers advice for getting started on creating a brand, leveraging this as a recruiter, creating content that resonates with your audience, and much more! She will also share some of her success stories with us. Enjoy!Chanèle's LinkedIn can be found here.

If you have ever hired, led, or been part of a marketing team — you already know that one of the most impactful roles in an organization — and yet one of the toughest to hire — is product marketing. But how does one hire truly exceptional product marketers? How should you structure the role? And how do you measure their impact? To answer all this and more —we are thrilled to be joined by Wendy Lu — Product Marketing Leader at Sense, the AI-driven Talent Engagement and Automation Platform backed by Accel and Google Ventures. Prior to joining Sense, Wendy led product marketing for four years at the personal finance company SoFi, which IPO'd early this year at a valuation of US $ 9 Billion.

Julie Vargas is an innovative, results driven leader with over 30 years of service in the industry. If you ask any member of Julie Vargas' team, they will tell you that she is an expert in motivating and inspiring so many with her wide range of skills in coaching, leadership training, technical training, education, and public speaking. With her vast knowledge of customer service relations, public relations, and project & event management, she teaches and promotes the growth of others at every step in her career. In addition to all her achievements, Julie has recently celebrated her 33rd year in the Beauty Industry. Julie currently serves as Vice President of Career Opportunities and Talent Engagement at Sport Clips. She and her team are responsible for influencing, training, creating excitement and engagement, driving brand awareness around career pathing and opportunity, to attract and retain stylists across more than 1800+ Sport Clips stores in the United States and Canada. Julie served 6 years as a Commissioner for the National Accrediting Commission of Career Arts and Science (NACCAS) wrapping up her final year as Chair of the Commission in 2019. In 2021, Julie continues to serve as Chair for the National SkillsUSA Technical Committee for Cosmetology. Julie has lived by the mantra of always staying humble and kind and holds near to her heart the theory “that nobody cares what you know, until you show that you care”. Julie's passion for her work today is as strong as it was 30 years ago. She loves the challenges of this ever-changing industry and the success that she has been able to experience throughout her career, due to her dedication and commitment to excellence.

Building and engaging with talent pipelines has been something we have been discussing for years, but it has always surprised that there are so few employers who do it well and even fewer that do it over extended periods. Technology, recruiting and communication have evolved significantly over the last two years, opening up opportunities for companies to devise very sophisticated pipelining and engagement strategies to help address resourcing challenges such as diversity hiring and skill shortages. So who is doing this well, and how are they doing it? My guest this week is Jason Boone, Diversity & Military Outreach Leader at Lockheed Martin. Lockheed Martin has a long-term talent pipeline strategy that sees them engage some communities of talent for 3 to 8 years before hiring. In the interview, we discuss:    ▪   The recruiting challenges at Lockheed Martin    ▪   Investing in the emerging workforce    ▪   Long term engagement strategies to increase diversity    ▪   The role of time and touchpoints in building the brand, creating relationships, driving efficiency and improving offer acceptance    ▪   Content strategies    ▪   Time focused candidate-centric resources.    ▪   The most surprising hiring success    ▪   The role of technology    ▪   Pushing talent across the enterprise    ▪   Mashing up strategies and technologies      Listen to this podcast in Apple Podcasts.

In this episode Eric Gregg, CEO and Founder of ClearlyRated, shares research his firm has uncovered on today’s talent shortage, what job seekers are really looking for, and what your organization can do to secure top talent. 

In today's round-table session, our panelists talk about sourcing efforts around standing out to targeted talent.Listen in on what our panelists have to say.This event is part of the "Let's Talk Recruiting" series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.

70% of nurses in YOUR area visit Facebook or Instagram every month. In this episode, we speak to Danyelle Felchner, who knows all about: How to reach them. How to engage. How to communicate your employer brand to them. How to turn them into job candidates. Know social media is a gold mine but can´t find your pickaxe? Listen to this episode with Danyelle Felchner from Memorial Health System

Kriti has over 4.5 yrs of work experience in HR specially in Talent Management processes like Talent Engagement, Performance Management, Recruitment and Rewards & Recognition.  Currently, Kriti is working as an employee experience specialist with a leading multinational IT services company. In her role, she strives to be aligned with every priorities of her organization keeping employee experience at the centre and she believes that a great employee experience is of extreme importance especially in the 'new normal' of post-Covid era. In this Podcast, Kirti talks about "Emerging HR trends post Covid-19 pandemic".   Also Read : The Top 7 HR Trends For 2021

