Podcasts about Top Talent

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Best podcasts about Top Talent

Latest podcast episodes about Top Talent

Success Leaves Clues with Robin Bailey and Al McDonald
Success Leaves Clues: Ep104 with guest Monica Sarkar, Head of People & Culture, OnCall Health

Success Leaves Clues with Robin Bailey and Al McDonald

Play Episode Listen Later Jan 20, 2023 27:35


In this episode, Robin & Al welcome Monica Sarkar, Head of People & Culture at OnCall Health and a member of the People People Group. Monica started her career shaping public health policy and supporting youth and community engagement. After over 10 years in public health, she made the move to software and technology start ups with a focus on customer success, team leadership, training and development, recruitment, and coaching. Passionate about people, ideas, leadership, and creativity, Monica continues to scale the business by recruiting and hiring top talent for all departments, identifying growth opportunities with team members, and working closely with team leads to generate pathways for development.Brought to you by Aria Benefits and Life & Legacy Advisory GroupFollow Aria Benefits on Instagram: https://www.instagram.com/ariabenefits/Follow Life & Legacy on Instagram: https://www.instagram.com/lifeandlegacyadvisorygroup/

Weekend Starts on Wednesday
The 'God Dammit Game' - Episode 171

Weekend Starts on Wednesday

Play Episode Listen Later Jan 12, 2023 61:07


UGA makes CFP HISTORY - The most UNDERRATED soccer player ever - TOP TALENT takes center stage in the NBA - Sidney Crosby is MUST SEE TV on Friday Night - NFL PLAYOFFS are here baby! Plus Crazy Cavalier King's College Corner Scumbags of the Night: Brandon Staley, TCU --- Send in a voice message: https://anchor.fm/weekendstartsonwednesday/message

Elevate L&D
Succession Planning: Keeping Top Talent

Elevate L&D

Play Episode Listen Later Jan 10, 2023 39:26


In this episode, we'll discuss the basics of succession planning. How does a succession plan help organizations maintain continuity if an employee leaves a key role? Our host Greg Goold talks with Beth O'Keefe, Head of Regional Talent Management and Development for Munich RE, and Terri Helsel, Director of Human Resources for Multi Color Corporation. They will discuss why both large and small organizations should have succession plans in place, and how to identify, develop, and retain individuals in the succession pipeline.

Management Blueprint
141: Attract Top Clients and Top Talent with Dave Beeler

Management Blueprint

Play Episode Listen Later Jan 6, 2023 23:00


Dave Beeler is the President of Beeler Construction, a 3rd generation, family-owned commercial general contractor which runs projects across all industries from medical to retail to manufacturing. We discuss characteristics of successful family-owned businesses, how to grow your business using management blueprints, and ways to attract top talent and top clients.   Time Stamps [01:00] What it takes to build a successful family-owned business [03:00] How family-owned businesses appoint managers and leaders [05:21] Dave's experience with management blueprints [08:14] Most influential tools from the Pinnacle Operating System [11:05] The future of Beeler Construction [16:41] How to eliminate peaks and valleys in your business growth journey [18:50] Ways to attract and keep high-quality talent [20:57] Why success in business is built on attracting top talent and top clients [24:23] Parting thoughts    Links and Resources Steve and Greg Cleary's Book: Pinnacle: Five Principles that Take Your Business to the Top of the Mountain Work with Steve - Stevepreda.com Dave's LinkedIn Beeler Construction Dave's Email - Dbeeler@beelerconstruction.com Beeler Construction on Instagram

InitiativeOne Leadership Podcast
Episode 32: Being Heard, Seen, & Appreciated in the Workplace with Tracy Johnson

InitiativeOne Leadership Podcast

Play Episode Listen Later Jan 4, 2023 16:56


Click here to register for our next Think Tank! What is a leadership challenge you're facing right now? Tracy Johnson and Nick Nighbor answer questions from you about leadership transformation! They talk about how to work with younger generations, deal with changes in a role, and get on the same page as your leader. Younger generations require the feeling of being seen, heard, and appreciated. Leading changes in a role requires trust, dialogue, and a safe environment. Getting on the same page as your leader requires commitment and a plan. You need action and responsibility (don't wait on someone else to take the first steps)! Join Tracy and Nick as they elaborate on these leadership topics!   InitiativeOne: Leadership Institute Eliminate Drama, Improve Decision-Making, and Win as a Team.   Follow us on LinkedIn, Facebook, Instagram, & Twitter. To learn more, visit https://www.initiativeone.com. Leadership Transformation | Leadership Foundations | Strategic Planning | Online Leadership Courses | Keynote Speaking | Executive Coaching

The Shape of Work
#287: Rushabh Dharamshi on Aligning and Cultivating a Positive Work Culture to Attract Top Talent

The Shape of Work

Play Episode Listen Later Jan 4, 2023 13:58


On this episode of The Shape of Work, our guest talks about the important strategies that organisations must invest in to align work culture.“One needs to be compassionate, transparent, realistic & innovative while building a positive work culture.”We welcome Rushabh Dharamshi, CEO and Co-Founder of Amvigor Organics- a healthcare company that specializes in providing effective and holistic solutions. The company works to enhance its customers' product offerings and bring new products to market through strategic global partnerships, innovative solutions, and seamless execution within the fields of cosmeceuticals, dermatology, and nutraceuticals." Before founding Amvigor Organics, Rushabh accumulated more than 10 years of experience in the B2B sector, including in the fields of cosmetic dermatology, pharmaceuticals, and nutraceuticals.Episode HighlightsRushabh shares his secret sauce for winning the top talentViews on lack of career advancement and growth as a recently highlighted issueHow can companies maintain a personal touch and positive work culture in the digital workplace?Strategies that organizations must invest in to align their work cultureIs it important for a company to cultivate its work culture from the beginning, or not?Cultural initiatives recommended by Rushabh Factors to consider in building a positive work cultureFollow Rushabh on LinkedinProduced by: Priya BhattPodcast Host: Ankita Gupta KiradAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

Mogul Chix Podcast
Episode 51: Episode 51: Where Are You Finding Your Top Talent?

Mogul Chix Podcast

Play Episode Listen Later Jan 1, 2023 9:26


How are you finding your best talent?Often times business owners will settle for what they can get instead of going for top talent. There are a few reasons for that. In today's episode I'll be talking about 3 main issues actually KEEPING you from finding your top talent. It really doesn't have to be that hard, if you just get out of your own way. Need help? I have a class coming up next month or you can work with us directly to help you hire right. Contact me for more information and let's make sure you're making smart hiring decisions.

Crazy Enough to Win (In Business)
Top Talent Is Fungible: You need G.A.S.

Crazy Enough to Win (In Business)

Play Episode Listen Later Dec 30, 2022 22:53


Are you looking for industry experience when hiring? If so, I plan to challenge your thinking and hope to change your mind when we finish this time together. A friend of mine named Scott Hardegree introduced me to a concept called G.A.S. regarding the people we hire and retain at work. G.A.S. is an acronym for Gives A S@!t. Scott and I are ex-military, so the language is less offensive. For this intellectual work, I toned things down. We were deep in a conversation when he shared this gem, and the language is too sticky not to share it with you.  

ScaleUps Podcast
#60 — 2022 Flashback - Best Clips on Attracting, Engaging and Retaining Top Talent - Sean Steele

ScaleUps Podcast

Play Episode Listen Later Dec 27, 2022 24:36


This is one of the most frequently asked questions I get as a mentor and advisor, from founders of service-based businesses. There's an art to getting the right people, providing them with what they need and empowering them to do what they do best, so your business can grow sustainably. We have compiled golden nuggets of wisdom from 5 reputable business leaders. First, there's Liz Wiseman, best-selling author on leadership, who talks about what an impact player is and how to lead them. Bryan Watson, co-founder of Ovida, then elaborates on creating a culture of zero-blame and radical transparency. Matt Forman, founder of XPON, speaks about building a psychology safety net for your employees that normalises trying and failing. Then we have Narelle Anderson, Envirobank founder, who distils the importance of building a culture of communication and contribution. Finally, Anneke van den Broek, CEO of Rufus & Coco, wraps it up by outlining how to transform a good team to an amazing one. Listen to all these and more in this week's episode: · 05:17 – Moving away from a culture of retention to a culture of contribution · 08:02 – The one question you must ask about your management team · 09:23 – How to make it okay to fail for your team · 14:56 – Building a culture of radical transparency and trust · 19:29 – Attracting, hiring and managing impact players in your team Enjoy! ------------------------------------------------------ If you got value from today's episode, please remember to subscribe or review us on Apple Podcasts. Watch or listen to full episodes on: · Website: https://loom.ly/hY5IR-8 · Apple: https://loom.ly/-oy8jL4 · Spotify: https://loom.ly/NuK50WA · Google: https://loom.ly/Lg3t6jw · YouTube:https://loom.ly/u_vibuw You can reach out to connect with Sean directly via: · LinkedIn: https://www.linkedin.com/in/seansteeleprofile/ · Website: www.seansteele.com.au

Inside Sources with Boyd Matheson
How to Attract and Keep the World's Top Talent in the U.S.

Inside Sources with Boyd Matheson

Play Episode Listen Later Dec 22, 2022 8:55


America's immigration system has no shortage of problems. One of our biggest issues is attracting and keeping high-skilled immigrants. Daniel Di Martino from the Manhattan Institute breaks down his new report on how to bring top talent to the US by expanding employment-based visas. See omnystudio.com/listener for privacy information.

Cougar Sports with Ben Criddle (BYU)
12-21-22 - Dusty Litster, KSL Rewind - How BYU can attract the top talent from the state of Utah moving forward

Cougar Sports with Ben Criddle (BYU)

Play Episode Listen Later Dec 22, 2022 27:53


Today's Co-Hosts: Ben Criddle (@criddlebenjamin) Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcastshttps://itunes.apple.com/us/po... Google Podcastshttps://www.google.com/podcast... Spotifyhttps://open.spotify.com/show/... Pocket Castshttps://pca.st/SU8a Overcasthttps://overcast.fm/itunes9967... Spreakerhttps://www.spreaker.com/show/... Stitcherhttps://www.stitcher.com/s?fid... iHeartRadiohttps://www.iheart.com/podcast... TuneInhttps://tunein.com/podcasts/Sp...

