Podcasts about video updates

Do clients really understand all the work you do? Looking for a unique way to update clients on your progress before you bill them? To discover how to use video to stay in touch with clients and show the behind-the-scenes work that goes into your deliverables, Brooke Sellas interviews Armando Leduc.Guest: Armando LeducReview our show on Apple Podcasts.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Charlie discusses the crashing economy under the Biden Administration. Charlie hilariously shuts down Karine Jean-Pierre as she tries to defend Biden. Charlie and T2 discuss how they spend Valentine's Day with their wives. Charlie talks about Biden's attempt to get rid of petroleum in the US.

The viral video of the teens wearing blackface in Cedar City has received 3.4 million views on Twitter alone. What exactly are the police and school investigating? Are punishments being floated? KSL reporter Aimee Cobabe joins the show to give more details and updates on the case.See omnystudio.com/listener for privacy information.

“With this latest expansion, we're continuing to make video podcasting a great experience for our creators – empowering them to reach new global audiences, own how they monetize their content, and interact with fans in new ways,”

Thank you for over 20,000 followers across Tiktok, Instagram and Twitter. Today's podcast deals with a lawsuit filed which Bank of America is accused of withholding fee refunds during COVID after promising in a March 2020 news release that they would help people. I mainly discuss how this podcast predicted this over 2 years ago, because Bank of America's refund tool is outdated, horrible, unhelpful, and ties refunds of customers to performance of employees. I also discuss how re-reading the BofA News Release, there is some funky language in there which I could see them using to back away from their promise. Reuters News Article on Story Top Class Actions Article Plus, I briefly discuss the viral Woman Jumping the teller counter Video at a Chase bank that circulated this past weekend, out of Buford, GA. I discuss why everyone had the reason for the altercation wrong, what the associate did wrong, and why I think people need to understand that how it was originally portrayed could not have possibly happened in any circumstance. CBS 46 Article about the incident. Finally, I talk about Smoothie Boy, James Iannazzo. He had a court date and a hearing about his job prospects and licensing. He has not had a good week. I will explain what's next for the peanut butter hating individual. NB Has recovered nearly $2 Million from big banks back to consumers, with nearly $500k of it being Zelle fraud! 17,500 total followers on TikTok and Twitter!!! Buy My Book "PLEASE TRY YOUR CALL AGAIN LATER"!!! $1 of Net Proceeds will go to charity. Find all my social media and other links at: TheNotoriousBanker.com (Links to YouTube, my book's page, podcast links, and how to contribute by Venmo/Cashapp and much more!!!) MY PATREON Page! For as little as $1, you can help James in his fight against big banks. http://patreon.com/NotoriousBanker --- Support this podcast: https://anchor.fm/thenotoriousbanker/support

Upcoming events at Destiny - Destiny Church - Sunday, September 19, 2021

Today I'm sharing all of the latest updates to TikTok and Reels for business.

Today I'm sharing all of the latest updates to TikTok and Reels for business.

Hey guys in this podcast I will be talking about Lil Nas X's new song and music video “Montero,” and the deeper meanings behind the video. We will also be discussing new stories and updates on stories we have previously talked about. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

In ca. zweieinhalb Monaten öffnen wir wieder offiziell die Türen zu unserem Online Durchstarten Programm. Hheute haben wir offiziell mit der Planung für den Launch begonnen. Es ist wieder so weit!! Woop!Vielleicht denkst du dir jetzt: Zweineinhalb Monate vorher? Ist das nicht ein bisschen übertrieben?Dann hör unbedingt in die Folge rein. Ich erzähle dir, wie wir uns mit dem Projektmanagement Toll Monday organisieren, wie wir Prioritäten setzen, was bei uns alles an Vorbereitungen für einen (Re-)Launch ansteht... Ads, Video-Updates, Worksheets, neues Webinar, E-Mails und und und. Du wirst merken, zweieinhalb Monate gehen da weg wie nichts. Was wir nämlich nie vergessen dürfen: Das „Alltags-Geschäft" on top. Blogposts wollen wöchentlich online gehen, der Instagram Kanal bespielt werden, die aktuellen Kursteilnehmer und Coaching-Teilnehmerinnen betreut werden, tägliche Podcast-Aufnahmen.Ein Launch ist DER Moment, wo wirklich Planung gefragt ist. Damit alle im Team auf einem Nenner sind. Und für, wenn du allein arbeitest, damit du nichts vergisst. Auch dann: richte dir solch ein Board ein. Auf diese Weise wirst du beim nächsten Launch viel entspannter an die Sache rangehen. Und wenn du dann doch einmal mit Team zusammen daran arbeitest, kannst du ihnen das Board vorlegen und ihnen die jeweiligen Aufgaben zuweisen.Erwähnte Links (werbung):E-Mail Software Active CampaignZahlungsdienstleister und Kurs-Plattform elopageProjektmanagement Software Monday- - - - - Kostenloser Workshop „Starte und skaliere dein Online Business"Unser Onlinekurs/ Mentoring Programm Online DurchstartenGruppencoaching & Mastermind Programm All-In

Joining us on the Pacific breakfast show this morning is multi talented sound engineer, music and video producer Anonymouz AKA Faiumu Matthew Salapu & Areta Tanoa'i to speak more about the creation of the Coivd-19 updates in 9 of our pacific languages.

Joining us on the Pacific breakfast show this morning is multi talented sound engineer, music and video producer Anonymouz AKA Faiumu Matthew Salapu & Areta Tanoa'i to speak more about the creation of the Coivd-19 updates in 9 of our pacific languages.

