Podcasts about war for talent

Welcome to another episode of MOJO: The Meaning of Life and Business, where we explore the intersection of personal fulfillment and professional success. In this insightful installment, host Jennifer Glass engages in a captivating conversation with Richard Triggs, an expert with over 15 years of experience in executive recruitment and coaching. Together, they tackle the pressing issue of "Winning the War for Talent" and dissect the challenges that senior executives encounter when navigating the job market. From uncovering the hidden job market to mastering the art of networking and brand positioning, this episode offers invaluable advice for individuals seeking to advance their careers and companies aiming to attract top talent. Join us as we delve deep into the strategies for managing negative feedback, building high-performance teams, and creating a compelling employer brand to thrive in the competitive world of talent acquisition and retention. About my guest: Richard Triggs is a seasoned executive coach and career advisor who has dedicated his professional life to helping senior executives navigate the often challenging process of finding new opportunities. With a deep understanding of the job market and extensive experience in senior executive roles himself, Richard is able to provide invaluable guidance and support to individuals looking to make a career move. He believes that many senior executives, despite their success in their current roles, lack the necessary skills to effectively network and present themselves for new opportunities. With his expertise, Richard has helped countless professionals successfully transition to new roles and elevate their careers. His insight and practical advice have been instrumental in empowering individuals to take control of their career paths and truly thrive in the competitive job market. Connect with Richard on LinkedIn and on the web at https://www.areteexecutive.com.au/ Keywords: Jennifer Glass, Mojo, Richard Triggs, hidden job market, job search, networking skills, negative reviews, feedback, hidden job market webinar, book, COVID adaptation, employer perception, connection request, Zoom, Teams, proactive job search, potential employers, outreach strategy, imposter syndrome, job search tips, leadership, emotional intelligence, 360-degree feedback, personal growth, building talent bench, employer of choice, LinkedIn profile, exit interviews, retention efforts

Ged is joined by Paul Rees to look at why Welsh talent are aligning their futures to England. Plus a review of the URC weekend including a win for the Scarlets. Learn more about your ad choices. Visit podcastchoices.com/adchoices

John Winsor, founder and chairman, Open Assembly, and author of Open Talent talks with Peggy about the workforce and if the war for talent is won. He says digital technology has empowered people to go build their own businesses. They also: Discuss the shift between who has the power. Compare training costs and opportunities between internal and freelance workers. Identify what a networked organization is and how this will impact work in the future. johnwinsor.com  (2/27/24 - 860) IoT, Internet of Things, Peggy Smedley, artificial intelligence, machine learning, big data, digital transformation, cybersecurity, blockchain, 5G, cloud, sustainability, future of work, podcast, John Winsor, Open Assembly This episode is available on all major streaming platforms. If you enjoyed this segment, please consider leaving a review on Apple Podcasts.

John Winsor, founder and chairman, Open Assembly, and author of Open Talent talks with Peggy about the workforce and if the war for talent is won. He says digital technology has empowered people to go build their own businesses. They also: Discuss the shift between who has the power. Compare training costs and opportunities between internal and freelance workers. Identify what a networked organization is and how this will impact work in the future. johnwinsor.com  (2/27/24 - 860) IoT, Internet of Things, Peggy Smedley, artificial intelligence, machine learning, big data, digital transformation, cybersecurity, blockchain, 5G, cloud, sustainability, future of work, podcast, John Winsor, Open Assembly This episode is available on all major streaming platforms. If you enjoyed this segment, please consider leaving a review on Apple Podcasts.

In this episode, Joe Doyle and Mary Chauvin talk about how small groups can compete with larger corporations. As the benefits broker, this is important because this is a great way to increase lines of coverage easily and efficiently.Get a BerniePortal DemoLinkedInYouTubeSources:https://www.linkedin.com/pulse/top-100-hiring-statistics-2022-rinku-thakkar/https://www.forbes.com/sites/meghanbiro/2023/11/21/the-top-5-hr-trends-for-2024/?sh=69fc130338de

Is it time for a radical rethink of who the Armed Forces allow to join, and at what rank, to fill critical skills gaps?For centuries most people have only been able serve their country by starting at the bottom and working their way up, after meeting strict elegibility criteria.But in the 21st century, amid ever greater competition for top talent, should the forces be embracing neurodiversity, later-life careers, and sideways entry?And why should you stay with one service for your whole military career?We talk to former Chief of Defence People, Lieutenant General James Swift, about whether these ideas could help build the forces, or damage their effectiveness.

Is it time for a radical rethink of who the Armed Forces allow to join, and at what rank, to fill critical skills gaps?For centuries most people have only been able serve their country by starting at the bottom and working their way up, after meeting strict elegibility criteria.But in the 21st century, amid ever greater competition for top talent, should the forces be embracing neurodiversity, later-life careers, and sideways entry?And why should you stay with one service for your whole military career?We talk to former Chief of Defence People, Lieutenant General James Swift, about whether these ideas could help build the forces, or damage their effectiveness.

Die Deep Dives sind in der Sommerpause - um euch da draußen aber euren Sonntag trotzdem zu versüßen, haben wir uns zusammengesetzt und ein paar Schmankerl aus unseren vergangenen Aufnahmen herausgesucht, die wir gerne immer wieder selbst hören und weiterempfehlen. Also lehnt euch zurück, genießt die Zeit und wir wünschen viel Spaß mit:Folge #144 mit Markus Müller, Gründer von Flinn Comply & ehemaliger Head of Product von N26 und Circ. Er erzählt wie man Produktmanager wird,  welche Feuer man löschen muss und was er sich von einer zukunftsfitten Ausbildung erwartet. Viel Spaß bei diesem Deep Dive!---Diskutier mit uns & der Community auf Discord: https://discord.gg/9AyzUEWpgBSchau dir den Podcast mit Video auf Youtube an: https://www.youtube.com/channel/UCAJ6dUsMbF8-PeQSdTMbgvgFolge uns auf Social Media:Instagram: https://www.instagram.com/futureweekly/Twitter: https://twitter.com/future_weeklyLinkedIn: https://www.linkedin.com/company/49159750/Facebook: https://www.facebook.com/futureweekly --- Du hast Feedback, Ideen, Moonshots oder Predictions zu den heutigen Themen? Schick uns ein Soundbite an podcast@austrianstartups.com und werde ein Teil der nächsten Episode. ---  Redaktion & Produktion: Jakob SeyboldMusik (Intro/Outro): www.sebastianegger.com 

