RecOps is a new business function that's just now gaining traction in companies. We're familiar with RevOps and DevOps, and now RecOps is the new player on the block that's enabling companies to grow and sustain their recruiting operations. Jim explains how it's not just a policing function. It's a strategy function that constantly seeks to optimize the recruiting. Here are some of the topics covered in this conversation:
\n\nShow notes
\nRecOps Collective: https://www.recopscollective.com/
Special Guest: Ben Abear.
","summary":"Ben is the current RecOps leader at Google Fiber. Jim explains what a day in the life of a RecOps leader is like from managing thousands of job postings to fielding millions of job applications. ","date_published":"2024-05-16T09:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/28642e08-4b15-4136-a90e-53118c3c3c38.mp3","mime_type":"audio/mpeg","size_in_bytes":14869751,"duration_in_seconds":1858}]},{"id":"0cdcd15e-7fad-488e-88b3-f67a6dfeb9b6","title":"Episode 31: Alex Marcus talks iCIMS and Challenges of HR Software","url":"https://pivot2first.com/31","content_text":"Summary\n\nMike Seidle and David Bernstein speak with Alex Marcus, the founder and CEO of Integral Recruiting Design, about the challenges and best practices of implementing and utilizing iCIMS. They discuss the importance of recruiting and hiring, the role of software in recruiting processes, and the impact of people and processes on technology. They also explore the complexity of recruiting and HR systems, the challenges of change management, and the integration of multiple systems. Throughout the conversation, Alex emphasizes the need for a holistic approach that considers both the technical and human aspects of implementing and optimizing iCIMS. In this conversation, Alex Marcus discusses the role of system administrators in managing HR software and the challenges they face. The conversation covers topics such as technical difficulties, the importance of system administrators, the multi-faceted nature of the role, and the role of system administrators in software adoption.\n\nTakeaways\n\n\nImplementing and utilizing iCIMS requires a holistic approach that considers both the technical and human aspects of the process.\nRecruiting and hiring are critical business processes that require careful attention and optimization.\nThe success of recruiting software depends on the effective utilization of the system and the alignment of processes and people.\nChange management is essential in ensuring user adoption and maximizing the value of recruiting technology. System administrators play a crucial role in managing HR software and ensuring its effective use within organizations.\nThe role of system administrators goes beyond technical tasks and includes being an advisor, educator, consultant, and advocate for process improvement.\nSystem administrators can provide valuable insights and guidance in the vendor selection process, as they have practical experience with different software platforms.\n\n\nLinks from the show:\n\nhttp://systemadmininsights.com/\nhttps://integralrecruiting.com/\n\nhttps://www.reinventingorganizations.com (book recommendation)Special Guest: Alex Marcus.","content_html":"Summary
\n\nMike Seidle and David Bernstein speak with Alex Marcus, the founder and CEO of Integral Recruiting Design, about the challenges and best practices of implementing and utilizing iCIMS. They discuss the importance of recruiting and hiring, the role of software in recruiting processes, and the impact of people and processes on technology. They also explore the complexity of recruiting and HR systems, the challenges of change management, and the integration of multiple systems. Throughout the conversation, Alex emphasizes the need for a holistic approach that considers both the technical and human aspects of implementing and optimizing iCIMS. In this conversation, Alex Marcus discusses the role of system administrators in managing HR software and the challenges they face. The conversation covers topics such as technical difficulties, the importance of system administrators, the multi-faceted nature of the role, and the role of system administrators in software adoption.
\n\nTakeaways
\n\nLinks from the show:
\n\nhttp://systemadmininsights.com/
\nhttps://integralrecruiting.com/
https://www.reinventingorganizations.com (book recommendation)
Special Guest: Alex Marcus.
","summary":"Mike Seidle and David Bernstein speak with Alex Marcus, the founder and CEO of Integral Recruiting Design, about the challenges and best practices of implementing and utilizing iCIMS and the role of System Administrators in HR tech adoption.","date_published":"2024-04-08T08:30:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/0cdcd15e-7fad-488e-88b3-f67a6dfeb9b6.mp3","mime_type":"audio/mpeg","size_in_bytes":22077667,"duration_in_seconds":2759}]},{"id":"ce7755b8-6975-4307-89d8-0fd8368db538","title":"Episode 32: Kevin Wheeler on the Future of Recruiting","url":"https://pivot2first.com/32","content_text":"Mike Seidle interviews Kevin Wheeler, the author of Talent Acquisition Excellence. They discuss the impact of the pandemic on recruiting and the need for digital capabilities and analytics to improve recruitment. They also explore the slow adoption of technology in recruiting and the challenges recruiters face in becoming more strategic. Kevin emphasizes the importance of talent planning, analytics, and technology in recruiting and suggests that RPOs (Recruitment Process Outsourcing) can be a more cost-effective and efficient solution for many companies. He also recommends books like Talent Intelligence and The Fifth Discipline for further reading.\n\nTakeaways\n\n\nThe pandemic has forced recruiters to use technology more effectively and consider digital capabilities and analytics to improve recruitment.\nRecruiters are often slow to adopt new technology due to a belief that it interferes with the people-to-people aspect of recruiting and a lack of quantitative and analytical skills.\nThere is a need for recruiters to shift from an administrative and reactive approach to a strategic and proactive approach, focusing on talent planning, analytics, and technology.\nRPOs can be a cost-effective and efficient solution for many companies, leveraging technology and analytics to improve recruiting outcomes.\nRecruiters should prioritize their job requisitions based on their criticality to the company and use technology to find and attract the right candidates.\nThe future of recruiting in corporate America may involve a shift towards recruiting as a service, with lightweight RPOs offering efficient and targeted recruiting solutions.\n\n\nBuy Kevin's book, Talent Acquisition Excellence: Amazon link\n\nSubscribe to Kevin's newsletter her: NewsletterSpecial Guest: Kevin Wheeler.","content_html":"Mike Seidle interviews Kevin Wheeler, the author of Talent Acquisition Excellence. They discuss the impact of the pandemic on recruiting and the need for digital capabilities and analytics to improve recruitment. They also explore the slow adoption of technology in recruiting and the challenges recruiters face in becoming more strategic. Kevin emphasizes the importance of talent planning, analytics, and technology in recruiting and suggests that RPOs (Recruitment Process Outsourcing) can be a more cost-effective and efficient solution for many companies. He also recommends books like Talent Intelligence and The Fifth Discipline for further reading.
\n\nTakeaways
\n\nBuy Kevin's book, Talent Acquisition Excellence: Amazon link
\n\nSubscribe to Kevin's newsletter her: Newsletter
Special Guest: Kevin Wheeler.
","summary":"Kevin Wheeler joins us for a conversation on the latest trends in recruiting","date_published":"2024-03-28T13:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/ce7755b8-6975-4307-89d8-0fd8368db538.mp3","mime_type":"audio/mpeg","size_in_bytes":16352044,"duration_in_seconds":2044}]},{"id":"dbc26740-6e09-4b37-a71b-907788a82048","title":"Episode 30: Denise Chaffin: the Human and AI in Recruiting","url":"https://pivot2first.com/30","content_text":"Summary\nIn this conversation, Mike Seidle and Denise Chaffin discuss the evolution of the recruiting industry and the rise of Recruitment as a Service (RAS). They explore the benefits and differences between RAS and traditional recruitment process outsourcing (RPO). The conversation also delves into the impact of AI on recruiting, including the use of AI tools for resume writing and the challenges of bias and compliance. They discuss the need for more comprehensive assessments of AI tools and platforms and the importance of trial periods to evaluate their effectiveness. The conversation explores various topics related to recruiting tools and the role of AI in the industry. It discusses the importance of trial periods and contracts, building trust in software, and the overwhelming number of tools available. The effectiveness of tools, the role of AI in recruiting, and the potential for bias in pattern recognition are also examined. The conversation emphasizes the human-centric nature of recruiting and the opportunities that arise in the field. It concludes with a discussion on developing a community for recruiters and the impactful book 'Never Split the Difference' and Denise's favorite movie 'The Wizard of Oz. \n\nSections\n00:00 Introduction and Background\n03:12 Recruitment as a Service\n06:22 Benefits of Recruitment as a Service\n09:05 Evolution of the Recruiting Industry\n11:24 Impact of AI on Recruiting\n16:56 Incorporating AI into Recruitment Processes\n19:54 AI Tools for Resume Writing\n25:45 Concerns and Challenges with AI in Recruiting\n31:36 Compliance and Bias in AI\n35:50 Future of AI in Recruiting\n39:09 Assessing AI Tools and Platforms\n40:57 Trial Periods and Contracts\n41:30 Building Trust in Software\n42:28 The Overwhelming Number of Recruiting Tools\n43:24 The Effectiveness of Recruiting Tools\n44:24 The Role of AI in Recruiting Tools\n45:31 Pattern Recognition and Bias\n46:29 The Human-Centric Nature of Recruiting\n47:18 Opportunities in the Recruiting Field\n48:06 Developing a Community for Recruiters\n48:57 The Impactful Book: Never Split the Difference\n51:17 Favorite Movie: The Wizard of OzSpecial Guest: Denise Chaffin.","content_html":"Summary
\nIn this conversation, Mike Seidle and Denise Chaffin discuss the evolution of the recruiting industry and the rise of Recruitment as a Service (RAS). They explore the benefits and differences between RAS and traditional recruitment process outsourcing (RPO). The conversation also delves into the impact of AI on recruiting, including the use of AI tools for resume writing and the challenges of bias and compliance. They discuss the need for more comprehensive assessments of AI tools and platforms and the importance of trial periods to evaluate their effectiveness. The conversation explores various topics related to recruiting tools and the role of AI in the industry. It discusses the importance of trial periods and contracts, building trust in software, and the overwhelming number of tools available. The effectiveness of tools, the role of AI in recruiting, and the potential for bias in pattern recognition are also examined. The conversation emphasizes the human-centric nature of recruiting and the opportunities that arise in the field. It concludes with a discussion on developing a community for recruiters and the impactful book 'Never Split the Difference' and Denise's favorite movie 'The Wizard of Oz.