On this week’s Social Media Marketing Talk Show, we explore improvements to Live video on Facebook and Instagram, paid live streams in Facebook Events, and Messenger Rooms with special guest Luria Petrucci. Learn more about Becoming Well-Known

Weekly Updates: http://bit.ly/WeeklyKrish | Subscribe: http://eepurl.com/oOJ45 Written, Edited & Filmed by Krish Mohan Music: "Blue" by Old Game Download their album: https://oldgame.bandcamp.com SUPPORT THE SHOW ON PATREON: https://www.patreon.com/KrishMohanHaha MAKE AN INDIVIDUAL DONATION: paypal.me/KrishMohanhaha TOUR DATES: http://ramannoodlescomedy.com EXCLUSIVE MATERIAL: https://ramannoodlescomedy.bandcamp.com/ Weekly Updates: http://bit.ly/WeeklyKrish Subscribe: http://eepurl.com/oOJ45 Podcast: https://anchor.fm/taboo-table-talk FFON Podcast: https://anchor.fm/krishmohan-ffon Download my NEW album "Empathy On Sale": http://bit.ly/EmpathyOnSale-1 Download my album "Approaching Happiness": http://bit.ly/ApproachHappy STEEMIT: https://steemit.com/@krishmohanhaha --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Weekly Updates: http://bit.ly/WeeklyKrish | Subscribe: http://eepurl.com/oOJ45 Written, Edited & Filmed by Krish Mohan Music: "Blue" by Old Game Download their album: https://oldgame.bandcamp.com SUPPORT THE SHOW ON PATREON: https://www.patreon.com/KrishMohanHaha MAKE AN INDIVIDUAL DONATION: paypal.me/KrishMohanhaha TOUR DATES: http://ramannoodlescomedy.com EXCLUSIVE MATERIAL: https://ramannoodlescomedy.bandcamp.com/ Weekly Updates: http://bit.ly/WeeklyKrish Subscribe: http://eepurl.com/oOJ45 Podcast: https://anchor.fm/taboo-table-talk FFON Podcast: https://anchor.fm/krishmohan-ffon Download my NEW album "Empathy On Sale": http://bit.ly/EmpathyOnSale-1 Download my album "Approaching Happiness": http://bit.ly/ApproachHappy STEEMIT: https://steemit.com/@krishmohanhaha --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Throw Away The Box Podcast Episode 6: Creative Updates plus a Lesson About Giving Away Music This was done as a video update - you can watch it below.  I discuss items I'm working on. Plus, on my way to […] The post Episode 6 Music, Writing, and Video Updates Plus a Lesson About Getting Your Music In Front of People appeared first on Matthew Moran.

The Houston Astros are not only my favorite baseball team, but they’re also great teachers of business. Here’s what I mean.Subscribe to my Video UpdatesRequest a Free ConsultationI’m a big Astros fan, but their recent World Series title isn’t the only thing they’ve given me to smile about. They’ve also taught me a lot about business, and I think there are three things that all hiring authorities can learn from the Houston Astros:1. Rebuilding. The Astros literally went from worst to first in less than five years. How did they do it? They recognized the need for a rebuild if they wanted to achieve their ultimate goal. Human capital is the No. 1 predictor of their success, which is true of our organizations as well. The people that we hire and build our organizations around are our top asset.2. Embrace the new generation. The Astros did this, and it went on to lead them to a World Series. How can you hire the next generation to impact your business positively? The Astros brought on players like George Springer, Alex Bregman, and Carlos Correa to rebuild themselves into a dynasty.“I recommend tunneling your focus into one or two positions. ”3. Tunnel focus. A hitter like Jose Altuve has to focus on hitting one ball and making contact. If he has to start focusing on multiple balls at once, he’s not going to hit anything, even though he’s a great hitter. In hiring, we try to do everything all at once and it leads us nowhere. I recommend focusing on one or two positions that can most dramatically impact the organization. Prioritize the most critical needs first and just move down the list. This will give you a much better result.I hope this has given you some good ideas for your organization. If you have any questions for us in the meantime, don’t hesitate to give us a call or send us an email. We look forward to hearing from you soon.

Michael Jordan taught us how to dream. The Chicago Bulls taught us how to handle the hiring process. Subscribe to my Video UpdatesRequest a Free ConsultationBack in 1983, the Chicago Bulls took Michael Jordan in the first round of the NBA draft, and as you probably know, that pick transformed their organization forevermore.With Jordan at the helm, the Bulls amassed six out of ten championships throughout the ‘90s, and to this day Michael Jordan is widely considered the greatest player to have ever set foot on a basketball court.How does the story of the Chicago Bulls and Michael Jordan tie into our roles as hiring authorities? And what can we learn from that historic 1983 selection when it comes to the way we recruit and hire? Much to their detriment, a lot of hiring authorities are overly focused on bullets points in a job description. Even after accounting for such credentials as skills, experience, and education, they tend to place undue emphasis on the specifics of the role they’re hiring for. In other words, the hiring authority wants to know if the applicant has already done what they’ll be directing them to do.For the sake of argument, let’s say the Chicago Bulls took the same approach. They certainly wouldn’t have gone after a player fresh out of college with no professional experience. Instead, perhaps they would have pursued a power forward with experience in the NBA playoffs or a player with a championship already under their belt.“Seeing the process through this new lens might just fundamentally change the way you do your hiring in 2019. ”During the period between the ‘80s and early ‘90s, the Chicago Bulls weren’t a great organization and were easily outmatched against forces like the Lakers and Celtics. But when they drafted Jordan, the Bulls took a chance on an unknown quantity and rightly saw something in his raw skills and experience. In addition, they assessed his soft skills—was he a leader at the University of North Carolina? Will he and how can he be a leader at the professional level? They looked at the totality of what Jordan had to offer, and, as they say, the rest is history.Let this be a lesson to all of us about how we craft our job descriptions and consider the weight that raw skills and experience carry versus prior experience when we do our hiring. Ultimately, our focus should be on an applicant’s probability of success in our organization, rather than if they have direct experience in very specific areas. Seeing the process through this new lens might just fundamentally change the way you do your hiring in 2019.If you have any questions or would like to have a conversation with me, feel free to reach out. I’d be happy to hear from you!   