This week we sit back down with Dee Ann Turner, author, speaker, and former VP of Talent for Chick-fil-A.  We dive into the war for talent, how remote work has changed the game, and what leaders can do to engage their frontline team members. BOOK A REFINANCE STRATEGY CALL WITH OUR TEAM HERE Listen to Our 2021 Interview with Dee Ann here The views, information, or opinions expressed during this show are solely those of the participants involved and do not necessarily represent those of SouthState Bank and its employees SouthState Bank, N.A. - Member FDIC

In episode 358, Bradley emphasizes that learning and pronouncing people's correct names can build trust and show that leaders care about their employees. He also introduces the La Jolla and Burrito rules to help you with Spanish pronunciations. This episode is brought to you by The Simple Sales Pipeline® which will organize and value any construction sales rep's roster of customers and prospects in under 30 minutes. *** If you enjoyed this podcast, we'd sincerely appreciate it if you left a review on Apple Podcasts. The feedback helps improve the show and helps with our visibility as well. The more people listen to the podcast, the more we can invest into it to make it even better.   Since we're asking for things . . . we'd also love it if you recommended this show to your friends and colleagues. Your network looks to people like you to learn where to invest their time and attention. We'd love the opportunity to add value to more people in our community. For more info: The Construction Leadership Podcast Follow us on Instagram: instagram.com/bradleyhartmannandco/ Subscribe to our YouTube Channel: Bradley Hartmann & Co.

Drive business improvements with actionable insights from John Pearce, Dora Nemeth and Carlos Maroto based on the latest PEI report findings. 

Revisit Jeff's interview with Sean Fahey. He is the Founder and CEO of VidCruiter, a company specializing in video interviewing and recruiting technology. Sean and Jeff discuss specifically how employers can find passionate people who are great at their jobs. Sean shares the challenges of having too many or not enough candidates in the pool, and the need to apply consistent structure, processes, and workflows to the recruiting methodology. Sean shares how he pulled off hiring 200 people in 30 days and how this became a catalyst for starting his company. They talk about weeding out bias in recruiting and what methods can improve diversity, equity, and inclusion. Sean shares his thoughts on the lack of readiness of artificial intelligence to be embedded into recruiting technologies and the associated pitfalls to be aware of.

Last week, at ITC DIA's Barcelona conference I was lucky enough to share the stage with some of the industry's most renowned thought leaders to host a conversation around the future of the workforce and how #Innovation, #Diversity & the war for #Talent go hand in hand.

Bloomberg Radio host Barry Ritholtz speaks with Ilana Weinstein, who is founder and chief executive officer of The IDW Group LLC, an executive search firm focused on placing senior hedge fund and business professionals across the investment landscape. Weinstein is also a frequent guest on Bloomberg and CNBC television programs, discussing market trends and the hedge fund universe. She holds an MBA from Harvard Business School and a bachelor's degree from the University of Pennsylvania.See omnystudio.com/listener for privacy information.

Has the war for talent mitigated? Is it as ferocious as it was during COVID? How does it differ between sector and stage? What can hiring managers and senior leaders do to ensure diversity is front and center, not just an afterthought?

Adam Gellert is a serial entrepreneur on a mission to reshape recruitment and change the candidate experience. Since 2002, he has been instrumental in building teams both at the corporate and recruitment agency levels. His latest venture, HiredHippo, is a hiring marketplace that connects top employers and candidates based on mutual interest, saying goodbye to traditional resumes in the process and helping companies recruit their most passionate teammates. In addition to HiredHippo, Adam has founded the Linkus Group and is a co-founder of The Help List and DisruptHR. Adam is also an active member of Toronto's tech and recruitment community and has been named the Peak's 2023 Emerging Leader, placing him among a community of bold, young Canadian leaders who are shaping the course of their industry.Brought to you by Aria Benefits and Life & Legacy Advisory Group

Are your employees captivated by a connection to the purpose of their efforts? Or do they feel more like captives, constrained by a lack of mission and empowerment? Insights from BCG's survey of 11,500 workers undergoing Agile transformation demonstrate how the principles and practices of Enterprise Agility can create a captivating organization.This podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacy

The president at the University of Wisconsin is defending the school's recent 5% tuition hike as necessary to win the “war for talent.” President Jay Rothman told a crowd at the Rotary Club of Milwaukee's meeting on Tuesday that raising tuition will help get students the tools they need for new careers. --- Support this podcast: https://podcasters.spotify.com/pod/show/wisconsininfocus/support

Today we're going to talk about how leading with a human-centric approach strengthens recruiting, talent retention, and business goals. To help me discuss this topic, I'd like to welcome Paul Vian, Chief Revenue Officer, Apps Associates. RESOURCES Apps Associates website: https://www.appsassociates.com/ The Agile Brand podcast website: https://www.gregkihlstrom.com/theagilebrandpodcast Sign up for The Agile Brand newsletter here: https://www.gregkihlstrom.com Get the latest news and updates on LinkedIn here: https://www.linkedin.com/company/the-agile-brand/ For consulting on marketing technology, customer experience, and more visit GK5A: https://www.gk5a.com The Agile Brand podcast is brought to you by TEKsystems.Learn more here: https://www.teksystems.com/versionnextnow The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company

Guest Elizabeth Lynch, Founder & President at Engaged Leadership Consulting, helps companies engage their entire team through strategic planning, executive coaching, manager training, and workforce empowerment. With both a Bachelor's in Psychology and an Executive MBA, she has been helping executives succeed for over a decade. Elizabeth joins hosts Robin & Al to talk about the opportunities employers have to attract great talent, how remote work is changing the hiring landscape as well as why performance management is so important.Brought to you by Aria Benefits and Life & Legacy Advisory Group