Sections
\n00:00 Introduction and Background
\n03:12 Recruitment as a Service
\n06:22 Benefits of Recruitment as a Service
\n09:05 Evolution of the Recruiting Industry
\n11:24 Impact of AI on Recruiting
\n16:56 Incorporating AI into Recruitment Processes
\n19:54 AI Tools for Resume Writing
\n25:45 Concerns and Challenges with AI in Recruiting
\n31:36 Compliance and Bias in AI
\n35:50 Future of AI in Recruiting
\n39:09 Assessing AI Tools and Platforms
\n40:57 Trial Periods and Contracts
\n41:30 Building Trust in Software
\n42:28 The Overwhelming Number of Recruiting Tools
\n43:24 The Effectiveness of Recruiting Tools
\n44:24 The Role of AI in Recruiting Tools
\n45:31 Pattern Recognition and Bias
\n46:29 The Human-Centric Nature of Recruiting
\n47:18 Opportunities in the Recruiting Field
\n48:06 Developing a Community for Recruiters
\n48:57 The Impactful Book: Never Split the Difference
\n51:17 Favorite Movie: The Wizard of Oz
Special Guest: Denise Chaffin.
","summary":"Mike Seidle and Denise Chaffin discuss the evolution of the recruiting industry and the rise of Recruitment as a Service (RAS). They explore the benefits and differences between RAS and traditional recruitment process outsourcing (RPO) and the effect of AI in recruiting. ","date_published":"2024-02-19T14:00:00.000-05:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/dbc26740-6e09-4b37-a71b-907788a82048.mp3","mime_type":"audio/mpeg","size_in_bytes":25151338,"duration_in_seconds":3143}]},{"id":"6841f651-200f-4fcf-a294-0c8150e11144","title":"Episode 29: Kevin Walters, the \"Diversity Chef\"","url":"https://pivot2first.com/29","content_text":"Kevin Walters, also known as the \"Diversity Chef\", talks about his experiences with helping companies better understand how to be more inclusive to achieve their diversity goals. \nDiversity and Inclusion shouldn't be just afterthoughts for leaders. Not being inclusive can cut you off from potential customers and turn away talent. Kevin gives some clear tips on first recognizing if your organization has a inclusion issue and then what are the first steps to fixing it.Special Guest: Kevin Walters.","content_html":"Kevin Walters, also known as the "Diversity Chef", talks about his experiences with helping companies better understand how to be more inclusive to achieve their diversity goals.
\nDiversity and Inclusion shouldn't be just afterthoughts for leaders. Not being inclusive can cut you off from potential customers and turn away talent. Kevin gives some clear tips on first recognizing if your organization has a inclusion issue and then what are the first steps to fixing it.
Special Guest: Kevin Walters.
","summary":"Kevin Walters joins Mike Seidle and David Bernstein to talk about Diversity and Inclusion and why it matters to your bottom line","date_published":"2023-11-20T06:00:00.000-05:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/6841f651-200f-4fcf-a294-0c8150e11144.mp3","mime_type":"audio/mpeg","size_in_bytes":69359257,"duration_in_seconds":2136}]},{"id":"6858e806-bdf9-491f-9ce0-3bb6d1c7feaa","title":"Episode 28: Chuck Young on Managing Your Talent","url":"https://pivot2first.com/28","content_text":"Chuck young talk about what made him found Talent Agility X which focuses on helping organizations adopt innovative talent acquisition strategies and technologies for more agile engagement of highly skilled workers. Chuck explains why it's so important for companies to re-engage seasonal employees and past applicants. He talks about the 3 different talent pools and how employers can nurture their talent effectively.Special Guest: Chuck Young.","content_html":"Chuck young talk about what made him found Talent Agility X which focuses on helping organizations adopt innovative talent acquisition strategies and technologies for more agile engagement of highly skilled workers. Chuck explains why it's so important for companies to re-engage seasonal employees and past applicants. He talks about the 3 different talent pools and how employers can nurture their talent effectively.
Special Guest: Chuck Young.
","summary":"We are in the Stone Age of Talent Consciousness; Companies are sieves leaking talent, but can stay ahead of the game with proper talent management","date_published":"2023-10-21T10:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/6858e806-bdf9-491f-9ce0-3bb6d1c7feaa.mp3","mime_type":"audio/mpeg","size_in_bytes":64856948,"duration_in_seconds":1995}]},{"id":"59583a15-43b0-4663-b171-08bb08d11c9e","title":"Episode 27: Mitch Gerson on AI, Recruitment Marketing, and More","url":"https://pivot2first.com/27","content_text":"Mitch Gerson of the Gerson Agency joins Mike and David in a conversation about his history in the recruitment marketing field, how and why he founded his own recruitment ad agency, and what the future holds for the industry.Special Guest: Mitch Gerson.","content_html":"Mitch Gerson of the Gerson Agency joins Mike and David in a conversation about his history in the recruitment marketing field, how and why he founded his own recruitment ad agency, and what the future holds for the industry.
Special Guest: Mitch Gerson.
","summary":"Mitch Gerson of the Gerson Agency joins Mike and David in a conversation about his history in the recruitment marketing field, how and why he founded his own recruitment ad agency, and what the future holds for the industry.","date_published":"2023-09-27T02:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/59583a15-43b0-4663-b171-08bb08d11c9e.mp3","mime_type":"audio/mpeg","size_in_bytes":17360263,"duration_in_seconds":2170}]},{"id":"dfbf67bc-b926-4c46-a78e-acacfdee8d8c","title":"Episode 26: Craig Fisher on Hiring Humans in the Age of AI","url":"https://pivot2first.com/26","content_text":"Craig, Mike and David covers various topics related to recruiting, including the importance of understanding the candidate experience, the value of empathy mapping to undersstand candidates better, and the need for effective team structure and budget allocation in recruiting teams. Craig also discuss the power of grassroots marketing and the importance of not overlooking traditional marketing methods when looking for talent.\n\nLearn more about and buy Craig's new book at www.hiring-humans.comSpecial Guest: Craig Fisher.","content_html":"Craig, Mike and David covers various topics related to recruiting, including the importance of understanding the candidate experience, the value of empathy mapping to undersstand candidates better, and the need for effective team structure and budget allocation in recruiting teams. Craig also discuss the power of grassroots marketing and the importance of not overlooking traditional marketing methods when looking for talent.
\n\nLearn more about and buy Craig's new book at www.hiring-humans.com
Special Guest: Craig Fisher.
