Podcasts about talent marketing

With 84% of job seekers saying a company's reputation is essential to their decision, authentic employee advocacy is a vital tool for brand impact (Glassdoor).As an employer branding leader, you know the importance of creating an authentic brand story that resonates inside and outside your organisation. Join Tribal Impact's Sarah Goodall and Vineet Tandon, Global Leader of Talent Marketing at HCLTech and India's only Musical Motivational Speaker, for an inside look at how HCLTech has built and scaled its successful advocacy program. 

CBRE is the world's largest commercial real estate firm. However, while brand awareness is high for people in the industry, they're not on the radar for other talent pools they need to recruit from. We talk through how they measure employer reputation and set goals to improve brand awareness and the employee experience. Debbie Celado is the Global Head of Talent Marketing at CBRE. Debbie Celado on LinkedIn: https://www.linkedin.com/in/deborahcelado/ Careers at CBRE: https://www.cbre.com/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Thayer Lavielle, who joined Wasserman in 2011 and currently serves as Executive Vice President of The Collective. The dynamic division is dedicated to elevating the visibility of women and fostering inclusion in sports and entertainment. With a keen focus on innovation, Thayer spearheaded the creation of The Collective Marketplace in 2021 and The Collective Think Tank in 2020 – groundbreaking initiatives designed to empower women in sports through merchandise sales and academic research. Before her role in The Collective, Thayer led Talent Marketing and Operations across various sectors within Wasserman, including Team Sports, Broadcast, Coaching, and Women's groups. Her expertise as a brand strategist is evident in her role, where she drives the analysis and evaluation of talent and brand marketability. Through her leadership, Thayer's tram seamlessly transitions from strategy to execution, continually leaving an indelible mark on the industry. Join us as we delve into Thayer's journey and insights into driving inclusivity and visibility for women in sports, entertainment, and beyond.Episode Resources:Wasserman - The CollectiveLink to purchase:FYLPxTracee Badway Merch CollaborationFYLPxWRDSMTH Merch Collaboration*suggestion is to size upDownload this episode of For Your Listening Pleasure wherever you get your podcasts! Make sure you follow us on Instagram @foryourlisteningpleasure Click here to listen to the For Your Listening Pleasure Theme Song Playlist on Spotify.To continue the conversation, feel free to DM me at https://www.instagram.com/foryourlisteningpleasure/ or email me at foryourlisteningpleasure@gmail.com.

Martin Bowier is the Director of Influencer and Talent Marketing at the NFL. In his role he oversees the day-to-day strategic marketing of talent and creator partnerships, working with A-List celebrities, content creators, and industry leaders in music, tv/film, fashion, fitness/wellness, and other lifestyle categories. Martin has been instrumental in the launch and execution of the NFL x YouTube Creator of the Week program.

“More often that not, talent acquisition is tucked into HR as a function that everyone has to tolerate vs. a strategic arm of the organization.”-Liza VotickyWithout the right people in the right place at the right time, your organization cannot meet its objectives.   Today's guest approaches the discipline of Talent Acquisition as a strategic and essential function vs. a necessary evil that should be done as cheaply as possible.My guest is Liza Voticky. Liza began her career in Toronto, Canada as a Staffing Specialist for a temporary staffing service.  She successfully developed through various roles in staffing, national sales, operations, communications, and senior management.  Liza continued to grow her career through leadership roles in Recruitment Process Outsourcing, supporting teams in the USA and Canada.  After 5 years as an RPO provider, Liza kicked off her corporate leadership work with Coca-Cola Enterprises. At Coca-Cola, she built a recruiting team from the ground up, implementing a total transformation of the hiring processes across Canada.  Promoted to Vice President of TA, North America based in Atlanta, Liza was responsible for multiple re-organizations as the company transformed its North American business model.After nine successful years with the Coca-Cola Organization, she moved to Miami, FL. where she joined Royal Caribbean Cruise Lines as the Head of Global Talent Acquisition, Shipboard & Shoreside.  During her time with RCCL, Liza was responsible for completely transforming and optimizing the global recruiting process for approximately 25,000 hires annually from 120 different countries. This included leading Talent Marketing, Talent Attraction Operations, and candidate experience.Today, Liza is the CEO and Founding Partner of MXA Talent Solutions, an organization built to help companies review, assess and strategize for the Future of Hiring.  “I've left the corporate space to better live my passion for changing tactical, basic recruiting functions into strategic partners aligned with business growth objectives.”In this episode of Talent Management Truths, you'll discover:Imagine! What if you and your team could engage in transformative professional development together WHILE each person simultaneously gets their most important work done. The Talent Trust for intact HR and Talent teams is the program you need!Book a FREE no-obligation conversation with me HERE. :)Stay Connected JOIN our free, value-added Community of Peers and Learning! Lisa hosts regular FREE Talent Talks for HR and Talent Management Leaders to expand your network, spark ideas and learn with your peers. We leverage large group discussion and small group breakouts: https://www.greenappleconsulting.ca/TalentTalks Share the Show Like what you've heard? Pretty please with an apple on top - kindly leave me a 5* review so that others can find the show and elevate their impact too! Here are the simple instructions: Launch Apple's Podcast app on your iPhone or iPad. Tap the Search icon (on the botton) and search for “Talent Management Truths.” Tap the album art. On the podcast page, tap the Reviews tab. Tap Write a Review at the bottom of this page. Follow me LinkedIn: https://www.linkedin.com/in/lisa-mitchell-acc-ctdp-7437636/ Instagram: @greenappleconsulting Facebook: https://www.facebook.com/greenappleconsulting.ca

How do you make the most of a mammoth occasion like a Super Bowl ad for talent marketing and acquisition? Partnerships with B2B and B2C marketing teams can be mutually beneficial but not always easy to achieve. Everyone's busy, right? But there is a way, and that's why I just had to get Ashley Walls - who is responsible for digital talent marketing at Workday. Ashley shares how they worked with colleagues to make the massive Rock Star ad that ran during last year's Super Bowl. ✅ Simplifying collaboration ✅ Being agile ✅ Communication ✅ Leveraging and adapting existing marketing material ✅ Storytelling through data ✅ Talent marketing bringing marketing expertise to the table And Ashely tells me about the impact the ad had on their talent marketing metrics. Sign up to my newsletter for future episodes, news and insights in your inbox: https://www.theengagingemployer.com/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/employercontentmarketing/message

Rebecca Otto, Vice President of Talent Marketing and Media at Wasserman discusses making it in the industry, her tips on what to do when you get a no, how to climb the ladder, how to connect with your clients, how to pitch, how to create an amazing circle around you and so much more! Rebecca is IT. She's full of advice, down to Earth, and ready to share to help you to level up. Follow her journey or reach out here: https://www.linkedin.com/in/rebecca-otto-b6276a6/ https://www.instagram.com/rebecca_otto/ Follow Leadership is Female: https://www.instagram.com/leadershipisfemale/ ⁠https://www.instagram.com/emilyjaenson/⁠

