Podcasts about talent recruiting

"Die nächsten 50 Millionen Fans werden nicht aus den USA kommen!" Die NFL verfolgt gerade nur eine Mission: Expansion. Nächstes Jahr zum ersten Mal im Bernabéu Stadion in Madrid, in ein paar Tagen erneut in der Allianz Arena in München und auch Mexiko gehört bereits zum Spielrhythmus. Die Internationalisierung der National Football League ist DAS Thema, über das derzeit am meisten diskutiert wird – auch intern. "International spielen wir auf jeden Fall Offense. Es geht darum, die Liga vielleicht als erste Sportliga überhaupt in eine globale Liga weiterzuentwickeln." Die Football Community in Deutschland wächst. Die NFL Spiele locken immer mehr Fans vor die Bildschirme. Hat sich der Wechsel von ProSieben zu RTL gelohnt? Wie kann der Football-Nachwuchs auch hierzulande gefördert werden? Und was erwartet uns neben "Country Roads" beim NFL Munich Game am 10. November 2024? Unser Gast Dr. Alexander Steinforth, Managing Director der NFL-Germany Unsere Themen Umbau in nur 4 Tagen: So laufen die Vorbereitungen für das NFL Munich Game NFL = die erste globale Sportliga? Rolle von Alex als "Mitarbeiter Nummer eins in Deutschland" NFL Academy: Wann kommt der nächste Sebastian Vollmer? Wie ein Ex-NFL Star den Onlineshop der NFL lahmgelegt hat Was Werbung in der NFL kostet Fazit nach 1 Jahr: Hat sich der Wechsel zu RTL gelohnt? Ausblick: Werden schon bald noch mehr NFL Spiele in Deutschland verkündet?  Zum Blogartikel: https://sportsmaniac.de/episode475 Unser Partner (Anzeige) Unser Bildungspartner, die IST-Hochschule, ist auch dein Partner, wenn es darum geht, die besten Young Talents zu finden. Als ganzheitlicher Karrierebegleiter veranstaltet das IST ein Talent Recruiting im Rahmen des Kongresses Sport Marke Medien und matcht 30 Talentes mit 30 Unternehmen aus dem Sportbusiness. Das Event findet am 2. und 3. Dezember in München statt. Alle Arbeitgeber, die am Talent Recruiting teilnehmen, erhalten 25 % Rabatt auf die regulären Kongresstickets. Bisher sind unter anderem EUROSPORT, der VfL Bochum oder Apollo18 dabei und vielleicht trefft ihr dann auch auf den FC OneFootball.  Alle Infos gibt's hier: https://sportsmaniac.de/talents Unsere Empfehlungen Abonniere unser Weekly Update: https://sportsmaniac.de/wu Unser Kontakt Folge Sports Maniac auf LinkedIn, Twitter und Facebook Folge Daniel Sprügel auf LinkedIn, Twitter und Instagram E-Mail: daniel@sportsmaniac.de Wenn dir gefällt, was du hörst, abonniere uns gerne und empfehle uns weiter. Der Sports Maniac Podcast ist eine Produktion unserer Podcast-Agentur Maniac Studios.

"Wir sind eine riesige Community, warum sind wir nicht das Community-Team?!" Gesagt, getan: OneFootball ist mit einem eigenen Team in der Icon League vertreten. Hinter dem FC OneFootball steckt nicht nur ein sportlicher Ehrgeiz, für die größte Fußball-Content-Plattform ist das Engagement ein reichweitenstarker Brand Case. Die internen Hürden waren anfangs groß: Kein Budget, keine Partner. Das hat sich geändert. Doch die größte Challenge lautet immer noch: "Auf der einen Seite sind wir mit dem FC OneFootball ein Team und wollen gewinnen, auf der anderen Seite sind wir eine Plattform und geben jedem Team die Chance in diesem Umfeld aktiv zu werden." Was waren die größten Herausforderungen? Warum ist die Entscheidung für die Icon League gefallen? Ist Sponsoring (u.a. Skechers) der relevanteste Revenue Stream? Und wann ist der Business Case FC OneFootball überhaupt ein Erfolg?  Unsere Gäste Kai Birras, Director of Partnerships, Marketing & Communications bei OneFootball Unsere Themen So entstand die Idee des Community-Teams FC OneFootball Über die Rolle von Kai: "Uli Hoeneß, aber nett." Interne Hürden: Von Budget bis Sponsoring-Verkauf Icon League statt Baller League? Und wie kann OneFootball eine "neutrale Plattform" bleiben? Insights: Icon League als Brand Case Über Partnerschaften mit Skechers, SOS-Kinderdorf und IST Ausblick: Wann ist FC OneFootball ein Erfolg? Zum Blogartikel: https://sportsmaniac.de/episode474 Unser Partner (Anzeige) Die IST-Hochschule ist nicht nur unser Bildungspartner, sondern auch vom FC OneFootball aus der Icon League. Als ganzheitlicher Karrierebegleiter veranstaltet das IST ein Talent Recruiting im Rahmen des Kongresses Sport Marke Medien und matcht 30 Talentes mit 30 Unternehmen aus dem Sportbusiness. Das Event findet am 2. und 3. Dezember in München statt. Alle Arbeitgeber, die am Talent Recruiting teilnehmen, erhalten 25 % Rabatt auf die regulären Kongresstickets. Bisher sind unter anderem EUROSPORT, der VfL Bochum oder Apollo18 dabei und vielleicht trefft ihr dann auch auf den FC OneFootball.  Alle Infos gibt's hier: https://sportsmaniac.de/talents Unsere Empfehlungen Abonniere unser Weekly Update: https://sportsmaniac.de/wu Unser Kontakt Folge Sports Maniac auf LinkedIn, Twitter und Facebook Folge Daniel Sprügel auf LinkedIn, Twitter und Instagram E-Mail: daniel@sportsmaniac.de Wenn dir gefällt, was du hörst, abonniere uns gerne und empfehle uns weiter. Der Sports Maniac Podcast ist eine Produktion unserer Podcast-Agentur Maniac Studios.

Die IST-Hochschule bietet Dir am 2. Dezember in München die exklusive Möglichkeit, beim Talent-Recruiting, mit hochkarätigen Top-Arbeitgebern aus dem Sport, teilzunehmen.