Welcome back to part two of our series! Today we’ll focus on the importance of employee engagement and how it can impact your company as a whole.Subscribe to my Video UpdatesRequest a Free ConsultationLast time in part one of this series, we discussed strategies for boosting employee retention. Today in part two, we’ll focus on another important aspect of being an employer: employee engagement.Since 2010, numerous studies have come out that have really enlightened us as to what constitutes employee engagement, how it impacts productivity, and how it impacts employee retention. These studies have suggested that up to 80% of people don’t like their jobs and that dissatisfaction influences their disengagement.But what do those employees look like? Well, those are the people that might distract themselves with social media throughout the day. Their lightbulbs aren’t on, they just seem unmotivated, and they don’t rally behind their company’s mission.Why is it that people seem to be disengaged from their jobs? Well, the studies found that there are two key reasons:1. They feel undervalued2. They’re dissatisfied with the company’s leadershipThis reminds me of a great quote by Simon Sinek: “Leadership isn’t about being in charge; it’s about taking care of those in our charge.” Studies have also shown that employees with lower engagement are four times more likely to leave than those who are highly engaged, so we know this is an important topic.“Leadership isn’t about being in charge; it’s about taking care of those in our charge. ”C-suite executives view this issue as one of the top issues that constitute a threat to their business, and it actually ends up costing the U.S. One study said that the issue of employee disengagement costs the country at large over $400 billion a year.So what can be done to alleviate this problem? Here are a couple of things to think about in your own business:1. Build trust in leadership. This includes middle-management, not just c-suite management. We have to show our people that we truly care about them personally, not just professionally, and we have to act with integrity. People in our organizations can see how we act behind closed doors as well as how we act with our customers.2. Demonstrate competence. If mid-management is disengaged, it can trickle down to the people who work in their groups. What’s important isn’t what we do as a job function—it’s about why we do it. The question, then, is how do we capture our mission to change our communities and leave a lasting impact in our one-on-one, daily, and weekly meetings?Ultimately, the first step to solving these issues is to realize how important it is, and now that we know what we can do, tactically speaking, to help move the needle in the area of employee engagement. Shifting your own perspective, and therefore your employees’, can have a huge spillover effect when it comes to retaining your top talent and increasing your organization’s productivity.If you have any questions or comments about this topic, feel free to reach out to us. We’d love to have a conversation with you.

Today’s focus is on employee retention and a few actions you can take to keep your “A-players” around to promote the good health of your company. Subscribe to my Video UpdatesRequest a Free ConsultationToday I’m bringing you part one in my two-part series that will aim to help you with retention and employee engagement. They go hand in hand and are equally important in your workplace environment, but they’re also distinct from each other, so I’ve decided to focus on retention for part one.Retention is the ability to hold onto the “A-players” in your organization that you value greatly and, in the event that they were to leave, would leave big shoes to fill.Granted, there are times where we don’t take issue with or may even want an employee’s resignation if that particular person is underperforming or if they pollute the culture you’ve worked to build. That can be viewed as an opportunity to top-grade that position and hire someone who adds to the culture and is a stronger fit.With the labor market as tight as it is today, though, it’s especially important not to lose your most indispensable players or even those who are one rung down from that.“Retention is the ability to hold onto the “A-players” in your organization that you value greatly and, in the event that they were to leave, would leave big shoes to fill. ”Here are a few things you can do, tactically speaking, to bring about greater retention in your organization:First, conduct performance reviews and convey what your employees are doing well and the areas where they can improve. Rather than seeing it through the company lens, make the review about the employee, and gain a richer understanding of where they’d like to be in both the short term and long term.  Seek to understand what skills and experience they’ve developed that make them feel their job is worthwhile, as well as those that they’d like to fine-tune and develop further, so they can realize their greater potential.As a final tip, although compensation isn’t one of the top two reasons employees leave to pursue new career options, your employees’ compensation should be commensurate with the market standard when accounting for the skill set and experience they bring to the table.  Stay tuned for part two where we dive into employee engagement! If you have any questions or ideas for a future video topic, please let me know. I’d be happy to have a conversation with you! 

Your employer brand doesn’t impact the ways that consumers view your company, but it can have a huge impact on the kind of people you recruit. Here’s how.Subscribe to my Video UpdatesRequest a Free Consultation Today I’m going to talk about your employer brand in the marketplace and what that means for your hiring. It doesn’t matter what kind of company you have—you have multiple “brands” out there.One thing that we’re all familiar with is the consumer brand. Because of your product or services, you have a brand with them, which is great.However, today I’m talking about your employer brand. This means that as an employer of people, what do those in the marketplace think about you as a place to work? It’s totally different than your product or service brand.If you sell cars or drinks, your consumer loves your product, but that doesn’t necessarily translate to being a good employer brand.“Asking good questions in interviews will improve your employer brand. ”A lot of things can impact your employer brand. One thing is just being aware of it.How you treat your existing employees has a major impact on your employer brand. People talk, and a lot of them find out about companies through word of mouth. When people leave or quit, how professional are your exit interviews? Do you learn about why they are leaving and try to change for the better? Doing so will improve your employer brand immensely.Another factor to consider is how you treat people through the interview process. Asking good questions, giving them fair offers, and all the other little things you do to leave a taste in someone’s mouth will improve your employer brand.All of these things work together in totality to create your employer brand. Having a good employer brand impacts many things, including retention, hiring, and more.If you have any questions for me about how to create a better employer brand or about anything else related to your hiring needs, don’t hesitate to give me a call or send me an email. I look forward to hearing from you soon.