Welcome back to another episode of Her HypeSquad with Bosstrack! This week I talk with Francine Feder, marketing executive, about building strong teams, understanding your team's motivations, handling rejection, marketing and women's sports, respecting your team, promoting work/life balance and so much more. Francine has so much insight, experience and advice to share from her many years of experience. About Francine Feder: Francine is currently working as an independent marketing consultant after her 20+ year career with Foot Locker Inc including 12 years at the VP level leading diverse Marketing teams across Brand Strategy, Creative & Content, Public Relations, Digital Marketing, Paid Media, Social Media, Influencer & Talent Marketing and Events.  She is an award winning marketer whose accolades include numerous Cannes Lions, Sports Clios and the Effie Award for Sustained Success for Foot Locker campaigns that have garnered national press and recognition. Her current consulting assignments include amongst others, a role as the VP of Athlete Storytelling and Business Development for Athlete Driven, an integrated marketing agency specializing in working with brands using athletes at the center and also serving as an Executive Advisor to Diseo, a decentralized social media startup platform.  Francine lives in New York with her husband, and her goldendoodle dog Huey.  She is an avid traveler, wine, food, fitness and boating enthusiast. Contact Francine: LinkedIn: @francine-feder-2312192

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In today's episode of the Building a Modern Employer Brand podcast, we talk about how to work with target audiences in talent marketing or HR marketing, if you prefer using that term. Targeting your marketing, especially for employer branding, continues to be somewhat troublesome for many HR and employer branding professionals. ✨ Who should be included in your target audiences? ✨ Why being specific is the key to success? These are the two key questions I will answer in today's episode. Don't forget to go to the show notes page to get the access to the additional goodies connected to this episode!

What social media trends 2023 should we go for in talent marketing this year? Each year I go through the social media trend analysis' from various trustworthy sources and curate my findings for us talent marketers working in employer branding and recruitment marketing with employees and job seekers as our target audiences. It's time to learn about the key social media predictions for 2023! In this episode of the Building a Modern Employer Brand podcast, we will dig into what I believe will most likely be the hottest social media trends in HR marketing this year. I curated ten social media trends 2023 for you that I recommend you keep an eye on, learn more about and implement into your talent marketing plans this year to grow your overall talent marketing impact and get more out of the investment and resources allocated to both employer branding and talent marketing.

TikTok's global growth has been massive; there is no way to deny that. But is TikTok something we should consider in talent marketing? Is it replacing Instagram? In this episode of the Building a Modern Employer Brand podcast, I talk about TikTok vs Instagram for talent marketing professionals. What are the key differences between these two platforms, and what does this mean for employer branding and recruitment marketing? If you are unfamiliar with TikTok or don't hire young people, it is easy to think TikTok is not a useful social media for talent marketing purposes. However, this belief is nearing its end as TikTok has become a massive hit, and its popularity is starting to follow Instagram's path. Listen to this episode. Show notes article and links mentioned in this episode or used as sources for facts and figures available here:

Den här veckan gästas vi av Tommy Sönnergren, grundaren av techföretaget Talent Journey. Tommy förklarar om sin resa och hur han slutligen hamnade i sin roll, och lägger stort fokus på Talent Marketing och dess syfte. Vilken effekt ger Talent Marketing, varför fungerar det och hur använder man sig av Talent Marketing? Alla svar får du i detta avsnittet av Tommy! Är ditt företag i behov av IT-kompetens, hör av dig till cj@ants.se eller läs mer om hur vi arbetar på ants.se    Prenumerera på vårt nyhetsbrev.   

"Über Geld spricht man nicht!", heißt es im Volksmund. Wirklich nicht? Katharina Hain, Head of Talent Marketing & Federal Partners, ist da anderer Meinung. Im "Share the best"-Podcast des Top Employers Institute spricht sie zum Thema Gehaltstransparenz in Zeiten des Fachkräftemangels. In Zeiten des Fachkräftemangels rücken die Themen Gehalt und Gehaltstransparenz immer stärker in den Fokus von Unternehmen. Katharina Hain spricht mit Podcast-Moderator Patrik Rendel über ihre persönliche Sicht auf das Thema. Sie erklärt, warum zwischen Person und Stelle unterschieden werden muss und gibt Tipps, was Unternehmen und Bewerbende bezüglich Gehaltstransparenz beachten sollten.

„Über Geld spricht man nicht“, sagt der Volksmund. Dass das vor allem auch für das Thema Gehalt gilt, ist nicht nur, aber ganz besonders auch in Deutschland ein großes Thema. Die aktuelle Episode von „Share the Best“ möchte hier Aufklärungsarbeit leisten. Patrik Rendel hat heute Katharina Hain zu Gast, sie ist Head of Talent Marketing & Federal Partners bei der Personalberatung Hays. Katharina erläutert im Gespräch ihre persönliche Sicht auf das Thema Gehaltstransparenz und warum dabei klar zwischen der Person und der zugehörenden Stelle differenziert werden sollte. Sie beschreibt, was der Fachkräftemangel damit zu tun hat, dass das Thema aktuell stärker in den Fokus von Unternehmen rückt und gibt wertvolle Tipps – für Unternehmen, die für mehr Transparenz beim Thema Gehalt sorgen wollen genau so wie für Bewerber*innen in Bewerbungsprozessen. „Direkt und authentisch sein und den Mut haben, das Thema offen anzusprechen“, so lautet das Credo der international erfahrenen Personalmarketing-Expertin.

Anca Pintilie, Head of Growth – Talent Marketing, Amazon Operations EMEA talks about the need for discipline and data when you're recruiting hundreds of thousands of employees. 

Paul Copley is currently the Senior Talent Acquisition Partner at Coupa and he's seen firsthand how building a social presence accelerates hiring and careers. In this episode Paul and Cameron explore why building employer brand on social media is foundational and of critical importance especially for hiring and sales. And discuss when a company should invest in a social strategy and programs. Looking to scale your business and drive authentic ROI? Better enable employees to become influencers on social media to help drive marketing, recruiting, and sales growth. Learn more at everyonesocial.com.   