Multiply You Podcast
Tips for Attracting, Hiring, and Retaining Top Talent

Multiply You Podcast

Play Episode Listen Later Dec 20, 2022 26:09


Mitch Shipman is an entrepreneur, self-described “bug baron,” and the Founder and Owner of Blue Beetle Pest Control. Blue Beetle was voted the best pest control exterminator in Kansas City for the past three years and is built on a foundation of training, growth, and improvement. The company strives to better serve customers, team members, business partners, and the greater community. In this episode… Nowadays, many people complain about the lack of motivated, enthusiastic employees. In reality, if you find yourself sifting through a meager talent pool, it's probably time to look inwards and reevaluate your company's hiring and retention strategies. According to Mitch Shipman, attracting and retaining top talent starts with exceptional leadership. As a leader, you must constantly improve, invest in your team, offer hiring incentives, and think about what your dream candidates look for in a job. Once you've hired outstanding employees, you need to make them feel welcome, train them well, and continue fostering a positive work environment throughout their careers. In this episode of the Multiply You Podcast, Austin Clark talks with Mitch Shipman, the Founder and Owner of Blue Beetle Pest Control, about the best strategies to attract, hire, and retain outstanding employees. Mitch explains why a skilled team starts with the leaders, breaks down his process for welcoming and training employees, and shares his tips for maintaining the magic beyond day one.

Inclusion in Progress
IIP101 How Do Companies Engage Top Talent on Distributed Teams?

Inclusion in Progress

Play Episode Listen Later Dec 16, 2022 24:26


If 2021 was all about the Great Resignation, 2022 has been all about Quiet Quitting. While they may sound like polar opposites, they actually do have a lot in common: both movements are about expressing a desire for our workforce to be valued, heard and supported. With that in mind, what do companies need to focus on in 2023 to ensure that they continue to recruit and retain the best talent?   Team IIP is also excited to announce the release of our 2023 whitepaper on the Future of Work Culture for distributed teams — which is now available for download on our website.   Here's what we'll cover in today's episode:  Why increased commitment to DEI should be a priority for companies in 2023  The lasting impact of the pandemic on distributed workforces How we can learn from how tech companies are making distributed workforces work  The Gen Z Effect: how DEI can help companies with succession planning for younger talent Examples of good practice in DEI for recruitment and retention of top talent    In This Episode [4:45] What are some of the challenges organizations are facing when retaining their top talent? [9:46] What are the top tech companies doing to engage their employees on their distributed teams? [13:00] How are distributed workplaces and other well-being initiatives driving the competition to retain top talent across a number of industries? [13:45] How did having a diverse team positively impact the revenue of S&P 500 companies in 2020? / Why the business case for the implementation of DEI should no longer be ignored? [21:00] Why is having a diverse workforce good for business in 2023?   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress Download our 2023 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023 Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Learn how to leave a review for the podcast.   Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Business Bros
Finding top talent for your organization with Carol Schultz

Business Bros

Play Episode Listen Later Dec 9, 2022 30:51


1068 People run businesses and getting good people to run your business can be a difficult taks. We are living in some interesting times. Many people are quitting thier jobs and the job migration has been getting worse. Companies are having a hard time fiding and keeping top talent. It's probably because those companies were not designed to attract and keep top talent. As a result they have high turnover and remain stagnent in their growth. Today's guest is here to share how building a Talent_Centeric Organization can result in huge ROI. How do we create a Talent Centric Organization? Let's find out with our guest Carol Schultz!! ___________ Go to www.BusinessBros.biz to be a guest on the show or to find out more on how we can help you get more customers! #Businesspodcasts #smallbusinesspodcast #businessmarketingtips #businessgrowthtips #strategicthinking #businessmastery #successinbusiness #businesshacks #marketingstrategist #wealthcreators #businessstrategies #businesseducation #businesstools #businesspodcast #businessmodel #growthmarketing #businesshelp #businesssupport #salesfunnel #buildyourbusiness #podcastinglife #successgoals #wealthcreation #marketingcoach #smallbusinesstips #businessmarketing #marketingconsultant #entrepreneurtips #businessstrategy #growyourbusiness --- Support this podcast: https://anchor.fm/businessbrospod/support

The Veterinary Project Podcast
Attracting Top Talent with Andrea Matrangolo

The Veterinary Project Podcast

Play Episode Listen Later Dec 7, 2022 45:17


Andrea Matrangolo is the Talent and Brand leader with Mosaic Veterinary Partners. She loves all things related to talent management, employer brand, and of course, animals! Over the last 10 years, Andrea has worked with teams—primarily in Oil and Gas-- to help them attract and retain the best talent, streamline talent processes, and showcase the importance of employer brand. Andrea lives in Calgary, AB with her husband, son, and her rambunctious springer spaniel. When she isn't chasing around her toddler, you'll likely find her outdoors or baking up a storm. As Director of Brand and Talent with Mosaic Veterinary Partners, Andrea brings her wealth of experience to the show this week to help other veterinary clinics attract and retain top talent for their operations. Topics covered include: Andrea's career journey and transitioning to the veterinary industry Why you must stand out in the eyes of candidates! What is EVP - Employee/Employer Value Proposition Employer Brand: the perception of what it's like to work at your company How to build an EVP Your Employer Brand works as a filter Is this something you do internally or hire someone to do? Nuances of the candidate experience Building the "story" of a brand (and why story matters) Live, don't launch, your EVP Andrea's Impact Round! Thank you to Andrea for joining us on the show. The best place to reach here is via LinkedIn at: Andrea Matrangolo We're online! Check out our website at theveterinaryproject.com for more info about the show, our hosts, and all things Veterinary Project. If you liked the show and want to stay in the know, please subscribe to the podcast on the listening platform of your choosing. Want to join our community of like-minded Veterinary Professionals? Send an email to theveterinaryprojectpodcast@gmail.com and we'll get you connected to our private Veterinary Project Facebook group. Any questions, comments, feedback, or requests for guests can also be sent to theveterinaryprojectpodcast@gmail.com. Thank you for listening and we look forward to seeing you next Wednesday for another episode of The Veterinary Project Podcast!

Marketing Made Simple
#77: 4 Tips for Recruiting Top Talent to Join Your Team

Marketing Made Simple

Play Episode Listen Later Dec 7, 2022 28:49


If you're stretched thin and having trouble recruiting the right people to join your team, it can feel like an uphill battle. You have to keep doing the work at hand while taking on the time-consuming task of hiring new team members. It can be discouraging, especially when so many businesses are struggling to find good employees.   In today's episode, J.J. and April talk with Becky Martin, StoryBrand Certified Guide, about how the StoryBrand framework can help you find the right people faster. Listen in to learn 4 key tips on using the StoryBrand framework in your hiring process so you can recruit top talent and grow your company: 1) Be clear 2) Share testimonials 3) Incorporate aspirational identity 4) Include a 3-step plan.   Contact StoryBrand Certified Guide Becky Martin directly at MarketingMadeSimple.com/Becky-Martin.   --   START CLARIFYING YOUR MARKETING NOW AND CREATE YOUR FREE BRANDSCRIPT: MyStoryBrand.com   HIRE A STORYBRAND CERTIFIED GUIDE TO HELP CREATE THE MARKETING AND MESSAGING YOUR BUSINESS NEEDS TO GROW: MarketingMadeSimple.com   STORYBRAND INSTAGRAM: instagram.com/StoryBrand

Transform Your Workplace
Recruiting and Retaining Top Talent with Ginny Clarke

Transform Your Workplace

Play Episode Listen Later Dec 6, 2022 31:47


In this post-pandemic workplace, it's harder than ever to lead effectively. According to Ginny Clarke, executive recruiter and consultant, leaders must learn to connect with the needs of their people in an authentic way. In this episode of Transform Your Workplace, Ginny provides listeners with new takes on the Great Reshuffle, quiet quitting, recruiting practices, and top talent retention.   TAKEAWAYS When it comes to the Great Resignation, more than COVID is to blame. In recent surveys, the number one reason for employee frustration was a lack of career advancement. Leaders aren't being trained, expected, or incentivized to facilitate growth among their teams. For so long, people have been expected to work tirelessly and to be on call 24/7, and this has led to a great revolt in the workplace. Competencies should decide who you hire, not who you're most comfortable with and what is easiest. To find your purpose, allow yourself to explore, understand, and tap into what makes your heart sing.   A QUICK GLIMPSE INTO OUR PODCAST 

The Cafe Hustle - Hospitality and Coffee Shop Podcast
Attracting and Hiring Top Talent in your Hospitality Business with Talent Acquisition Expert and Author Tatiyana Cure

The Cafe Hustle - Hospitality and Coffee Shop Podcast

Play Episode Listen Later Dec 5, 2022 35:44


In Hospitality, we know that some businesses are struggling to attract new team members, something which is made worse if your business has higher than expected staff turnover. That is why we need to be very intentional about how we hire and retain our people. Your employee experience, including the interview process, has an impact on your retention of your people. Today, Author and talent aquisition expert Tatiyana Cure joins Andy on the podcast to talk all about how you attract and retain top talent and runs through the fundamental elements that help keep them working in your business. Partners Thank you for supporting our sponsors at The Cafe Hustle Podcast! Our title sponsor is RotaCloud: Find out how you can transform your people management and give your management team practical insights into labour cost over at RotaCloud.com.​ Espressly.co: In a digital age, it is important to have branded mobile assets. Get a custom-branded mobile ordering and loyalty app for your business over at Espressly.co.​ Hustle Together Online Community Go to thecafehustle.com/together to join the waitlist and have the opportunity to be one of our first 150 Founding Members. Learn more about your ad choices. Visit megaphone.fm/adchoices

The Boomer Briefing
E108 - Holding Onto Top Talent

The Boomer Briefing

Play Episode Listen Later Nov 29, 2022 15:13


Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less.   On this episode, host Jon Hubbard, Shareholder/Consultant at Boomer Consulting, is joined by Boomer Consulting CEO, Jim Boomer. They discuss employee experience, retention, prioritizing top talent, creating accountability, a holistic approach, and steps to take.   Jon on Social Media:  Twitter: @Jon_Hubbard  LinkedIn: @jonhubbard  Email: Jon.Hubbard@boomer.com  Jim on Social Media: Twitter: @jimboomer  LinkedIn: @jimboomer  Look out for new episodes every Tuesday, involving The Boomer Advantage 5 Pillars of a Successful Firm: leadership, process, technology, talent, and growth. For more information about Boomer Consulting, visit boomer.com 