A lot of job offers are getting turned down in our current market, but there are a few things you need to remember to make sure the same thing doesn’t happen to your company. Subscribe to my Video UpdatesRequest a Free ConsultationWe’re in a candidate-driven market right now, and as a result, more and more job offers are getting turned down. What are some of the trends in this market?Stiff competition between employers trying to hire the same people Companies are incentivizing their current employees with strong offers to keep them where they’re atSome companies have long, drawn-out recruiting cycles that send mixed messages to candidates and discourage them  Companies aren’t properly defining their employment opportunity, or candidates are getting mixed signals from those involved in the interview processSome employees are just tire kickers—they’re not serious about making a move, and they might only be using a job offer as leverage to get a raise at their current companyHow can you adjust to this market and make sure your job offers don’t get turned down? There are four points you need to remember:1. Recruit from the perspective of the employee, not the employer. Find out what they’re looking for and figure out how your opportunity can help them advance their career.“Find out what they’re looking for and figure out how your opportunity can help them advance their career. ”2. Understand what motivates them besides money. Ask open-ended questions that inquire as to what they’re really looking for in their next opportunity. Are they looking to learn new skills? Are they career-motivated or quality-of-life motivated? How does your opportunity apply to their motivations?3. Don’t make offers without knowing they want to join your organization. 4. Stop lowballing people. Make a great offer on the first try, and only after they’re verbally pre-closed to accept. The only surprises in an offer should be if it’s more than the candidate expects.If you’d like to talk more about this topic, have any questions, or need more information, feel free to reach out to us. We look forward to hearing from you soon.

 For today’s message, we’re going to share the top 11 most in-demand jobs of 2019. Subscribe to my Video UpdatesRequest a Free ConsultationToday, we’d like to shed some light on the top 11 most in-demand jobs of our marketplace in 2019. This list comes straight from an article recently published by Fox Business News. You can find a more in-depth analysis of this list by checking out the original article here, but, for now, let’s dive right into the top 11 jobs:1. Data scientist. It’s predicted that more than 4,000 new jobs will be added for this position in the United States. 2. Site reliability engineer. This IT position will be highly in demand this year.3. Enterprise account executive. This position, which is more geared toward software sales, is also set to be in high demand. 4. Product designer. Those in this IT role are tasked with engineering technology products. 5. Product owner. Those in this role are responsible for handling business analytics and business processing.6. Customer success manager. This role brings approximately $90,000 a year and is in very high demand. 7. Engagement manager. This includes those involved in IT program management, business analysis, and business process improvement. 8. Solution architect. Though it does not generally involve managing people, this role pays similarly to managerial positions. 9. Information technology leader. More than 1,500 of these jobs are expected to be added in 2019. 10. Scrum master. This position involves managing agile development teams. 11. Cloud architect. Again, more than 1,500 of these jobs are expected to be added in 2019. If you have any other questions or would like more information, feel free to give me a call or send me an email. I look forward to hearing from you soon.

 You could be unintentionally disappointing your applicants, thanks to a bad interview process. Here’s how you can fix it.Subscribe to my Video UpdatesRequest a Free ConsultationThrough working with our 70+ clients, we’ve seen the good, the bad, and everything in between when it comes to job application processes. More importantly, we’ve seen how they affect applicants. A lot of companies have an interview process that takes too long and fails to give adequate feedback to applicants. When an applicant finally gets their first phone interview after a week of waiting, another week will go by without them hearing anything. Then they get the interview, and another week passes. This often adds up to more than a month, and it’s way too long. Having so many steps in the process can also eat up time. When candidates have four or five interviews spread across 10 different decision makers, what do you think goes through their head?“A lot of companies have an interview process that takes too long and fails to give adequate feedback to applicants. ”They think the company is disorganized, indecisive, unfocused, and not interested.The common thread between these thoughts is that they’re all negative. When looking to find high-level additions for your company, using an interview process fraught with bad impressions is not a good way to do so.If you’re not interested in an applicant, tell them quickly and professionally. Leave them with a good feeling about the role, and make them think, “I just wasn’t quite right for the role.” If not, they could go and share their dissatisfaction in your company with others in the job market. And if you really are interested in a candidate but they’re carrying all the bad thoughts we mentioned earlier, that’s even worse—they could potentially walk away altogether!To avoid losing top talent, there should only be a few key decision makers who are all on the same page and who all provide timely feedback. You’ll get to the offer stage quickly and efficiently, and you’ll win a great addition to your team.If you’d like to speak about your own hiring situation, have any questions, or need more information, feel free to reach out to us. We look forward to hearing from you soon.

Here are the recent purchases made by SAP in order to enhance the customer experience.Subscribe to my Video UpdatesRequest a Free ConsultationToday we’ll be recapping SAP’s recent acquisitions and how these new capabilities affect their offerings as a company. Oftentimes, they acquire competitors and products that will help them do something different from their core offerings.Qualtrics allows organizations to focus on four key areas to improve the user’s experience: customer, product, employee, and brand data.Contextor introduces AI and robotic process automation capabilities. Think of when you interact with a bot on a website.Coresystems is involved with mobile and cloud-based field service management. This helps employees in the field to create real-time customer experiences.“Oftentimes, they acquire competitors and products that will help them do something different from their core offerings. ”CallidusCloud helps manage sales and marketing automation. This product handles bidding, pricing, quoting, and invoicing processes.Gigya is an identity management company that businesses can use to join the identity management marketplace. In other words, think of how some sites let you log in with social media sites like Facebook; Gigya handles this process.Hybris ties into SAP’s increased focus on the customer experience.Ariba is a major purchasing and supplier-relationship managing company. If you have any questions or need more information, feel free to reach out to us. We look forward to hearing from you.