After a 24-year career representing some of the biggest stars in sports, Taub returned to his entrepreneurial roots and launched Stoked in 2020. Taub represents a roster of Olympic, Action Sports and Iconic athletes including the best skateboarder (Nyjah Huston), snowboarder (Chloe Kim) and surfer (John John Florence) in the world. Taub focuses on creating “off-the-field” revenue opportunities for his clients including endorsement, appearance, social media, licensing, and equity/ownership partnerships. Stoked launched a talent advisory practice that advises brands on their talent ambassador procurement, including NOBULL and Hugo Boss.Taub began his career at If Management in 1996, representing sports television personalities, finishing his tenure in the role of Director of Client & Business Affairs.  Taub next spent seven years at SFX Sports Group, as Vice President of Talent Marketing, before starting his first athlete representation company, GFHF Marketing & Management, in 2005.  GFHF was acquired by CAA Sports in 2007 and Taub finished his tenure at CAA as Head of Sports Endorsements, where he generated over $297M in athlete endorsement partnership revenue managing a client roster including Shaun White, Cristiano Ronaldo, Dwyane Wade and Novak Djokovic. In 2014, Taub was recognized by the Sports Business Journal “Forty Under 40.”Taub graduated from Cornell University and is married with two children, based in New Jersey suburbs outside NYC.

Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value. So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times? My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.  In the interview, we discuss: The scale of recruiting at IBM The current state of the global market for tech hiring The shortcomings of existing talent marketing metrics Speaking the same language as the rest of the business Measuring where you have ownership and control What is the time to apply metric, and how was it developed? What insights does time to apply enable? Mapping onto business value  The reaction  The levers that reduce time to apply Removing the reasons why people don't click apply The role of employer branding Advice to TA leaders Listen to this podcast on Apple Podcasts

Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value. So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times? My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.  In the interview, we discuss: The scale of recruiting at IBM The current state of the global market for tech hiring The shortcomings of existing talent marketing metrics Speaking the same language as the rest of the business Measuring where you have ownership and control What is the time to apply metric, and how was it developed? What insights does time to apply enable? Mapping onto business value  The reaction  The levers that reduce time to apply Removing the reasons why people don't click apply The role of employer branding Advice to TA leaders Listen to this podcast on Apple Podcasts

Measuring the impact of talent marking in a way that aligns with the rest of the business and demonstrates value for the c-suite has always been challenging. TA leaders often find themselves judged by measures and outcomes they don't fully control, which are impossible to translate into business value. So how do you prove the business impact of recruitment marketing and employer branding, particularly in such volatile times? My guest this week is Nick Thompson, Global Talent Marketing Leader at IBM. Nick and his team have been working on this issue for a while and have devised a way of measuring the value of talent marketing that resonates with the C-Suite and provides a laser focus for optimisation and improvement.  In the interview, we discuss: The scale of recruiting at IBM The current state of the global market for tech hiring The shortcomings of existing talent marketing metrics Speaking the same language as the rest of the business Measuring where you have ownership and control What is the time to apply metric, and how was it developed? What insights does time to apply enable? Mapping onto business value  The reaction  The levers that reduce time to apply Removing the reasons why people don't click apply The role of employer branding Advice to TA leaders Listen to this podcast on Apple Podcasts

Implementing story messages in your talent marketing will significantly increase the impact of your message. What you need is a simple formula for copywriting a story message. This week in the Building a Modern Employer Brand podcast, I talk about crafting your talent marketing messages in a way that will win attention and influence your audience in the ways you intended.

In this episode of the Building a Modern Employer Brand podcast, Susanna explains why stories work so well in talent marketing. Check out the blog post for this episode in which Susanna continues with the topic.

#048 In dieser Folge sprechen wir über das Tabuthema Gehalt. Warum ist Gehaltstransparenz notwendig? Wie sieht die Zukunft in Sachen Gehalt und Transparenz aus? Und was können Unternehmen tun, wenn sie keine überdurchschnittlichen Gehälter zahlen können? Zu Gast waren Carlos Frischmuth, Managing Director, und Katharina Hain, Head of Talent Marketing & Federal Partners, von einem der größten Personaldienstleister der Welt: Hays. Hays ist letztes Jahr bereits vorangegangen und hat Gehaltsspannen auf Stellenanzeigen veröffentlicht. Hören Sie in dieser Folge, welche Erfahrungen Hays damit bisher gemacht hat. Wer noch länger an der Bar bleiben möchte: Hier geht's zur Pay per Day Aktion: https://www.stepstone.de/5/ecom/checkoutOnePage/?product=payperday&quantity=1?cid=other_b2b_podcast_link Hier gibt's mehr rund um das Thema Gehalt zum Nachlesen: https://www.stepstone.de/e-recruiting/fair-bezahlen/ Den aktuellen Gehaltsreport gibt es hier zum kostenlosen Download: https://www.stepstone.de/wissen/gehaltsreport-2022/

#048 In dieser Folge sprechen wir über das Tabuthema Gehalt. Warum ist Gehaltstransparenz notwendig? Wie sieht die Zukunft in Sachen Gehalt und Transparenz aus? Und was können Unternehmen tun, wenn sie keine überdurchschnittlichen Gehälter zahlen können? Zu Gast waren Carlos Frischmuth, Managing Director, und Katharina Hain, Head of Talent Marketing & Federal Partners, von einem der größten Personaldienstleister der Welt: Hays. Hays ist letztes Jahr bereits vorangegangen und hat Gehaltsspannen auf Stellenanzeigen veröffentlicht. Hören Sie in dieser Folge, welche Erfahrungen Hays damit bisher gemacht hat. Wer noch länger an der Bar bleiben möchte: Hier geht's zur Pay per Day Aktion: https://www.stepstone.de/5/ecom/checkoutOnePage/?product=payperday&quantity=1?cid=other_b2b_podcast_link Hier gibt's mehr rund um das Thema Gehalt zum Nachlesen: https://www.stepstone.de/e-recruiting/fair-bezahlen/ Den aktuellen Gehaltsreport gibt es hier zum kostenlosen Download: https://www.stepstone.de/wissen/gehaltsreport-2022/

It's been very difficult to pinpoint exactly what the underlying cause of the labor shortage is - which is one of the fundamental reasons why it's an issue that hasn't been solved too. But, here at Daggerfinn, we've identified 5 real reasons why companies are struggling to hire and why workers are choosing not to return to the workforce.To learn more about Daggerfinn's employer branding and growth strategies practice, visit us at https://daggerfinn.com.

EveryoneSocial's Sr. Content Marketer, Laura Moss, chats with Talent Marketing Director, Shaunda Zilich about employee advocacy and how it empowers talent acquisition and employer branding. You'll get insights to how employee advocacy can influence and drive results in talent, how it impacts employer brand, and tips for other organizations to drive better talent. This was previously from EveryoneSocial's online event, Employee Advocacy Week.