The Top Floor
The New Rules for Attracting, Retaining, and Leading Top Talent

The Top Floor

Play Episode Listen Later Nov 29, 2022 29:14


There's never been a more complicated time to be a leader. The state of the property management and real estate workforce has changed drastically over the last two years, and it continues to shift every day. In fact, HR, Staffing, and Recruitment are still among the industry's top concerns, especially when it comes to attracting new team members, reducing staff turnover, and improving company culture. To help guide leaders through these challenges, AppFolio recently led a live town hall-style panel session at the National Multifamily Housing Counsel's 2022 OPTECH Conference and Expo. That session was specifically designed to cover the new rules for leading and managing the next generation of property management talent. As part of that session, AppFolio interviewed five early-career and emerging property management and real estate leaders to hear first-hand what they think about their careers, what they look for when choosing an organization to work for, and what they expect from their own leaders today.In this episode, we hear from two of those up-and-coming property management and real estate leaders that were essential to our 2022 OPTECH panel to help you identify the leadership and talent management strategies that will lead your organization and team to success.Rohit Singh Chauhan, a Graduate Student at the MIT Center for Real Estate, and Kira Goepferd, a student at Portland State University & Property Management Assistant at Schnitzer Properties, share their invaluable insights in this episode of The Top Floor podcast.Key PointsHow to market roles to young professionalsWhy job descriptions should include future career growth opportunities How current employees can become brand ambassadors Why company culture is important to potential job candidates Why meaningful work is key to talent retentionWhy organizations need to build a culture of upskillingCurrent flexible work expectations What people want from a leaderWhat people don't want from their leaders Key Links What Do Property Management Employees Really Want? AppFolio Property Manager Hiring and Retention Report 2022: Turn Challenges into Opportunities

Strong for Performance
200: How Moderna Attracts and Develops Top Talent

Strong for Performance

Play Episode Listen Later Nov 29, 2022 42:07


Do you know of a company that's created 12 powerful mindsets that are used daily by all employees? You do now, because Moderna is that company. And in this powerful interview, the team of April Eldred (VP, Talent Acquisition) and Noah Rabinowitz (VP, Learning & Development) describe with great enthusiasm what the Moderna Mindset looks like in action. As VP and Global Head of Learning and Development, Noah leads Moderna University, the team responsible for providing world-class learning solutions for all segments of Moderna's employee population. Noah has almost 25-years of experience in the HR and learning industry. As VP of Global Talent Acquisition, April has recently been focused on building Moderna's AI-capabilities in talent acquisition. She has spent more than 20 years creating recruitment teams that are passionate about building diverse talent pipelines and ‘making the match' in a differentiated way.You'll discover: Moderna's mission statement and the unique culture that's been created from itA sampling of the 12 Moderna Mindsets and how they're applied in everyday work situationsHow April and Noah are using AI in talent acquisition and talent developmentWhy Moderna University is set up to serve those both internal and external to ModernaThe kind of data they're using in their HR decision-makingCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

The Daily Dive
Small Businesses Having a Hard Time Competing With Larger Companies for Top Talent

The Daily Dive

Play Episode Listen Later Nov 28, 2022 19:51


With the economy slowing and many companies beginning to layoff workers, small businesses are in a tight spot as they continue to face staff shortages but are having a hard time competing with larger companies when it comes to offering higher wages.  Small businesses are also reporting that about 90% of open positions are seeing few to no qualified applicants.  Cheryl Winokur Munk, contributor to CNBC, joins us for how they can attract top talent by highlighting more than just wages.   Next, a look at what the latest news surrounding Taylor Swift fans and the huge demand for her concert tickets says about the economy.  Despite uneven economic times, these turbocharged consumers are willing to pay almost anything to see their favorite artist, for them, there is no substitute.  The pent-up demand over the pandemic and limited supply sent die-hard fans to crash the Ticketmaster website.  Augusta Saraiva, economics reporter at Bloomberg News, joins us for what to know about “Swiftonomics.”     Finally, it was once a given at many live concerts, the band would end their show and spend a couple of minutes off-stage before coming back for a roaring encore.  Now, some artists are doing away with them saying they just feel forced.  They'd rather just play out a whole set, and not waste anyone's time leaving a potential encore only for something memorable and not expected.  Travis Andrews, features writer at The Washington Post, joins us for what to know.See omnystudio.com/listener for privacy information.

EVN Report Podcast
Hovsep Patvakanian: Attracting Top Talent to Armenia

EVN Report Podcast

Play Episode Listen Later Nov 22, 2022 34:18


Earlier this year, the Armenian Government announced a new subsidy program to help attract top talent to the country. The program will subsidize anywhere from 20%-70% of the salaries of graduates from top 400 universities or people who have 10 years of work experience at leading global companies. The program was developed jointly by the Investment Council of Armenia and the Ministry of Economy. Hovsep Patvakanian, head of the Investment Council, joins us to discuss the impact he hopes this program will have, and what other legislative proposals they are currently working on. Hovsep also shared with us his take on Armenia's economic growth in 2022.

Lead on Purpose with James Laughlin
Sean Fahey Recap: How to Attract Top Talent

Lead on Purpose with James Laughlin

Play Episode Listen Later Nov 15, 2022 14:07


How to Attract Top Talent with Sean Fahey Sean is the Founder and CEO of VidCruiter, one of the fastest-growing remote recruitment platforms in the world, helping companies attract and hire better talent. VidCruiter helps recruiters to modernise their hiring. Their clients include organisations like Samsung, United Nations, Lionsgate, Chicago Bears, and US Foods. Sean has been in the HR industry for 10+ years, and he started VidCruiter after realising how slow and inefficient traditional hiring processes were when he was tasked with hiring 200 people in 30 days in 2009. Since then, he has spent a lot of time talking to recruiters worldwide to better understand their unique challenges and find appropriate solutions to make them more efficient when hiring. In this episode Sean and I touched on how hiring can cost companies more than they think and how to go about hiring with a different approach to remove bias from interviews and give every candidate the same fair experience. Visit VidCruiter online here - https://vidcruiter.com Find Sean on LinkedIn here -  https://www.linkedin.com/in/sean-fahey-vid/?originalSubdomain=ca ----Full Transcript, Quote Cards, and a Show Summary are available here: https://www.jjlaughlin.com/blog

Lead on Purpose with James Laughlin
How to Attract Top Talent with Sean Fahey

Lead on Purpose with James Laughlin

Play Episode Listen Later Nov 11, 2022 45:44 Transcription Available


How to Attract Top Talent with Sean Fahey Sean is the Founder and CEO of VidCruiter, one of the fastest-growing remote recruitment platforms in the world, helping companies attract and hire better talent. VidCruiter helps recruiters to modernise their hiring. Their clients include organisations like Samsung, United Nations, Lionsgate, Chicago Bears, and US Foods. Sean has been in the HR industry for 10+ years, and he started VidCruiter after realising how slow and inefficient traditional hiring processes were when he was tasked with hiring 200 people in 30 days in 2009. Since then, he has spent a lot of time talking to recruiters worldwide to better understand their unique challenges and find appropriate solutions to make them more efficient when hiring. In this episode Sean and I touched on how hiring can cost companies more than they think and how to go about hiring with a different approach to remove bias from interviews and give every candidate the same fair experience. Visit VidCruiter online here - https://vidcruiter.com Find Sean on LinkedIn here -  https://www.linkedin.com/in/sean-fahey-vid/?originalSubdomain=ca ----Full Transcript, Quote Cards, and a Show Summary are available here: https://www.jjlaughlin.com/blog

Happy Millionaire
Tactics for hiring top talent at an early stage startup

Happy Millionaire

Play Episode Listen Later Nov 9, 2022 19:05 Transcription Available


Episode 15: Rupy seeks Jay's hiring expertise before taking on his first round of interviews for a new CTPO (Chief Technology and Product Officer) position with Doctor's Kitchen. Jay breaks down the different phases of a startup company and what Rupy needs to do to attract a key player to the Doctor's Kitchen family. How will Rupy position himself to attract the right fit for his company?What to look forward to:00:30 – Rupy looks for a new addition to the Doctor's Kitchen team02:17 – What should Rupy look for in a potential business partner?03:15 – The different phases of a company06:39 – Questions to ask potential new hires12:18 – Interviewing Etiquette13:22 – Interviewing Red Flags14:19 – How to successfully haul in a whale during the interviewing process15:13 – How Rupy can look attractive to potential hirees16:29 - How to get rich 17:05 - Jay's message to viewers to find their niche as an entrepreneurPrevious guests include: Reece Chowdhry & Poppy JamieDownload Jay's free E-book: 5 Crucial Lessons From Building Startups Worth $500mFollow Jay: TwitterFollow Rupy: TwitterThis podcast was produced by Fascinate Productions

Female emPOWERED: Winning in Business & Life
3 Must Have's To Attracting And Retaining Top Talent For Your 6 Figure Business

Female emPOWERED: Winning in Business & Life

Play Episode Listen Later Nov 8, 2022 31:14


Hey guys! Here is another episode of Female empowered. Let me take the time to re-introduce myself in this episode as I've noticed we've been getting more downloads for the podcast so I have to share to our new listeners what I actually do.I am Christa Gurka and I am the founder and CEO of Pilates In The Grove, a full service boutique and Pilates studio and concierge for Physical Therapy and recovery service company. By degree, I am a Physical Therapist and I have a Masters, too. I am also a Nationally Certified Pilates Teacher.What I do in this podcast is I talk a lot about topics that will empower women, hence the name. I started doing this because I wanted to be an example of what is possible when starting, owning, and operating a successful business.Today's Episode – What You Need To Attract And Retain Top Talent For Your BusinessIf you want to get past the six-figure mark without working 80 hours a week, you have to have a team. A team could mean 10 people, three part-time people, or whatever you think is the best set-up for your business.With all the movements going on in the workplace right now, like great resignation and quiet quitting, it is important to attract the right kind of people to your team. Quoting again from the book “Traction,” this podcast will talk about “the right people, in the right seat.”Let's get to it:    ·      Reintroducing myself for our new listeners·      Hiring a team to get past that six-figure mark·      Right people in the right seat·      If you don't know what you stand for, what will you fall for·      The importance of Mission, Vision, and Values·      You have to have a solid onboarding process·      Contractors vs Employees·      If people in your team don't like clarity, they won't like accountability·      Tip Number 1: Create Career Paths  ·      Tip Number 2: The 6 Rs – Role, Responsibility, Requirements, Results, Reward, and Renew·      Tip Number 3: Give Your Employees Love·      Tip Number 4: Make Sure When You Are Interviewing You Are Interviewing For A Culture Fit·      Develop a growth mindset for you and your team   ·      Tip Number 5: Invest In Your TeamI enjoyed this episode when I researched about it and created it so I hope you did, too! Also, I just want to reiterate again that Pilates In The Grove, based in Miami, is hiring right now. If you want to be a Pilates instructor, want to learn our Mission, Vision, and Values, and you are emotionally intelligent or want to learn how to be one, a team player, and is accountable, we will be happy to welcome you!Looking for advice and resources to help you market and grow your clinic or client based business? Visit my website or follow me on Instagram!Thanks for listening! If you enjoyed this episode, please leave a review for the show to help other female fitness and wellness professionals find our podcast! Interested in being a guest on a future Female Friday episode? Email me at Christa@pilatesinthegrove.com!