The holiday season is finally here. We wanted to make sure and reach out to wish you the best this year.Subscribe to my Video UpdatesRequest a Free ConsultationToday I want to send out our best wishes to everyone for the 2018 holiday season. We hope you have a very safe, healthy, and prosperous holiday season and a happy new year. Since we are a search firm first, I would be remiss if I didn’t say that the time to think about your 2019 hiring needs is now, even if you don’t plan on making moves until February or March. If there’s anything we can do to help in the meantime, feel free to reach out. 

Welcome to The Digital Natives Cast, where we help you get found! Every Friday we'll bring you the latest in technology, design, and marketing from the point of view of digital natives.   Find our show notes hosted by our sponsor at: KeystoneClick.com   Music by: DJ Quads

In this episode of Shift Your What?, we parachute into the middle of an active classroom to talk with Steve Tolton and Maggie Warneke about their integrated Math / Science program they have branded MMR Engineering.By keeping the class learning by doing, and seamlessly integrating the math with the science, they have created something truly special that is good for students.Steve and Maggie dig into why they built this program and give a little window into how they do it as well. More information on MMR Engineering can be found here:1) Updates posted on twitter @mrtoltonphysics2) Video Updates: tinyurl.com/mmrengineeringupdates3) All files for the program: tinyurl.com/mmrengineering

Job candidates aren’t the only ones who should do their research before an interview. Today, let’s talk about the pre-interview preparations hiring authorities should be engaging in, as well. Subscribe to my Video UpdatesRequest a Free ConsultationToday I’d like to highlight a crucial but often overlooked step in the interview process. In a candidate-driven market like the one we’re in right now, omitting this step will come back to haunt you when it comes time to make an offer.   What is this critical step? Interview preparation.Any good candidate knows that preparing for an interview is essential, so why aren’t more interviewers following their example? Of course, pre-interview due diligence is different for interviewers than it is for interviewees. While candidates will spend their time preparing for the interview by learning about the position and the company, interviewers should do similar research on the candidate, themselves. Before entering an interview, hiring managers should ask themselves whether they understand who the candidate is, what their hot buttons are, and what is motivating them to make a change.“Following this step as a hiring authority could be mean the difference between hiring an average worker and hiring an “A” player. ”If the candidate is an “A” player and you hope to bring them on board, there are three main points you’ll need to understand about them: 1. What is it that they feel they’re lacking in their current position? 2. What primary factor (money, quality of life, location, etc.) is motivating their decision to change positions?3. Does the candidate have any other opportunities lined up?Knowing the answers to these questions before the candidate comes in for an interview is a must. Everyone on the interview panel should have a sufficient understanding of the candidate’s background before the interview process. Following this step as a hiring authority could be mean the difference between hiring an average worker and hiring an “A” player. If you have any other questions or would like more information, feel free to give us a call or send us an email. We look forward to hearing from you soon.

How do you properly discuss salary requirements and expectations? Today we will take a look. Subscribe to my Video UpdatesRequest a Free ConsultationToday I want to talk about compensation and how to properly discuss your expectations or requirements when you're the job seeker in an interview. Let's jump right in.First, realize that it's illegal in some states for potential employers to ask how much you currently make. Instead, they may begin the conversation by asking “What would you like to make?” As the interviewee, you really need to know how to answer this before the interview even begins. If you need to prepare a script for what you'll say and then practice it with a friend. Having your answer prepared and memorized can be greatly helpful when the question does come up.If you feel comfortable, you can let the company know what you currently make, including your base salary and bonus payout. I like to coach my people to go into interviews and say that they would like the compensation for the role to be reflective of the amount of impact they will have on the organization.“The problem with giving an exact, quantitative number is that you could tell them a number that is higher than what they had in mind. ”Although this doesn't give the employer a direct answer, it does give you the chance to let them know that you're more about the opportunity. It also shows that you expect the compensation package to reflect your impact on the organization. If it is an important, high-impact role, it will say a lot to the company. You could also say that you want it to be in line with what you pay other people at similar levels.The problem with giving an exact number is that you could tell them a number that is higher than what they had in mind. This could shoot yourself in the foot and the conversation could go in the wrong direction quickly for a position you really wanted. You want to put yourself in a position to get a great offer for both you and the company.If you have any additional questions about this or if you're interested in speaking about buying or selling, please feel free to reach out to me. I look forward to speaking with you soon. 

How can an alumni program impact your recruiting? Let's take a look.Subscribe to my Video UpdatesRequest a Free Consultation Today I want to discuss alumni programs and how they can impact your talent acquisition and recruiting. The type of alumni program that I am talking about isn't a university program, but rather one that mature organizations are setting up to help keep track of great employees who have left their company. Decades ago, employees who left a given company would tend to feel as if they had burned a bridge. Many of these people felt that, as former employees, they had abandoned their chance of being rehired by that company. Sophisticated, mature global organizations, however, have now realized that not staying in touch with great former employees can lead to missed opportunities.“By staying in touch with former employees who go out and get experience with other companies, employers are able to potentially bring them back to their organization in the future. ”With today’s exit interviews, companies let employees leave in a professional manner and keep the relationship intact, creating an alumni network of sorts. With the help of group pages on LinkedIn, for example, employers are able to stay in touch with talented employees who are difficult to replace.By staying in touch with former employees who go out and get experience with other companies, employers are able to potentially bring them back to their organization in the future.If you're an HR talent acquisition or hiring authority, you can create a loose affiliation to help make the difference in the war on talent we seem to be finding ourselves in. Keeping in touch with your former employees as they evolve in their careers may help bring them back to you with new skills that are worthy of a different role entirely within your organization.If you have any questions about this, please feel free to contact me. I look forward to speaking with you soon.