","summary":"Craig Fisher from TalentNet joins Mike Seidle and David Bernstein to talk about his newest bestselling book, Hiring Humans.","date_published":"2023-09-14T08:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/dfbf67bc-b926-4c46-a78e-acacfdee8d8c.mp3","mime_type":"audio/mpeg","size_in_bytes":53319184,"duration_in_seconds":2632}]},{"id":"81e3c2ba-2698-41ab-bd7f-b9b1e185d622","title":"Episode 25: Jim Durbin: Job Boards, AI, and the Future of Recruitment Marketing ","url":"https://pivot2first.com/25","content_text":"Mike Seidle, David Bernstein, and Jim Durbin discuss recruitment marketing and the importance of building long-term capability in talent acquisition. Jim Durbin emphasizes the need to focus on what's in it for the client and to help them learn how to do it for themselves. He also stresses the importance of listening to vendors and understanding what they do, rather than just waiting for a pitch and a demo. \n\nIn addition, Jim highlights the challenges that job boards are facing in terms of job postings and the changes in the model. Companies are trying to figure out if job postings are actually falling or if there is a new normal for it. The transition to cost per application and some of the changes that job boards have made in the last 18 months have been too much for some companies. There is also a need for HR tech departments to upskill in order to work with job boards effectively.\n\nThe interview also touches on the issue of fake profiles and AI fraud, which are major problems that the industry needs to prepare for. The infrastructure of most HR tech stacks is not ready for this, and there is a risk of identity breaches. It is crucial for companies to be vigilant about these issues and to take the necessary steps to protect their data.\n\nAbout Jim Durbin: https://www.linkedin.com/in/jimdurbin/Special Guest: Jim Durbin.","content_html":"Mike Seidle, David Bernstein, and Jim Durbin discuss recruitment marketing and the importance of building long-term capability in talent acquisition. Jim Durbin emphasizes the need to focus on what's in it for the client and to help them learn how to do it for themselves. He also stresses the importance of listening to vendors and understanding what they do, rather than just waiting for a pitch and a demo.
\n\nIn addition, Jim highlights the challenges that job boards are facing in terms of job postings and the changes in the model. Companies are trying to figure out if job postings are actually falling or if there is a new normal for it. The transition to cost per application and some of the changes that job boards have made in the last 18 months have been too much for some companies. There is also a need for HR tech departments to upskill in order to work with job boards effectively.
\n\nThe interview also touches on the issue of fake profiles and AI fraud, which are major problems that the industry needs to prepare for. The infrastructure of most HR tech stacks is not ready for this, and there is a risk of identity breaches. It is crucial for companies to be vigilant about these issues and to take the necessary steps to protect their data.
\n\nAbout Jim Durbin: https://www.linkedin.com/in/jimdurbin/
Special Guest: Jim Durbin.
","summary":"Jim Durbin talks with David Bernstein and Mike Seidle about the latest wonkiness coming from Indeed world, the rise of Google jobs, AI fraud, and how to prepare your recruiting team for the future of recruitment marketing. ","date_published":"2023-08-24T08:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/81e3c2ba-2698-41ab-bd7f-b9b1e185d622.mp3","mime_type":"audio/mpeg","size_in_bytes":58166190,"duration_in_seconds":2395}]},{"id":"66ad1a65-5dc8-4010-9700-511009dd32c6","title":"Episode 24: Brian Fink and his Non-technical Guide to Tech Recruiting","url":"https://pivot2first.com/24","content_text":"Brian Fink talks about his latest book, Talk Tech to Me: The Non-technical Guide to Technology Recruiting. Brian Fink takes on the stress and strain of difficult technology concepts and simplifies them for the modern recruiter. In the book, he tackles 12 different technical positions he's recruited for including technical writers, software developers, DevOps engineers, site reliability engineers, data scientists, and architects. In this conversation with Mike Seidle and David Bernstein, Brian gives some tips and tricks on how to lead recruiting conversations with these candidates even if you don't have the same technical background. Special Guest: Brian Fink.","content_html":"Brian Fink talks about his latest book, Talk Tech to Me: The Non-technical Guide to Technology Recruiting. Brian Fink takes on the stress and strain of difficult technology concepts and simplifies them for the modern recruiter. In the book, he tackles 12 different technical positions he's recruited for including technical writers, software developers, DevOps engineers, site reliability engineers, data scientists, and architects. In this conversation with Mike Seidle and David Bernstein, Brian gives some tips and tricks on how to lead recruiting conversations with these candidates even if you don't have the same technical background.
Special Guest: Brian Fink.
","summary":"Brian Fink joins Mike Seidle and David Bernstein on the Pivot2First Podcast to talk his latest book on Tech Recruiting","date_published":"2023-08-07T12:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/66ad1a65-5dc8-4010-9700-511009dd32c6.mp3","mime_type":"audio/mpeg","size_in_bytes":41232537,"duration_in_seconds":2471}]},{"id":"5b832b25-3c7e-4809-84f9-adf33d462125","title":"Episode 23: Importance of Building Trust with Employees ","url":"https://pivot2first.com/23","content_text":"Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!\nWe are thrilled to have Victor Assad as our guest. Victor is the Senior Director of HR at Honeywell and Medtronic, CEO of InnovationOne, and author of Hack Recruiting. He brings a wealth of experience and expertise to the table and will be sharing his insights on Hack Recruiting, his journey to InnovationOne, and what a culture of innovation is all about. Stay tuned for an insightful conversation!\n\nThis epiosde we will cover:\n\n\nWhat is Hack Recruiting?\n link to Hack Recruiting https://www.amazon.com/Hack-Recruiting-Empirical-Research-Digitization/dp/1480876712.\nVicto's journey to InnovationOne…\nSo what is a culture of innovation?\nIf I’m a CEO or leader, how do I know I need to shift to a culture of innovation\nSpecial Guest: Victor Assad .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!
\nWe are thrilled to have Victor Assad as our guest. Victor is the Senior Director of HR at Honeywell and Medtronic, CEO of InnovationOne, and author of Hack Recruiting. He brings a wealth of experience and expertise to the table and will be sharing his insights on Hack Recruiting, his journey to InnovationOne, and what a culture of innovation is all about. Stay tuned for an insightful conversation!
What is Hack Recruiting?
\n link to Hack Recruiting https://www.amazon.com/Hack-Recruiting-Empirical-Research-Digitization/dp/1480876712.
Victo's journey to InnovationOne…
So what is a culture of innovation?
If I’m a CEO or leader, how do I know I need to shift to a culture of innovation
Special Guest: Victor Assad .
Sponsored By:
","summary":"Why is employee trust so important? ","date_published":"2023-04-19T15:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/5b832b25-3c7e-4809-84f9-adf33d462125.mp3","mime_type":"audio/mpeg","size_in_bytes":120188712,"duration_in_seconds":2996}]},{"id":"1c3a7da1-c802-4e46-9ca6-699a2f02c5af","title":"Episode 22: The Perfect Labor Storm ","url":"https://pivot2first.com/22","content_text":"Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!\n\nOn this podcast episode, we have the pleasure of hosting Ira Wolfe, who has been a dentist and is now entered the world of HR. He shares his valuable insights on how the labor market has transformed. Wolfe discusses the challenges and opportunities that have emerged with the rise of automation and the growing demand for more specialized skills. He also touches on the importance of upskilling and reskilling for employees to stay relevant in today's ever-changing job market. Finally, Wolfe shares his thoughts on the role of HR in shaping the future of work and how companies can adapt to the changing trends in the labor market.\n\nTopics\n\n\nFrom Dentist to HR. Ira Wolfe's journey\nIra Wolfe has been projecting exactly what is going on in the labor market since the 1990s. What has been happening\nPost pandemic labor market \nSpecial Guest: Ira Wolfe.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!
\n\nOn this podcast episode, we have the pleasure of hosting Ira Wolfe, who has been a dentist and is now entered the world of HR. He shares his valuable insights on how the labor market has transformed. Wolfe discusses the challenges and opportunities that have emerged with the rise of automation and the growing demand for more specialized skills. He also touches on the importance of upskilling and reskilling for employees to stay relevant in today's ever-changing job market. Finally, Wolfe shares his thoughts on the role of HR in shaping the future of work and how companies can adapt to the changing trends in the labor market.
\n\nSpecial Guest: Ira Wolfe.
Sponsored By:
","summary":"When you buy a car, you know every step of the process, but with the application process, you are left in the dark. This week Ira Wolfe joins us to discuss the labor market and why it is the way it is.","date_published":"2023-03-02T13:00:00.000-05:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/1c3a7da1-c802-4e46-9ca6-699a2f02c5af.mp3","mime_type":"audio/mpeg","size_in_bytes":111706560,"duration_in_seconds":2792}]},{"id":"d43e680f-49fa-4a14-978d-9b2e9c6a2532","title":"Episode 21: Why You Should Care About Candidate Experience ","url":"https://pivot2first.com/21","content_text":"\nWelcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!\n Today, we are excited to have Kevin Grossman, a thought leader in human resources and talent management, join us. Kevin is the President of The Talent Board, an organization dedicated to elevating and promoting a quality candidate experience. He is also a frequent speaker, writer, and consultant on employer branding, employee engagement, and the future of work.\nWe are looking forward to a great conversation with Kevin today!\n\n\nTopics\n\n\nKevin Grossman tells us about his journey with the Talent Board and what it stands for.\nCandidate Experience. Why should CEOs care?\nWhy does candidate experience get lost in the mix?\nWhat are we doing wrong when it comes to candidate experience?\nBook release Book Candidate Experience: How to Improve Talent Acquisition to Drive Business Performance. \nSpecial Guests: David Bernstein and Kevin Grossman .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for RecruitersLinks:Candidate Experience How to Improve Talent Acquisition to Drive Business Performance — Kevin's latest book:\r\n\r\nAchieve a world class candidate experience with this practical, evidence-based guide to attract, acquire, engage and retain the employees the business needs to succeed.PivotCX Chat/Voice/Video/CRM for Recruiting","content_html":"\n\n\nWelcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!