In Episode 41, we chat with Mariano Aragunde who is part of the Global Talent Marketing Team at IBM, and based in Buenos Aires, Argentina. A few weeks ago I saw one of Mariano's articles on LinkedIn. It was titled: “Most emails and newsletters for candidates suck.” His article went on to tell the story of how they've got their content right for their candidates. So I had to get him on the podcast. We talk about how they create newsletters for candidates that go far beyond just advertising their job opportunities. We cover what it really means to think about the audience and how having a journalistic approach to content changes everything. And what kind of environment encourages his team to do new things. Mariano has plenty of advice to share. Links mentioned in the episode: Mariano's LinkedIn article https://www.linkedin.com/pulse/finally-good-talent-marketing-newsletter-mariano-aragunde/ One of Mariano's favourite pieces of content from IBM “Meet Mombo” https://youtu.be/QcDa8rdz_ds Thanks for listening. Chris Le'cand-Harwood Host of the Employer Content Marketing Pod Director & Strategy Lead at the Content Marketing Pod Ltd www.contentmarketingpod.com --- Send in a voice message: https://anchor.fm/employercontentmarketing/message

Over the past year or so Instagram has released a lot of new features. Some of the features are really excellent for talent marketing, and specifically for organic recruitment marketing and employer branding. In this episode of the Building a Modern Employer Brand -podcast, I'll share with you some of the latest Instagram updates and changes I saw relevant for the purpose of talent marketing. ⏱ 16:56 min Check out this blog post for additional tips on how to use Instagram in recruitment marketing and employer branding as we head towards 2022.

Many employer brand and recruiting departments confuse measuring tactics with measuring strategy. Liz Du from ServiceNow shares her insights on how to make sure your metrics are on the right tracik. Liz Du is the Director of Employer Brand & Talent Marketing at ServiceNow. Liz Du on LinkedIn: https://www.linkedin.com/in/lizdu/ Service Now careers: https://www.servicenow.com/careers.html Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

EMPLOYEE GENERATED CONTENT: A CASE STUDY FROM IBM   There is no better form of content than EGC - Employee Generated Content. Today's job seeker does not want to see slick corporate videos, over produced marketing lit or sermon delivered by the CEO. What they want is to see people who are doing the jobs they are doing telling them how it is to work at the employer.   But knowing is not the same as doing! How do we get from the idea to the execution? Today's special will look at one of the best exemplars of unlocking EGC and enabling the employees to tell the story - IBM, via the Talent Marketing team led by Nick Thompson.   You will learn:   - How to have to conversation with marketing(!) - How to get business endorsement - How to activate socially influential employees - Define what kind of stories you want to tell - What channels, what format, what length, what tone, style and the rest - How does this convert to applications? Or is this the wrong question? - Who you need in your team to make this happen - How to track and manage EGC Essential stuff for any employer branding / talent attraction focused recruiters out there.   Episode 132 is supported by our buddies iCIMS Did you know iCIMS Video Studiowas voted ‘Top HR Products of 2021' at this year's annual HR Tech Conference. iCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce. Interested in learning more? Join our upcoming Panel discussion on 24th November with Recruiting Brainfood, iCIMS and Fosway where we will explore how to ‘Humanise your brand and transform your hiring.' Register via the link here

Persuasive communication is informing, encouraging, and convincing to get across a specific point of view. In talent marketing and communication, we must be persuasive all the time. Otherwise, our messages fail to influence and impact. When you learn to persuade others well, they take your word for it. In this week's episode of the Building a Modern Employer Brand podcast, I talk about persuasive communication in talent marketing.

There is no denying that companies everywhere are struggling to find the talent to fill important roles. However, it is important to distinguish between roles are that are truly crucial to business operations, and others that are more nice-to-haves. After all, the best companies are always dipping their toes into the talent market to see if they can upgrade or add to their talent roster.Wage data indicates that pay raises, on the aggregate, are not as pronounced as many would like to think. Supply and demand dynamics are definitely at play in the labor markets.To learn more about Daggerfinn's employer branding and growth strategies practices, visit us at https://daggerfinn.com.

Between the labor shortage, supply and demand dynamics with talent, and the increasingly fierce competition between companies across compensation and benefits, recruiting is hard right now. Highlighting insights from conversations with executive search leaders at JMJ Phillip (https://jmjphillip.com) and Clarke Caniff (https://clarkecaniff.com), these are the three key recruiting frictions talent acquisition professionals face at the moment. Addressing them is the key to unlocking the talent marketplace.

There is no skill more important in employer branding and other talent marketing than knowing how to communicate your key message. If you fail to get your message right, you will confuse and lose your audience. Simple as that. Every professional communicator knows this and consistently polishes the three characteristics that make them a great communicator. In this episode of the Building a Modern Employer Brand podcast I share with you why success in talent marketing begins with knowing how to clarify your message. If you don't learn how to clarify your message, your talent marketing will fail to deliver. ⏱ 25:32 min

Warum werden IT- und Softwarespezialist*innen für Automobilhersteller immer wichtiger? Was zeichnet sie aus, welche Haltung bringen sie mit? Welche IT-Innovationen prägen die automobile Zukunft? Und was sind die Herausforderungen bei der Entwicklung? Andrea Morgan-Schönwetter, Leiterin Recruiting & Talent Marketing bei Volkswagen, und Dr. Max Senges, Geschäftsführer und Schulleiter der 42 Wolfsburg, erklären Alina und Vincenzo, worauf es ankommt. 1. Digitalisierung und Automatisierung erfordern IT-Talente im Automobilbereich. Das betrifft nahezu alle Bereiche, darunter Produktion und Logistik, Fahrzeuge und Mobilitätsdienste, aber auch Recruiting und andere Einsatzgebiete. 2. Die Herausforderung bei Software-Entwicklung liegt nicht nur in den Produkten und Technologien, sondern auch in ethischen und gesellschaftlichen Fragen, etwa: Wie können wir eigenverantwortlich handeln und gesellschaftlichen Mehrwert generieren? 3. Bei der IT-Entwicklung spielen Offenheit und kollaboratives Lernen eine wichtige Rolle; gleichzeitig verändert sich das Arbeitsumfeld in Richtung New Work und der Integration verschiedener Disziplinen und Meinungen für innovative Lösungen. Impressum: https://shaping-mobility.volkswagen.com/de/anbieterkennzeichnung-14716)

Modern employer branding uses digital marketing to build awareness, grow affinity and drive the target audience towards the employer branding goals of the organization. To understand how it all works and optimize the value for the company, this works needs digital marketing and data analysis acumen. In this episode of the Building a Modern Employer Brand -podcast, I’ll introduce the third role in the modern, Magnetic Talent Marketing Team, the role of a Digital Talent Marketing Manager.