 Today I want to share five ways that you can improve your recruiting process so you can retain great employees.  Subscribe to my Video UpdatesRequest a Free ConsultationDo you know what is hurting your recruiting process? If you are a hiring authority in HR, part of talent acquisition, or in the recruiting business yourself, the five things that I have for you today can help you determine the best methods for hiring the best candidate for your open position.1. Spend 30 minutes on the front end to save hours on the back end. You need to get with all of the parties in the recruiting process on an intake call so you can describe each person's role and let the recruiting team ask questions. Doing this will save time for the whole team by avoiding recruiting and interviewing the wrong people.2. Write your job descriptions from the perspective of the job seeker. Most companies write entire job descriptions from the perspective of what they want. Instead, you should include what a great candidate would gain in terms of their career experience by working with your company.3. Get creative with sign-on bonuses. If you can't quite get the base salary that your candidate wants, consider a sign-on bonus. Just make sure you include a retention clause that states they must pay it back if they don't stay for one to two years. A great example of creativity is one of our clients who structured their sign-on bonus to create retention by offering $10,000 upfront and then another $10,000 for their one and two year anniversaries.“Include in your job description what a great candidate would love to gain in terms of their career experience by working with your company. ”4. Have them pay back work visas. Sometimes hiring people on a visa is a great option for a hard-to-fill role. You can add a repayment clause on the offer that states if the person accepts the job and leaves within two years, they will pay back the incurred visa fees, which are usually more than $10,000.5. Spend more time and energy on your onboarding program. Create an extended onboarding plan and execute it over 90 days, six months, or 12 months. This will not only lead to more successful employees, but increase your retention as well.If you have any questions about this, please don't hesitate to call us. We would love to speak with you.

On this week’s Social Media Marketing Talk Show, we explore live video updates from Facebook and YouTube with David Foster and Luria Petrucci of Live Streaming Pros and Facebook ad creation with Amanda Bond. What do you think? Find show notes and share your comments and questions here, or at https://www.socialmediaexaminer.com/talk51

 What does our current unemployment rate mean for your company if you’re looking for candidates for the end of 2018?Subscribe to my Video UpdatesRequest a Free ConsultationToday I want to talk about the economy and the unemployment rate and how that will impact companies hiring in the back half of 2018. To start with, our gross domestic product (GDP) is over 4% for the first time in several years. The economy is booming. This translates to hiring and what unemployment currently looks like. Unemployment is currently below 4%, which means that we are at full employment. But what does this mean to a company or hiring authority? In the STEM areas (science, technology, engineering, and math) as well as healthcare, it has become increasingly difficult to find talent because of this full employment. Anybody that is talented is already employed and no longer looking for a job. This changes how we have to streamline our processes and pursue strong candidates in the marketplace. We have to have a faster response time, as well as set up interviews more quickly. After two or three interviews, we have to try to get to the offer stage within two weeks.   In a slow economy, hiring authorities and companies move slower and have a lot of time to make their decision. “When you find someone who is a nine on a scale of one to 10 and they are a good fit with your company’s culture, you need to jump on them. ”Today, however, when you find someone who is a nine on a scale of one to 10 and they are a good fit with your company’s culture, you need to jump on them. You have to put your sales hat on and sell why this is a great opportunity for them. Then, you have to put your best foot forward and make a great offer. Of course, you should still expect to negotiate. You will lose great people if you’re too slow or don’t sell your opportunity well. Great candidates are getting multiple offers, so you need to be prepared for this for the second half of 2018. If you have any more questions about hiring in our economy or there’s anything else I can assist you with, feel free to call or email me anytime. I’d be happy to help you.

If you want to be successful during your next job interview, there are five key tips you should follow. Subscribe to my Video UpdatesRequest a Free ConsultationAll of us, even if we’re usually in the role of hiring manager, will sometimes find ourselves on the other side of the table as a potential candidate for a job. So with that being the case, what tips should job seekers follow when interviewing for their next opportunity?There are five tips we’ll go over today:1. Research the company in advance. Before entering an interview, it’s important to do your homework. Any opportunity you’re taking seriously enough to spend time and energy on in the form of an interview is worth the time and energy it’ll take to adequately prepare. You should be aware of their annual revenues, any recent or significant news from their press releases, and anything else of note that’s going on within that company. It should be apparent to the person interviewing you that you’ve truly done your homework.2. Rehearse at least three stories of accomplishments you’ve made in the workplace within the last three to five years. You will always be able to find a time to work these things into the interview process. And to relay these stories, I encourage that you follow the STAR (situation, task, action, result) model. Following this model means first explaining the situation, then clarifying the task that was at hand, outlining the actions you took, and wrapping up the story by sharing its results. This model will help you present your accomplishments in a clear and effective manner. It should be apparent to the person interviewing you that you’ve truly done your homework. 3. Ask great open-ended questions. Interviewers will expect you to have questions prepared. It’s never a good sign if an applicant has nothing to ask, or only asks the most basic questions they can think of. Asking the right questions, the kind that lead to a dialogue, will demonstrate that you’re an expert in your field. 4. Let the hiring authority know that you’re interested in the role. If you’re confident and excited about potentially joining a company, let the hiring authority know. This will do a great deal to help their impression of you as a candidate. 5. Close the interview by asking the hiring authority if they have any questions. It’s critical for you to not only express that you’re excited and feel qualified for the role, but for you to ask questions to determine if they feel the same way. Finding out whether they have any concerns or questions for you and actively listening to their response will improve your chance of securing the job. If you have any other questions or would like more information, feel free to give me a call or send me an email. I look forward to hearing from you soon.