- First off, for folks now familiar with your background, can you tell us a bit about yourself?- You made the leap from working for a firm to founding your own talent and recruiting company. Can you tell us about that decisions and experience?- Before we dive into specific topics, what are some of the biggest workforce trends you are seeing in cyber currently? I have seen you talk about the pendulum shift from workers to employers on aspects like remote roles, and so on. What is the current dynamic across the cyber landscape broadly at the moment?- The cyber workforce is often discussed painfully, with talks of struggles to attract and retain technical talent, but I feel like it isn't just a headcount problem. We also often see absolutely awful PD's and processes that impact organizations hiring abilities. What are your thoughts here?- You're often seeking out some of the best talent for leading organizations. What sort of experiences, qualities and characteristics do you find yourself looking for in candidates that make them stand out from the broader workforce?- Conversely, what are some things you see organizations doing the best that really set them apart from others when it comes to building amazing security teams?- What can folks be doing to try and best position themselves for their dream role? What are key things to keep in mind and emphasize from an expertise, personal branding, resume and other factors perspectives?

Welcome to the Military Transition Podcast, Human Resources Pathfinder Series, where we share invaluable Human Resources career insights and HR tips and tools tailored specifically for the veteran community. I'm your host, Misty Moreno. I served in the Air Force for 20 years and retired in 2020. I'm the Marketing Manager and Content Creator for Vets2PM, and I mentor veterans just like you through the military transition. In today's episode, we have the privilege of hosting Alexandra Kaprielian, a dynamic HR professional who currently works as the Manager of People Engagement and Onboarding at SYPartners in Manhattan, NY. Alexandra's journey to the consulting world has been anything but conventional. Growing up in San Mateo, CA, Alexandra dreamed of being a singer. After performing in over 30 shows in the Bay Area, recording a solo jazz album, traveling on a National Broadway tour, and working as a Casting Assistant for TV and film in LA, she spent over 15 years in the service industry. Pursuing her Broadway dreams, she moved to New York, but soon found that working long hours in restaurants wasn't fulfilling enough. With a friend's help, she transitioned to Talent Recruiting at SYPartners, seeking a better quality of life. Over almost six years at SYPartners, Alexandra transitioned from Talent Acquisitions to People Operations, and now to her current role in Onboarding within Learning & Development. Her creative skills and experience in talent acquisition and the hospitality industry made her a natural fit for an HR Generalist role. When Alexandra isn't in front of her computer, you can find her singing at jazz venues in New York, doing voiceovers for commercials and books, or enjoying a morning cup of coffee or a glass of champagne to end the day. Join us as we explore Alexandra's unique journey, her experiences and insights in HR, and how she leverages her diverse background to enhance People Engagement and Onboarding at SYPartners. Let's dive in! --- Support this podcast: https://podcasters.spotify.com/pod/show/vets2pm/support

Erik diskutiert in seinem heutigen Marketing Transformation Podcast mit Thorsten Schapmann, Global Media Director bei Beiersdorf. Unter anderem geht es um die Herausforderungen beim Auf- und Umsetzen des digitalen Transformationsprozesses, Thorstens heutige Sicht auf seinen beruflichen Einstieg auf Agenturseite sowie seine persönliche Einschätzung (internationaler) Marketingtrends. Diese Aspekte beleuchten die beiden in ihrem Gespräch: - Der ideale Berufseinstieg aus deiner heutigen Sicht: Agentur- oder Advertiserseite? - Beiersdorf & Martech: Wie seid ihr hier aufgestellt? - Dein Tipp für das Aufsetzen und nachhaltige Umsetzen des digitalen Transformationsprozesses? - Retail Media Boom: Wie beurteilst du die aktuelle Entwicklung? - Marketingtrends: Auf welche internationalen Märkte schaust du? - Was ist deine Strategie für erfolgreiches Talent Recruiting? Thorsten Schapmann ist seit über 9 Jahren bei Beiersdorf beschäftigt. Nach einigen Rollen, lokal in Deutschland und der Schweiz sowie regional, führt er seit Anfang 2023 das globale Media Team. Zuvor war er auf Agenturseite bei deepblue networks tätig und begann seine internationale digitale FMCG Karriere bei Jacobs Kaffee, Reemtsma sowie Imperial Tobacco in London.

Pete and Joe welcomed guest Lee Whitley, the Founder of Raleigh-based Whitley Recruiting. Not coincidentally, Whitley Recruiting is the sponsor for the next 10 Friday Nooner episodes. Lee talked about how he first got into recruiting, then out of it, then back into it for good, as well as how his firm specializes in recruiting sales professionals for SaaS and technology companies in the Triangle and Southeast.

Today, we're uncovering the secrets of finding talent for your job openings – those hidden gems that can transform your team – even if they aren't actively looking for a new job!First up, I'll be sharing my insights on how to uncover talent for open roles at your company. We'll discuss the vital importance of tapping into skilled professionals who aren't actively job hunting. Whether you're looking for hourly employees or top-level executives, I've got strategies for you. We'll explore local community boards, trade schools, social media groups, and networking events – all fantastic resources to discover that hidden talent pool. Plus, I'll reveal some unique tips, like partnering with temporary agencies and even hosting contests to attract potential candidates.But that's not all! In today's fast-paced world, you can't ignore the power of LinkedIn and other modern methods. Learn how to research companies, target industries, and craft effective messages. I'll share my tricks for finding and reaching out to potential candidates, including the art of sending messages and using email sequencing tools to get those crucial responses. Patience is key, with 75% of responses coming after the third email message.But wait, there's more! I'll spill the beans on a powerful strategy – creating content marketing that showcases your company culture through blogs, videos, and podcasts. This not only attracts top talent but also builds a pipeline of qualified candidates for future roles. I'll even share how I've hired up to 5 people through this method.Remember, intention and hard work are essential in finding the right people. If you're running a small business and wondering where to start, tune in now!What you'll hear in this episode:[1:55] What is passive talent?[2:35] Tapping into skilled professionals who are not actively looking for a new job[3:15] Finding passive talent for job openings[7:53] Researching companies in a specific industry to create a list of potential targets[9:30] Using LinkedIn to find and reach out to potential candidates for job openings[11:30] Online passive sources for talent acquisition[13:55] Tips for creating tailored, effective messages to potential candidates[15:35] The importance of intention and work in finding the right people[18:35] Information on toolkits to help small businesses find and hire the best candidatesListen to Similar Episodes:Selling Your Business Through Storytelling with Marisa CorcoranHow Do I Find (and Keep) Great EmployeesThe Secret to Hiring Success: Strategies for Finding the Right Employee* Connect with me on IG @jackie.koch_* Find more information on my website https://www.jackiekoch.com/