How the insurance industry and your business can win the war for talent

Speaking about what sparked her career journey is Brittany Bairos, Managing Partner at Forge Recruitment. Owned and operated by both her and her partner Joncarlo Bairos, Forge is a specialized Canadian search firm, focused on connecting those within the Legal and Accounting & Finance sectors. Their aim is to provide clients not only with strong, relevant talent, but also the market information and recruitment guidance they need to make a successful hire and build a strong, competitive team.Recruiting and hiring the right person can be an incredibly challenging and time-consuming process for employers and Brittany describes how she and her team strive to give businesses the competitive advantage that they need while ensuring a long and successful relationship for both clients and candidates.Brought to you by Aria Benefits and Life & Legacy Advisory Group

Join Mark for Part 2 of this series as he discusses a the 7 big factors that are currently impacting the war for talent, and how to approach these challenges. Connect with us on LinkedIn! SalesGlobe: https://bit.ly/2YOH9NT Mark Donnolo: https://bit.ly/2ZkQbRO

Sarah Goodman is the Director of Enterprise and Channel Partnerships at Maple, Canada's leading virtual care platform connecting patients with healthcare providers like doctors and specialists for online medical visits in minutes.In her role, Sarah is primarily focused on bringing virtual care to large Canadian employers, as well as relationship and partnership growth of various industry partners at Maple. She discusses how Maple is making an impact on the current needs of Canadians especially in the benefits space where table stakes are high and the burden of healthcare has shifted to organizations as they try to differentiate their businesses to attract top talent.Brought to you by Aria Benefits and Life & Legacy Advisory Group

Join Mark for another Freative Friday as he discusses a the 7 big factors that are currently impacting the war for talent, and how to approach these challenges. Part 1 of 2. Connect with us on LinkedIn! SalesGlobe: https://bit.ly/2YOH9NT Mark Donnolo: https://bit.ly/2ZkQbRO

Scott and Chase chat about his rise through the ranks of the recruiting industry and into ownership of his own firm. Discuss the challenges, particularly in the world of tech startups, in today's recruiting climate.Chase Kocher, Founder & CEO at Aim4Hire. Chase is a born & raised Austinite helping guide top tech startups through hypergrowth @Aim4Hire!To learn more about Chase, visit:https://www.linkedin.com/in/chase-kocher/To learn more, visit:https://veterantalent.com/Listen to more episodes on Mission Matters:https://missionmatters.com/author/scott-shearin/

Friendly debates between knowledgeable experts on compelling employer-employee issues. In this series, OneDigital employees engage moderated discussions on hot topics in the world of workforce management and strategy. Go to OneDigital's LinkedIn account to vote for the side you think is right.

The competition for new and experienced individuals in the RIA channel is at an all-time high. Employees of RIAs have more options and opportunities than ever before — requiring leaders of RIA firms to be acutely focused on the management of human capital, compensation, benefits and retention.  In this episode of RIA Edge, Mark Bruno, … Continue reading RIA Edge Podcast: Brandon Kawal: How to Win the War for Talent in the RIA Industry →

In this episode, Bart speaks with Craig Taylor, CEO of Iapetus Holdings, about what it takes to attract and retain employees in this incredibly tight labour market. In sharing his personal leadership journey, Craig talks about how today it's harder than ever to compete for talent and then keep people engaged. His solution: Culture. Define it. Commit to it. Communicate it. Engage the whole organization in the conversation. Craig's insights and tips are invaluable for anyone who wants to forge a deeper connection between people and the organizations they work for. Visit Iapetus Holdings' website here: www.Iapetusllc.com  LinkedIn: www.linkedin.com/iapetus-holdings  You can also find Craig on social media with the following links: LinkedIn:https://www.linkedin.com/in/craig-taylor-136a953/Instagram: www.instagram.com/Craig_Taylor_OfficialTwitter: www.twitter.com/iapetusholdings 00:01 Teaser 01:04 Introducing Craig 02:14 Pressures on the labour market 05:00 How did Craig start the company? 06:20 Changing corporate culture took him by surprise 08:38 Adapting to a growing organization 09:14 How did they change to accommodate growth 10:27 What does "focusing on culture" look like? 11:48 Diversity - including diversity of mindset 14:40 Rapid fire questions 18:06 Retention 19:19 Are you happy? 19:41 Creating free and open conversation 24:20 Hiring in the current environment 26:45 Build a brand for potential employees 27:36 Return to work... 31:10 The benefits of being in the office 33:24 Getting employees to sign in 37:04 "Breakups suck!" 38:36 Future predictions in the hiring market 40:23 Thank yous 41:01 Outro

712: Anil Cheriyan, EVP of Strategy and Technology at Cognizant, covers the recent economic headwinds and their impact on recruitment and the future of work. He gives his perspective on how companies can prepare for a possible recession in the near future and mitigate economic risk through geographic diversification. Along with risk mitigation, Anil shares how diversity can increase the types of expertise talent can bring from other areas around the world and shift the tide in the War for Talent. Finally, Anil talks about the skill sets he specifically hires for and what the future holds for new ways of working.