Just a quick announcement....As a fundraiser, Scott Milligan is generously giving his first live Q & A on July 3rd. You don't need to be present as all who sign up will be sent the video replay. Visit http://scotttrance.com/ to find out more.  Also, I spent 7 days at the Arthur Findlay College followed by 2 days at Banyan Retreat. I posted Facebook live videos of my amazing experiences! If you'd like to view them please join our We Don't Die Listeners - Facebook group at: https://www.facebook.com/groups/wedontdielisteners/

Live stream news and live video platform updates for week commencing 4 March 2018We share the latest live stream news you can use if you are a marketing, PR or business executive who wants to integrate live streaming into your communication plans for brand awareness, marketing, social selling, lead generation, customer support, employee engagement or crisis management.IN THIS EPISODE WE COVER:- New YouTube live updates including live chat replays and English automatic captions- Facebook Live videos produced by paid partners more than halved by the end of 2017- Yet 52% of the top 1,000 U.S. publishers aired a Facebook Live broadcast in January 2018- Amazon-owned Twitch is expanding in Europe- Twitch’s live game show ‘Stream On’ premieres on 8 March 2018- Did you know that Facebook has changed the default for Group notifications- Are your pre-recorded live streams complying with Facebook TOS?- and we explore the excuses people give for not publishing live video?If you find the show of interest please consider sharing it to your networks. If you like the show remember to subscribe to live notifications from our Live Stream Insiders Facebook Page http://www.Facebook.com/LiveStreamInsidersIf you prefer to subscribe to get replays on YouTube go here https://thisis.fyi/videotutorialsIf you have questions about using live video following the show, you can schedule a conversation with Krishna at http://www.Krishna.me/meetingFind the articles referred to in the show and additional live video news articles and tutorials here https://lsinsiders.com/4March2018linksMore live stream tutorials can be found at http://www.Krishna.me

Are you preparing to work with a recruiting partner for your next candidate? Today I have 10 questions you should ask when interviewing a potential search firm. Subscribe to my Video UpdatesRequest a Free ConsultationDo you know what you should ask a search firm or recruiting partner you are considering working with? Today I have the top 10 questions you should ask. 1. Can you give me examples of recruiting and placing this same type of search with other companies in the last two or three years?2. Can those companies and hiring authorities be references for the company?3. Which recruiter in the firm will be working on your searches if you decide to partner with them? This is a great question, because it is not always who you are talking to at the moment. 4. Can they share an example of what a recruiting script might sound like for your opportunity? If they cannot do one specifically for your company, can they share an example script of another search that they may be going right now? The purpose of this question is to understand if they sound good when they go to market with your opportunity. Do they put a compelling story together, or do they sound mediocre?5. What kind of different pricing options does your firm offer? Ask open-ended questions about multiple firm contingency, exclusivity, price breaks for increasing the partnership, etc. to help you understand what the different ways you might align with the company.6. Can you share in detail what your recruiting process looks like? You want to know how the weeks will progress and get a detailed step-by-step of their process. This can help you find out when you can expect to meet candidates, do an in-person interview, offer the position, and have a potential start date.If you do all of these things, you are going to line up with better partners who are able to better represent you in the market. 7.  What does their recruiting campaign look like to ensure that every qualified candidate in the market is hearing about the opportunity? You are testing the search firm for perseverance and making sure that no stone is left unturned.8. Is the firm insured? Do they have general liability insurance, professional liability, errors in omission, etc.? This helps weed out an independent recruiter from an established firm because an established firm knows that they need insurance in case something unforeseen happens.9. How many similar searches has the firm successfully completed in the same city as your position? While this may be similar to the first question, this delves further into if the firm knows your geographic market. Do they know the local candidates?10.  How many companies has the firm successfully placed people within the same industry vertical as you? You need to know if they understand your industry and if they have client references available.I have two parting thoughts for you to consider as well. First, it is important that you review the search firm's website, marketing materials, open jobs, and client testimonials to see if they are on brand. Is what the company told you about themselves the same as what you found? And, when you are looking at the recruiting firm and the people, look at their LinkedIn and social media profiles for client testimonials before you decide.If you do all of these things, you are going to line up with better partners who are able to better represent you in the market. Quality firms that help you can make the best hire you can possibly make.If you have any additional questions about this or are interested in using my firm, please feel free to reach out to me. I look forward to speaking with you soon.

UBR Truth Seeker Facebook Group: https://www.facebook.com/groups/216706068856746/ Become a Patron if you like what you hear for as little as $1 on Patreon and join the fight www.patreon.com/ufobusterradio In this episode: Article: 20 Townsville UFO sightings by ANDREW BACKHOUSE, Townsville Bulletin Twenty frightened Townsville residents have reporting seeing unidentified flying objects over the past 20 years. Evidence collected by UFO Research Queensland details the terrifying encounters. Researcher Sheryl Gottschall is documenting the history of sightings of UFOs and would like to hear from anyone who may have had a personal UFO sighting, past or current, or know of such reports from their local area. Ms Gottschall said the database included historical and new sightings. LINK: http://www.townsvillebulletin.com.au/news/20-townsville-ufo-sightings/news-story/01311b900767af6ebb5d41769576f605 GAIA is releasing free updates on the NAZCA Mummies at www.GAIA.com/NAZCA UBR Show Stuff Facebook Pages | Manny Moonraker: https://www.facebook.com/MannyMoonraker/ | UFO Buster Radio: https://www.facebook.com/UFOBusterRadio UFO Buster Radio Merch T-Shirts and stuff: https://shop.spreadshirt.com/UFOBusterRadio or http://www.cafepress.com/UFOBusterRadio UFO Buster Radio YouTube Channel: https://www.youtube.com/channel/UCggl8-aPBDo7wXJQ43TiluA To contact Manny: manny@ufobusterradio.com, or on Twitter @ufobusterradio Call the show anytime at (972) 290-1329 and leave us a message with your point of view, UFO sighting, and ghostly experiences or join the discussion on www.ufobusterradio.com For Skype Users: bosscrawler Background Track: YouTube Creator Collection Drone in D by Kevin MacLeod is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Source: http://incompetech.com/music/royalty-free/index.html?isrc=USUAN1200044 Artist: http://incompetech.com/