Marvel Comics continue running off longtime X-Men readers. Hellfire Gala was already derided after initial promo materials featuring characters in outlandish costumes. The X-Men team take it to another level with their free X-Men Hellfire Gala Guide this week. How long before readers refuse to come back? (00:00) The comic book industry has a long standing tradition of developing new talent in-house. The industry is trying to figure out how to develop writing and art talent in today's climate of creating at home. Dok and Wes talk about the history and current climate of developing new talent. (14:25) Marvel and DC Comics are creating content for a new, modern audience. But they have yet to crack the code on how to market their stories to this new audience. Gevian Dargan and Wes discuss the ramification. (36:22) DC Comics Batman Fortnite cross-promotion is an enormous success. What can DC Comics do to top it next.? Video game developer and comic artist Eric Canete joins the channel to discuss. (01:06:01) Comic book readers are weary of digital comics because you don't actually own the material. This week Madefire shutdown, leaving digital customers of Archie Comics, BOOM! Studios and others with nothing to show for their money. Joe Corallo and Wes discuss the worst case scenario playing out. (01:24:17) JoeCoralloa sticks around and discusses the latest reports Disney aren't paying royalties to comic book creators. (01:42:40) Finally, Wes and comic books etailer Pele review last weeks CHAMPIONS #1 from Danny Lore. Many in the industry have hailed them the next bog writer in comics. Based on CHAMPIONS #1 they have plenty of work to do to make it to the top. (01:58:20)   YouTube Channel: youtube.com/c/ThinkingCritical   Support Thinking Critical at Ko-fi. Monthly subscriptions receive bonus content and early access to some channel content. Ko-fi.com/thinkingcritical Thank you for supporting the channel!

What is employer brand management? Is it a task or is it an actual role in an employer branding team? BOTH! In this episode of the Building a Modern Employer Brand -podcast, we’ll talk about the employer brand team leader’s role. This is the role that comes with the title of an Employer or Talent Brand Manager. If you aspire to a job as an Employer Brand Manager or you already have that job, check out this episode and definitely download the free eBook too! Together they make a pretty comprehensive yet short and sassy account of what modern employer brand management is and what all you are able to learn in this role ⏱ 17:29 min Link to free eBook covering ALL modern talent marketing team roles, including that of the employer brand manager's.

In this installment of the Special Guest Series on the ATL podcast, Tuan and Nav are joined by Mike Bratusa, who's a Senior Manager on the Talent Marketing team at Wasserman Media Group.   A former graduate of the Sports Management Masters program at Western University (UWO), he shares his journey through the sport marketing world and how he navigated the competitive landscape to secure a dream job on the Wasserman team.    With the recent trade of one of his marquee clients, Norman Powell, Mike gives us a inside look of how the business of talent management goes down and shares some memorable stories from the Toronto Raptors Championship parade in which he was lucky to be apart of!

After rediscovering her love for cooking, Aassia Haq, Vice President of Talent Marketing at MBO Partners, talks about the efficiency behind lean technology models that allow for complete engagement. We explore what keeps Aassia focused, travel through an armchair experience, and the reluctant inevitability of artificial intelligence. Aassia talks about creating channels of engagement, the state of independence and what entrepreneurs should be researching now. #WorkplaceTrends #GCUCpodcast #AassiaHaq #Technology #entrepreneur #smallbusiness #coworking #community

Do you know what a work-to-life riddle is? Well, I'm going to tell you in this episode of the Building a Modern Employer Brand -podcast. Work-to-life riddles are the specific reasons why talents activate on the job market and start looking for suitable ways to solve their key work-to-life riddle. Often times as employers and recruiters we forget talents are not changing jobs because we have a need to hire. Talents start to look for a career change when something - a work-to-life riddle becomes so pressing the risk of changing to an unknown no longer seem a hassle or something stressful. ⏱ 25:15 min

Aassia Haq, Vice President of Talent Marketing at MBO Partners talks with Liz Elam about the importance of optimism during this time of extreme flux, the Texas snowmageddon, and 2021 being all about resilience. We explore the commitment to flexibility as businesses continue to operate under the single, core principle of uncertainty, growing with the fluid industry, and serving customers in an optimistic way. As Vice President of Talent Marketing, Aassia stresses the importance behind hope in your mindset, understanding the details about supporting yourself as a small business owner, and using content to best position you to access economic benefits. #gcucpodcast #AassiaHaq #MBOPartners #entrepreneur #smallbusiness #coworking #community

On this episode, Dave and Erik sit down with Spin Master Toys' Manager, Influencer and Talent Marketing, Brock McLaughlin to talk all things Batman, DC Heroes, one of the absolute creepiest toys we've ever seen, and SO MUCH more! Follow Brock on Instagram ( https://www.instagram.com/brockmclaughlin/?hl=en ) and Twitter ( https://twitter.com/brockmclaughlin/?hl=en ) @brockmclaughlin and listen to his podcast What Dreams Cost ( https://whatdreamscost.buzzsprout.com/1552657 ) wherever you find podcasts! Follow us @aic_podcast on Instagram ( https://instagram.com/aic_podcast ) , Facebook ( https://facebook.com/aicpodcast ) , Twitter ( https://twitter.com/aic_podcast ) , and YouTube ( https://www.youtube.com/channel/UCeNtqD5fka34ndNJ4kD0zlw ) Intro and other voices by Joe Azzari https://www.instagram.com/voicesbyjoe/ Theme Music is "Game Boy Horror" by the Zombie Dandies Proudly part of the Non-Productive Network ( https://non-productive.com/ )

In this week’s episode of Building a Modern Employer Brand -podcast, I want to talk to you about content curation. When we set out to do consistent talent marketing on social media, we need content to post about and share about. Often times we struggle keeping up with a posting rhythm and most often that happens because we feel like we have nothing to post about. Creating your own content, even if it was in the form of a social media post requires time and, well, having interesting enough to say. Curating existing content comes handy when you feel the infamous writer's block approaching.

Isn't it super annoying when it looks like our talent marketing attempts either visibly failed or just boiled down and disappeared into the thin air? You worked hard, figured you had some pretty decent ideas and went about sharing those to the whole world. Or at least your immediate talent audience world. And nothing happens. No pulse whatsoever. We've all been there. It's only a matter of climbing up and covering this pothole! There are a few common rules to adopt in order to avoid talent marketing fails. I'll explain in this episode of Building a Modern Employer Brand -podcast ⏱ 33:21 min

In this week’s episode of Building a Modern Employer Brand -podcast I’m going to introduce you to something called persuasion. A truly professional talent marketer knows what persuasion is and how to persuade others. Key questions answered in this episode: ▫️ What is persuasion? ▫️ Why talent marketers can greatly benefit from being more persuasive? ▫️ Why persuasion matters? ⏱ 27:24 min Don't forget to check out this blog post in which I continue with the theme:

"Discussion leads to discovery. Discovery leads to action. Action leads to rewards."In today's episode, Chris talks to Ray Swatzell - Executive Managing Director of Talent Marketing Optimization. Ray is a senior Talent Acquisition leader with enterprise and multi-site experience. He achieves "win the war on talent" success stories by hiring the best, filling in knowledge gaps, progressive recruiting design, system integrations, automation, and modern recruiting innovations! Today, they discuss how to stoplight your job reqs, marketing in recruiting (hint, its not good), value props and much more!For more information, contact Ray Swatzell on LinkedIn.