The JoyPowered Workspace Podcast
How to Source Top Talent

The JoyPowered Workspace Podcast

Play Episode Listen Later Nov 7, 2022 31:42


In this episode, JoDee and Susan discuss ways to more effectively find top talent with Purple Ink's VP of Talent Services, Peggy Hogan. Topics include: Why companies are struggling to find top talent Key things you can do to up your recruiting game Technology for more effective sourcing and communication with applicants How to know if you're doing all you can do in this competitive market What one thing you should do to be more successful Advice on creating more joy at work Full show notes and links are available here. A transcript of the episode can be found here. To get 0.50 hour of SHRM recertification credit, fill out the evaluation here. Connect with us: @JoyPowered on Instagram @JoyPowered on Twitter @JoyPowered on Facebook @JoyPowered on LinkedIn Sign up for our email newsletter

Distinctly Digital: A Modern Recruiting Podcast
Time-Saving Tips, Tricks and Tools for Today's Top Talent Acquisition Teams

Distinctly Digital: A Modern Recruiting Podcast

Play Episode Listen Later Nov 4, 2022 36:52


Welcome to Distinctly Digital: A Modern Recruiting Podcast!Today's episode is brought to you by the letter "T!" Join hosts Steve "Teve" Gipson and Ryan Berger as they sit down to talk about some time-saving tools, tips and tricks for recruiters. Plus, be sure to stick around to hear some tidbits (there's the letter "T" again!) about recruiting automations, time management and Gen Z slang.As always, thanks for listening, and make sure to subscribe for future episodes!

Scaling UP! H2O
280 The One About Retaining Top Talent

Scaling UP! H2O

Play Episode Listen Later Nov 4, 2022 75:16


Trace Blackmore brings back podcast favorite Tim Fulton, President of Small Business Matters, Vistage Chair Emeritus, and Executive Coach back to the Scaling UP! H2O Podcast to talk about being a small business owner, leadership, how to become a better leader, Masterminds, and so much more! Tim Fulton is one of Trace Blackmore's most trusted mentors. It is an honor to have Tim back on the show to talk about a topic that will surely help your business, your employees, and you as a leader. Tim answers: What is Vistage and what is the purpose of Masterminds and Peer-to-Peer Groups? What is Talent Matters and how can business owners keep the talent they already have? What are the 12 questions that employees want to be answered by their employers? What's the importance of a mission statement for a company? Why is it important to have a best friend at work? What can companies do to foster good relationships with employees? Why shouldn't businesses do reviews, and what should they do instead? What can the Scaling UP! Nation take away from how SeaWorld trains their whales?  How can business owners make sure that they have a culture their employees thrive on? What's the most important thing a leader needs to do? What was it like being a business owner in  1992 when Hurricane Andrew hit Florida?  Bottom line: Tim Fulton tells us how to retain top talent today.   Timestamps:  Learning from your mistakes[01:00] Thinking On Water With James  [04:55] Inspiring interview Tim Fulton, President of Small Business Matters, Vistage Chair Emeritus, and Executive Coach [06:14] Closing thoughts on joining a Mastermind and how it helps you create your best self  [57:27]  Upcoming Events for Water Treatment Professionals [1:06:00]   Thinking On Water With James:  In this week's episode, we're thinking about mixing acid and water together.  If you get this wrong, it can be quite dangerous and destructive.  Should you mix acid in water or vice versa?  What happens when you mix acid and water together?  What's the worst that can occur if you get this wrong?  What concerns could you have with feeding acid to a cooling tower, upstream of an RO, or other applications?  Seriously, take this week and think about the proper way of mixing acid and water together and how acid should be fed in various applications.  Your safety and that of those around you may depend upon it.    Quotes: “Companies with strong purpose and strong mission outperform companies whose focus is on revenue and profit - every time.” - Tim Fulton  “Stop the madness. Performance reviews don't work. Instead, do performance previews where we talk about the future.” - Tim Fulton  “So much about leadership is not having all the answers, but asking the right questions.” - Tim Fulton  “As leaders, we need to celebrate success and under-criticize failure.” - Tim Fulton  “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou   Connect with Tim Fulton:  LinkedIn: in/timcfulton   Twitter: @tf_sbm Website: smallbusinessmattersonline.com  Small Business Matters Bootcamp:  smallbusinessmattersonline.com/small-business-boot-camp   Links Mentioned:  Vistage Worldwide, Inc. The University of Georgia: Small Business Development Center 022 The One with Tim Fulton 092 The One About My TED Talk Experience 114 The One Where We Talk Masterminds Small Business Matters Conference Association of Water Technologies' Trainings and Seminars   Events:  Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE  or using the dropdown menu.    Books Mentioned:  First, Break All the Rules: What the World's Greatest Managers Do Differently by Marcus Buckingham et. al Start with Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek Good To Great by Jim Collins     

Wings Of...Inspired Business
Conscious Leadership: Entrepreneur Janine Hamner Holman on How to Retain and Attract Top Talent

Wings Of...Inspired Business

Play Episode Listen Later Oct 27, 2022 54:02


Janine Hamner Holman is an expert on conscious leadership, organizational development, neurobiology, and what it takes to attract and retain world-class talent. She is the CEO of the J&J Consulting Group, working with purpose-driven CEOs and entrepreneurs to create “people thriving” organizations. She also hosts the podcast, The Cost of Not Paying Attention, and is an internationally recognized speaker and bestselling author. Today we break down the concept of “conscious leadership”, what it means in practice and how it can transform and elevate your business success. Download Podopolo and follow Wings of Inspired Business there to keep the conversation going in the episode comments section and invite your friends to connect around podcasts recommended personally for you.

The Carey Nieuwhof Leadership Podcast: Lead Like Never Before
CNLP 529 | Brian Koppelman on the Backstory Behind Billions, Oceans 13, Rounders, and Working with Top Talent Like Brad Pitt and George Clooney

The Carey Nieuwhof Leadership Podcast: Lead Like Never Before

Play Episode Listen Later Oct 27, 2022 73:44


Brian Koppelman, showrunner for Billions and Super Pumped, and co-writer of films like Oceans 13 and Rounders, talks about how he got into making movies and TV shows, overcoming ADHD when it felt like failure, how his first movie almost didn't get made, working with A-list Hollywood actors, and why he decided to make Billions and Super Pumped. Get more on this episode by going to https://careynieuwhof.com/episode529.

Sales POP! Podcasts
Finding and Retaining Top Talent At Workplace with Roberta Matuson

Sales POP! Podcasts

Play Episode Listen Later Oct 26, 2022 21:58


Today's guest in the Expert Insight Interview is Roberta Matuson. She is the Talent Maximizer and President of Matuson Consulting. She is also the author of several books, including the recently released “Evergreen Talent.” Roberta's latest book shows leaders how to seed, grow and cultivate their workforce. In this expert insight interview, Roberta and John discuss “finding and retaining top talent at Workplace.”

Awkward Insurance
Insurance Industry Top Talent: APCIA Emerging Leaders Conference '22

Awkward Insurance

Play Episode Listen Later Oct 26, 2022 40:15


Speakers In this Episode In Order:Marguerite Tortorello, Managing Director of Insurance Careers Movement and President of Tortorello Communications CompanyKyle Steele, PL Product Management Supervisor at COUNTRY Financial®Scott Fleming, MBA, CPCU, Multiline Claims Manager at Erie Insurance GroupY'llon Harron, Small Business Underwriter Leader at WestfieldNonya McNiel, CIC, CPIA, District Sales Manager at Erie Insurance Group

AFO|Wealth Management Forward
How to Screen, Score, and Secure Top Talent

AFO|Wealth Management Forward

Play Episode Listen Later Oct 25, 2022 39:48


Rory Henry and Will Hill of Will Hill Consults talk with Giles Pearson of Accountests as they discuss ways to screen, score and secure top talent. Listen as Giles explains how firms are using Accountests to assess applicants' technical knowledge and critical reasoning skills. Discover ways to avoid bad hires that can be a drain monetarily and culturally. Giles discusses personality profiles and how you can utilize them to create a professional development plan. Do you want to know the key differences between a Finder Grinder, or Minder? Do you want to know the competency that makes up a successful accountant? Find out the answer to these questions and more on this latest episode with Giles Pearson of Accountests.

Real Estate Disruptors
If You Recruited A Top Talent And They’re Underperforming, How Long Before Cutting Ties?

Real Estate Disruptors

Play Episode Listen Later Oct 21, 2022 68:46


If You Recruited A Top Talent And They're Underperforming, How Long Before Cutting Ties? Debate on Key Topics in Real Estate. Featuring: Steve Trang, Leon G Barnes, Chris Jefferson, Eric Brewer, and RJ Bates III Special Guest: Jimmy Vreeland Hosted by Jonathan “The Weezle” Sanchez... The post If You Recruited A Top Talent And They're Underperforming, How Long Before Cutting Ties? appeared first on Real Estate Disruptors.

The Peak Daily
Inflation only goes up

The Peak Daily

Play Episode Listen Later Oct 21, 2022 11:00


After a rocky year of subscriber losses and investor doubt, Netflix is back with ambitions bigger than a season premiere of Stranger Things. The annual inflation rate slowed to 6.9%, down from 7% last month, mostly thanks to falling gas prices, but is still above what most experts expected. The core inflation rate (which excludes energy and food prices) actually rose to 5.4% from 5.3%. In the global race for top talent, governments are bending over backwards to attract the world's most-desirable ex-pats with fancy new super visas and generous tax incentives. Celebrating something? Let us know here: https://thepeak.typeform.com/to/MNdYA3TO Join us for a live recording of The Peak Daily at the Bet on Canada Summit on November 8th. Buy tickets here: https://readthepeak.com/events/bet-on-canada-2022 The Peak Daily is produced by 306 Media Productions. Hosted by Brett Chang and Jay Rosenthal.