UBR Truth Seeker Facebook Group: https://www.facebook.com/groups/216706068856746/ Become a Patron if you like what you hear for as little as $1 on Patreon and join the fight www.patreon.com/ufobusterradio In this episode: Article: 20 Townsville UFO sightings by ANDREW BACKHOUSE, Townsville Bulletin Twenty frightened Townsville residents have reporting seeing unidentified flying objects over the past 20 years. Evidence collected by UFO Research Queensland details the terrifying encounters. Researcher Sheryl Gottschall is documenting the history of sightings of UFOs and would like to hear from anyone who may have had a personal UFO sighting, past or current, or know of such reports from their local area. Ms Gottschall said the database included historical and new sightings. LINK: http://www.townsvillebulletin.com.au/news/20-townsville-ufo-sightings/news-story/01311b900767af6ebb5d41769576f605 GAIA is releasing free updates on the NAZCA Mummies at www.GAIA.com/NAZCA UBR Show Stuff Facebook Pages | Manny Moonraker: https://www.facebook.com/MannyMoonraker/ | UFO Buster Radio: https://www.facebook.com/UFOBusterRadio UFO Buster Radio Merch T-Shirts and stuff: https://shop.spreadshirt.com/UFOBusterRadio or http://www.cafepress.com/UFOBusterRadio UFO Buster Radio YouTube Channel: https://www.youtube.com/channel/UCggl8-aPBDo7wXJQ43TiluA To contact Manny: manny@ufobusterradio.com, or on Twitter @ufobusterradio Call the show anytime at (972) 290-1329 and leave us a message with your point of view, UFO sighting, and ghostly experiences or join the discussion on www.ufobusterradio.com For Skype Users: bosscrawler Background Track: YouTube Creator Collection Drone in D by Kevin MacLeod is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Source: http://incompetech.com/music/royalty-free/index.html?isrc=USUAN1200044 Artist: http://incompetech.com/

Bethel Music Now on The Music Bed – 6:41 Workplace by Facebook – 8:56 The Planning Center Song – 13:51 Google AutoDraw – 17:02 Snapchat World Lens – 20:23 Nucleus.Church...

Should my business try doing live video?  Is there special software or equipment that I need? Can I broadcast to just my Facebook group?   We have more options and opportunities with live video than ever before.   But is Live video right for you and your business?   Join live video expert Ian Anderson Gray and Jeff Sieh as they discuss recent updates and tactics for using live video for your business.   Ian Anderson Gray is the founder of Seriously Social; a blog focused on social media tools. He’s a speaker, trainer, teacher, web developer, and consultant. He has a passion for turning the techno-babble of social media marketing into plain English. Ian is a co-founder of Select Performers – a family run web agency. As well as being a geek, husband, and dad to two kids, Ian is also a professional singer and lives near Manchester in the UK.

We’ve had a lot of fun things going on with our clients and supporters this month. You can see videos of a couple of them today on the blog. Buying a Northwest Arkansas home? Get a full home SearchSelling your Northwest Arkansas home? Get a Home Price EvaluationToday I have not one, but two fun videos that I wanted to share. As you may remember back in November, we gave away pies to our loyalty club members for Thanksgiving and gave you a chance to vote on which of our team members deserved a pie in the face.“Check out the fun things that’ve happened with our team. ” Well, yours truly was lucky enough to be one of them. You can see me get pied in the face here.We also gave away a trip to one lucky client, and you can see their video here.We had a lot of fun in the last few weeks and we’re really looking forward to a great 2017. If there’s anything you have questions about in real estate or you’re thinking about buying or selling a home, don’t hesitate to give us a call or send us an email. We’d love to help you! 

Podcast 406 (2/24/15) Equip2Endure Podcast is brought to you by: Dogwood Custom Knives : http://www.dogwoodcustomknives.com/ Dealers USA Made Blade, Edge Works, Arizona Custom Knife Live Fire Gear LLC: http://www.livefiregearllc.com/ Gear Picks/Spotlight: Robby: The Blackthorn SS water bottle: http://amzn.to/1Dl5qcU Dan: Tea infuser (tea ball) for back woods coffee: http://amzn.to/1GoUWsO Bug-A-Salt Introduces Camofly 2.0 https://www.indiegogo.com/projects/bug-a-salt-introduces-camofly-2-0 Adam: Emergency Survival Mylar Tube Tent: http://amzn.to/18hridW Videos: Hunting Slingshots 101, Part 1 Concepts and Models by Madison Parker Jungle Plant Walk, Part 1 James Montana the "Jungle Bum" What's Your Digital Legacy? New Age of Internet Identity  How to Make a Pin Snare, Part 3: Final Set Up and Testing by Madison Parker How to Make a Pin Snare, Part 2 Building and Set Up by Madison Parker How to Make a Pin Snare, Part 1: Concepts and Intro by Madison Parker + PLUS Website Bonus! E2E Podcast Episode 405 Charcuterie, Bacon, and Internet Rage! Vanquest Gear Envoy 2.0 Messenger Bag, Overview MREs and Other Camp Food, What do you Use? Adam's Challenge Coins Interesting News: http://www.citylab.com/work/2015/02/the-college-of-lost-arts/385644/ Personal Interest My youngest sons is doing a school project on the effects of social media, pleas help him out by going to the below web site and voting on your favorite knife, if you are going to vote you might as well vote for Dogwood! http://www.thetoptens.com/best-knife-companies/