\n
\n Today, we are excited to have Kevin Grossman, a thought leader in human resources and talent management, join us. Kevin is the President of The Talent Board, an organization dedicated to elevating and promoting a quality candidate experience. He is also a frequent speaker, writer, and consultant on employer branding, employee engagement, and the future of work.
\nWe are looking forward to a great conversation with Kevin today!
Kevin Grossman tells us about his journey with the Talent Board and what it stands for.
Candidate Experience. Why should CEOs care?
Why does candidate experience get lost in the mix?
What are we doing wrong when it comes to candidate experience?
Book release Book Candidate Experience: How to Improve Talent Acquisition to Drive Business Performance.
Special Guests: David Bernstein and Kevin Grossman .
Sponsored By:
Links:
Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!
\n\nKat Kibben founder & CEO is an expert in writing job posts and has been featured in the New York Times. She is the founder of Three Ears Media, one of the few job post-rewriting companies in the world. With nearly a decade of experience, Kat has helped countless businesses refine their job postings to ensure they attract the best talent. Her expertise has made her a go-to resource for those looking to up their recruitment game.
\n\nLearn about PivotCX.
\n\n**
\n\nKat Kibbens's shocking journey to becoming a job post writer
3 most important thing to write a job post
Do you see job posts being a problem for companies
How do you approach an employer when it comes to writing job posts?
Why is recruiting broken
Intersection between passive and active candidates
Special Guest: David Bernstein .
Sponsored By:
","summary":"Are you looking to understand why your job post isn't performing as well as you'd like? Tune into this week's episode of Pivot2First with industry expert Kat Kibben to tell us her secrets to creating job posts. ","date_published":"2023-01-17T14:00:00.000-05:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/5d30b58c-7aab-4a27-b308-414ad63acf66.mp3","mime_type":"audio/mpeg","size_in_bytes":96133440,"duration_in_seconds":2403}]},{"id":"87d94411-a28f-44a0-b140-1c4517825744","title":"Episode 19: Is Direct Sourcing Candidates the Solution? ","url":"https://pivot2first.com/19","content_text":"Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!\nWe are so excited to have Jason Ezratty, the co-founder & CEO at Brightfield, joining us on the podcast this week! Jason is an innovative leader in the tech industry, and we can't wait to learn about his journey, insights, and experiences. Be sure to tune in for an inspiring and informative conversation with Jason!\n\nTopics\n\n\nWhat kind of Market Intel does Brightfield provide - what is that and why it matters for the success of their business?\nWhat does \"Guided Buying\" really mean?\nGuided buying - the current process is broken: there's too much back and forth regarding what skills should be part of a job or where it should be. Without skills and location, the job is too vague.\nWhat is your take on how all the talk of the recession (soft or hard landing) will affect how companies think about contingent labor are companies starting to get more serious about \"Direct Sourcing?\" How does that factor into talks of recession and reliance on contingent labor?\nDo you see companies starting to get more serious about \"Direct Sourcing?\" How does that factor into talks of recession and reliance on contingent labor?\nSpecial Guests: David Bernstein and Jason Ezratty.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Welcome to the Pivot2First Podcast, your go-to source for all the latest trends, tips, and strategies in the world of recruitment. Join us as we chat with the leading experts in the industry about the latest recruitment tools, best practices, and more. So if you're looking to get ahead in the recruitment game, this is the place to be. Tune in every week for your dose of recruitment knowledge!
\nWe are so excited to have Jason Ezratty, the co-founder & CEO at Brightfield, joining us on the podcast this week! Jason is an innovative leader in the tech industry, and we can't wait to learn about his journey, insights, and experiences. Be sure to tune in for an inspiring and informative conversation with Jason!
What kind of Market Intel does Brightfield provide - what is that and why it matters for the success of their business?
What does "Guided Buying" really mean?
Guided buying - the current process is broken: there's too much back and forth regarding what skills should be part of a job or where it should be. Without skills and location, the job is too vague.
What is your take on how all the talk of the recession (soft or hard landing) will affect how companies think about contingent labor are companies starting to get more serious about "Direct Sourcing?" How does that factor into talks of recession and reliance on contingent labor?
Do you see companies starting to get more serious about "Direct Sourcing?" How does that factor into talks of recession and reliance on contingent labor?
Special Guests: David Bernstein and Jason Ezratty.
Sponsored By:
","summary":"Direct sourcing can be a great solution to the current talent shortage. It allows companies to quickly search for and connect with potential candidates. Additionally, direct sourcing can help companies save time and money, as well as access a diverse range of talent. However,","date_published":"2023-01-10T00:00:00.000-05:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/87d94411-a28f-44a0-b140-1c4517825744.mp3","mime_type":"audio/mpeg","size_in_bytes":89034953,"duration_in_seconds":2215}]},{"id":"56fd862b-ae2b-44f3-878f-bdf07bf01a2c","title":"Episode 18: Creating a Scaleable Hiring Process","url":"https://pivot2first.com/18","content_text":"Erika and Aaron, the dynamic duo from People on Point, give us the secret formula to the people strategy they used to leverage recruiting technology to make 200 to 300 hires a month while sustaining the employee count they then had. This strategy led to their business Carefinders being acquired. Tune into hear about their journey to success with Carefinders.\n\nOne of the reasons we are so excited to have Erika and Aaron join us is that PivotCX.io was part of the success you had at CareFinders - which was acquired. Tell us a little about how people strategy figured into the merger… \n\nHow should growth minded founders and CEOs think about people?\n\nWhat are some of the common mistakes you are seeing Founders and Ceos make with preparing for mergers?\n\nLet’s talk about location. In today’s post covid, remote world, how do you pick a location?Special Guests: Aaron Olman , David Bernstein , and Erika Duncan .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Erika and Aaron, the dynamic duo from People on Point, give us the secret formula to the people strategy they used to leverage recruiting technology to make 200 to 300 hires a month while sustaining the employee count they then had. This strategy led to their business Carefinders being acquired. Tune into hear about their journey to success with Carefinders.
\n\nOne of the reasons we are so excited to have Erika and Aaron join us is that PivotCX.io was part of the success you had at CareFinders - which was acquired. Tell us a little about how people strategy figured into the merger…
\n\nHow should growth minded founders and CEOs think about people?
\n\nWhat are some of the common mistakes you are seeing Founders and Ceos make with preparing for mergers?
\n\nLet’s talk about location. In today’s post covid, remote world, how do you pick a location?
Special Guests: Aaron Olman , David Bernstein , and Erika Duncan .
Sponsored By:
","summary":"Erika and Aaron the dynamic duo from People on Point give us the secret formula to the people strategy they used to leverage recruiting technology to make 200 to 300 hires a month while sustaining the employee they currently had.","date_published":"2022-11-14T10:00:00.000-05:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/56fd862b-ae2b-44f3-878f-bdf07bf01a2c.mp3","mime_type":"audio/mpeg","size_in_bytes":70551087,"duration_in_seconds":3527}]},{"id":"942b0b6f-4629-4e3d-958e-9dbc91c16f35","title":"Episode 17: Video's Place in the Candidate Experience","url":"https://pivot2first.com/17","content_text":"Getting employee testimonials is a nearly impossible task. From coordinating everyone, carving out time to film, editing, and getting the videos, posted the workload becomes overwhelming. What happens if the employee quits? This episode, Jennifer Paxton, co-founder of Jamyr, discusses how video has a huge place in improving candidate experience and how Jamyr helps streamline creating employee testimonials. \n\nKey Points\n\n3 things to prepare when doing video testimonials\n\nBest place to put video testimonials\n\nWhat makes Jaymr company scalable \n\nVideo vs. Text?\n\nWhat do companies wrong with video testimonials?Special Guest: Jenifer Paxton.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Getting employee testimonials is a nearly impossible task. From coordinating everyone, carving out time to film, editing, and getting the videos, posted the workload becomes overwhelming. What happens if the employee quits? This episode, Jennifer Paxton, co-founder of Jamyr, discusses how video has a huge place in improving candidate experience and how Jamyr helps streamline creating employee testimonials.