Mississippi State insider Steve Robertson joins the show on the Farm Bureau guest line talking about takeaways from the Bulldog's scrimmage, the most electric playmakers and the latest recruiting news live in the BankPlus Studio. Steve talks about the steps that Vanderbilt transfer Mike Wright has taken at backup quarterback and how his talent style compares to Will Rogers in the run game. Steve talks about Wright as being solid insurance if anything were to happen to Rogers. Bo and Steve talk about the biggest takeaways from the scrimmage and Steve mentions the reassurance the offense gave with their continuity and the loaded running back room. Steve breaks down the 5 possible running backs and mentions that Seth Davis has separated himself as different from the rest of the pack. Steve goes on to talk about the most electric player on offense and believes Tulu Griffin is #1 but Zavion Thomas could land at #1B. Steve goes on to talk about Tulu as an important slot receiver and how wide receivers coach Chad Bumphis has used his experience with route running in high school and college to help the talented receivers take the next step. Bo and Steve start talking about the offensive line and how Cole Smith is the sure-fire center for the Bulldogs. Steve talks about Cole's leadership and progression on the offensive lien and what he brings to the unit. Bo and Steve look at the biggest weakness on the offense and Steve believes the left tackle position brings up a lot of question marks but the line itself is a solid group. Steve talks about the cornerback battle settling and that depth concerns with the two upfront on defense have been settled through scrimmages and practice. Bo wants to know if Trevion Williams will have a breakout year and Steve isn't ready to go that far just yet. Steve talks about Ole Miss landing recruits recently and how Mississippi State is now turning their head more towards junior college and transfer portal candidates. Learn more about your ad choices. Visit megaphone.fm/adchoices

We all know how important good employees are to any business. But in financial services, and particularly sustainable finance, which is rapidly expanding and changing the way we invest, finding and developing top talent is absolutely critical. So how do you go about finding the right people with the right skills to help your company become a sustainability leader? In today's podcast I'm talking with 2 pioneers in recruiting and talent development in sustainable finance. Andy Cartland founded Acre 20 years ago, and has built the company into a global leader in the field. Gloria Mirrione is Executive Director and Head of Sustainable Finance and Impact Investing at Acre, Americas. Andy and Gloria will be answering some of the most important questions about how human capital drives transformational change, whether for traditional or alternative asset managers or for banks and insurers.

Hiring the right person for your company is crucial. It can mean the difference between success and failure, growth and stagnation, and job satisfaction or dissatisfaction.  Finding the perfect employee who fits your company's culture, values, and goals means a lot of hard work and dedication to finding someone with the right skill set for the position.  It also means understanding the importance of creating an open and inviting environment that encourages diversity and inclusion.  In this podcast, I chatted with Kimone Napier, Founder of Hire Breakthrough. She's an expert on all things related to hiring the right fit for your company! In the episode, we discussed:           - Unicorns (Yes, you read that correctly)           - Hiring diverse talent without trying to fill a quota           - Her #1 favorite question to ask a candidate in an interview and how it works in her favor Learn more about Kimone here: Website: https://hirebreakthrough.com Instagram: https://www.instagram.com/simplykimone If you've been loving the Next Level Leap podcast, would you just stop what you're doing right now and give us a quick review? In the Library Tab under Shows, click on the podcast subscription and scroll down to Ratings & Reviews to give it a star rating. Click Write a Review, if you wish, then click Send when finished. We appreciate your review so much. Thank you! Website | Facebook | LinkedIn  | Youtube

Join our resident Business Ninja Kelsey, together with the Co-Founder and the EVP of Client Development of Model Match, Eric Levin, as they talk building healthy recruiting pipelines and bring your team into one central, collaborative space. Model Match provides a space to empower organizations to strategically grow and generate better business. Organizations of all sizes look to Model Match to provide the needed guidance and solutions to grow with intent.Model Match helps forward-thinking mortgage lenders source and attract talent matched to their organization. Bring your team and pipeline into one central, collaborative space.Learn more about them and visit their website today at https://www.modelmatch.com/-----Do you want to be interviewed for your business? Schedule time with us, and we'll create a podcast like this for your business:  https://www.WriteForMe.io/-----https://www.facebook.com/writeforme.iohttps://www.instagram.com/writeforme.io/https://twitter.com/writeformeiohttps://www.linkedin.com/company/writeforme/https://www.pinterest.com/andysteuer/Want to be interviewed on our Business Ninjas podcast? Schedule time with us now, and we'll make it happen right away! Check out WriteForMe, more than just a Content Agency! See the Faces Behind The Voices on our YouTube Channel!

Sponsored by Autodesk   Sam has always wanted to work in the animation industry and pursued it through grade school and college. She graduated from Loyola Marymount University with a B.A. in Animation during the great housing recession, so she pivoted to a career in teaching. After teaching for about 4 years, she decided it was time to turn back to a career in animation. She got started as a PA at Dreamworks Animation TV and worked on the side to improve her CG demo reel for surfacing. After 5 years at DW, Netflix called and offered her a position in Outreach & Engagement. She decided to take the leap of faith and has never looked back! Website: https://slewis-portfolio.com/ Social Media: https://www.instagram.com/samg_anim/ https://twitter.com/SamG_Anim https://www.tiktok.com/@samg_anim   ---- Hosted by: Monique Henry-Hudson #Simplyrobotixpod   Podcast workbook - https://www.simplyrobotix.com/shop/podcast-planner-complete Consultation services - https://www.simplyrobotix.com/pricing-services Shop - https://www.simplyrobotix.com/shop Patreon Link - https://www.patreon.com/simplyrobotix

Welcome to another episode of Mindstand Presents (The E1B2 Podcast); in today's episode Aj (VP of Partnerships @ Mindstand) - shares how to bake DEI into your Talent/Recruiting Communications!

Growing organizations in the power industry are finding it increasingly difficult to recruit and retain talented employees. In this episode, OMICRON human resources experts Cordula Böhmer and Ruben Fuentes share their experiences and insights. They also describe how OMICRON endeavors to expand its talent pool by offering inspiring working conditions based on core values that keep the company focused on developing innovative solutions and creating a great place to work.

Ali Nassirian, Director, Home Loans at Golden 1 CU talks on The Race for Talent: Recruiting Differently. Highlights include: scaling for growth; team recruiting starts with a plan; career path is key and the importance of relationship recruiting. Ali has been in the mortgage industry for close to 20 years and you will learn some of his key tips on recruiting in today's marketplace.

Miller Johnson attorneys Sarah Willey and Rebecca Strauss welcome colleague John Koryto to discuss how to expand the pool of job candidates with employment based immigration options.

Brandon, Jose and Jacob discuss recent and upcoming visitors for OU. The impact of each and OU's chances to land them. Follow us on Twitter and Instagram @TwoPlaneSports 00:00 Intro01:18 Update on players from previous video03:54 CB Jahlil Florence05:58 Louisville CB Kani Walker10:51 Wyoming CB CJ Coldon14:31 Tulane DL Jeffery Johnson19:04 Mizzou DL Mekhi Wingo22:35 Brent Venables Changes26:15 Thank you for Watching!