This episode is dedicated to you who want to understand behind this "phenomenon" of talent marketing, and maybe be able to argue at work why talent marketing is in fact, so crucial to a growth company. In this episode, I talk about the growing importance of talent marketing as a profession and skill for growth companies. I go into explaining some of the trends behind as well as talk about why the role of a talent marketer will become so critical for a business expecting to run smoothly. I strongly recommend reading also the blog post linked below. In the complementary blog post I write about the 3 key reasons why professional talent marketers are fast becoming relevant. ⏱ 37:29 min

In this episode of Building a Modern Employer Brand -podcast, I talk about what HR and Talent Acquisition can blog about and why I strongly recommend blogging as a regular activity to support your recruitment and employer branding. IN THIS EPISODE:

Hey everybody, I'm Brian Clapp, VP of Content and Engaged Learning at WorkInSports.com and this is the Work In Sports podcast Back in the early 2000s, which seems like yesterday, but in our fast-moving world was actually, like, 100 years ago,  I was the executive producer for a TV show featuring NFL MVP Shaun Alexander.  Shaun is an incredible dude, and I loved working with him, but that's not why I brought this up. I bring this up just to show how much things have changed in the last 15 years. Back then, athletes had very few channels to share their personal stories, their point of view, their personality or perspective. Just a few of the top stars would have their own TV show, like Shaun, others may have weekly segments on sports radio, or maybe work with a local sports reporter for a newspaper feature. Most everything from a personal branding perspective worked through the media.   And then it all changed. Social media played a huge role – players could now voice their own stories, share their own vision, create their own videos – and have a channel to distribute them.  But even more than social media as a tool – there was also a shift in attitude, utilization of the leverage players have, of the demand THEY create. Many in the media call this the player entitlement era, where they now call the shots. The athletes make the demands and they have shifted the leverage of every negotiation. I find that term kind of insulting, player entitlement. The word entitlement gives it a negative connotation, like how dare they express themselves or want for themselves, or demand for themselves.  Entitlement to me has a connotation of being something that isn't deserved, like a child acting like they should get the toy because they want it. It is their prerogative.  In the instance of elite athletes, they are the product, they are the brand, they have every right in the world to express themselves, brand themselves, leverage themselves, for their betterment. And they are doing exactly that.  Sites like the Players Tribune give all players a voice to share the world through their eyes. More and more athletes are creating videos, negotiating deals, creating documentaries and building a huge personal brand – even college student-athletes will soon begin to profit off of their names, images, and likeness.  Alas, the players don't all go it alone. They often look for trusted advisors, creative visionaries who can enhance their portfolio and build their reach beyond what they imagined was possible. One such visionary is today's guest – Rashida Gayle, founder of Twenty Six marketing agency, a boutique full-service marketing agency servicing best in class talent [in sports and entertainment]. They maximize brand opportunities through smart marketing initiatives. Rashida works with stars, like MLS MVP Josef Martinez, NFL Running back Devonta Freeman, N'Keal Harry of the New England Patriots, Justice Hill and Miles Boykin of the Baltimore Ravens, and many others. Time to find out how she got where she is today, and where she sees the world of marketing heading — here's Rashida Gayle.  A quick caveat, when we first recorded this interview, Rashida was the Director of Talent Marketing at GSE Worldwide – she's only recently started up her own agency and it is really exciting to watch her grow –  Here's Rashida…

Angie Grilliot serves as the Vice President, Talent Marketing for UnitedHealth Group, where she leads the talent brand and engagement efforts for the enterprise in pursuit of attracting and retaining the very best workforce. Angie joined the company in 1996 where she found a place to grow and develop. She has stayed because she continues to feel she is surrounded by a diverse, high-caliber team who helps her learn every day.  On a personal note, she’s a proud Mom and Grandma and is currently pursuing her doctorate in leadership and organizational studies at Wright State University.  On most weekends from May through October, you will find Angie and her husband RV camping in the Midwest with family and friends.   In this episode of Fairygodboss Radio, Angie Grilliot offers advice on how to make your presence known while working remotely. [Recorded on September 3, 2020]

❓DID YOU KNOW the ways we use different social media platforms change periodically? What was the best platform for your talent marketing needs before, may no longer be the most effective choice. Keeping up with all the trends may be hard, but worth your while.

In dieser Folge spricht SPOTLIGHT-Moderatorin Nina Böttger mit Andrea Morgan-Schönwetter, Leiterin Recruiting und Talent Marketing der Volkswagen AG. Gemeinsam gehen sie darüber in den Dialog, wie New Work unsere Arbeit verändert, wie wir in Zukunft zusammenarbeiten sollten, und welche Art von Führung und Führungskräften wir hierfür benötigen. Dabei steht eine Frage besonders im Fokus: Welches Mindset brauchen wir dafür? Und wonach suchen eigentlich neue Talente? Passen die neue Arbeitswelt, neue Talente und Integrität überhaupt zusammen? All das erfahren Sie in der neuen Folge von SPOTLIGHT zu Integrität und „New People for New Volkswagen“.

NEWS FLASH social media is your best platform for talent marketing. Why?

Is talent marketing something that inspires you? Would you like to work full time in talent marketing? ❓What is talent marketing as a job, and how can one enter the career path of talent marketing? In this episode of Building a Modern Employer Brand -podcast I'll be talking about talent marketing as a profession and as a career choice. What makes it so exciting is that it is a whole new avenue for both aspiring marketing communications practitioners as well as the more seasoned professionals who are looking for a change from B2B marketing or B2C marketing. ⏱ 27:26 min IN THIS EPISODE:

I'm going to be honest with you. It looks like most businesses fail to succeed in talent marketing. Most businesses are not treating talent marketing in a professional manner. When you treat it in a professional manner, you expect a lot and you give it the appropriate resources to deliver on those expectations. I keep witnessing how most businesses expect a lot, yet treat talent marketing as an extracurricular activity, a bit of fun on the side. Failure to succeed in talent marketing looks most often like this: ❌ Continuous difficulties to get applications from those talents your business really needs. ❌ Regular challenges to fill in your vacancies within the expected time frames. ❌ Not getting your employees to advocate your company as a workplace (or any other company content) on their socials. ❌ Regularly seeing your completion outweigh you in the most attractive employer listings even though you put in so much effort each year. It is not like YOU are not doing ANYTHING. It is not necessary that you are not doing ENOUGH. You might be even doing TOO MUCH. In this episode of Building a Modern Employer Brand -podcast I explain 5️⃣ of the most common reasons why the talent marketing we see is not as successful as it could be. Understanding first what to fix is the way to change! ⏱ 31:17 min DO YOU WANT TO BECOME A TALENT MARKETING PRO?