\n\n3 things to prepare when doing video testimonials
\n\nBest place to put video testimonials
\n\nWhat makes Jaymr company scalable
\n\nVideo vs. Text?
\n\nWhat do companies wrong with video testimonials?
Special Guest: Jenifer Paxton.
Sponsored By:
","summary":"Getting employee testimonials is a nearly impossible task. From coordinating everyone, carving out time to film, editing, and getting the videos, posted the workload becomes overwhelming. What happens if the employee quits?","date_published":"2022-10-28T10:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/942b0b6f-4629-4e3d-958e-9dbc91c16f35.mp3","mime_type":"audio/mpeg","size_in_bytes":34682539,"duration_in_seconds":1702}]},{"id":"c03a47fa-d66c-4c47-8a7f-009d8b66421a","title":"Episode 16: Humanizing Human Capital ","url":"https://pivot2first.com/16","content_text":"This week we sit down with the Yin and Yang of HR: Solange Charas focuses on data analytics and its impact on enterprise level success and Stela Lupushor who applies data analytics to the impact on the future of work. Host Mike Seidle and co-host David Bernstein discuss with Solange and Stela the recent release of their book \"Humanizing Human Capital: Invest in Your People for Optimal Business Returns\" and the importance of looking into the data behind human capital.\n\nKey Points\n\n\nStela and Solange's journey.\nWhat drove Stela and Solange to write \"Humanizing Human Capital\"?\nWhat are some things we can do to Humanize?\nI just got back from HR Tech... and Upskilling was all over the place. How do you approach upskilling?\nLet's talk about what a lot of CEOs think is impossible to measure: ROI on human capital. How do you approach understanding ROI on people that aren't connected directly to revenue or costs?\n\n\nHumanizing Human Capital\nDiscount: 20% off list price of physical and ebook with code\nCode: PivotCX20\nWebsite: [https://benbellabooks.com/shop/humanizing-human-capital/]Special Guests: David Bernstein , Dr. Solange Charas, and Stela Lupushor .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"This week we sit down with the Yin and Yang of HR: Solange Charas focuses on data analytics and its impact on enterprise level success and Stela Lupushor who applies data analytics to the impact on the future of work. Host Mike Seidle and co-host David Bernstein discuss with Solange and Stela the recent release of their book "Humanizing Human Capital: Invest in Your People for Optimal Business Returns" and the importance of looking into the data behind human capital.
\n\nStela and Solange's journey.
What drove Stela and Solange to write "Humanizing Human Capital"?
What are some things we can do to Humanize?
I just got back from HR Tech... and Upskilling was all over the place. How do you approach upskilling?
Let's talk about what a lot of CEOs think is impossible to measure: ROI on human capital. How do you approach understanding ROI on people that aren't connected directly to revenue or costs?
Humanizing Human Capital
\nDiscount: 20% off list price of physical and ebook with code
\nCode: PivotCX20
\nWebsite: [https://benbellabooks.com/shop/humanizing-human-capital/]
Special Guests: David Bernstein , Dr. Solange Charas, and Stela Lupushor .
Sponsored By:
","summary":"How do we see the ROI in human capital? This week Mike, David, Stela, and Solange dive deep into why Humanizing Human Capital is important. ","date_published":"2022-10-21T10:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/c03a47fa-d66c-4c47-8a7f-009d8b66421a.mp3","mime_type":"audio/mpeg","size_in_bytes":67753069,"duration_in_seconds":3344}]},{"id":"c29c0687-64d3-4703-a90c-318508eaba6b","title":"Episode 15: Robin Schooling: What do Recruiters do?","url":"https://pivot2first.com/15","content_text":"Why aren’t 74% of recruiting teams meeting their hiring goals? Do they need to create more automation in the recruiting process? Or maybe review their candidate experience? It may not be the reason you think... Tune in to learn what the reality is versus the expectations people have of recruiters.\n\nSocails\n\nLinkedIn:https://www.linkedin.com/company/pivotcxio/\nYoutube: https://youtu.be/tfuo0qaQdtc\nPivotCX:https://www.pivotcx.io/Special Guest: Robin Schooling .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Why aren’t 74% of recruiting teams meeting their hiring goals? Do they need to create more automation in the recruiting process? Or maybe review their candidate experience? It may not be the reason you think... Tune in to learn what the reality is versus the expectations people have of recruiters.
\n\nLinkedIn:https://www.linkedin.com/company/pivotcxio/
\nYoutube: https://youtu.be/tfuo0qaQdtc
\nPivotCX:https://www.pivotcx.io/
Special Guest: Robin Schooling .
Sponsored By:
","summary":"Why aren’t 74% of recruiting teams meeting their hiring goals? Do they need to create more automation in the recruiting process? Or maybe review their candidate experience? It may not be the reason you think... Tune in to learn what the reality is versus the expectations people have of recruiters.","date_published":"2022-10-03T11:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/c29c0687-64d3-4703-a90c-318508eaba6b.mp3","mime_type":"audio/mpeg","size_in_bytes":49265488,"duration_in_seconds":2463}]},{"id":"48f27d64-6724-4bc4-aa23-eb5d72e83cd6","title":"Episode 14: Cary Sparrow: Data has a Better Idea","url":"https://pivot2first.com/14","content_text":"This week we get into the numbers of the job market with David Bernstein - EVP of Corporate Development at PivotCX and\nCarry Sparrow “Most Innovative CEO in the HR Tech Industry” award-winning CEO\n\n\nFellow Submariner and nuclear engineer.\nConsultant with Willis Towers Watson eventually becoming the Global Practice Leader for HR Function Effectiveness Consulting\nVP - HR Performance and Analytics at Cargill\nCurrently CEO at Greenwich.HR, where he is helping answer some of the most important questions about Human Capital with better, more up-to-date.\nCarry talks about how inaccurate job market numbers are due to the lack of localized data and they do not take into account skilled labor, for example, nurses are not just a nurse there are other skills within the trade. \n\n\nThe job market has pivoted. \nThe job market used to be an employer market but now it has pivoted to a talent market. For every 3 jobs is one candidate. While the market has pivoted a recession is here...but the job market hasn't gotten the memo because companies are hiring left and right. The only industry that could be potentially affected relies on interest rates. Special Guests: Carry Sparrow and David Bernstein .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"This week we get into the numbers of the job market with David Bernstein - EVP of Corporate Development at PivotCX and
\nCarry Sparrow “Most Innovative CEO in the HR Tech Industry” award-winning CEO
The job market has pivoted.
\nThe job market used to be an employer market but now it has pivoted to a talent market. For every 3 jobs is one candidate. While the market has pivoted a recession is here...but the job market hasn't gotten the memo because companies are hiring left and right. The only industry that could be potentially affected relies on interest rates.
Special Guests: Carry Sparrow and David Bernstein .