This week's guest is Max Armbruster. Max is an expert in talent acquisition in high volumes. He is the founder and CEO of Talkpush, a leading conversational CRM for recruitment that utilizes automation to help businesses focus on finding the right talent. When utilizing modern recruitment strategies for recruiting in high volumes, it's best to treat candidates like consumers--monitoring their changes over time and adapting the recruiting process to their evolving behaviors. Max offers best practices for how to achieve high-volume talent recruiting success at scale. Building Software to Support Talent Acquisition When Max began his recruiting career he quickly identified the challenges recruiters faced and began developing ways to increase efficiencies and success rates throughout the hiring process. He first purchased human resources recruiting software 15 years ago, utilizing technology to assist in his recruiting strategy. Building on his experiences with that platform, three years later he began developing his own recruiting software for internal use. Eventually, after tweaking and improving the system, his entrepreneurial journey began when he started selling the recruitment program. He is committed to building software to help recruiters use intuitive tools to improve outcomes and expand their talent acquisition pool. This organic evolution from recruiter to talent management software developer is grounded in Max's own experiences and knowledge enabling him to address the needs recruiters face in an ever-evolving hiring world.    What is High-Volume Recruiting?  In years past, high-volume recruiting used to focus on hourly workers and temp workers--think food and beverage sector, transportation workers, and the like. In recent years, however, an under-looked part of the talent acquisition space has gained prominence through the use of high-volume recruiting technologies to address a variety of hiring situations. High-volume recruiting exists in many companies through graduate hiring, retail and hospitality, seasonal staffing, the BPO sector, and other service industries that manage high numbers of candidates. Companies that hire more than 1,000 people for the same job or job type on an annual basis experience this type of high-volume recruiting. The Evolution of High-Volume Recruiting Over the Past Decade  High-volume recruiting has experienced significant growth over the past 10 years, especially from process and technology standpoints. With so many options in the marketplace, there are myriad opportunities for companies to evolve beyond Excel spreadsheets and a multitude of staffing providers to help fill their hiring funnel. Many companies have embraced their roles as digital marketers and own the digital recruiting journey from acquisition to onboarding. They employ digital tools to manage everything from the very first ad displayed on a job board or on social media to communicating with new employees throughout the onboarding process. Candidate behaviors are changing and digital tools help recruiters adapt with data-driven processes for assessing and improving hiring metrics. Efficient and strategic high-volume hiring processes can exponentially increase outcomes when screening and shortlisting candidates. Modern Digital-Marketing Approach to High-Volume Recruiting  Recruiters looking to fill positions ideally want to follow the shortest path to a qualified candidate. To put it simply, recruiters look for candidates who have the right qualifications and are available now, so they can make an offer. Marketers, thinking in larger numbers, can have a funnel with a high ratio of 1,000 leads to 1, and the technologies in place offer methodologies that empower them to handle these large volumes in more efficient ways than if they were operating everything manually.  Looking at recruiting from a marketing standpoint can also mean talking to candidates who don't know they're candidates yet. They're individuals who are browsing and considering options, looking to be inspired. Recruiters as marketers can embrace these opportunities and inspire potential job seekers to consider a career with their company. Digital marketing automation tools can help encourage candidates to consider careers and companies they may not otherwise have pursued.  Technology Platforms That Support Personalized High-Volume Hiring There is a changing landscape of technology platforms to aide in digitalmarketing recruitment campaigns. Traditionally, job boards were a key component of reaching job seekers in high numbers. Twenty years ago, Monster dominated the field, 10 years ago it was Indeed. Now social media is the place to go to reach a large audience. The new technology integration platforms of today are dominated by Indeed, LinkedIn, Google Talent Cloud, Facebook, and the rising prominence of TikTok.  Indeed and LinkedIn offer large audiences, but Facebook, Instagram, and TikTok are particularly effective among the younger portion of the population with innovative offerings such as TikTok's video resumes. Recruiters that activate these channels find a gold mine for talent.   Utilizing Tools to Personalize the Message  One of the pillars of digital marketing today is a personalized approach to messaging. This approach extends to recruiting, enabling recruiters to create a personalized experience that connects potential candidates with businesses.  The platforms allow users to target the message to certain populations through demographic segmentation, location, and preferences. Through this type of persona marketing, recruiters can, for example, design an ad for mothers that focuses on the benefits for working mothers at their company. Or they can tailor their messaging to students or individuals in the middle of their career looking for a career change. The key is to assess the talent pool and identify a handful of personas that can be targeted at scale. Then build high-volume hiring campaigns around those personas, addressing them with personalized messages as if talking one-on-one with them but actually talking to thousands of people through Messenger, SMS, etc.  It's essential to have appropriate technology and tools like an applicant tracking system in place so that after these conversations are started recruiters know the names of potential candidates and their other details within the context of what was discussed.  After utilizing persona marketing strategies, recruiters can segment their audiences into multiple personas to begin personalized conversations with potential candidates. Once those leads are generated and the conversations have begun, conversational AI (or chatbot) is beneficial for sending personalized messages and conversations that take on human personalities. Using conversational AI, recruiters can talk to candidates based on where they're at in their job-seeking journey. Have they decided what they want? Have they completed a first interview? Are they at the onboarding stage? To use conversational AI with impact, it's important to recognize the candidate's status, read their intentions, and deliver the information they want through well-designed, simulated human conversations. There are also hybrid options in which candidates interact partly with a chatbot and partly with a human, converting to a phone conversation with a recruiter after the process is initiated through conversational AI.  Engaging candidates through modern digital marketing techniques can be playful and can communicate selling points along with screening questions. Chatbots that live on messaging platforms like Facebook Messenger, Instagram, and the likes deliver more than just text, supplementing words with gifs, images, and videos to enrich the experience. Conversational AI can create text and video at a speed beyond what a human is capable of, making for high-volume interactions.  For example, in the days leading up to a candidate's first day on the job, conversational AI can provide them personalized messages about facilities, work life, and other insights into what life will be like when they begin working. This would be challenging for a recruiter to provide in high volumes without the use of digital solutions.  High Volume Recruitment in Action  iQor's chatbot, named Qori, offers a great example of how to use conversational AI with a personality to engage in productive conversations with candidates. A number of individuals have shared their journeys through #iQorianStories on Facebook and other social media outlets. They discuss their experiences coming into the BPO sector from a variety of backgrounds. Some were motivated financially in an effort to help their families, some left industries with slowed growth.  Digital marketing and high-volume recruiting can inspire people through stories that prompt them to follow a page, listen to a voice and then remember those stories when they are deciding on their next career move. iQor's #iQorianStories highlight individuals seeking quality employment in a professional services environment and how these opportunities helped transform their lives. This is a good example of using social media to generate a larger talent pool than you would have access to simply by posting a job announcement on a talent board.  What Max Does for Fun  Pandemic life has rooted Max in front of the webcam for hours on end. As soon as he switches off the camera, he likes to go out and exercise in the fresh air. He used to exercise two to three times a week. As COVID changed the nature of his work environment, he ramped up his exercise routine and now participates in sports every day. When he's not swimming, he's playing squash which better equips him for ongoing video calls. Squash is his favorite--providing an outlet for him to scream, hit balls, and let it all out! Learn more about iQor's digital customer experience capabilities. Read the blog post here. Watch the video here. 