Are you putting in a lot of effort to boost your recruitment success, but it doesn't seem to correspond? Do you feel like you've tested all the tricks you can think of and come up with. but your hiring success doesn't seem to get any better? In this episode of Building a Modern Employer Brand -podcast I'm addressing five of the most common reasons why talent marketing lacks impact and fails to deliver return on your invested time and money. ⏱ 28:40 min THE 5 REASONS ARE: 1️⃣ Ideating activities that seem like fun to myself. 2️⃣ Not getting my talent audiences right. 3️⃣ Focusing on talent profiles we needed in the past instead of who we need in the future. 4️⃣ Making wrong choices with media and channels. 5️⃣ Getting the message wrong.

Even though the rise of video and photos as content has increased rapidly as popular types of content, blogging is still extremely relevant. In this episode of Building a Modern Employer Brand, I talk about how HR can take advantage of the company blog for talent marketing purposes.

Michelle Cataldo was the Sales Recruiter, Employer Brand Manager, and Community Impact Manager at Wordstream. Since the recording this week's podcast, Michelle's position was eliminated as a result of COVID-19. She is actively seeking opportunities in the Tampa, Fl or Boston, MA areas. If you know anyone hiring please reach out to Michelle directly at linkedin.com/michelle-cataldo. Let's help Michelle find her next job! This episode is brought to you by the VP of Talent Attraction position at Veeva Systems. Veeva Systems, the leader in cloud software for the life sciences industry, is hiring a VP of Talent Attraction based in their new Boston office. This hands-on role is set to operationalize and execute Veeva's non-traditional recruitment model globally. You'll oversee a growing team that includes Talent Partners who are actively identifying and engaging talent, Talent Operations who are driving systems, processes, and data, and Talent Marketing who is focused on recruitment enablement and employer brand content. If you're someone who can think outside the traditional recruitment box and is ready to lead Veeva as they grow to 10,000 employees by 2025, then apply today at https://bit.ly/VeevaTalentVPLearn more at https://bit.ly/VeevaTalentVP

Today on the show I'm chatting Rashida Gayle. Rashida is the Director of Talent Marketing at GSE Worldwide—a leading talent marketing agency in the sports industry. Her roster includes several high-profile players including Atlanta Falcons’ Veteran Devonta Freeman, San Francisco 49er’s Rookie Deebo Samuel, Baltimore Ravens’ Rookie Running Back Justice Hill, and Atlanta United’s Forward Josef Martinez. At only 27 years old, Rashida made history as first and only black woman to represent both NFL & MLS athletes, securing over $5 million in marketing deals. Listen in as we discuss how she continues to break barriers and build opportunities for those who are coming behind her. Connect with Rashida Gayle Instagram/Twitter/LinkedIn: @rashidagayle You can stay connected via Instagram/Facebook @girlbehindthehustle or by Email at heygirl@girlbehindthehustle.com Subscribe to become apart of our community at www.girlbehindthehustle.com --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Hi everybody, I'm Brian Clapp VP of Content and Engaged learning at WorkInSports.com and this is the Work in Sports podcast.Back in the early 2000s, which seems like yesterday, but in our fast-moving world was actually, like, 100 years ago,  I was the executive producer for a TV show featuring NFL MVP Shaun Alexander. Shaun is an incredible dude, and I loved working with him, but that's not why I brought this up. I bring this up just to show how much things have changed in the last 15 years.Back then, athletes had very few channels to share their personal stories, their point of view, their personality or perspective. Just a few of the top stars would have their own TV show, like Shaun, others may have weekly segments on sports radio, or maybe work with a local sports reporter for a newspaper feature.Most everything from a personal branding perspective worked through the media.  And then it all changed.Social media played a huge role - players could now voice their own stories, share their own vision, create their own videos - and have a channel to distribute them. But even more than social media as a tool - there was also a shift in attitude, utilization of the leverage players have, of the demand THEY create. Many in the media call this the player entitlement era, where they now call the shots. The athletes make the demands and they have shifted the leverage of every negotiation.I find that term kind of insulting, player entitlement. The word entitlement gives it a negative connotation, like how dare they express themselves or want for themselves, or demand for themselves. Entitlement to me has a connotation of being something that isn't deserved, like a child acting like they should get the toy because they want it. It is their prerogative. In the instance of elite athletes, they are the product, they are the brand, they have every right in the world to express themselves, brand themselves, leverage themselves, for their betterment.And they are doing exactly that. Sites like the Players Tribune give all players a voice to share the world through their eyes. More and more athletes are creating videos, negotiating deals, creating documentaries and building a huge personal brand. Alas, the players don't all go it alone. They often look for trusted advisors, creative visionaries who can enhance their portfolio and build their reach beyond what they imagined was possible.One such visionary is today's guest - Rashida Gayle, Director of Talent Marketing with GSE Worldwide, a fully integrated talent representation, and sports marketing agency. Rashida works with stars, like MLS MVP Josef Martinez, Atlanta Falcons Running back Devonta Freeman and rookies Justice Hill of the Baltimore Ravens and 49ers WR Deebo Samuel. Time to find out how she got where she is today, and where she sees the world of marketing heading -- here's Rashida Gayle. Questions for Rashida Gayle, Director of Talent Marketing GSE Worldwide1: I read an article where you were asked about breaking into the sports industry and if it's been a smooth road for you – you responded “Absolutely not” – lets dig into that, because it is extremely hard and there are a ton of people that love sports and want to work with athletes – so take us back to the beginning, how did you break-in?2: I saw one background piece on you that said “Gayle credits her upbringing for enabling her to see the bigger picture in life” – can you explain?3: Your background and experience aren't just in marketing - it's public relations, community relations, event production, negotiation, finance – how important is versatility in the sports industry, and how did you learn all of these disparate skills?4: Your work is in a relationship side of the industry, the athletes you approach and recruit have to trust you to work with you. How do you build that trust and get them to sign on?5: What is your approach to developing a marketing strategy for the athletes you work with - I imagine each case is...