Sponsored By:
","summary":"\r\nIn this episode we have Cary Sparrow, Founder & Chief Executive Officer of Greenwich HR. On this episode we discuss how most job market numbers are wildly inaccurate. Knowing what you should offer is different than knowing what people want. ","date_published":"2022-09-01T16:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/48f27d64-6724-4bc4-aa23-eb5d72e83cd6.mp3","mime_type":"audio/mpeg","size_in_bytes":41782252,"duration_in_seconds":2047}]},{"id":"b13f800c-9961-4cca-881b-63661280eb5c","title":"Episode 13: David Bernstein- Hiring Through the years","url":"https://pivot2first.com/13","content_text":"Recruiting in the Past\n\nLet’s paint a picture. It is 1995, and email is just starting to be used within the workforce. On Sunday, you run a job ad in the local paper. When you come into work on Monday, you have a line of curled resumes attached to the fax machine. You and your team of 4 recruiters must take the time to sort and scan all the resumes sent. Throughout the week, you get resumes sent in the mail, and by Friday, you have successfully sorted through almost all your resumes. Now you and your team have to write an acknowledgment to all the candidates. At this point, you and your team of recruiters have invested 140 hours into sorting resumes. Now, fast forward to the present. The Recruiting industry has changed to using online job boards and online resumes. One thing that has not changed is how long candidates have to wait. According to SHRM, candidates have an average wait time of 21 days before they hear from a recruiter.\n\nRecruiters aren’t taking advantage of automated messaging\n\nCandidates want to hear something from recruiters instead of feeling like they are stuck in the job board black hole. While 72% of recruiters’ time is spent reviewing resumes, candidates are still not hearing anything. Using bots to optimize your candidates’ experience is a very underrated tool. Using bots to send them an instant thank you for applying response would improve candidate experience significantly.\n\nEveryone is cranky\n\nIn the recruiting process, everyone is cranky. Job seekers are tired of hearing no responses and want more information. Recruiters have so much work on their plate they are very overwhelmed. Hiring managers are upset because they needed to make the hire yesterday. \n\nLet’s Pivot this attitude\n\nAt PivotCX, we have a fantastic opportunity to focus on engagement throughout this process. We now have the ability to use multiple channels to reach out to candidates fast. We can message them at the right place at the right time. We can do this in a scalable way while at the same time making it more personable. People no longer live on email.\n\nYou need to Pick First\n\nOn average, for every two job openings, there is one candidate. Candidates now have a choice. You need to be fast to hire the best candidate. To keep up, you need to message them on their terms, on the platform they use, which is text.\n\nWhere do chatbots fit in?\n\nCandidates want a white glove experience, including giving them an instant thank you for applying and setting expectations. This type of experience can help increase the chances a candidate will engage and not ghost. You can use chatbots to handle the high volumes of candidates, but this can’t replace human-to-human interaction. Recruiting is a relationship-building process, and building one with a chatbot is very hard. When using a chatbot, PivotCX still maintains a human in the loop.\n\nWelcome David Bernstein!\n\nPivot has hired HR technology industry expert, David Bernstein as executive vice president of corporate development and strategy. In this role, Bernstein will be responsible for business development, strategic alliances, marketing, and amplifying the brand across multiple stakeholder communities.\n\nBernstein, who has nearly three decades of experience in human resources, first as a recruiter for PeopleSoft and soon after as an early adopter, implementer, and leader in the HR technology. Among his career highlights is implementing global technology platforms for Fortune 500 companies such as Hitachi, as well as serving as a director of product strategy for an early pioneer of total HR software solutions. Bernstein has worked with six startups in the HR technology space, most recently serving as the vice president of partnerships and industry relations for JobSync. Bernstein is a frequent contributor to Forbes and serves on the Forbes HR Council. He is also an adjunct professor, teaching HR Analytics, at Palo Alto University, and is a noted speaker at HR technology events.Special Guest: David Bernstein .Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Let’s paint a picture. It is 1995, and email is just starting to be used within the workforce. On Sunday, you run a job ad in the local paper. When you come into work on Monday, you have a line of curled resumes attached to the fax machine. You and your team of 4 recruiters must take the time to sort and scan all the resumes sent. Throughout the week, you get resumes sent in the mail, and by Friday, you have successfully sorted through almost all your resumes. Now you and your team have to write an acknowledgment to all the candidates. At this point, you and your team of recruiters have invested 140 hours into sorting resumes. Now, fast forward to the present. The Recruiting industry has changed to using online job boards and online resumes. One thing that has not changed is how long candidates have to wait. According to SHRM, candidates have an average wait time of 21 days before they hear from a recruiter.
\n\nCandidates want to hear something from recruiters instead of feeling like they are stuck in the job board black hole. While 72% of recruiters’ time is spent reviewing resumes, candidates are still not hearing anything. Using bots to optimize your candidates’ experience is a very underrated tool. Using bots to send them an instant thank you for applying response would improve candidate experience significantly.
\n\nIn the recruiting process, everyone is cranky. Job seekers are tired of hearing no responses and want more information. Recruiters have so much work on their plate they are very overwhelmed. Hiring managers are upset because they needed to make the hire yesterday.
\n\nAt PivotCX, we have a fantastic opportunity to focus on engagement throughout this process. We now have the ability to use multiple channels to reach out to candidates fast. We can message them at the right place at the right time. We can do this in a scalable way while at the same time making it more personable. People no longer live on email.
\n\nOn average, for every two job openings, there is one candidate. Candidates now have a choice. You need to be fast to hire the best candidate. To keep up, you need to message them on their terms, on the platform they use, which is text.
\n\nCandidates want a white glove experience, including giving them an instant thank you for applying and setting expectations. This type of experience can help increase the chances a candidate will engage and not ghost. You can use chatbots to handle the high volumes of candidates, but this can’t replace human-to-human interaction. Recruiting is a relationship-building process, and building one with a chatbot is very hard. When using a chatbot, PivotCX still maintains a human in the loop.
\n\nPivot has hired HR technology industry expert, David Bernstein as executive vice president of corporate development and strategy. In this role, Bernstein will be responsible for business development, strategic alliances, marketing, and amplifying the brand across multiple stakeholder communities.
\n\nBernstein, who has nearly three decades of experience in human resources, first as a recruiter for PeopleSoft and soon after as an early adopter, implementer, and leader in the HR technology. Among his career highlights is implementing global technology platforms for Fortune 500 companies such as Hitachi, as well as serving as a director of product strategy for an early pioneer of total HR software solutions. Bernstein has worked with six startups in the HR technology space, most recently serving as the vice president of partnerships and industry relations for JobSync. Bernstein is a frequent contributor to Forbes and serves on the Forbes HR Council. He is also an adjunct professor, teaching HR Analytics, at Palo Alto University, and is a noted speaker at HR technology events.
Special Guest: David Bernstein .
Sponsored By:
","summary":"Welcome David Bernstein to this week’s episode and to PivotCX team. This Week David & Mike talk about the progression of the recruitment industry from being on paper to going digital.","date_published":"2022-08-18T10:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/b13f800c-9961-4cca-881b-63661280eb5c.mp3","mime_type":"audio/mpeg","size_in_bytes":47136831,"duration_in_seconds":2308}]},{"id":"14eefea7-b663-494d-b7d4-0cd62e24ca0f","title":"Episode 12: Advertising with Indeed","url":"https://pivot2first.com/12","content_text":"Is there a difference between a job description and a job ad?\n\nJob descriptions are not job ads and job ads are not job descriptions. Descriptions are straightforward. They show the functions of the job, requirements and what the \"perfect\" candidate looks like. However, it doesn't do anything to attract candidates. On the other hand, a job ad sells candidates. In a way, you have to have a marketing mentality in recruiting. In this hypercompetitive, candidate-market, job ads are more important than ever. If your ad fails to sell the candidate on the opportunity, get them to click it and apply, it doesn't matter where you place the ad or how much money you spend, you’ll lose the vast majority of great candidates. \n\nJob ads have 2 audiences: The job seeker (we're trying to get them to click on the job post and apply) and the job board search engine (we want the search engine to index the ad and show it to as many job applicants as possible).\n\nHow do I know how much I should spend on Indeed?\n\nStart from the end; keep the goal in mind. Too many recruiters think they have a gut feeling about what a budget should be. Take a look at your recruiting funnel and analyze it, from hire to applies. \n\nHires needed → Qualified Candidates to Interview → Applies → Cost per Apply\n\nHow many hires do you want to make? Think about how many people you need to interview to make those hires. How many people should apply to get the number of qualified candidates you need to interview? Finally, Indeed doesn't sell you applies, they sell you clicks. How many clicks do you need to get a certain number of people to apply?\n\nHow do you find out what you are spending on indeed today?\n\nGet in touch with Indeed, whoever is your account manager, and see who is spending what across all your accounts. Go over the past 3-6 months: see how much you’ve spent and how many candidates you’ve received. \n\nHow do I get control of managers posting jobs without going through the company account?\nThe problem with posting jobs on your own, is the lack of accountability for budgets and candidates. We've seen clients where different locations use separate credit cards and accounts. It's easy to lose track of how many candidates they’re receiving and the amount of money they're spending. \n\nHaving a recruiting agency working with Indeed on behalf of clients allows the client to gain an inside scoop on what the going bid price is, what the competitive bids are, make accurate spending budget calculations instead of going by what is comfortable, which is usually either way too low or too high. This insight allows clients to be realistic about the real cost of advertising on a job board. \n\nWhat do people not understand about Indeed?