Jose and Jacob discuss the 6 locks that Kobie Mckinzie has been hinting to and the how the recruiting class could end up. Be sure to follow us on Twitter and Instagram @TwoPlaneSports

"25 years ago, we were moving people to work. Today we can move work to people", bringing opportunities to smaller companies and knowledge workers anywhere in the world. Even start-ups can tap into global talent in a way that was once reserved for multinational companies with global footprints and deep pockets. In this episode Jonathan Romley speaks with Mark Hedley, Vice President of Talent Recruiting for Globalization Partners. Mark helps businesses access global remote talent to scale internationally. International labor mobility is a passion for Mark who has lived and worked on four continents. He has extensive experience on both the client and the provider side of talent acquisition and HR outsourcing, having served in senior global and regional roles with Korn Ferry, Deutsche Bank, Citibank, and leading HR outsourcing and global mobility firms. In this episode we talk about: How talent acquisition and global expansion have changed in the past 25 years. What it is like to be today's remote global employee. The change that technology is driving and how the pandemic has affected global businesses differently. How to attract and retain top talent. Get in touch with Jonathan on LinkedIn: linkedin.com/in/jonathanromley

This episode of the Maximize Business Value Podcast is the second of a two-part series and it features host Tom Bronson and guest Mark Galvan, Managing Partner of ProForce. In this first part, Tom and Mark talked about the groundwork for attracting and retaining the very best talent, but this episode focuses on implementation. The main topic of their conversation revolves around the 5 paradigm shifts where they discuss each in detail. Tune in to learn how the value of your business can be improved!Mark Galvan is the Managing Partner of ProForce, which helps companies build an online reputation that makes them look attractive as an employer. The goal is to help small to mid-sized businesses find and choose the best applicants for a desired job. They are passionate about accelerating the growth of your organization by empowering your team to Attract the Right High-Performing Talent in your industry - Anytime, Anywhere!Tom Bronson is the founder and President of Mastery Partners, a company that helps business owners maximize business value, design exit strategy, and transition their business on their terms. Mastery utilizes proven techniques and strategies that dramatically improve business value that was developed during Tom's career 100 business transactions as either a business buyer or seller. As a business owner himself, he has been in your situation a hundred times, and he knows what it takes to craft the right strategy. Bronson is passionate about helping business owners and has the experience to do it. Want to chat more or think Tom can help you?  Reach out at tom@masterypartners.com or check out his book, Maximize Business Value, Begin with The Exit in Mind (2020).Mastery Partners, where our mission is to equip business owners to Maximize Business Value so they can transition their business on their terms.  Our mission was born from the lessons we've learned from over 100 business transactions, which fuels our desire to share our experiences and wisdom so you can succeed.

This episode of the Maximize Business Value Podcast is the first of a two-part series and it features host Tom Bronson and guest Mark Galvan, Managing Partner of ProForce. In this first episode, Tom and Mark lay the groundwork for Attracting and Retaining High Performing Talent, and the next episode will focus on implementation. Employer Branding, Online Reputation as an Employer and differentiating Talent Recruiting and Talent Attraction are just a few of the topics of the episode. Tune in to learn how the value of your business can be improved!Mark Galvan is the Managing Partner of ProForce, which helps companies build an online reputation that makes them look attractive as an employer. The goal is to help small to mid-sized businesses find and choose the best applicants for a desired job. They are passionate about accelerating the growth of your organization by empowering your team to Attract the Right High-Performing Talent in your industry - Anytime, Anywhere!Tom Bronson is the founder and President of Mastery Partners, a company that helps business owners maximize business value, design exit strategy, and transition their business on their terms. Mastery utilizes proven techniques and strategies that dramatically improve business value that was developed during Tom's career 100 business transactions as either a business buyer or seller. As a business owner himself, he has been in your situation a hundred times, and he knows what it takes to craft the right strategy. Bronson is passionate about helping business owners and has the experience to do it. Want to chat more or think Tom can help you?  Reach out at tom@masterypartners.com or check out his book, Maximize Business Value, Begin with The Exit in Mind (2020).Mastery Partners, where our mission is to equip business owners to Maximize Business Value so they can transition their business on their terms.  Our mission was born from the lessons we've learned from over 100 business transactions, which fuels our desire to share our experiences and wisdom so you can succeed.

In this Podcast today, I will discuss the company Alorica! Listen to the podcast for details! --- Support this podcast: https://anchor.fm/thressa-sweat/support

Our featured guest on this episode is Flo Navarro, Senior Vice President of Human Resources at iQor Philippines and Head of Global Recruiting. Flo has a huge responsibility. In addition to overseeing all traditional HR functions for roughly 27,000 iQorians in the Philippines, she also oversees global talent recruiting.      As a BPO with a presence in nine countries, we're constantly recruiting to meet the needs of our clients' customer care programs. Whether it's a new client or an expansion of a current client program, we're always recruiting to attract and retain customer support talent. And Flo is the leader who oversees all of it.    Flo is quick to point out that talent recruiting is a big team effort. Her team partners with Operations, Marketing, and Workforce Management to create awareness for the available customer support agent opportunities and fill the pipeline with qualified candidates.      Flo says that recruiting thousands of new hires is both complicated and fun. It's an end-to-end recruiting process that starts with sourcing, then screening, selection, and onboarding. In each step, the team devotes time to ensure they use best-in-class methods to achieve the recruiting goals for each client.     Flo's professional background includes two decades in the BPO industry. She has seen many different recruiting strategies in her career. She is very appreciative of the leadership team at iQor for the high level of support given to recruiting. Likewise, the investment made in technology has been a game-changer. She is very grateful for having access to the right systems that enable her team to source and hire thousands of contact center staff each year.     Talent Recruiting is a Team Effort   Flo is very intentional in declaring that everyone on her team is very involved in the talent recruiting process. Her team is hands-on with designing digital marketing ads to communicate the company's culture and values, not just the job details. They work with Marketing to attract viable candidates through digital advertising and a digital bot named Qori, who can help candidates fulfill an application process digitally. They also provide valuable input on the messaging to ensure consistency with the brand and convey our irresistible culture with authenticity. Her team ensures that the content effectively communicates the benefits of working at iQor.      iQor's Response to COVID 19    Flo explains how we acted very fast in response to the pandemic. Under Flo's leadership, HR created a dedicated COVID-19 group. The group provides a direct line for employees to contact for any reason to report something or if they need help. The group is trained to answer questions about COVID-19 and iQor's procedures and will escalate if the question can't be answered. If someone tests positive, someone from this group checks in with them every day. If the employee is alone, the iQor COVID-19 group will do whatever is needed to provide meals to the individual. Contact tracing is also provided to ensure the safety of employees who are working in the office.      Talent Recruiting Success Story   Flo points out that there are many examples of recruiting success, but she shares one example. One client has an annual need to add thousands of agents to support their program during a peak season. Flo's team is ready with the processes, recruiters, and technology to launch the recruiting effort. She proudly proclaims that year-over-year, her team exceeds the recruiting goals of this client. As always, Flo recognizes her team, including the recruiters on the ground and the technology that enables candidates to apply with great convenience. She gives credit to the collaboration between her team and Operations, Marketing, and the Workforce Management team to successfully hire thousands of new agents in a matter of weeks!      Fun Time   Flo shared two ways that she has fun. In pre-pandemic times she and her family enjoyed hosting parties. She looks forward to going back to throwing parties in a post-pandemic world. In current times, she is very satisfied with binge-watching shows on Netflix with her family.     Learn more about iQor digital customer experience capabilities.   Read the blog post here. Watch the video here. 