You may not be able to predict when emergencies will strike, but you can plan for them by having an Emergency Response Plan. In fact, detailing emergency preparedness procedures is one of the most important strategic decisions a business can make. Knowing how to manage risk and navigate uncertainty is essential for event planners to keep attendees safe. Historically, emergency management has been reactive. However, there has been an evolution in the development of emergency preparedness for events as a result of increased weather catastrophes, heightened security risks, technology breaches, and newly identified health threats such as COVID. In this episode, our host, Jeff Naue, Special Projects Marketing Lead, talks with Connie Nau, CMP, CRP, our Senior Director of Talent Engagement of Meetings & Incentives Worldwide. In Connie's experience, most organizations have not updated their emergency preparedness plans recently to account for all the different scenarios that can and most likely will, occur on-site. “Our primary goal is to prevent incidents before they happen. But, if one does occur, the actions taken in the initial minutes of an emergency are critical. Preparedness is the process of turning awareness into action to improve your event team's capability to respond and recover,” says Connie. Truth be told, it can be time-consuming and intimidating to formulate a comprehensive emergency response plan that prepares your organization for the extreme or unknown. Understanding that no two events are the same, you might wonder how you even begin to develop a plan for the safety of all event attendees? Or, maybe you do have an emergency response plan, but wonder if it is comprehensive enough to mitigate your risk and equip your team. Tune in for our interview with Connie Nau to learn more about what's involved in developing and updating your Emergency Preparedness Plan for events. Or, if you are interested in working with M&IW, please visit https://meetings-incentives.com.

Finding and persuading people with highly specialised skills to make the move and join your organisation is something that remains a big challenge. So how do you build and engage long term pipelines of talent and how is technology changing the way talent engagement works? My guest this week is Marvin Smith, Enterprise Talent Sourcing Lead at Lockheed Martin. Marvin was one the very first people I saw talk about talent communities and talent engagement and is a genuine expert practitioner in this aspect of talent acquisition. In the interview, we discuss:    •   The recruiting challenges at Lockheed Martin    •   Engaging over career lifetimes    •   Identifying highly specialised talent pools and building long term segmented pipelines    •   What do effective talent communities look like in 2020    •   Providing relevant, valuable and extremely personalised content    •   The role of technology in talent engagement    •   What does the future look like and what tools do we need to develop Subscribe to this podcast in Apple Podcasts

Vinay Trivedi is an HR Professional with 14 years of expertise in the field of Talent Management, Talent Engagement, and Talent Acquisition across IT, ITes, Banking, Insurance, and Fintech. Experienced in handling the whole HR spectrum, Vinay believes that challenging times need innovative methods, and are currently working to restore the human element in HR! In this podcast, Vinay talks about how to deal with conflict management in the remote working structure.

Are you at a crossroads? Are you trying to figure out what’s next What if there were a way to understand your strengths to help you maximize those next steps? There is.  Today’s guest is a certified Gallup Strengths Coach who is here to help us thrive in business and our personal lives through the power of knowledge.  About the guest: Jenny Ketchepaw currently serves as the Vice President of Talent Engagement for a local bank where she manages Training and Leadership Development. She has been working in the financial industry for 22 years, serving in various leadership capacities. Jenny is a certified Gallup Strengths Coach.    The Gallup Strengths Assessment is a powerful tool that helps individuals identify, understand, and maximize their strengths. People that focus on their strengths are more likely to be engaged in their jobs and more likely to report having an excellent quality of life. Most people try and fix their weaknesses but by taking a Strengths Based approach and focusing on what you do well you have exponential success in those areas. We all have natural talent. The idea is to tap into that talent and invest time and energy into what comes naturally to us to really build our strengths. There are 33 million combinations of your top 5 Gallup strengths so truly nobody is as good as you are at what you. There are 34 talent themes total. We are all uniquely different and the more we can capitalize on those differences, the more successful we are in levering our talents on our teams.

We have a special guest with us to discuss talent and brands. Today we welcome talent expert, Candice Tab, and wish her a happy birthday!

This week, Mike Ciavolino and Donna Cardillo welcome Samantha Sheppard, Staffing Manager and Sherry Angle-Hudock, Director of Talent Engagement with Supplemental Health Care. Settle in and listen to why building relationships with your nurses is imperative.

Join Lauren and Craig as they catch up with Adam Crofts (Head of Talent Engagement & Acquisition for Brennan IT).Adam is well known in the Australian TA Industry for his forthright and cheeky approach to issues and his ability to provide a 'different' opinion.

Join Lauren and Craig as they catch up with Adam Crofts (Head of Talent Engagement & Acquisition for Brennan IT)... again...Adam is well known in the Australian TA Industry for his forthright and cheeky approach to issues and his ability to provide a 'different' opinion.

Episode 224: Chuck Chamness talks with Gamma Iota Sigma CEO Noelle Codispoti about best practices for insurers to effectively tell their story and engage with the next generation of talent. Plus, the unusual step California is taking to ban insurers from canceling policies in fire-prone areas.