\n\nCPA vs CPC. PCA or cost per apply, and CPC, cost per click. Indeed only lets you bid on clicks but the actual apply number shows how effective your job ads are. Ads are bid on a CPC basis, but the CPA is what you, as a recruiter, should worry about because it will tell you how effective your budget is.\n\nSponsored ads - show higher on the feed. More budget allows for higher bids. If you’re bidding above $200-$300 then you simply don’t have a job market. \n\nIndeed Myths\n\nOrganic ads… where do they work?\n\nOrganic is free traffic, so always make sure you have organic going.\n\nDon’t duplicate jobs or you will lose organic traffic; there can only be one source of truth on Indeed, but they will always take your money for sponsored ads. \n\nRefreshing jobs… myth or not?\n\nDon’t do that if you’re sponsoring positions. It takes time for jobs to find their CPC bid and budgets to work themselves out. If you refresh jobs, you’re losing data that the job has been working to build up. Leave sponsored jobs alone but refresh organic jobs about once a month. If you refresh too often, Indeed's quality team will flag those jobs and they might not get as much traffic.\n\nJob Salaries\n\n“If I don't put a salary on a job, the candidate won't have expectations and it'll be easier on recruiting.”\nThe truth is that Indeed has an incentive to put a salary because it increases the click-through rate. If you don't provide a salary, they'll provide an estimate since job posts with salaries get 22-28% more clicks.\n\nThere’ll always be employers that pay more and those that pay less than the competition, you can always use a pay range even though it might be skewed to one end or the other. \n\nReverse-Searching Jobs\n\nEvery instance you look at your own positions, Indeed believes you’re job seekers thinking about applying for the job. Since you’re constantly visiting the job post but not applying to it, Indeed may assume it’s a bad job and work to not show it as often in the future. \n\nPro-Tip: If you want to look at the jobs for a company, instead of using the normal search bar, go to Company Reviews at the top, look for your company, and go to your company page. There you can take a look at a full list of your job openings and see which ones are getting organic visibility. \nYou can also look for jobs in an incognito tab and type what the candidate traffic is like in a certain city or what job titles competitors are using. \n\nIndeed (Native) Apply vs ATS Career Apply\n\nNative apply will get a candidate into your funnel fastest. Job seekers don’t have to create separate accounts for each company they want to apply to, as they would if they applied from a company’s career website. \nYou, as the employer, have every incentive to use Indeed Native Apply because you’ll get more people. You can expect to get about 23% more candidates if you use native apply. \nAnother consideration is that 70-72% of applications are completed on mobile phones. Most ATS career sites are not known for being mobile-friendly and that can discourage a lot of people from completing an application. A better tactic is to use Native Apply to get them in the door, screen them and then invite them to complete the ATS application. \n\nJob Post Content, What really matters in my job posts?\n\nKeywords always help. If you’re with an agency, ask for a market report for your jobs and that will include a keyword report with the most search terms. \nOne trick is to add job titles from jobs that people could transition from easily into the job body.\nChange up your job titles to use what other competitors are using. For example, we changed one job from “Electrical Instrument Assembler” to “Electrical Manufacturing Technician.”\nKeep descriptions short and make sure the first paragraph is clear. A Job Description is NOT a job ad. \nSalaries in the ad… do it or not? YES\n\nTime to Hire\n\nThe company’s timing to make a hire is not the same as a candidate’s timing.\n\nWhereas a candidate might be looking to get a job within a week or a month, according to a new Talroo report, the average time to fill an entry level position is around 44 days. Candidates, however, are not waiting 44 days to get hired. \n\nThe job market will continue to be hyper-competitive and 44 days to hire is not sustainable. While the average cost per hire is $670, that doesn’t seem to account for the opportunity cost of being short-staffed and missing orders, job advertising, or staff-hours spent interviewing. On the other hand, 90% of candidates take the first job they are offered. How do you win in recruiting? You learn to go fast, reduce friction and streamline the hiring funnel so you can pick first. \n\nAbout Dominic\n\nFavorite Business book: Stephen Covey’s 7 Habits of Highly Effective People\nFavorite Fiction book: John Steinbeck's East of Eden\n\nFavorite Movie: Lord of the Rings Trilogy\n\nFinal Thoughts: Good recruiting is relational, not transactional; it's a conversation.Special Guest: Dominic Antonio.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Job descriptions are not job ads and job ads are not job descriptions. Descriptions are straightforward. They show the functions of the job, requirements and what the "perfect" candidate looks like. However, it doesn't do anything to attract candidates. On the other hand, a job ad sells candidates. In a way, you have to have a marketing mentality in recruiting. In this hypercompetitive, candidate-market, job ads are more important than ever. If your ad fails to sell the candidate on the opportunity, get them to click it and apply, it doesn't matter where you place the ad or how much money you spend, you’ll lose the vast majority of great candidates.
\n\nJob ads have 2 audiences: The job seeker (we're trying to get them to click on the job post and apply) and the job board search engine (we want the search engine to index the ad and show it to as many job applicants as possible).
\n\nStart from the end; keep the goal in mind. Too many recruiters think they have a gut feeling about what a budget should be. Take a look at your recruiting funnel and analyze it, from hire to applies.
\n\nHow many hires do you want to make? Think about how many people you need to interview to make those hires. How many people should apply to get the number of qualified candidates you need to interview? Finally, Indeed doesn't sell you applies, they sell you clicks. How many clicks do you need to get a certain number of people to apply?
\n\nGet in touch with Indeed, whoever is your account manager, and see who is spending what across all your accounts. Go over the past 3-6 months: see how much you’ve spent and how many candidates you’ve received.
\n\nHow do I get control of managers posting jobs without going through the company account?
\nThe problem with posting jobs on your own, is the lack of accountability for budgets and candidates. We've seen clients where different locations use separate credit cards and accounts. It's easy to lose track of how many candidates they’re receiving and the amount of money they're spending.
Having a recruiting agency working with Indeed on behalf of clients allows the client to gain an inside scoop on what the going bid price is, what the competitive bids are, make accurate spending budget calculations instead of going by what is comfortable, which is usually either way too low or too high. This insight allows clients to be realistic about the real cost of advertising on a job board.
\n\nCPA vs CPC. PCA or cost per apply, and CPC, cost per click. Indeed only lets you bid on clicks but the actual apply number shows how effective your job ads are. Ads are bid on a CPC basis, but the CPA is what you, as a recruiter, should worry about because it will tell you how effective your budget is.
\n\nSponsored ads - show higher on the feed. More budget allows for higher bids. If you’re bidding above $200-$300 then you simply don’t have a job market.
\n\nOrganic is free traffic, so always make sure you have organic going.
\n\nDon’t duplicate jobs or you will lose organic traffic; there can only be one source of truth on Indeed, but they will always take your money for sponsored ads.
\n\nDon’t do that if you’re sponsoring positions. It takes time for jobs to find their CPC bid and budgets to work themselves out. If you refresh jobs, you’re losing data that the job has been working to build up. Leave sponsored jobs alone but refresh organic jobs about once a month. If you refresh too often, Indeed's quality team will flag those jobs and they might not get as much traffic.
\n\n“If I don't put a salary on a job, the candidate won't have expectations and it'll be easier on recruiting.”
\nThe truth is that Indeed has an incentive to put a salary because it increases the click-through rate. If you don't provide a salary, they'll provide an estimate since job posts with salaries get 22-28% more clicks.
There’ll always be employers that pay more and those that pay less than the competition, you can always use a pay range even though it might be skewed to one end or the other.
\n\nEvery instance you look at your own positions, Indeed believes you’re job seekers thinking about applying for the job. Since you’re constantly visiting the job post but not applying to it, Indeed may assume it’s a bad job and work to not show it as often in the future.
\n\nPro-Tip: If you want to look at the jobs for a company, instead of using the normal search bar, go to Company Reviews at the top, look for your company, and go to your company page. There you can take a look at a full list of your job openings and see which ones are getting organic visibility.
\nYou can also look for jobs in an incognito tab and type what the candidate traffic is like in a certain city or what job titles competitors are using.
Native apply will get a candidate into your funnel fastest. Job seekers don’t have to create separate accounts for each company they want to apply to, as they would if they applied from a company’s career website.
\nYou, as the employer, have every incentive to use Indeed Native Apply because you’ll get more people. You can expect to get about 23% more candidates if you use native apply.
\nAnother consideration is that 70-72% of applications are completed on mobile phones. Most ATS career sites are not known for being mobile-friendly and that can discourage a lot of people from completing an application. A better tactic is to use Native Apply to get them in the door, screen them and then invite them to complete the ATS application.
Keywords always help. If you’re with an agency, ask for a market report for your jobs and that will include a keyword report with the most search terms.
\nOne trick is to add job titles from jobs that people could transition from easily into the job body.
\nChange up your job titles to use what other competitors are using. For example, we changed one job from “Electrical Instrument Assembler” to “Electrical Manufacturing Technician.”
\nKeep descriptions short and make sure the first paragraph is clear. A Job Description is NOT a job ad.
\nSalaries in the ad… do it or not? YES
Whereas a candidate might be looking to get a job within a week or a month, according to a new Talroo report, the average time to fill an entry level position is around 44 days. Candidates, however, are not waiting 44 days to get hired.