Frontier Podcast by Gun.io
Ep. 9: Getting top talent takes top talent: hiring and vetting with Director of DevRel, Deividi Silva

Frontier Podcast by Gun.io

Play Episode Listen Later Oct 18, 2022 33:42


Our use of developers to vet other developers is one of the most important things setting us apart from the competition. In this episode, we talk to our Director of DevRel, Deividi Silva, about our hiring and vetting process, and how getting our clients top talent takes top talent from within. Hosted on Acast. See acast.com/privacy for more information.

The Courage of a Leader
How Age Diversity Can Bring You the Top Talent You Need with Gary Danoff

The Courage of a Leader

Play Episode Listen Later Oct 18, 2022 36:24 Transcription Available


My guest in this episode is Gary Danoff, a global leader at Google with a very diverse team and a Coach who works with people from different nationalities around the world. Gary is known for leading across generations with empathy, clear objectives, humor, and humanity – and he's here to tell us how he does it.  Gary always inspires me. I'm glad you're here to listen in. About the Guest: Gary Danoff is an Advisor, Executive Coach, Content Creator and Global Leader of Alliances for Google Workspace at Google. Gary loves working with people in leadership and contributor roles regardless of title. What matters most is the curiosity they have to overcome obstacles, create new paths for themselves and their organizations, and do so while employing a mix of humor, determination and with an open heart/desire to create work they and others love. As an executive coach, Gary serves founders, entrepreneurs, executives from all over the globe and those around them. With a focus on improving human connection in a digital world, Gary is the executive producer and host of What's Next Now! Guests share their stories of blending business goals, public interest, personal passion, and their best human strengths to create positive outcomes for themselves, citizens, customers and the employees they serve. https://www.linkedin.com/in/garydanoff (https://www.linkedin.com/in/garydanoff) https://www.instagram.com/garydanoff/?hl=en (https://www.instagram.com/garydanoff/?hl=en) https://www.garydanoff.com/ (https://www.garydanoff.com/) What's Next Now podcast: https://anchor.fm/gary437/ (https://anchor.fm/gary437/)   About the Host: Amy L. Riley is an internationally renowned speaker, author and consultant. She has over 2 decades of experience developing leaders at all levels. Her clients include Cisco Systems, Deloitte and Barclays. As a trusted leadership coach and consultant, Amy has worked with hundreds of leaders one-on-one, and thousands more as part of a group, to fully step into their leadership, create amazing teams and achieve extraordinary results.    Amy's most popular keynote speeches are: The Courage of a Leader: The Power of a Leadership Legacy The Courage of a Leader: Create a Competitive Advantage with Sustainable, Results-Producing Cross-System Collaboration The Courage of a Leader: Accelerate Trust with Your Team, Customers and Community The Courage of a Leader: How to Build a Happy and Successful Hybrid Team   Her new book is a #1 international best-seller and is entitled, The Courage of a Leader: How to Inspire, Engage and Get Extraordinary Results. http://www.courageofaleader.com (www.courageofaleader.com) https://www.linkedin.com/in/amyshoopriley/ (https://www.linkedin.com/in/amyshoopriley/)   Links mentioned in the episode The Verge article, File Not Found: https://www.theverge.com/22684730/students-file-folder-directory-structure-education-gen-z (https://www.theverge.com/22684730/students-file-folder-directory-structure-education-gen-z) What's Next Now! Podcast Episode: Describing ‘Sales' to 5th Graders: https://anchor.fm/gary437/episodes/Describing-Sales-to-5th-graders--A-new-way-to-think-about-communicating-and-being-persuasive-whether-you-are-a-professional-salesperson--doctor--business-owner--chef-or-barista-ec463j (https://anchor.fm/gary437/episodes/Describing-Sales-to-5th-graders--A-new-way-to-think-about-communicating-and-being-persuasive-whether-you-are-a-professional-salesperson--doctor--business-owner--chef-or-barista-ec463j) Cloverpop article, Future of Work: Research Shows Millennials, Gen Xers And Baby Boomers Make Better Decisions Together: https://www.cloverpop.com/blog/future-of-work-research-shows-millennials-gen-xers-and-baby-boomers-make-better-decisions-together (https://www.cloverpop.com/blog/future-of-work-research-shows-millennials-gen-xers-and-baby-boomers-make-better-decisions-together) Harvard Business Review article, Harnessing the Power of...

Successful Life Podcast
Retaining Top Talent: How Plumbing and HVAC Businesses Can Keep and Attract the BEST Employees