Tony Thene is the President & CEO of Carpenter Technology Corporation and a member of the company’s Board of Directors. Before being named top executive of Carpenter’s $2.2 billion global manufacturing operation which serves the aerospace, energy, transportation, medical, and industrial markets, Tony joined the company in January 2013 as Senior Vice President & Chief Financial Officer. Tony has focused his efforts on providing customers with material solutions for complex problems. His “voice of the customer” approach to business was the driving force behind the development of Carpenter’s new strategy which focuses on Technology Development, Operational Excellence, Strategic Marketing, and Talent Engagement. Tony also restructured the company’s commercial organization to better align company expertise and professional services with current and future customer needs. In addition, he introduced the “Carpenter Operating Model” based on lean manufacturing principles and also developed the organization’s values and vision, rounding out a clear direction and identity for the company. Currently, Tony is positioning Carpenter to be a leader in additive manufacturing and soft magnetics with strategic investments and acquisitions.  

This episode of TOTAL WARRIORS aims to be ULTIMATELY inclusive! We take on Breast Cancer, Bullying, and Authentic Acceptance with WWE Superstars Natalya and Sonia DeVille. We talk WWE’s tag team partnership with Susan G. Komen to reach the bold goal of cutting breast cancer deaths in half by 2026! We welcome GLAAD’s Director of Talent Engagement, Anthony Ramos, to learn more about #SpiritDay and how each of us can #GoPurple to support our LGBTQ youth. This episode is meant to challenge stereotypes while expanding our hearts and minds to go forth and do good in our OWN communities. I believe in a cure. I believe in inclusion and acceptance. I do believe, love truly wins...Always!   

In the second episode in our Protégé Podcast series on D&I in the Workplace, I talk with Joanna Lane, the Vice President for Talent Engagement and Inclusion at Publicis Groupe, the world's third largest advertising and communications group. Joanna and I talk about the evolution of the diversity function and why consumer goods companies like Nivea, Dove, and others keep making culturally insensitive advertisements. We also discuss the unique perspective she brings as a Caucasian woman to the diversity function. On the Rant/Rave/Review segment, I rave about companies which have their chief diversity officers reporting into the CEO.

Identifying and cultivating talent with leadership potential is fundamental for the successful future positioning of any organisation.  ‘Early careers’ recruitment is awash with traditional graduate and intern programmes requiring recruiters to spend many hours trawling through vast numbers of resumes, psychometric testing and interviews in the quest for the best candidates. These programmes are expensive and time consuming. Competition for talent is fierce. And many senior executives remain frustrated with the results. Is there is a better way?     Leesa Rawlings, APAC Head of Talent Engagement at Diageo, discusses the innovative early careers recruitment process embedded at Diageo and its impact.

Community and mutual banks that have survived consolidation and attrition have found that meaningful local involvement extends beyond setting up a table at a summer festival. Michael Rauh, president and CEO, of Chelsea Groton Bank in Connecticut shares how his bank launched “160 Acts of Kindness” to mark the institution’s 160th anniversary. He also discusses how banks can learn solid lessons in talent engagement from companies outside the industry such as Disney.

Carol McDaniel @carolmacd HR Enthusiast, Talent Acquisition Geek, Director of Talent Acquisition at All Children's Hospital Johns Hopkins Medicine drops by @DriveThruHR  to share her experience in connecting the company to right talent. DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @williamtincup, @Thehrbuddy@TheOneCrystal & @MikeVanDervort..  The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.facebook.com/drivethruhr http://instagram.com/drivethruhr  

Nicky Gibson @AKANickyD Director Talent Acquisition at Zoës Kitchen drops by @DriveThruHR  and talks about Talent Acquisition strategies at Zoës Kitchen DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @williamtincup, @Thehrbuddy@TheOneCrystal & @MikeVanDervort..  The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.facebook.com/drivethruhr http://instagram.com/drivethruhr  

Janine Truitt @CzarinaofHR, Chief Innovations Officer for Talent Think Innovations,LLC drops by @DriveThruHR  and talks about the Future of Work! DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @williamtincup, @Thehrbuddy@TheOneCrystal & @MikeVanDervort..  The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.facebook.com/drivethruhr http://instagram.com/drivethruhr  

The TalentCulture #TChat Show is back live on Wednesday, July 9, 2014, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET. Before the 4th of July break we talked about how organizations can and should differentiate, and this week we’re going to talk about the benefits of true talent engagement. Unfortunately talent management strategies of the past no longer work. Today people work differently, are motivated differently and are engaged differently. Millennials may have pushed all the employer flexibility buttons, but now every generation is demanding more. For example, employees want ongoing growth opportunities, workplace flexibility, tools and systems that encourage collaboration, and commitment to a reciprocal climate of support and encouragement, all of which lead to payoffs in employee retention, satisfaction, and overall business performance. The key, today, is to drive a higher level of contribution and deeper engagement through a better “people management” experience that can lead to better and more lucrative business outcomes. Companies that demonstrate consistently high engagement scores are gaining an advantage with fully immersed employees who are committing to their organization by contributing to, both, a healthy culture and bottom line. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about improving the talent engagement experience with this week’s guest: Jeff Carr, CEO and President of PeopleFluent. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.