The search for talent is at an all-time high for organizations. While this frenzy opens the hiring pool to a more diverse range of individuals, it also creates new challenges for employers that want to hire foreign nationals. Navigating the work authorization and visa processes can be complicated due to regulations and paperwork, but not all hope is lost. Organizations can still take advantage of this valuable talent pool by working closely with a knowledgeable Immigration attorney.In this episode, Tahmina Watson, Chief Immigration Attorney at Watson Immigration Law, outlines the various types of work visas available, when to use them and how employers can avoid the common mistakes which could trigger an authorization denial. ------------Full show notes, links to resources mentioned and other compelling episodes can be found at http://LeadYourGamePodcast.com. (Click magnifying icon at top right and type “Tahmina”)Love the show? Subscribe, rate, review and share! JUST FOR YOU: Increase your leadership acumen by identifying your personal Leadership Trigger. Take my free my free quiz and instantly receive your 5-page report . Need to up-level your workforce or execute strategic People initiatives? https://shockinglydifferent.com/contact or tweet @KaranRhodes.-------------ABOUT TAHMINA WATSON: Tahmina Watson, founder of Watson Immigration Law in 2009, has excelled as a U.S. immigration law specialist. She has worked with hundreds of businesses and families to help them achieve their goals of working and living in the United States.Tahmina is a well-known lawyer in this complicated field of law, having immigrated to the United States from her birthplace in London, UK, where she received her education and initial training in law. As a result, she possesses an understanding and empathy that makes her work as much a calling as a career. Tahmina represents the U.S. and multinational companies that need high-skilled workers from other countries, non-US businesses opening offices in this country, startups with founders from other countries, and investors expanding their businesses in the U.S.WHAT TO LISTEN FOR:The importance of partnering with an experienced Immigration Attorney when hiring foreign nationalsWhy job descriptions that capture the complexity of the role are a crucial part of the Visa application processTahmina's addition to the LATTOYG PlaybookFEATURED TIMESTAMPS:[00:03:51] Learn about Tahmina's childhood experiences and how her move to the United States fueled her compassion for helping others navigate U.S. immigration law. [00:05:59] Ever wished that you could get a bird's eye view of the Visa application process? Tahmina gives us an overview of the different work Visas and tips for understanding which one to apply for. [00:15:45] In 2022, almost 500K Visa applications were received, but the government selected only 85K through a lottery system. Learn how to increase your chances of being selected.[00:23:12] Tahmina's entry into the LATTOYG playbook: Where employers should start the visa process, the costs associated and typical timelines for government approval.[32:15] Signature Segment: Karen's LATTOYG Tactic of...

Barb Hyman is applying machine learning to talent, removing the need for CVs, interviews, and allowing you to consider every single application. Does that sound like a dream for talent and people professionals? What does it mean for recruitment professionals? Which parts of the global economy might benefit?

Are we witnessing the slow death of Facebook? Does Adam Neumann (WeWork) deserve a second chance? Is the War for Talent real? Plus, thoughts on everything from Serena, to Kim Kardashian, to House of the Dragon, and more. This is an episode of After Hours, a weekly chat show about the intersection of business and culture hosted by Harvard professors Youngme Moon, Mihir Desai, and Felix Oberholzer-Gee.

Loretta Clodfelter, senior editor of Institutional Real Estate Americas, reports that employees have the upper hand over employers these days, and that has triggered a battle for the best and brightest the real estate investment space has to offer. She discusses the situation and the story that appears in the October 2022 issue of Institutional Real Estate Americas. (09/2022)

Get out your weapon of choice: in this week's Freative Friday episode, Mark discusses results from the 2022 sales compensation survey on how organizations are fighting the war for talent. Connect with us on LinkedIn! SalesGlobe: https://bit.ly/2YOH9NT Mark Donnolo: https://bit.ly/2ZkQbRO

In this episode, GoldenLink founders Karri Bedor and Kristin Steede welcome guest Chris Czarnik to the show. Chris is an award-winning international speaker and author who has spent the last 20 years figuring out why people leave certain jobs and what makes them stay. Listen in as Chris talks about his third book, Winning the War for Talent, and why recruiting, retaining, and developing the talent your business needs to survive and thrive is important. After this podcast, reflect on the following questions. If you are the talent: Are you in the right career? If so, how do you know? How well do you understand your personality type and why it makes you a great fit for the work you do? BONUS If you don't know your personality type take the free test here: https://www.16personalities.com/free-personality-test If you are recruiting for talent: Do you know the costs associated with turnover? Do you have personas built to help you identify your ideal candidates? Do you have a long-term strategy in place to address the talent needs of your business? Want to get in touch with Chris Czarnik? Here is how! https://chrisczarnik.com/ LinkedIn - Chris Czarnik GoldenLink is on a mission to open doors through open minds. Learn more about GoldenLink and how we can help you grow your business by visiting mygoldenlink.com.