Successful Life Podcast

Play Episode Listen Later Oct 14, 2022 49:31


Retaining Top Talent: How Plumbing and HVAC businesses can keep and attract the best employees   I am your host, Corey Berrier. And today, folks, we're on a little bit different episode. First, I want to thank you. I want to thank you so much for supporting this show. Thank you so much for helping us get ranked top 5% worldwide. It's pretty dope. I also want to thank our military and every person that has served. Heck, I want to thank the people getting ready to serve. My neighbor just put a sign in his yard. Said the making of a marine or something like that. In other words, kids going to the Marines. I think that's great. My brother was a Marine, so I became a father, not a father. Jesus, an uncle of four overnight. My little brother had our newest edition to our Berrier family, and his name is Ryle, his Middle name is Prince, and his last name is Berrier, which I think is a pretty dope name. I like it. I like it because it's different. It's super different. And you're probably thinking, Corey, I cannot believe your white brother named his kid print. How in the world did that happen, Corey? Here's a story behind that. It's not what you think. He didn't name the kid after Prince, the freaking singer. His wife, Michelle, the baby's mother, last name was Prince. So it's a pretty cool story if you ask me. Congratulations to Josh on also adopting your two newest kids; I guess that is what you would say. They're not even new kids, but Josh adopted Landon and Sydney, so that's how I became an uncle of four because of his other Daughter, Ivy. So now, just to wrap up for you, Josh adopted two kids on Wednesday. He had a kid on Wednesday,, and he already had a kid, so that makes me uncle A four. Today you'll get to hear the exact talk that I gave at Connect. So I decided I had got, I've gotten a lot of messages about people that had not, didn't, didn't get to see it, didn't get to. Sit in on the presentation, so I just decided to record it, and here it is Today. You, you're gonna get to listen to it on here. It is also on YouTube. I probably already mentioned that, but you should also check that out. The link will be in the show notes. We will see you on the other side. Rock and roll. My name is Corey Barrier, I am sales CEO, and last Wednesday, I gave my talk on retaining top talent. How plumbing and HVAC businesses can keep and attract their best employees. Now, I know a lot of you didn't make it to the talk, and I see a lot of you wanted to make it to the conference because I got to talk to you afterward and you were disappointed that you missed the conversation. And I understand because this is a really big deal right now. In the trades, this is such a big deal. If you wanna, go ahead and scan that QR code, that'll take you to all of my information. A few things about me. I am a number one best seller on Amazon. Nine Simple Steps to Sell More Shit. I host the Successful Life Podcast, in which we are ranked top 5% worldwide. I own multiple businesses. I am the winner. Of the North Carolina C Golden Toilet Award, which I am unbelievably grateful for, and I now chair the North Carolina Auxiliary Committee. So that's a little bit about me. Now is a little bit more about, is a little bit more about my history and some things that I've gone through.   Training Bra     I had a pretty good childhood. I'll be honest with you. I have two great parents, but when I was 12 years old, I just graduated from my sixth-grade class with straight A's and one B. The only year I made Straight A's and one B. We were at a graduation party with some of my friends. I had jumped off the diving board and popped out the other end of the pool. And these three girls, the cutest three girls in the whole school,, were at the end of the pool. And so I got out, and they asked me if I would go jump off the diving board again. So I'm thinking they think I'm cute, right? Why else would they ask me to go jump off the diving board? I confidently walked back, got to the diving board, walked out to the end, and bounced up and down. Do you know what I mean? I jump into the pool, and I get back out, and they ask me to do it again, and I'm like, Ooh, man. For sure, I'm in there without a shadow of a doubt. I'm in there and about halfway back to the pool. The diving board in one of the girls says, Hey Corey, you ever thought about wearing a training bra? Nope. I had not ever thought about wearing a training bra. Now you can imagine the sheer embarrassment, the humiliation that I felt that day. Now, rightly I was a fat kid. I'll be honest with you. I am super grateful to those three girls for calling me out and embarrassing the daylights outta me because I got off my butt and lost weight, and I've never gained it back. and I've been healthy ever since. So I appreciate that, that awful situation that happened to me now for me instead. So by the age of 22, I racked up three DUIs. 20. By 2005, I was caught with four ounces of cocaine, and fortunately, I hired a costly lawyer and spent six months in a re-inpatient rehab facility. It was an absolute nightmare, but it was better than prison. And so one would've thought I would've straightened up at that point, but I didn't. I kept drinking because drinking was my friend. Now, while I was in that rehab center, I got married, un, I didn't really wanna get married, but I didn't have a driver's license, so I had to get married, selfish. I know. And I wouldn't make that same decision today. That day I did. And so 2009 rolled around, and it was time for me to get my driver's license back. And so that process after eight years is you gotta go in front of the DMV and you gotta explain why you should drive again, and you gotta bring witnesses and all kinds of stuff. And so I did that, and successfully, I walked out of there with a driver's license under a few con conditions. Those conditions were. I had to get an ignition interlock put in my car, which was a big old black, it was a little bit, it was about that long. So it was longer than this, way more prominent, and you just, you had to go, type these numbers in and dig digits in the right way and below, like your brain's gonna. and so naturally, I agreed to that because that was a good deal for me, even though it was for seven years. And at the time, I thought, I cannot believe they gave me seven years Today. I am grateful they gave me seven years because it took that long for me to realize. I don't mean alcohol in my life. I did stop drinking in 2009, but I can't promise you. I wouldn't put my money on myself if that device hadn't forced me because I'll tell you what happened, and this is when I had to make a decision. And a lot of you will understand this. Sometimes you gotta decide on your business. It's a hard decision to make, but you just have to decide to move forward and whatever happens. And so after I got that thing put in my car, I set it off again, or I set it off. And I had to go immediately down to the DMV and explain to that same lady why I just set this thing off after I just told her I quit drinking. And so I got out of that. I talked my way out of that, and I'm grateful for that lady Today because she could have I could have ruined my life by making that decision. She could have enforced what she promised, what she should have implemented, which was for me not to drive. But I'm grateful that she gave me some grace that day. And we don't always get grace in life, but sometimes we need it, and sometimes we need it in our business. And sometimes you gotta ask for help, and people are okay helping, but you gotta ask for it anyway. So she explained very clearly to me, Corey if I ever. , if I ever see your face in this office again, you will never drive on the streets of North Carolina again. Do you understand? Yes, ma'am. And I knew right then my nine lives were gone. I had no more opportunities. I had no more chances. I had no more mess-ups. I had no more, No, I was done, and I knew I was done. And so I had a choice to make. And that choice was to go down this route that I've taken you down today and keep doing that over and over or fast forward and become sales ceo. And so that's what I. So Today we're gonna get into what you came here about, which is how, how to retain talent.   Business owners that have ADHD have a superpower [audio mp3="https://coreyberrier.com/wp-content/uploads/2022/10/retaining-Top-Talent-PHCC.mp3"][/audio]   60% of business owners, six out of 10 people. And if you're wondering why I'm talking about ADHD, I'm talking to you. You're a business owner. 60% of us have ADHD. We're lots of us are visionaries, right? And a lot of you will recognize this. You can see the bigger picture in your business. You can see how things are gonna work, right? You can understand the overall vision of where you're going. Whether you can explain that or not, that's a different story. But the integrator in this scenario is the person that defines and implements it, right? You come up with a grandiose idea. You have somebody else implement it, you're good at one or two for sure, one or two things, but there's a lot of things you're not good at, right? Like marketing, we all suck at marketing. So why would you try to do your own marketing? It doesn't make sense. If you suck at your books, stop doing your books. Let somebody else do your books, Pay them to do your books, and you do another. Or whatever it is. But look, you gotta work on your business, not in it. Many times, people, business owners, in particular, see those five steps ahead. This is not gonna be very politically correct, so you just listen to the story and don't; it's just a story. So it's a made-up story. Jack comes to you, he's been your service technician for two and a half years. You love Jack. He's good. Jack is a bit promiscuous, and you know this, and y'all have talked about it, and whatever, not a big deal. But now the day has come, and Jack has gotten the bartender pregnant. Jack doesn't wanna have a baby with the bartender, the baby, the bartender wants to have the baby, but she's open to talking, right? So Jack's talking to you, the owner. about what to do in your mind as he's telling you this story. You know exactly what's gonna happen if he has that baby or if he doesn't have that baby. His life is gonna change drastically beyond recognition if he has that baby. If he doesn't have that baby, his life may not change. Very much. Again, we're not talking about the moral thing to do here. We're talking about you, the visionary, being able to see those steps ahead, and so now that I've laid that out there for you, that should entirely make sense, but sometimes we have a hard time explaining that to Jack. Hey brother, this is what's gonna happen if you do this. This is what's gonna happen if you do that. And sometimes people don't wanna listen, or maybe we don't explain it right? I'm not sure. But either way, it all comes down to communication, which leads me to how you communicate. Now think about this for I; I'll just tell you a quick story. The other day I was coming into my garage. I was coming home, and I was thinking about it. A conversation my wife and I had about a political issue. I've been thinking about it for about three minutes, so I come in the house as I'm still thinking about it, and I start talking to my wife about this thing. But I start three minutes into the conversation that I've had with myself and my wife's Dude What are you like, what are you talking about? You came in halfway through the exchange. It felt like. . Oh, that's right. You're right. I did. Sorry, I had that other half in my head. Now my wife knows that about me. Your employees don't know that about you. So my point is, how often do you think that happens in your business? How often does the communication fall through the cracks between your CSRs, your customers, and your employees to employees? Like the list goes on and on. Do you get what I'm saying here? Communication is absolute. Is so essential and is the least it's the least focused area where I see most companies. So the 7 38 55 rule, 7% of the words we use in communication affect our communication set. 7% of our communication is the words that we use. 38% of our communication is the tonality that we use. It's the voice inflection, the speeding up, the slowing down, or the late-night DJ voice. You see how that slowed your brain down quickly, and then I moved it quickly. See what I mean? The point is that tonality is really, I. Now imagine when your customer calls and they're in a panic in your CSR or CCR answers the phone; welcome to A plus Plumbing. This is Mary. How can I help you? Which is how she should answer it, right? But then Mary doesn't understand emotional intelligence. Mary Holy My Water and Mary's. Yeah, no problem. Let me get your phone number and see if I can get some information. No. Mary. Mary, I am Miss Mr. Customer. Miss Custer. I am so sorry. I am so sorry that's happened to you. I cannot imagine what you're going through. Do me a favor if you'll slow down for a quick second. Let me get some information because I know this is important. I'm gonna make sure I get somebody out there immediately. But what you want to do with that CSR is train them to slow their voice down because it slows the brain down of the person that you're speaking to. And if you've got a reactive customer on the phone, you want them to calm down because you're gonna have a more accessible call. You're gonna get the information a lot easier, a lot better. Clear. More concise in your CSR or CCR is not gonna be rushed, and they're not gonna make mistakes. This is important. This is exceptionally high-level stuff. Probably should not have gone into it that deep. So if you have questions about that, you'll feel free to reach out. So 55% of our communication is our body language, right? We think about our hands, and we think about our feet or our body, but we don't think about them. Hey, Corey. Your hair looks stupid, right? You can see right then. I don't, I didn't like that comment. Hey, Corey, you look pretty hot Today, right? You can tell dogs can tell by body language when you get upset. Your dog runs under the table. What do you think's happening? He knows, or she knows. Whatever it is, you ain't. And so body language is critical, and when we're talking about this with your service technicians, when they're standing in the house and they've got their hands in their pocket, and they're slouched over and their shirt tails out, what image does that put in your head when I describe it? Not the kind of guy you want in your house, but most of your guys do that. How do I know that? Most of the people I work with, they have to have issues. Is it every one of your guys who know? But do you have guys that do it? Absolutely. You do. Look at the guys that have the crappiest numbers. They're the guys that are not doing their job. It's straightforward. And if you don't know their numbers well, that's ridiculous. And you want 'em to be congruent, right? You want, Here's what I mean by congruency. So if you're a technician, does. Not or CSR doesn't know the answer to a question, please advise them not to lie because the customer knows that you're lying. Say, Mr. Customer, that is a great question. And you know what? I'm relatively new here. I have not ever been asked that question. I can put you on hold quickly, shouldn't take but more than 30 seconds, no more than 30 seconds, or Ms. Jones. If it makes more sense, I can call you back when it's most convenient. But it's all about the delivery. It's all about being honest, and it's just telling the customer where you're at. And if your CSRs are new, train them to tell the freaking customer, Hey, Mr. Customer, I'm a little bit new in this role. Is there any way I could get you to slow down? Just for a quick second? I just wanna make sure that I get everything on this computer. So when the technician gets to your house, there are zero questions about what they need to do to solve your problem. Now, how many people are gonna be upset when you say that? None. That's how many mirrors, right? I explain this to you. You are going to think there's no way this is gonna work. You're also gonna think I'm gonna get caught. Corey, you're also gonna think this sounds crazy. So here's what I want you to do. If you are a service technician, let's pretend I'm the service technician and my alter ego is Bob, right? Bob is gonna start talking, and man, I'm the service technician for a plus plumbing. Bob says, Repeat the last three to five words. The other person. Service technician. The other person said, Question mark Bob. Yeah. Yeah. Allow the customer to tell you more information. More information. Yeah. Yeah. Corey, it makes the customer feel heard and understood. Makes the customer feel heard and understood. Yeah. Yeah. It makes 'em feel like you give a. Do you see what I'm saying? If you, but you gotta do this the right way. And it takes repetition. And it takes practice. But it's something that also gives you the ability to let that person know that you've been heard, they've been heard, your customer. They want to know you're listening to them. Even if you're not listening to them. Repeat the last couple of words, and you'll figure it out. I'm not suggesting that you do that, but if you get caught without anything to say, then you have it. There's an easy way for you to bounce that. In other words, let's just pretend for a second you zone out, right? Like I, I do that from time to time. Zone out or blank out. Y'all caught that earlier. I thought I think and hear you finish the sentence, but I hear those last two to three words. I can repeat those back no matter what I hear. So just remember that. Use that as a safety blanket to be successful. On this next one, we've got, this is what you guys are, a lot of, you all have an asked about Gen Zs and millennials, right? The difference in the years. You can see 97 to 2012 and 81 for millennials to 96. It's a big difference between those generations. If you're the average plumber in North Carolina, you're about 62. 63 years old, you are having trouble identifying with what the younger generation needs and wants because it's very different than what we needed and wanted when we were coming up. And it's great to have gen's ears around your business because they can freshen it up a little. Not make it look so stale. You've been doing the same stuff for 30 years. You can't expect everything to work as it did 30 years ago. But we do think that, right? And it's crazy. And not me; I'll get into the recruiting portion in a minute. So did you know that employees, and by the way, I'm doing this talk just like I did it PHCC Connect. So this first line is screwed up. Employees value training opportunities more than they do the employer. The employer doesn't appreciate training as much as the employee. Is that bizarre or what? We're getting into the younger generation. They value training, they value development, and love. Being a part of a good culture, they value feeling like you care about them. I'll be honest with you, we've seen companies that pay less than others but have a good culture. The money doesn't matter. I know that sounds nuts. Your mind's blown right, and I get that. Because it's weird sounding to think that, to believe that money doesn't matter as much as those other things, but it's true. Check this out. 76% of millennials believe professional development opportunities are the most critical aspects of company culture. So that's important. How is your company culture? When I say company culture, do people look forward? To work for you? Do they love coming to work? Do they look forward? I don't know. But that's a crucial question that you need to ask yourself. All right, so 60, 60% of millennials want. Leadership training. Is that crazy or what? 60% of millennials want leadership training. Four 43% of managers who have been in their roles for less than a year say they've had no training. 