Learn how to present yourself in a favorable light to your internship coordinator and how it may help you land that entry level sports job you dream of. Hey everybody, I'm Brian Clapp, VP of Content and Engaged Learning at WorkinSports.com and this is the work in sports podcast.If I sound a little extra peppy today there are a few reasons for it:Reason #1: A friend asked me if I've been feeling down lately because my tone on the podcast has been very serious. Well, no, I feel great, but sometimes I worry I'm a little too excited, and then I tone things down a bit and try to sound like professional guy… but in my heart of hearts I'm like a giddy kid all the time.In fact, at Work in Sports they recently recorded my “giggle” during one of my interviews, turned it into a loop and play it often on our internal system -- we use basecamp - it's pretty cool.Reason #2: We are unleashing our online course this fall semester in many schools and it has me really excited. I've worked really hard building out our Sports Career Game Plan courses, and so far the reception has been great. Now if your school isn't implementing our course as past of their curriculum - you have two choices. Tell your professors about it, and have them reach out to me bclapp@workinsports.com. OR you can purchase it as an individual - visit workinsports.com/gameplan for more info. Or you can just hit me up and we can chat about it.Reason #3 - it is summer and I love summer. I don't care that it is hot, I don't care that it is sweaty. I love it and summer makes me really happy. So if I'm in a particularly good mood today those are some of the reasons why. Oh right, also, my interview with james kimbal VP of Operations for UFC Performance Institute was awesome if you haven't listened to that you should. And tomorrow I'm interviewing Reshida Gayle, who is the Director of Talent Marketing for GSE Worldwide - she works with top athletes like Devonta Freeman on their personal marketing. Super psyched about that - she'll be the interview this Wednesday.Alright, enough preamble - let's get to todays question.Jimmy from Massachusetts. Says here Jimmy is from Worcester, which is about 20 minutes from where I grew up in Bolton, Mass. Head right down 290 and boom you're in Worcester.  Ok, Jimmy asks -- Hey Brian, thanks for all you do with the podcast, I'm amazed at all I've learned and how it is so much more targeted than what I learn in school. I spent my summer interning with a local team, and it has been a great experience. I took your advice and really focused on building relationships throughout my internship. I'll tell you I feel like I got more out of this internship experience than any prior because I had a plan, strategy and focus going in. One very interesting thing happened,  I went to my internship coordinator and asked her about full-time positions with the team and how I can make myself the best possible candidate. She responded with a smile and said “come back to me next week and pitch me on why I should be interested in you full-time?”So I have a meeting set with her later this week and was wondering if you could help me pitch myself -- I've been struggling.Ok let's start with this. I love your internship coordinator. Don't tell her I said that. But I love this idea.You tell me why I should hire you. Awesome.What is she looking for?What you've learnedConfidenceUnderstanding of the big pictureOrganizational ImpactDesire levelI'll summarize this for you, she's trying to see your heart. She wants to know how much this means to you, how seriously you will take this assignment, and how you've grown since you started the internship.Now, let's dive into this a little deeper I'm not going to do the assignment for you, hut I am going to help you frame your mind so you can present yourself in the best possible way.This knowledge is important to anyone who has had an internship and wants a full-time job, which is likely about 90% of you, so listen up.

This is a podcast episode about Pipl. We went beyond the cupcakes with Sagit Drory, VP Talent Marketing, Acquisition & Development at Pipl, to hear about life in Pipl, growth targets and a different way of thinking of HR. Sorry - talent. בפרק הזה של הפודקאסט יצאנו למסע אל נבכי משאבי האנוש, או תחזוק הטאלנטים בשפת המקום, בחברת Pipl. עשינו את זה עם שגית דרורי, ושמענו על יעדי החברה והדרך המיוחדת שלה עם העובדים וההנהלה. ראיינו: יעל לייבוביץ' ואביב הוד יוני 2019

Ali Speck Joins Life In the Front Office for 15 Minute Friday as she talks about her role at ISE Baseball in talent marketing and what it’s like to be a female in the industry of agents and brands.

The CandEs Shop Talk Podcast welcomes Todd Markle, Founder and CEO at Hello Hire, an HR Consultancy focused on Candidate Experience, Talent Marketing, and Recruitment Process Optimization — and a proud Candidate Experience Awards Sponsor. Listen in on how improving candidate experience impacts recruiting and the business bottom line.

Do you value values? How about values such as: - Open company, no bullshit - Build with heart and balance - Don’t #@!% the customer Devin Rogozinski is Head of Talent Marketing at Atlassian, in this interview we learn how the global tech company does employer branding based on a strong set of values. Devin on LinkedIn: https://www.linkedin.com/in/devinrogozinski/ Atlassian values: https://www.atlassian.com/company/values Show-notes: https://employerbrandingpodcast.com Employer Brand Index: https://employerbrandindex.co Got questions? Feel free to email info@linkhumans.com

Bobbi-Sue speaks with Rashida Gayle, Director of Talent Marketing for TLA Worldwide. Rashida is still at the beginning of her career. Her path to TLA included lots of internships and starting her own marketing agency with one player: Devonta Freeman. She and Bobbi-Sue discuss all of those internships, how she got Devonta as a client, […] The post Leveling The Playing Field: Rashida Gayle, Director of Talent Marketing for TLA Worldwide appeared first on Radio Influence.

Episode 144 is live! This week, we talk with Austin Graff in Washington, DC. Austin is the Talent Marketing and Branding Specialist for The Washington Post. Previously, he was the social media manager at Honest Tea and the Marketing Manager for a leading human rights agency called International Justice Mission. On today’s episode, Austin shares his tips for starting a career in social media, and how to find a company that aligns to your personal values. Austin also shares his thoughts on being on the other side of the hiring table, as he manages The Post's talent branding and messaging strategy. Listen and learn more! You can play the podcast here, or download it on iTunes or Stitcher. To learn more about Austin, follow him on Twitter at @austinkgraff, and look him on on Instagram at www.instagram.com/austinkgraff. Thanks to everyone for listening! And, thank you to those who sent me questions. You can send your questions to Angela@CopelandCoaching.com. You can also send me questions via Twitter. I’m @CopelandCoach. And, on Facebook, I am Copeland Coaching. Don’t forget to help me out. Subscribe on iTunes and leave me a review!

@marenhogan .....Maren Hogan visits with Bryan Wempen and William Tincup about HR and whatever else keeps her up at night with Corproate America. DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

  Co-Hosts, Bryan Wempen @bryanwempen and William Tincup @williamtincup will be talking about real Human Resources (organic HR) with HR practitioners' every single day. Give us a call with your thoughts at (347) 996-5600. The window opens at 12 Noon at "DTHR". We always start out with bite-size business sliders from the top stories world-wide. Weigh in with your thoughts, we care a whole lot so tweet, call or message us with your comments at #dthr or directly to @drivethruHR