Robert Ritzenthaler is the managing partner and CEO of REM Capital helping fellow business owners and real estate entrepreneurs learn/grow their business, manage risk, minimize their taxes, and achieve their goals.    Listen in as he shares the value of finding the right talent for your team and how being surrounded by the right people could help with your business' growth.   [00:01 - 01:57]  From CPA to Building Best in Class Multifamily Investment/Management Firm Robert moved from Dallas to New York working in commercial real estate He started REM five years later that has since grown into $350+ million in assets under management [01:58 - 07:28] Growing A Successful Business Communicating his experience with his equity partners and putting down deals together has helped with his rapid growth in the industry One-on-one phone calls are vital to raising equity Robert's three pillars of business People on investment Relationship people in the operations Signing off in every single deal Transparency When you focus on building relationships and transparency, you may lose a few deals along the way but there would always be referrals from people who appreciate what you did   [07:29 - 19:27]  Finding and Retaining Talents Finding opportunities in today's market Think long term Stress test a deal to make sure you can make past any downturn Here are the risks that Rob and his team are trying to mitigate Finding qualified people Retain talent through creative benefits Help shift your employees' mindset by educating them [19:28 - 20:39] Closing Segment Reach out to Robert!  Links Below Final Words Tweetable Quotes   “It's just transparency, not trying to pretend that you know everything, not trying to put on a show not trying to be sales-y, but just to be totally honest with people.” - Robert Ritzenthaler   “Without them, without the people working inside of our company, we don't have a business at all.”  - Sam Wilson   “You're helping them. They're helping you. We're all in this together.”  - Robert Ritzenthaler -----------------------------------------------------------------------------   Connect with Robert for passive commercial real estate investment opportunities! Follow him on LinkedIn, visit the REM Capital website, or email him at robert@remcapital.com.   Connect with me:   I love helping others place money outside of traditional investments that both diversify a strategy and provide solid predictable returns.     Facebook   LinkedIn   Like, subscribe, and leave us a review on Apple Podcasts, Spotify, Google Podcasts, or whatever platform you listen on.  Thank you for tuning in!   Email me → sam@brickeninvestmentgroup.com Want to read the full show notes of the episode? Check it out below: [00:00:00] Robert Ritzenthaler Well, we have started a program where employees can invest in our deals. So giving them ownership, kind of making it more of a transformational process for them to where it's not just a job. It's not just hey, we got a 401k. But hey, you come work for REM. You can actually invest in the deal where you work. Pretty cool.  [00:00:30] Sam Wilson Robert Ritzenthaler grew up in construction, he was a CPA turned to Wall Street, then manage over a billion dollars in assets for a REIT. And currently, he's building a great multifamily real estate business one day at a time. Robert, welcome to the show.    [00:00:45] Robert Ritzenthaler Hey, appreciate it, man. Great to be here. Thank you.   [00:00:46] Sam Wilson Absolutely. Robert, there are three questions I ask every guest that comes on the show in 90 seconds or less. Can you tell me where did you start? Where are you now? And how did you get there?   [00:00:54] Robert Ritzenthaler  You got it. We'll do it. 60, maybe because I'm from New York. Love it. So I grew up in Dallas, in the construction business, moved to New York, as you said, spent a number of years in commercial real estate working for other guys making a bunch of money, but five years ago decided to start REM with the idea that there was a opening for a little more institutional approach to individual investors getting into the multifamily space. And we have since grown it to about 350 ish million assets under management got 22 properties scattered around the southeast, Midwest and Texas. And well, at least with what we got under contract will be just across the half a billion mark by the end of the year. Well, end of Ambit fourth quarter. So yeah, cruising along.   [00:01:39] Sam Wilson  That's awesome. I love that. What do you feel like was one of the things that really propelled you forward? I mean, 330 million in assets under management is quite explosive growth in the last five years? What were what what would you say was one or two of the major keys that helped you kind of make such rapid growth?   [00:01:58] Robert Ritzenthaler Yeah, that's a great question. I think, one for sure, was being able to communicate the experience that we had to the equity side of the house, because obviously, that's a big hurdle. When you're starting out on your own. How do you convince somebody to, you know, part with a million 100,000, whatever it is, and put it into a deal. So I think that was key. And of course, that 20 years of experience in the business definitely helped out, it would have been a lot more difficult to come out of the gate, saying, hey, you know, I just quit it. Nothing wrong with that, hey, you got to start somewhere. But I think it would have been a lot more difficult. So that was number one. And then I think number two, had a pretty good sense of how to put deals together from again, past experience. So kind of from structuring, to underwriting to stress testing things of that nature, so that we didn't have any blow ups, so to speak. Now, you know, this market has been ridiculously forgiving to all of us, which has been wonderful. But we had a couple of challenges. Our first deal, actually, that year, if we owned it, tornado came through and rip the whole thing up. And we went from 99% occupancy to zero in about 48 hours. So yeah, that's a good, good challenge to navigate that, which we did, and we had the right insurance coverage, we had the right working capital set aside, got that thing back up and running, rebuilt it and released it in the middle of COVID. And today, it's cranking along, you know, generating nice, whatever, nine 10% monthly distribution for our investors. So you know, those things help. It builds a good track record.   [00:03:32] Sam Wilson They do. Yeah, you Nobody wants a tornado no matter what. That that's never good. What you said there early on, you said communication to your equity. That was one of the things that really helped you out, especially having the industry kind of experienced to go with that. Yeah, what are some more, I guess defined things. When you think of that, you say, hey, this, this is one thing that I feel like other people maybe aren't doing or that they could do better?   [00:03:59] Robert Ritzenthaler  Yeah, absolutely. So I think one on one phone calls are absolutely vital to raising equity, or bringing equity, whatever you want to call it. I think that's true, no matter if you are just getting into the business, or you get a billion dollar company, I have said three, three, sort of core things that I will do, regardless of how big we get. And two of them are people people on the investment, that relationship people in the in the operation side of it, that relationship and then signing off on every single deal that we do. So those are the three pillars that I'm not giving up, no matter how big we get. So that's how important it is to me is having that relationship with your with your equity folks. But I think inside of that, s  and say, Hey, this is what We've got, this is how we run the show. Obviously, if you don't know what you're doing, that's going to be more challenging. But even if you don't, I think transparency and honesty and just, you know, showing your integrity is super important. Because again, it's that know, like, and trust factor, if somebody can trust you their money, they're going to hand it over, they feel like no, no, we have this guy, then it's gonna be a lot more challenging. So I really focus on that. And I think people appreciate that. And it's a little bit almost anti sales. You know, some of my guys chide me a little bit about that. They're like, Robert, you need to just close the deal. And I'm just so focused on wanting to understand each person's goals, objectives, where they're at in life, what they want, and making sure that it's a good fit for them. And I think people appreciate that. And you lose a few. But that's okay. Because there's 10 more referrals from the, from the folks that really appreciate it. So I think that's been some practical things that I would recommend folks do, man.   [00:05:56] Sam Wilson And you're further down this down this path than I am. But I would say that, just just just to agree with you. One is the one on one phone calls are critical. I was I was listening to somebody talk the other day, and they said, they said, hey, you know, I didn't get much response from this deal with that, that they had put out. And I said, Well, how many people have you called, like, you can email all you want, you can send text blasts all you want, but if you picked up the phone, like it's 1980. Yep. And hit dial. And they're like, Well, no, I didn't do any of that. I'm like, You should do that to everybody on your list, and then see what response you get. Because I know I dramatically respond different to a passive investment solicitation. If somebody calls me directly, and it's like, hey, hey, Sam, I want to know if you're interested, well, yeah, maybe you send me an email, man. And there's nine out of 10 chances. I've hit delete, like, I gotta I gotta keep moving. There's 300 emails in there. I think the other thing that that, that you said that I really liked, there was just kind of letting go, right? I think the more I've raised more capital, the less connected or less attached I get to, are you going to invest in this? Or would you like to invest in this like, Hey, this is good for you get in? If it's not, don't I don't care? Right. And I will tell you, the more I've said that the more money has come in, right. I don't care if it's good for you get in and great. And if it's not okay, no problem. I enjoyed our conversation. And that loosening up the his it's been, you know, that's really great. So thank you for taking the time to, to share with that share with us, you know, kind of your approach on that front. That's really, really cool. You say the market has been ridiculously forgiving. Tell me how are you guys finding opportunities now? And where do you see us going? Since maybe we're exiting this ridiculously forgiving phase?   [00:07:40] Robert Ritzenthaler  Maybe temporarily? I don't know. I don't see the Fed changing their policy that much. But no, it's great point, I think, you know, in the past, it was kind of throw a dartboard and you made money in multifamily. Right. And I'll be honest with you, I think it's going to come back to that in a fairly short order. Could be wrong, but I think you know, give it a year or two, and we're probably going to be back to that era, just because of the supply and demand curve that you can't really change overnight. That's a 1020 year problem. But interim, currently, we feel like there's a six to 12 month window of opportunity for folks that are operators, meaning you know how to control that process. In our case, we've got, you know, 8085, I don't know, we might be at 90 people on the operation side of the business. So being able to have control of the business execution, being able to know what you're doing plug in and knock things out is super important. But also focusing on cash flow, versus just buying an asset and hoping that the value goes up is also really important right now, we've always been that way. So for me, I look at the business fundamentals. And I say, Hey, am I making more money next month than I am this month? Yes, absolutely. People say yeah, but your interest cost goes up. That's true. But my rents going up faster than the interest cost. So and my interest cost is much smaller percentage, my rents, you know, that's the whole top line. So I think there's an equation in there that tells us that the business itself is continuing to do better. Yes, we understand that valuations are taking a bit of a pause, but again, a year or two from now. I'll bet your money, they're coming back. I am betting money that they're coming back.   [00:09:21] Sam Wilson  Oh, I think that's that's really, really, really, really beneficial. Do you see a lot of fear in the market? Right now? I think we see it across a variety of, you know, any investor, you know, it's, it's pumped out in the news. Of course, the news is built on fear. So I'm not sure that that's, that comes as a surprise. What are you telling investors right now, and I know you just kind of hit on that a little bit saying that we're in the six to 12 month window, how are you making sense or logic of where the market is right now?   [00:09:50] Robert Ritzenthaler  So I think the most important thing, which again has always been true, is stress testing the deal to make sure that you can make it past any downturn. So like instituted, they haven't done this in years, I stressed that at our trust us and one of our deals up to eight and a half percent interest, five years from now, at a 60% leverage. So I mean, this is like valuations drop, interest rates stay high for five years, what does that look like? Hey, you know what we can refi the debt we have today, and we're good, we didn't have to put a penny into it. So that's the kind of thing that I haven't done in a while. But to me, that gives you confidence to say, okay, you know, what, we're getting this deal for 234 $5 million, less than we would have paid five months ago, we're gonna get that $5 million back at some point. So if my business model works, and his stress tests, we need to keep moving forward. Because on the flip side, you put that money in cash, it's going down in value eight to 9%, every year, some would argue a lot more, but let's just use the headline number. So I feel like it's kind of a no brainer in that sense. But again, the opportunity has been more for the operators that are looking at it long term versus the guys that are kind of the fix and flip. I think that's where the markets gotten a little quieter, which is great. Because that's our competition. So hey, you guys just take a little break for a couple years here, or six months, whatever it is, you know, let us let us step in for a little while. And that's kind of what we're seeing on the deals that we're getting right now.   [00:11:19] Sam Wilson Yeah, I mean, that does it certainly, it certainly creates a great opportunity for you guys. You know, on the acquisition side of things, I like the idea of just thinking long term like, Hey, we're gonna build this portfolio. Yeah, it this is a long a long term play, what are some risks that you guys are actively trying to mitigate right now?   [00:11:40] Robert Ritzenthaler Well, the biggest risk, I don't know if I would say we're mitigating and we're definitely working on it as people, the biggest challenge is people because it is so hard to find good help. And that's one of the reasons that I don't think the economy is going to go to some long lasting recession, because right now, everybody who wants a job has a job, and we can't find people to help. And until that really gets pulled back, which to me, I mean, we haven't seen any effect with all these interest rate increases. You know, we've seen the stock market drop, we've seen real estate prices moderate, you know, new home sales come in a bit. Nothing has happened to the wage growth. Interestingly enough, the Fed mentioned that last week, when they raise the rates, they specifically said, Hey, we've seen the supply side start to come in. But this whole wage thing is still going. And we're a little concerned about it. Now, the interesting part about that is that if you look back, I don't know, three to six months ago, Chairman Powell specifically said, we're going to let wage growth run because it's so far behind, which it is, if you look at everything else, wage growth is way far behind. So in my mind, I'm hearing him say one thing to keep the markets happy. But in reality, they're like, Hey, this is just fine. We're good. Let those wages run. Now from a multifamily perspective, I'm thinking, two thumbs up, because as those wages go up, they can afford the rents. We keep chugging along. Everybody's happy. So but I guess getting back to your question about the the challenge, it's really finding qualified people. And we're trying to mitigate that through specifically finding recruiters, Headhunters, people that we can rely on to specifically target other folks that are that are currently employed, convince them to come work for us, because that's our limiting factor right now. And and I'll admit, it's tough. I mean, it is a, it is a war for talent. I was just on a podcast last week with some, some other guys talking about it. And you know, if you can get the people there to renovate the units, you will lease them and you will lease them at a higher number. Question is, can you turn that product to the faster you can turn it the faster you're making money?   [00:13:48] Sam Wilson Right. And I guess that's the question is, is what type of talent when you say that, what is the missing talent piece to?   [00:13:56] Robert Ritzenthaler Well, the biggest the biggest chunk is maintenance and renovation. For us. That's the biggest piece because you got to go in there with our model is we're doing value add, so we're going in, we're finding properties that need better management, they've got some deferred maintenance, and they need renovations. So we're picking up work orders that haven't been, you know, handled in 3, 5, ten years, and we got to fix them all within a short order, you know, it's a 24 month business plan, right? So we got to have maintenance people, then we got renovations got to get in there, turn, you know, 80 to 80% of those units within the first 24 months as examples. So you get a lot of stuff happening. And you got to have a lot of good people to get it done. So that's kind of the biggest challenge that we're facing right now. Just what are some?   [00:14:38] Sam Wilson What are some creative things you guys are doing in order to attract that talent?   [00:14:43] Robert Ritzenthaler Well, we have started a program where employees can invest in our deals. So giving them ownership, kind of making it more of a transformational process for them to where it's not just a job. It's not just hey, we got a 401k But hey, you come work for REM. You can actually invest in deal where you work, pretty cool. Now many maintenance people that can say, hey, I own a piece of this property. Right? So that's one of the things that we're doing. And I think, you know, it takes a little bit of time for people to really understand even how to communicate that to the prospective employee. It's one thing to have me sit there and explain it, but I'm not gonna sit there on any every single interview, you know. So get even getting my people to understand that and communicate that takes time, it takes a little bit of education on my part. But I do think that's something that will set us apart and create some value that isn't that common in our space.   [00:15:35] Sam Wilson It's not common, and I guess that would be the hurdle I would see is the is what you just mentioned there is being able to effectively communicate to that maintenance and renovation staff. This is this is what's being offered you, I'll give you a quick Case in point, I used to own a service business. And I said, Okay, to the employers, I said, Look, I can put you on a pro rata sharing program. Whereas if you get XYZ done, you could make maybe, say 90 grand a year, or you can stay hourly, like you are, and you'll probably bring in between 45 and 60. Right? Yes. How many of those employees and I was like, this is not just fictional numbers, like I can tell you based on our revenue, if we could just switch these things around, this could be your additional revenue income, zero, none of them took it. They said, Well, man, the problem is, is that you know, I'm gonna get paid monthly on that, and weekly on that, and I just can't fit. And I could never figure out a way to commune I'm like, Wait, so you're gonna pass up a 50% Bump and pay just simply because you don't understand it? Yeah, the problem is mine, I never did find a way to communicate effectively. So I'm just curious how you guys structure that in such a way that then becomes appealing to the people that you're, you know, offering that to?   [00:16:49] Robert Ritzenthaler Yep. And we've had the same exact challenge. And that's where I've realized, Hey, this is going to take a concerted effort starting at the top of me to educate everybody across the board. And in some ways, it kind of hit me that, hey, wait a minute, I'm educating our investors, I'm educating, you know, the folks around us, the stakeholders that are part of the business, I'm not really educating our employees. And, hey, why not? I mean, they're just as capable as anybody else of being part of this process. So that's what kind of clicked in my head. Right now we have an annual leadership conference, that's part of what we do is educate, we're thinking about going to a twice a year, you know, a biannual Leadership Conference. And that's one of the things that we're teaching is, how do you invest? How do you grow beyond just being a maintenance guy? You know, there's a lot to it. And there's fear, because people think, Well, wait a minute, that's not guaranteed. But about that, you know, and so it's, there's a whole educational component, you know, good friend, my Rod, that's all he does is just train people on how to do that. And it's super important, because it's a complete different mind shift. And I come from an entrepreneurial family, right. So for me, it's like waking up in the morning and big deal.   [00:18:00] Sam Wilson This is, all we know, is put Yeah, label like What do you mean, I don't get paid? Regulates. That's why I've never known regular pay, like exactly, no. But for the rest of the world doesn't think like that. I think you hit on a really key, something really, really unique there is that we do spend all this time educating our investor base, putting stuff out on social media doing, you know doing podcast, stuff like this, but but I think a lot of us don't spend any time on our own in house people going, Hey, wait, you too can learn how to invest in real estate like that? Absolutely. That's brilliant. So I think that's, that's a really cool take on how it is that you guys are finding talent and then bringing them in, but also making them part of the deals and building generational wealth for them, too, I think. Yes, exactly. Because without them without the people working inside of our company, we don't have a business at all.   [00:18:46] Robert Ritzenthaler Right, right. Well, I think to a lot of people look at it as they say, Well, what if I promote this person too far, they're gonna leave and then you know, they work for a few years, they're gone. Okay? The fact is not everybody wants to go from 40 to 80, to 120 to 240. That's not what they're here for. They're happy doing their job. The question is, how can you provide a long term sustainable retirement growth, whatever. And I think that's a great way to do it. It really gives that sort of two way, you know, loyalty, if you will, because you're helping them. They're helping you. We're all in this together now. Right. So anyway, that's, that's the thought process.   [00:19:28] Sam Wilson That's really cool. Robert, I've certainly enjoyed having you on the show today. Thank you for breaking down what it is, you guys see in the marketplace, how you're mitigating risk, how you guys are finding talent, what you guys are raising capital and your communications to your equity partners, and just kind of your thought process behind that. And the of course, the one-on-one phone call. I love that. That's one of the things that we were talking about that but I think that's cool that you guys are really making that a priority. So thank you for taking the time to come on the show today. Certainly appreciate it. If our listeners want to get in touch with you or learn more about you. What is The best way to do that?   [00:20:01] Robert Ritzenthaler The easiest way is either our website or remcapital.com. Or email me, robert@remcapital.com. Happy to chat. Awesome.   [00:20:01] Sam Wilson  Thank you, Robert. Have a great rest of your day. 