43%, 67% of Gen X leaders want more external coaching, and 57% want external development. It's important to pour into your team. Lots of times, that takes having great conversations. Learning more about them as a person, what they like, what they don't like. Virtual training, statistics. Unfortunately, we've all, or fortunately, I know a lot of people that have done, I do most of my coaching virtually, and I do come out to the business sometimes, just depends on what the needs are for the company. Most of my training is done at my house, from my studio, and it works because I can pipe in from Raleigh, North Carolina at any moment and give training to anybody in the United States or outside of the United States right out. Up until a few years ago, that wasn't possible. And now people are getting so used to these things. They prefer having virtual training they can go and look at. So I have my nine steps. I mentioned earlier that I'm an author, and my book is Nine Simple Steps. To sell more shit, and it's on Amazon. And that was a quick little plug not for you to buy the book. I mean you, I would encourage you to buy the book because you're gonna learn something. I don't me getting money off the book, but my point is in telling you about the book, it's got my nine steps in it so you can understand how I take it. The team, through the process, takes a business to a process. But I can adjust that process too, plumbing, HVAC, roofing, and electric. I've done it for all of 'em, right? Doesn't matter. But that would be a good way for you to check out some of my training. And so if I do video right, if I were to provide you with my nine-step, my nine steps in a video format, You could have that information forever to train all your new people, right? Whenever I go into a company and train, I teach I record everything. I record everything anyway, but I ensure that I record everything so that you can go back as the business owner and look at those recordings. That way, you don't have to bring me back and pay me more money to teach you the same. Because I think that's ridiculous. I don't think you should have to do that, but you're not going to have to call me back to do that anyway because I make sure before I leave your business that it's exactly how I told you it was gonna be. I don't do this, come and train for a week or so, and then, you call me back and say, The train's not working and you gotta pay me another bunch of money to come back. I just don't roll like that. But you gotta pay attention to this. You want to pay attention to this if you want to be successful. Enhanced career sites and job postings for Google. What does that mean exactly? If you're posting on Google for Jobs, you wanna make sure that the ad looks different than what everybody else likes. You are not like what everybody else has, right? If you, your ad says, Oh, we great company, long term, highest paid time off, blah, blah, blah, insurance, blah, blah, blah, blah, blah. Sound like everybody. Your ad stinks. If it sounds like that. If you're wondering why you're not getting anybody, your ad sucks. And so I'm just being honest with you. You gotta talk about what people want, right? Think about this. Whoever you're going after if it's a younger guy that maybe is like, What can you help that guy with? Maybe he's got some credit problems. Maybe you help people with credit repair. Perhaps that's a benefit is, Hey, we'll help you fix your credit if you come to work. . That seems funny, but it ain't that it's not that funny because most people don't know how to fix their credit and that not that particular one won't apply to everybody, but it certainly should give you some ideas of some things that you can do to attract more employees and look, say hiring service tags, right? It drives me nuts when people are not specific about what they want. because if you're not specific about what you want, you're gonna have to be happy with what you get. So creating compelling and meaningful content. So what does this mean? This means that you want to create content that's gonna attract the people that you're looking for.   Millennials and the Gen Zs   Now, let's just stay with the millennials and the Gen Zs because they'll help your business continue after you die or retire. Otherwise, the company is gonna go with you. My point in bringing that up is if you're creating content on social media, is it attractive? Is it? Do you look cool, that is, and I'm gonna get to that next. I think it's the next slide. But you want to make sure that the people that are looking at your pages, your social media pages, cuz let's just be honest, that is where people are looking. For your company. They're not looking on job boards. They're not looking at Monster. They're not looking on Indeed. They're not looking there, dude. That's where all the unemployed people are. What you need to look for are employed people, and I'm not suggesting that you go still,, other employees. What I am suggesting is you don't have to hire people. Oh man, I got way off track. You don't have to hire people in the same industry. You could pull the restaurant and make them an HVAC sales tech all day long if you train them. And they could be amazing. There are guys out there right now that are doing that. I see it all the time, and they're crushing it because those folks don't have bad habits. What is, What is your company stand? Does it have any, do you talk about diversity and inclusion? Do you talk about culture training and social response? Do y'all do anything? I'll tell you Rhino Marketing, Christiano and Chris all once a month, his whole team, they spend one Friday away from the office, and they donate that time to clean up the road or whatever. Some kind of. Social responsibility because it lets your team know that you care about something more than just the money they're bringing in. And even if you don't care about anything other than the money coming in, you need to because people are starting to get tired of that. People want more from you, and you've gotta give it to 'em. If you wanna, keep it. Or you can just keep doing things the way you've been doing them and keep getting the things that you keep calling; if you're the one saying, I can't find people, then why are you not doing something different? Listen, if you train now, just think about this for a second, okay? If you train your technicians to sell better, they'll make more money, right? If you train your CSRs to sell better, they're gonna make more money, right? Maybe not in the current situation, but if you work with B, that's how it's gonna go. You want to incentivize these two areas to bring in more sales. If you're playing paying them a flat rate, 20 bucks an hour for a csr, whatever it is, you're gonna get 20 bucks an hour's worth of work. But if you pay 'em $18 an hour with a spiff that they can make $28 an hour, now you've got an employee that's all about you, and they're all about your company, and they're all about your brand, and that is a raving employee that is your hiring team. Think about this. If you've got the employee that I just described, That you're pouring into them, you're, you've got somebody like me that comes in and trains those CSRs every week, trains technicians every week, and holds their hand and helps them with the things that they struggle with. Who's the hero here, Bro, You win. You win. You make the money. If you have happy employees, you win. But your ego is not your amigo. And so if you put that amigo, that ego to the side, cuz people want to help you, but you just gotta be open to getting that help. This is cool. I think this is cool. Like use text recruiting, use the lowest. Of interaction that you can use. The least friction you can have between you and that new employee is the difference between whether they're your new employee or not. If you can make it simple for them to apply for your company, do that. Oh, but Corey, that's just lazy. They need to fill out an application. No, they don't stop thinking the old; you don't have to do things the way you've always done them. You don't. Make it easy for 'em. At the end of the day, they're gonna follow your rules when they get there anyway. Who cares how they get there? Focus on the important things. And guess what? Gen Zs grew up with technology like we didn't. So not only will these people bring fresh, new ideas, but they're gonna bring technology, and know how to use it. And guess what? That's massively valuable for you. because technology's a struggle for you and me. Sometimes technology makes me wanna pull my freaking hair out, and I know for a fact you feel the same way. I love having some young person around me that knows how to do this stuff way quicker than me because, quite frankly, I'd rather be that way. I hate messing with it. I shouldn't say I hate messing with it. I just don't enjoy it. But anyway, the point. Bring these new people in because they can bring the new ideas and they can tell you how to do 'em. It really does work to your advantage and so I hope you guys are enjoying this so far. Showcase diversity in your employer branding. Like first of all, your branding needs to be the same across all your social platforms, right? If it's an A plus garage door, a garage door, Then it needs to be A plus garage door across the board. And all of your logos need to be the same, and they need to be eye-catching. They need to be excellent. You want to make sure that you stand out. If you don't stand out. I'll give you a quick example, John Jordan, here in Raleigh, North Carolina, owns a Comfort Monster company. And his con, his van has a big old purple comfort monster on it.   Social Media   He looks ridiculous, but you can't miss it. And it was just, it was a brilliant move for him, in my opinion. Use social media to showcase the brand, right? If you're not on social media and you're not talking about your company, why not? That's crazy, right? You're the newer people coming into the trades. They're all on social media, every one of them. And I know that you may not be that keen on social media. You don't have to be, but you must bring somebody in. That can be because you are gonna get left in the dust. Look, think about Roger Wakefield, right? Roger Wakefield's, a buddy of mine. Roger and I, Roger's been on my podcast. We've spoken on the same stages. Roger is just like you if you're a plumber, except for Roger. Turned the camera around and decided he was going to. Start filming himself doing plumbing jobs. Now he makes God knows how much money without doing a thing every month. How would you like to be that guy? I think that sounds pretty cool. Implement an employee referral program. So one of the highly successful things is that I've learned. Is, I'll give you one quick example. We implemented a massage program. I had the company, I had owner sign up for a monthly massage program where they get a massage once a month. The CSRs got every so that you could buy additional massages once a week. So it started once a month and then worked so well that they started doing this contest. How many could call, and book rate a bunch of KPIs? And then they moved it to every week. So now, these girls, mostly girls, have a chance to win a freaking massage every week. Most of these girls hadn't even ever had a massage. How cool is that? It's awesome. And guess what? Young people like stuff like it's $59 a month. That is peanuts. If she did it once a week, that's still what? 59 plus? Who cares? 250 bucks a month. You have no idea what this will do because your employees will then tell all of their friends. I just got back from a massage that my boss gave me because I kicked ass this week. How about that? It's pretty dope. I'm telling you right now, these ideas are the ones that are winning, period. So you wanna provide development guidance? For these folks. Listen, guys have grown up in a time like you and I have not. They've seen 2008, they've seen the pandemic, they've seen fricking global climate. Whatever change they've seen, look around. It's a wild time right now and people are confused, especially our younger folks are confused. They don't know what the heck is going on. The last part of this, I'm gonna say, if you want to attract good people, then you need to be attractive. What does that mean, Corey? Get your branding squared away. Make sure it looks amazing. Make sure your trucks are clean. Make sure your guys are dressed well. Make sure when people see a plus plumbing, That they want to go work there. Dang dude, look at that guy's outfit. I don't know what they're doing over there, but I wanna check that out. Look how clean their trucks are and look at my truck. They must be doing something different over there. Yeah, they're doing something different. They're acting like normal people. What's your dating profile? I think this is a funny question and you probably think Corey, that is a ridiculous question, but really. if you were gonna put yourself, imagine for a second, if you had to go out back on the market, right? Imagine if you had to go back out on the dating scene you wouldn't have much choice but to create a do of a dating profile, right? If you wanna move this thing faster, you're gonna put the best looking picture of you, the skinnies picture of you. The hottest picture of you in that dating profile. Why? Cause you wanna attract top talent. You wanna attract the best freaking people and you know that if you put that picture of you 20 pounds heavier on there, you're gonna attract 20 pounds heavier guy. I know my voice got a little bit elevated cuz I get a little bit animated about this because, and when I say all that, You realize how crazy it sounds that you're not doing these things. You are courting people to become your employees. People are watching you, they're watching your social media, they're watching your business. They're watching your company. They're watching what other people say. They watch your reviews. If you got crappy reviews, bro, that's why you're not getting people to give you any good legitimate opportunities for work. Nobody wants to work for a company that's got crappy reviews. Who? Think about that. I'm not gonna sign up for a company that's got crappy reviews. Does the job posting I mentioned earlier, does it look like everybody else probably make it different? You want to be different because being different is gonna afford you. The opportunity to be successful. And listen, here's what I want you to think about. I understand that a lot of times it's hard to make decisions. I understand that it's hard because you've built this business and it's hard to ask. It's hard to bring somebody in and let them hold your baby without you knowing what's gonna. And I know it's nerve-wracking, and I know it makes you feel uncomfortable, and I understand that because I've been there, except I didn't call for help. I didn't call in another set of eyes. I tried to do everything myself for the sake of the business and to save money. That second business you saw at the first of this program, a brand new UMD, was a hormone. a testosterone clinic that I opened. It was my clinic partner, and I'm like many of you. I tried to do everything myself and only knew a portion of that business. I didn't know how to run a business like many of you, I ran it into the ground because I felt like I didn't deserve to bring in outside help. Who do I think I am hiring outside help when I can do this stuff? Huh. I think I'm high and mighty. Yeah. Who's high and mighty now? when I walked away with nothing. Right now. That was several years, four years ago in 2018. But I'm gonna tell you right now, I don't want you to go through that. I do not want you to go through that. Cause it is not fun. And it's not fun rebuilding. And I see a lot of the same mistakes get made. and it breaks my heart because I know that if you just had a little bit more information, you could make some better choices and those choices could positively drive your business. And maybe you wouldn't have to stress out every single weekend about whether or not you're getting calls on Monday. And maybe you wouldn't have to stress out every week or every month about how you're gonna make payroll or maybe every two weeks who know? It is what it is. I'm not gonna tell you anything that's gonna make you change your mind. And I'm not saying that you've gotta hire me for this. By no means am I saying that? I do educate and develop service technicians and ccrs or CSRs customer service representatives in plumbing and HVAC companies because I'm good at it and I know exactly what to say. I know exactly how to get them to move differently. and I also know how to uncover at least 20% of the revenue you're leaving on the table. At the end of the day, here's what's gonna happen. You're gonna hire me, and it's not gonna cost you a dime because I'm gonna make you so much more money than what you ever have to pay me. That the fee that you pay me is not even a thought. And I think that's how all companies should operate, but. , I'm confident in what I do because I have, I've got the record to prove it. I know my stuff works, and your stuff works. But when your guys and your guys know your stuff works, when they're not confident about what they're talking about price-wise and what they're talking about, what the sales process, all that fantastic knowledge of what they have. It's Nolan void because they sound like an idiot at the end of the sale because they don't know, they've not been trained, and that's really on you, the owner. That's not on them, and that's also not fair to them. Equip your guys with successful tools so they can go out there and close deals for you and make you money. Don't be so hardheaded. So that last part was not in my c speech. I did get a little off track. I just speak from my heart, and that's it. If you'd like me to do my secret shopper process on you, which is on your company, just let me know. All you have to do is you can just send me a text message at 9 1 9 8 9 6 9 9 9 9, or you can just you got the barcode scan. , but go check me out. And then the last thing that I'll tell you is this. I give anybody in the phcc specifically; if you're a member of the c, I give you a special rate. And so you want to reach out to me about that because I'm happy to help you. And I promise you, this is gonna cost you $0. How much sense would it make for you to pay me and then not make money? How long do you think I'm gonna be in business doing that? Not very long. All right. I laid it on thick at the end of my sales pitch, so I apologize in advance for that. But I need you to understand how important this is. All right. We'll see you guys later. Thank you so much. I appreciate it if you took anything away from this podcast. Make sure you subscribe, leave a review, and go check out some other episodes on the Successful Life Podcast