Recent allegations of sexism and intolerable work culture at gaming giant Activision Blizzard point out how ugly "bro culture" can be at some companies.  Sue, Vanessa and Talent Specialist Alisa Walters discuss how to nip it in the bud and what to do when things get toxic.Find Alisa Walters Online:LinkedInWe Get Real AF Podcast Credits:Producers & Hosts: Vanessa Alava & Sue RobinsonVanessa AlavaLinkedIn Instagram TwitterSue RobinsonLinkedIn Instagram Twitter Audio Producer/Editor: Sam Mclean  Instagram  WebsiteTechnical Director: Mitchell MachadoLinkedInAudio Music Track Title: Beatles UniteArtist: Rachel K. CollierYouTube Channel Instagram WebsiteIntro Voice-Over Artist: Veronica HortaLinkedInCover Artwork Photo Credit: Alice Moore Unsplash We Get Real AF Podcast OnlineInstagramTwitterFacebookLinkedInWebsiteSupport the show (https://wegetrealaf.com/how-you-can-help)

Looking for a new career opportunity?  Talent Specialist Alisa Walters shares tips & best practices for using LinkedIn to stand out from the crowd!  Profesh Sesh is a new weekly special supplement to WeGRAF!Find Alisa Walters Online:LinkedInWe Get Real AF Podcast Credits: Producers & Hosts: Vanessa Alava & Sue Robinson Vanessa AlavaLinkedIn Instagram Twitter Sue RobinsonLinkedIn Instagram Twitter Audio Producer/Editor: Sam Mclean  Instagram  WebsiteAssociate Producer: Flo LumsdenInstagram LinkedIn Website Audio Music Track Title: Beatles UniteArtist: Rachel K. CollierYouTube Channel Instagram WebsiteIntro Voice-Over Artist: Veronica HortaLinkedInCover Artwork Photo Credit: Alice Moore Unsplash Support the show (https://wegetrealaf.com/how-you-can-help)

I LOVE WHAT I DO. I DEDICATE MY LIFE TO BRINGING SUCCESS TO OTHERS, AND FOR THAT, I AM ETERNALLY GRATEFUL.-Jackie Potter, JP Talent Jackie Potter was born and raised in Chicago, Illinois, and is now living out her dream in Los Angeles, California. Her professional career began in advertising for one of the largest holding companies in the world, Omnicom. Jackie’s achievements within the company included spearheading strategic, multi-million dollar advertising initiatives, working fluidly amongst creative, programmatic, strategy, and data teams. She handled all vendor partnerships and lead major accounts such as Porsche and SC Johnson.  Jackie then transitioned into recruiting, working for one of the top recruitment firms worldwide. During this time, she worked all creative, strategy, and brand roles. Jackie quickly realized her network and relationships, as well as her drive to provide premier service to all her clients, made her stand out. It was then that an idea was born. https://www.jptalent.co/ (Introducing: JP Talent.) Jackie founded JP Talent with the intent to pair top-tier creative talent with clients and projects that are aligned with specific interests and passions. She puts everything she has into making sure her clients' visions are brought to life and needs are met. Jackie creates opportunities and facilitates results that are magnified, monumental, and memorable. Connect with Jackie at https://www.jptalent.co/ (https://www.jptalent.co/) On Instagram at https://www.instagram.com/jptalentagency/ (@jptalentagency) Or LinkedIn at https://www.linkedin.com/in/jackie-potter-89a92b129/ (https://www.linkedin.com/in/jackie-potter-89a92b129/) Take advantage of the special offer for my book A World of Creativity at www.mark-stinson.com

Special guest Corey Walker, Managing Partner of Ncite Partners (https://ncitepartners.com) shares his expertise in talent recruiting, corporate culture building, the value of retention vs. turnover, the value of diversity in employees and much more. Walker offers great advice for building a better business structure and red flags mistakes to avoid. 01:41 – About Ncite Partners 3:21 – What drew Walker to Talent Recruiting? 4:00 – Building Corporate Culture 5:58 – Working with 3rd party professional service providers 8:04 – Customized approach to recruiting 9:56 – The value of diversity in hiring 14:43 – Overcoming preconceived notations to improve processes 16:22 – Benefits of retaining employees vs. turn over churn 19:02 – Employees as brand evangelist 20:37 – Bradford Smart “Topgrading” strategy in talent acquisition 23:08 – Post-COVID changes in the C-suite 25:30 – Use of new technology in the hiring process 27:21 – Changes in hiring due to COVID-19 31:00 – Hiring family / friends 32:07 – HR red flags 36:39 – Favorite advice for hiring right On every #NeoMarketing podcast, we discuss best practices, latest trends and modern techniques for professional business communications including advertising, marketing, digital channels, social media, public relations and alternative options. To contact us for advice, assistance or collaboration: https://thegoldinggroup.com/contact-us/ Let’s engage! Follow us: Twitter: https://twitter.com/GoldingGroup @GoldingGroup Facebook: https://www.facebook.com/StrategicBusinessGrowth LinkedIn: https://www.linkedin.com/company/the-golding-group/ Instagram: https://www.instagram.com/thegoldinggroup/ @TheGoldingGroup Listen, Watch, Subscribe or Stream the podcast: http://bit.ly/NeoMarketingSubscribe Subscribe: iTunes: http://bit.ly/TheGoldingGroup Spotify: http://bit.ly/NeoPodcast (Login First) iHeartRadio: http://bit.ly/NeoMarketingPod Spreaker: https://www.spreaker.com/user/thegoldinggroup Google Podcast: http://bit.ly/NeoMarketingGP Podchaser: http://bit.ly/NeoPodchaser Pod.Link: https://pod.link/1275659816 Deezer: http://bit.ly/NeoPodDeezer Podcast Addict: http://bit.ly/NeoPodAddict Audry: https://bit.ly/NeoPodAudry YouTube: http://bit.ly/GoldingGroupYouTube