In this episode of The Leadership and Learning Podcast, host Randy Goruk, has a conversation with life-long friends, military veterans and authors, John Buford and Sean Georges. We discuss their new book, Mission Focused Leadership and the key role leaders have in attracting, recruiting, and retaining top talent.   In this episode you will learn the importance: The importance for leaders to focus on people – up and down the chain of command. How leaders should not focus on what to do, but how they should focus on what their team needs – and why. A leader's best and highest role to serve their teammates to accomplish the mission. The importance of the quality of leadership and quality of relationships to attract, recruit and retain top talent. Servant leadership is not about being warm and fuzzy – it's so much more. Sharing the why of the mission - with context A few reasons leaders typically fail. A powerful question you can ask someone. Balancing managing and leading. Three pieces of advice for someone making the transition from management role to a leadership role. The one thing that separates exceptional leaders from the others. How exceptional leaders spend their time and recognizing a leadership moment not to be wasted.

In a time when talent acquisition and retention is a huge stressor for many organizations, leaders are looking for creative strategies to handle finding the right people and keeping them onboard. Today's guest, David Jones, is an expert in this area and uses assessment tools to do just that.

Finding the right talent for your agency has become increasingly harder over the past few years.  Companies are spending more time and money on recruiting only to have 1 in three candidates arrive for the interview. Andy Arter, the National Sales Director for Team Hired, joins me to discuss the challenges of finding great candidates […] The post Episode 168: Winning The War For Talent with Andy Arter first appeared on Unstoppable Profit Podcast | Hosted by Mike Stromsoe. The post Episode 168: Winning The War For Talent with Andy Arter appeared first on Unstoppable Profit Podcast | Hosted by Mike Stromsoe.

Much of how society thinks about each generation is made up and not data-driven, according to UnPACKed with PMMI guest and Executive Leadership Conference speaker Dr. Jessica Kriegel. This Workplace Culture Expert explains how to avoid putting people in generational and stereotypical boxes at work. Instead, she provides guidance for fostering a culture that creates an environment where people want to work for you because, as we all know, the push for talented employees is at an all-time high.Support the show

How to win the war for talent by focusing on employee experience. Employee experience is the process of redesigning your workplace practices around your people by focusing on three environments:

Jessica Moser is senior vice president and leader of Small Business Solutions in MetLife's Group Benefits business. She oversees sales, strategy, underwriting, and overall P&L for businesses under 100 employees. Top 3 Value Bombs: 1. In a small business, bringing the wrong person on is almost worse than having nobody. 2. Highlight that people can also get competitive salary and benefits. But really, first and foremost, highlight the values that you have as a small business owner - that you can value your employees potentially in a way that a larger company can't. 3. There are people who will take a lower paying job to work in a company that shares their values. For additional resources on how to get a leg up in the ongoing war for talent, check out Jessica's website - MetLife Sponsors: HubSpot: Learn how to grow better by connecting your people, your customers, and your business at HubSpot.com! ZipRecruiter: Find the right employees for your workplace with ZipRecruiter, the #1 rated hiring site in the US, based on G2 ratings! Try it for free at ZipRecruiter.com/fire!

Jessica Moser is senior vice president and leader of Small Business Solutions in MetLife's Group Benefits business. She oversees sales, strategy, underwriting, and overall P&L for businesses under 100 employees. Top 3 Value Bombs: 1. In a small business, bringing the wrong person on is almost worse than having nobody. 2. Highlight that people can also get competitive salary and benefits. But really, first and foremost, highlight the values that you have as a small business owner - that you can value your employees potentially in a way that a larger company can't. 3. There are people who will take a lower paying job to work in a company that shares their values. For additional resources on how to get a leg up in the ongoing war for talent, check out Jessica's website - MetLife Sponsors: HubSpot: Learn how to grow better by connecting your people, your customers, and your business at HubSpot.com! ZipRecruiter: Find the right employees for your workplace with ZipRecruiter, the #1 rated hiring site in the US, based on G2 ratings! Try it for free at ZipRecruiter.com/fire!

Hillary Hughes and Tom DeSimone from Prairie Capital Advisors discuss the cultural aspect of an employee-owned company, using an ESOP to build wealth for your people, and how to position an ESOP as a benefit that attracts employees.

Regardless of what you call it “The Great Resignation”, “The Great Reshuffle”, one thing is clear – for employers not paying attention – it's not great. In this 2 part episode, Courtney and Alicia really dig into the challenge with not one, but four guests. Listen as they sit down with four high performers who had at least 5 choices of where they wanted to go next…find out what was important to them, how they made their decisions, and what were the things that made them say – absolutely not. Dominick Caponi, Sarah Cowell, Matt Barrio and Joy Obiri are interesting not only because they cut across gender, age, expertise and industry but also because they can help hiring leaders and organizations at large better understand what is really important in today's aggressive talent-driven employment market.

HR has more influence than any other position in an organization. They have access to all the data and are having conversations with everyone from the CEO to the janitor on a daily basis. It becomes crucial, then, to make sure HR is using that influence in the most effective way possible: Proactively driving change to address the current labor crisis Making sure the company's workforce provides a competitive advantage Addressing the challenges of employer-sponsored healthcare head-on We speak with Dr. Wade Larson, Chief Human Resources Officer at Wagstaff, about workplace retention, behavior changes in regards to health care, and the value of HR becoming business savvy. Key takeaways from this episode: HR has no authority in the workplace BUT has total influence. Most people who don't like to change, unless it's their idea. This is where HR can add value. Your people are not coming back to work, it is time to act now before it's too late. If you don't know the rules when it comes to healthcare, you will lose. To hear more episodes like this one, subscribe to CHRO Champions on Apple Podcasts, Spotify, Google Play, or wherever you listen to podcasts

Regardless of what you call it “The Great Resignation”, “The Great Reshuffle”, one thing is clear – for employers not paying attention – it's not great. In this 2 part episode, Courtney and Alicia really dig into the challenge with not one, but four guests. Listen as they sit down with four high performers who had at least 5 choices of where they wanted to go next…find out what was important to them, how they made their decisions, and what were the things that made them say – absolutely not. Dominick Caponi, Sarah Cowell, Matt Barrio and Joy Obiri are interesting not only because they cut across gender, age, expertise and industry but also because they can help hiring leaders and organizations at large better understand what is really important in today's aggressive talent-driven employment market.

Cyber security is a field that's been experiencing rapid growth in the last 20 years. As we all become more virtually connected, online security has become an increasingly crucial priority for organizations of all sizes. In fact, there were a reported 3.5 million unfulfilled roles in cyber security in 2021, up 350% from 2013. With numbers like these, the need for more qualified professionals in this field is stronger than ever. In this episode of C Suite, Claudette discusses career paths in cyber security, what companies are looking for in their next search for talent, and how organizations can raise awareness about this ever-evolving career path. Along with her guests Francois Guay, the Founder of the Canadian Cybersecurity Network and Francois Guay & Associates, Deryck, TD's Senior Manager of Information Security, and Aliyah, a student who's pursuing a career in cyber security, Claudette will explore some of the factors contributing to the current war for talent in cyber security and how we can encourage more young people to pursue a career in the field.