The Athletic Football Show: A show about the NFL
Prospects to Pros: Will Anderson Jr. & Alabama's top talent + NFL rookie CBs standing out

The Athletic Football Show: A show about the NFL

Play Episode Listen Later Oct 12, 2022 62:14 Very Popular


Andy Staples talks with Dane Brugler about his SEC tour and his big takeaways from Alabama's close win over Texas A&M. They discuss the Crimson Tide's top talent heading into the 2023 NFL Draft and they look ahead to next week's big matchup against Tennessee. Plus, it's been a big start to the NFL season for rookie CBs. They explain what has impressed them the most about guys like Sauce Gardner, Jack Jones and more. They wrap by talking about Matt Rhule's future and the games they are most excited about this weekend. Follow Andy on Twitter: @Andy_Staples Follow Dane on Twitter: @dpbrugler Subscribe to The Athletic Football Show... Apple Spotify YouTube 0:44-21:44 Alabama-Texas A&M recap (Brian Branch, Will Anderson Jr., Chris Braswell, Tyler Steen, Bryce Young) 21:45-29:16 Players to watch in Alabama-Tennessee 29:20-38:34 NFL rookie CBs impressing (Sauce Gardner, Jack Jones, Kaiir Elam, Tariq Woolen) 38:35- 41:42 NFL rookie OLs making strides (Cole Strange, Zion Johnson, Evan Neal) 41:46-50:42 What to watch this weekend 50:43-55:03 Matt Rhule's future Learn more about your ad choices. Visit megaphone.fm/adchoices

THE TOP with Richie Phillips
STEVE AZAR -COUNTRY ARTIST AND PHILANTHROPIST

THE TOP with Richie Phillips

Play Episode Listen Later Oct 11, 2022 61:38


This was a special thrill and honor to have this gentleman on here.  You know him from the number one country hits "I Don't Have To Be Me Til Monday", and "Sunshine" plus many others.  Time to catch up with this TOP TALENT to find out what he's doing down in Mississippi - you may be surprised to learn that he now is the author of the Mississippi state song- plus lots of other cool goings-on.   His newest album is MISSISSIPPI REUNION, but there are many others to choose from.  He hosts a huge podcast called "IN A MISSISSIPPI MINUTE" which is also repeated on talk radio shows throughout his state (in fact, he asked ME to be a guest on his!   But I digress.  Hope you enjoy this one... I certainly did. www.steveazar.com for more on this TOP TALENT  My website btw is www.hirerichie.com.   Thanks for listening, and thanks for the questions that were submitted! 

Action and Ambition
Kelly Robinson Connects Employers With Top Talent Employees!

Action and Ambition

Play Episode Listen Later Oct 6, 2022 24:40


Welcome to another episode of The Action and Ambition Podcast! Joining us today is Kelly Robinson, a recruiting expert, entrepreneur, and the CEO and Founder of PKR. PKR is a leading talent attraction program focused on recruiting with intention through structure, strategy, and support to connect employers with top talent. Robinson is an award-winning talent operations specialist for her expertise in hiring operations, talent acquisition and retention, and organizational leadership. She coaches leaders throughout the recruiting space globally on strategies for success in the digital era of work. Tune in to learn more!

RUN LIKE CLOCKWORK: SMALL BUSINESS OPERATIONS
183: How to Attract Top Talent

RUN LIKE CLOCKWORK: SMALL BUSINESS OPERATIONS

Play Episode Listen Later Oct 5, 2022 17:52


"If you think you're leading the same workforce that you were in February 2020, with the same mindset, mentality, desires, and priorities… you're nuts!” - Scott Sonenshein   91% of millennials will stay in their job for less than three years and 73% of candidates are passive job seekers, which means there are more high-quality applicants looking for new opportunities than ever! The key is knowing where to find them, and how to communicate that you are the right fit for them!In this episode Emily covers: How to write a clear job posting  The key to an application that works Where to actually find these top applicants   The hiring process doesn't have to feel overwhelming or intimidating.  The key is being clear about what you need and speaking directly to the people who are the best fit to work with you. And if you need support to figure that out visit clockworkaccelerator.com

Optimal Business Daily
721: The Secret to Retaining Top Talent by Molly Fletcher

Optimal Business Daily

Play Episode Listen Later Sep 21, 2022 8:41


Molly Fletcher shares the secret to retaining top talent Episode 721: The Secret to Retaining Top Talent by Molly Fletcher Too many leaders, teams, and organizations are stuck. Instead of achieving greatness, they remain stagnant, failing to reach their potential. That's where Molly Fletcher comes in. She is a trailblazer in every sense of the word– a rare talent of business wisdom, relationship brilliance and unwavering optimism. A popular keynote speaker, she shares the unconventional techniques that helped her thrive as one of the first female sports agents in the high stakes, big ego world of professional sports and now a successful entrepreneur. The original post is located here: https://mollyfletcher.com/retaining-top-talent/  Indeed is the #1 source of hires in the U.S., according to TalentNest. Go to Indeed.com/STARTUP to get started  Visit Me Online at OLDPodcast.com Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

The Shit Show Of My Twenties
Building The Biggest Talent Brands, And Discovering Top Talent With Vinnie Potestivo

The Shit Show Of My Twenties

Play Episode Listen Later Sep 19, 2022 53:55


Today I am joined by Vinnie Potestivo. Vinnie Potestivo is an Emmy® Award-winning Media Advisor who helps clients leverage their media exposure, find fame, and make impact.Vinnie is the Editor-in-chief of I Have A Podcast® and is responsible for discovering and amplifying the voice of independent podcasters worldwide. As a network executive at MTV Networks (98-07) he discovered talent and developed new ways to support their goals, pioneering the way brands and business owners could contribute to their public narrative by making them stars and producers of their own television series. Early hits include Punk'd, The Osbournes, TRL, 8th & Ocean, Wild 'N Out, & The Challenge. Since then, he and his team at VPE.tv have continued to be well-trusted connectors who develop and distribute original content across all media platforms. Especially podcasts! We talk about how he spots talent, how he got into the entertainment industry, and what makes the most successful talent. To connect with Vinnie https://vpe.tv/hub Hosted on Acast. See acast.com/privacy for more information.

Cracking The Code
Recruiting Top Talent For Results Pt. 2

Cracking The Code

Play Episode Listen Later Sep 19, 2022 19:19


The Bo & Luke Show™
#126 - S5E6 - Bo & Luke's take on 5 top talent acquisition minds!

The Bo & Luke Show™

Play Episode Listen Later Sep 9, 2022 36:24


What we learned from talent acquisition experts about teamwork, leadership, why it's important to work hard - play hard, and the key to going the extra mile to build powerful relationships. are just a few of the key takeaways from...Eric Van Duren, Chief Talent Acquisition Officer at Bon Secours Mercy HealthSeb Girard, Chief People Officer at Centura HealthJason Leverant, President & COO at AtWork GroupJoyce Russell, former President & CEO at Adecco Staffing USJeffrey Bowling, CEO at CurativeThese industry experts don't mince words! They get right to the point and share some incredibly valuable insights you can take away right now and start using today.Support the show

Thrivetime Show | Business School without the BS
Recruiting and Retaining Top Talent 101

Thrivetime Show | Business School without the BS

Play Episode Listen Later Aug 26, 2022 19:41


Are you struggling to find and retain top talent? Business coach Clay Clark breaks down the specific moves that you can use to hire, inspire and retain top talent.

The Carey Nieuwhof Leadership Podcast: Lead Like Never Before
CNLP 516 | Michael McCain on Recruiting for Top Talent, the Problem with Short-Term Leadership Thinking, and Creating a Fantastic Culture in a $4 Billion Company

The Carey Nieuwhof Leadership Podcast: Lead Like Never Before

Play Episode Listen Later Aug 25, 2022 75:05


Maple Leaf Foods CEO, Michael McCain, joins the podcast to talk about the problem with short-term thinking in leadership, how to recruit top talent, and creating a fantastic culture in a $4 billion dollar company. Get more on this episode by going to https://careynieuwhof.com/episode516.