Positionierung als attraktiver Arbeitgeber - Interview mit Robert Gardlowski vom Löwenpitch: Talent-Recruiting der etwas anderen Art! Beim Löwenpitch werden die Rollen getauscht, sodass sich Unternehmen bei potenziellen Fach- und Nachwuchskräften mit einer Live-Kurzpräsentation bewerben. Dieser Rollentausch bietet die Chance zur Positionierung als attraktiver Arbeitgeber. Im Interview mit dem Löwenpitch-Veranstalter Robert Gardlowski bespreche ich unter anderem: - Was ist der Löwenpitch? - Wie kam es zu der Idee des Löwenpitch? - Welche Vorteile hat die Teilnahme am Löwenpitch im Hinblick auf die Positionierung als attraktiver Arbeitgeber? - Welche Bedeutung hat die Positionierung als attraktiver Arbeitgeber vor allem in ländlichen Regionen? - Wie läuft ein Löwenpitch ab? - Wo geht die Reise mit dem Löwenpitch hin? - Wie wichtig ist die langfristige Fachkräftesicherung und Fachkräfteentwicklung? - Welche Rolle spielt das Thema Bildung in der heutigen Arbeitswelt? - Welche Faktoren sind für eine Positionierung als attraktiver Arbeitgeber entscheidend? - Wie kann man selbst Teilnehmer beim Löwenpitch werden? - Wie schafft man es „In 100 Tagen zum attraktiven Arbeitgeber“? Hier die Kontaktdaten vom Löwenpitch & Robert Gardlowski: Web: https://loewenpitch.de Mail: kontakt@loewenpitch.de Was ist der Betriebliches Gesundheitsmanagement (BGM) Podcast? Der Betriebliches Gesundheitsmanagement Podcast – Der Podcast über betriebliches Gesundheitsmanagement (BGM) für Kleine und Mittelständische Unternehmen (KMU). Inspiriert von Christian Bischoff, Laura Malina Seiler, Tobias Beck, Dirk Kreuter, Bernd Geropp, Alex Fischer, Stefan Obersteller, Tom Kaules, Matthew Mockridge, Frank Thelen und Hendrik Klöters habe ich nun auch meinen eigenen Podcast veröffentlicht. Hierbei geht es um die Themen Betriebliches Gesundheitsmanagement (BGM), Betriebliche Gesundheitsförderung (BGF), gesunde Mitarbeiter und gesunde Führung, Fehlzeitenreduzierung und Senkung des Krankenstandes. Bei Fragen zum Thema Betriebliches Gesundheitsmanagement kannst du mir gerne eine E-Mail an die info@outness.de schicken! Sport frei! Dein Hannes Besuche unsere Website: https://www.bgmpodcast.de/ https://www.outness.de/ Verpasse keine Neuigkeiten mehr und Abonniere unseren Newsletter: https://www.bgmpodcast.de/newsletter/ Unsere Facebookseite: https://www.facebook.com/outness.de/ Wir auf Instagram: https://www.instagram.com/outness_/ Unser YouTube-Channel: https://www.bgmpodcast.de/youtube/ HIER ZUR BGM-CHECKLISTE: https://www.bgmpodcast.de/checkliste/

The Right Talent – Recruiting, Training, and Retaining with Ryan Schreiber Ryan Schreiber and Joe Lynch discuss what it takes to recruit the right talent in the transportation and logistics industry. While Ryan is very much a techie, he believes that people are the ultimate competitive advantage. In the interview, Ryan shares his perspective on recruiting, training and retaining the right talent. About Ryan Schreiber Ryan is the Director of Engagement at CarrierDirect in Chicago. Ryan was born and raised in Tampa Florida. Ryan earned a degree in History from the University of South Florida and then a Law degree from Michigan State University.  Prior to joining CarrierDirect, Ryan worked at a variety of logistics companies and even started and exited a few tech-enabled freight brokerage start-ups. Ryan is a skilled technologist and strategist who has helped transform many leading transportation and logistics companies. In Ryan's experience great technology is important but finding and keeping the right people is the key to success in the 3PL business. About CarrierDirect Since 2011 carriers, 3PLs, shippers, and logistics technology vendors have looked to CarrierDirect to deliver the efficiency, strategy, go-to-market plans, and technology that will elevate their business above their competition. CarrierDirect builds organizations and relationships, providing strategy and technology designed to maximize efficiency, reduce cost and make your business stand out. CarrierDirect advises clients on the elements of their business most vital to success: strategy, organizational structure, compensation, technology, training, recruiting, workflows, processes, and more. CarrierDirect clients include Werner, J.B. Hunt, Covenant, CRST, and FedEx. The Right Talent The right talent is the talent that will succeed in your organization, not just look good on a resume. To recruit the right talent, recruiters must understand the organization, industry, job responsibilities, and company culture. Turnover is very high in the transportation and logistics industry, which indicates that the people that get recruited to the company are not the people who ultimately succeed at the company. High turnover is demoralizing, upsetting to customers, costly, and negatively impacts company culture. Recruiting the Right Talent Many companies in the logistics and transportation business are “winging it” when it comes to recruiting and it shows. This is particularly true with start-ups where the founders and early hires do most of the work. The informal recruiting process works well when the company is new, and the founders hire their contacts and friends, but the informal process breaks down as the company grows. Just as the company is scaling, they realize that their recruiting process isn't working anymore. Ryan compares the recruiting process to the sales process and believes the right candidate can be hired by following a sales process: Lean generation: Target and attract the right talent. Make sure your recruiters really have their finger on the pulse of the organization and the industry. They should also do their homework so they know exactly the type of person they would like to interview and eventually hire. Qualifying: Standardize the interviewing process and develop interview guidelines so there is consistency. In order to develop the guidelines, you must understand what type of people succeed in the organization. Closing: Recruitment is the precursor to the experience a candidate will have with your organization. Provide the candidate the best experience possible so that when you find the right talent, you get them. Design a recruiting process much as you would design a customer's experience. Consider each step in the process to ensure the candidate is treated properly. Communication throughout the process is crucial. Don't oversell, keep your commitments and treat the candidate like you would treat your best customer. Training the Right Talent Ryan believes that many logistics companies do a poor job of training and development. The nature of the industry makes it difficult to pull employees away from day-to-day operations. While this may be true, the lack of training becomes evident in the business. Untrained and under-trained employees are not performing at their highest levels and they may never completely understand the job they were hired to do. Training is not just for new hires, everyone in the organization should be trained, coached and developed to ensure that everyone is getting better at their job. The right training will have a good return on investment, improve customer satisfaction, and deepen the ties to the employees who get trained. Companies should have the following training: 1. New hire training and development. 2. Ongoing training to reinforce learning while incorporating new software features, new processes, and lessons learned. 3. Developmental training for employees who are promoted into leadership positions and or lateral moves to expand their knowledge. People in leadership positions should be coaching their people on a regular basis. To ensure that the coaching is constructive and positive, leaders should be training in effective coaching techniques. Training should include supply chain topics, so employees learn about the whole supply chain, from end to end and not just their small piece of the process. Key Takeaways Even in the technology-obsessed logistics industry, people matter. The talent war is real. To succeed companies, need to: recruit, train, and retain the right talent. Invest in the right talent and build a culture that attracts the right people to your company. Learn More Ryan Schreiber LinkedIn CarrierDirect CarrierDirect Office Hours (please subscribe on Youtube) Understanding Your Sales Personality with Ryan Schreiber and Ann Holm (podcast interview coming soon) The Logistics of Logistics Podcast If you enjoy the podcast, please leave a positive review, subscribe, and share it with your friends and colleagues. The Logistics of Logistics Podcast: Google, Apple, Castbox, Spotify, Stitcher, PlayerFM, Tunein, Podbean, Owltail, Libsyn  

In this episode of Talking Talent, we’re talking about the next generation workforce. Joining us to talk about this is Kathryn Minshew, the CEO & Founder of The Muse, a career platform used by more than 75 million people to research companies and careers. In 2018, The Muse was named one of Fast Company's 50 Most Innovative Companies in the World.

With over 20 years experience as a Marketing Executive at HP, Adidas and BAT, Faiza has always embraced change. As COO at Convidera, she is passionate about recruiting and retaining talent to fuel the organization’s success. We asked what she looks for when hiring new talent, how to elevate HR as a service and why a „one size fits all“ approach never does the trick.

Anytime I hear a business owner say "the guy down the street stole my head employee"... ...I literally want to throat punch them. I think this piece of prediction that I'm making should scare some of you that don't have your shit together and excite the rest of you.

Patricia Büsser ist als Head of Talent Recruiting bei der hpo ag tätig. hpo ist Strategieberatung für Unternehmensdesign, die darauf fokusiert im Unternehmen die strategischen Positionierung, die Geschäftsprozesse und die Führungsstruktur optimal aufeinander abzustimmen. Patricia Büsser hat an der Universität St. Gallen Strategie und Internationales Management studiert. Mit ihrer Zusatzausbildung als Wirtschaftspädagogin dürfte sie heute auch Wirtschaftsfächer unterrichten. Die Arbeit mit den Talenten begeistert sie, weil sie in ihnen das Feuer für den Job als Management Berater entfachen kann. Weiters kann sie mit ihrem Beitrag auch die hpo zu einem dynamischen und spannenden Team entwickeln. Dieser Berufspodcast richtet sich vor allem an Fach- und Führungskräfte und nicht nur, wenn sie auf Jobsuche sind. Wenn du an Karrierechancen interessiert bist, dann erhältst du für deine Stellensuche viele wertvolle Tipps von erfahrenen Experten. In Interviews kommen erfolgreiche Menschen mit Topjobs zu Wort. Was begeistert sie besonders bei ihrer Aufgabe? Wie haben sie ihre Führungsposition gefunden? Welche Aus- und Weiterbildungen waren für sie relevant? Erfahrene HR Profis informieren dich hier über die sich verändernden Anforderungen im Arbeitsmarkt. Damit bist du immer einen Schritt voraus und der Gestalter deiner erfolgreichen Karriere. CEO’s und Geschäftsführer schildern ihren Weg an die Spitze, damit du von den Besten lernen kannst. Sie geben dir viele wertvolle Tipps für deine berufliche Karriere. Weiters sind immer wieder interessante und auch bekannte Redner, Coaches und Trainer dabei. Lass dich auch von ihnen inspirieren und gestalte deine Karriere möglichst erfolgreich. Mein Name ist Christoph Stelzhammer, Inhaber der C. Stelzhammer GmbH veredelt vermitteln und des Berufszentrum.ch. Mitarbeitende zu Höchstleistungen zu bringen und in die richtigen Teams zu integrieren, gehört zu meinen Leidenschaften. Menschen erfolgreich machen und sie dabei zu unterstützen, auf ihrem beruflichen Lebensweg sich selbst sein zu können. Nimm dein Leben in die eigene Hand, folge deiner Bestimmung und lebe deine Talente. Als Fach- und Führungskraft stets authentisch aufzutreten und sich und andere erfolgreich machen. Dafür brenne ich und dieser Podcast ist auch Ausdruck meines persönlichen Lebenszwecks.

What does it take for leaders to encourage or even cause innovation in their organizations today? It takes a strategic focus and a rigorously applied set of ongoing actions across and through the organization. The right mix of talent and the conversational tone and culture are potent components of the ingredient mix as a platform to launch innovation. To stimulate the environment toward ongoing innovation, leaders will need to cast meaningful and inspiring visions and purposely engage in two-way dialogue with the team members. Leadership assessment and development, strong change management, and culture transformation work are critical parts of supporting innovation in the long term.

What does it take for leaders to encourage or even cause innovation in their organizations today? It takes a strategic focus and a rigorously applied set of ongoing actions across and through the organization. The right mix of talent and the conversational tone and culture are potent components of the ingredient mix as a platform to launch innovation. To stimulate the environment toward ongoing innovation, leaders will need to cast meaningful and inspiring visions and purposely engage in two-way dialogue with the team members. Leadership assessment and development, strong change management, and culture transformation work are critical parts of supporting innovation in the long term.

What does it take for leaders to encourage or even cause innovation in their organizations today? It takes a strategic focus and a rigorously applied set of ongoing actions across and through the organization. The right mix of talent and the conversational tone and culture are potent components of the ingredient mix as a platform to launch innovation. To stimulate the environment toward ongoing innovation, leaders will need to cast meaningful and inspiring visions and purposely engage in two-way dialogue with the team members. Leadership assessment and development, strong change management, and culture transformation work are critical parts of supporting innovation in the long term.

This episode of Silicon Harbor Radio features Christina Lock and Chad Norman, co-founders of Catch Talent; a Charleston, SC-based Talent Recruiting and Branding Agency.  Christina and Chad discuss Catch Talent’s Talent Attraction Lifecycle and how their time at SPARC led to the launch of their new venture. The Tech Life with host Rich Conte together with Silicon Harbor Magazine bring you Silicon Harbor Radio; news and interviews from the Technology, Creative and Entrepreneur communities in Charleston, SC.