\n\nThe job market will continue to be hyper-competitive and 44 days to hire is not sustainable. While the average cost per hire is $670, that doesn’t seem to account for the opportunity cost of being short-staffed and missing orders, job advertising, or staff-hours spent interviewing. On the other hand, 90% of candidates take the first job they are offered. How do you win in recruiting? You learn to go fast, reduce friction and streamline the hiring funnel so you can pick first.
\n\nFavorite Business book: Stephen Covey’s 7 Habits of Highly Effective People
\nFavorite Fiction book: John Steinbeck's East of Eden
Favorite Movie: Lord of the Rings Trilogy
\n\nFinal Thoughts: Good recruiting is relational, not transactional; it's a conversation.
Special Guest: Dominic Antonio.
Sponsored By:
","summary":"There is much low-hanging fruit in the world of recruitment advertising that every recruiter can adopt to improve their hiring practices. ","date_published":"2022-07-15T09:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/14eefea7-b663-494d-b7d4-0cd62e24ca0f.mp3","mime_type":"audio/mpeg","size_in_bytes":46635389,"duration_in_seconds":2910}]},{"id":"ef589502-dd29-4a46-9d4e-d4233b00d2af","title":"Episode 11: Hiring for Attitude","url":"https://pivot2first.com/11","content_text":"Athin’s Process with service-based businesses:\n\nRamping up service-based businesses is relatively quick, but you must ensure you provide an excellent service. Athin helps business entrepreneurs manage whether they need to adapt their model to be more sustainable (e.g., recurrent revenue vs. one-off jobs or changing their marketing and sales strategies). \n\nDifferentiating your business and your personal brand from competitors\n\n“People buy from People” and how you position yourself and your brand affects prospective clients’ decision to do business with you. Someone will buy based on trust and connection if there are a few options with similar offerings. It’s very compelling to understand and utilize these methods when running your business. \n\nTouchpoints:\n\nWe get distracted very easily. Gone are the days when you could cold-mail people or just ask them to buy from you. It takes more for people to trust a business and several touchpoints before they’ll buy from you.\n\nThe importance of Mindset\n\nIt’s what’s between your ears that will determine your success. People sometimes have beliefs that are holding them back. Understanding yet questioning those beliefs can unlock your ability to succeed. \n\nA great explanation of this is by Robert Kiyosaki in his book “Rich Dad, Poor Dad.” In it, Kiyosaki speaks of how many of our parents taught us that money is the root of all evil; however, the flip side argues that not having money creates a lack of freedom. Putting a proverbial mirror on yourself to uncover limiting beliefs and updating your actions takes effort and happens over time. It’s easier for someone from the outside (a mentor or coach) to help uncover and help change business direction. This shift in beliefs changed Athin’s life exponentially. \n\nA new type of hiring challenge\n\nIn the US, people are slowing growth. It’s just hard to hire right now. What are the biggest challenges in Australia?\n\n\nAustralia is a country of mostly immigrants, and many people come from overseas, especially for tech.\nSkills shortage, tech or otherwise, makes it hard to find good people.\nGreat Resignation: employees are rethinking what is essential for them. Remote work vs. office vs. hybrid is an example. Clear work options will make it easier for employers to retain and attract new employees. \nCulture: Being clear on business purpose, mission, and values.\n\n\nHiring For Attitude\n\nTo fill openings, you might have to rethink what makes someone qualified. You can’t wait 60 days to make a hire. Employers must quickly decide if someone is a good fit for the role and the team culture. \n\nWhat do people need to change the most about hiring?\n\n\nDo you have to have that person as an employee? Some roles might be well suited for people who are contractors if it’s challenging to find people? Being flexible in this regard can go a long way. \nWhat are you actually offering to people? There are a lot of opportunities out there. How do I make it more enticing for them? Work arrangements and benefits, why would I join my business versus another company.\n\n\nThe biggest takeaway for recruiting:\n\nHiring should be based on values, attitudes, and behaviors.\n\n\nIt’s unlikely that you’ll get someone with all the skills you’re looking for, especially with the skills shortage we have right now.\nYou can train someone on the skills they are missing, but the values, mindset, attitudes, and behaviors are usually deeply imprinted into somebody. While it’s possible, using coaching and other methods to change attitudes and mindsets can take a long time.\nKnow the things that should be required and, know the things that can be taught, be realistic about it. \n\n\nWhat are the most important questions to ask?\n\n\nWith language awareness, prospective employees are likely to touch on their values and attitudes, allowing employers to learn about their motivations.\nLearning what people have gone through in their lives. Learning about their grit, discipline, and the challenges they’ve overcome. What did they do growing up? Playing an instrument, a sport, or doing martial arts shows that someone has discipline and commitment. \n\n\nAbout Athin\n\nFavorite book: Think and Grow Rich by Napoleon Hill (Fundamentals of business mindset, being curious and delving deeper to set yourself up for success).\n\nFavorite movies: Jim Carrey’s Ace Ventura and Eddie Murphy’s Beverly Hills Cop series. (Having a good laugh and being different, being yourself; it’s a key lesson).\n\nFinal thoughts: Big lesson in business and in life: be yourself; it doesn’t work if you try to be someone else. Whatever you’re doing (business or otherwise, always have a mindset for growth. If we’re not growing we’re dying. Put yourself in uncomfortable situations, and learn new things. Think whether getting a coach and mentor to learn to do things better would be beneficial. Time is the only resource we really have and learning from someone can cut down on the time needed to succeed. Special Guest: Athin Cassiotis.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Ramping up service-based businesses is relatively quick, but you must ensure you provide an excellent service. Athin helps business entrepreneurs manage whether they need to adapt their model to be more sustainable (e.g., recurrent revenue vs. one-off jobs or changing their marketing and sales strategies).
\n\n“People buy from People” and how you position yourself and your brand affects prospective clients’ decision to do business with you. Someone will buy based on trust and connection if there are a few options with similar offerings. It’s very compelling to understand and utilize these methods when running your business.
\n\nWe get distracted very easily. Gone are the days when you could cold-mail people or just ask them to buy from you. It takes more for people to trust a business and several touchpoints before they’ll buy from you.
\n\nIt’s what’s between your ears that will determine your success. People sometimes have beliefs that are holding them back. Understanding yet questioning those beliefs can unlock your ability to succeed.
\n\nA great explanation of this is by Robert Kiyosaki in his book “Rich Dad, Poor Dad.” In it, Kiyosaki speaks of how many of our parents taught us that money is the root of all evil; however, the flip side argues that not having money creates a lack of freedom. Putting a proverbial mirror on yourself to uncover limiting beliefs and updating your actions takes effort and happens over time. It’s easier for someone from the outside (a mentor or coach) to help uncover and help change business direction. This shift in beliefs changed Athin’s life exponentially.
\n\nIn the US, people are slowing growth. It’s just hard to hire right now. What are the biggest challenges in Australia?
\n\nTo fill openings, you might have to rethink what makes someone qualified. You can’t wait 60 days to make a hire. Employers must quickly decide if someone is a good fit for the role and the team culture.
\n\nFavorite book: Think and Grow Rich by Napoleon Hill (Fundamentals of business mindset, being curious and delving deeper to set yourself up for success).
\n\nFavorite movies: Jim Carrey’s Ace Ventura and Eddie Murphy’s Beverly Hills Cop series. (Having a good laugh and being different, being yourself; it’s a key lesson).
\n\nFinal thoughts: Big lesson in business and in life: be yourself; it doesn’t work if you try to be someone else. Whatever you’re doing (business or otherwise, always have a mindset for growth. If we’re not growing we’re dying. Put yourself in uncomfortable situations, and learn new things. Think whether getting a coach and mentor to learn to do things better would be beneficial. Time is the only resource we really have and learning from someone can cut down on the time needed to succeed.
Special Guest: Athin Cassiotis.
Sponsored By:
","summary":"Mike and Athin Cassiotis delve into the importance of setting a specific type of mindset in business and life, developing your company and personal brands, and hiring for attitude in this job market. ","date_published":"2022-06-16T14:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/ef589502-dd29-4a46-9d4e-d4233b00d2af.mp3","mime_type":"audio/mpeg","size_in_bytes":28254070,"duration_in_seconds":1714}]},{"id":"806e697c-9d07-4e8d-9150-f10cb55eef22","title":"Episode 10: Reflecting on Values-Alignment","url":"https://pivot2first.com/10","content_text":"What is the Neuro Change Method?\n\nWhy do things change in our brain? Mindsets, belief, subconscious and more are all woven into the framework of neuroplasticity. It helps us understand how our brain changes. \nBrand and culture specialist. Science behind what you need to do and how to get your brain to work together with itself. \n\nWhat are the challenges people are facing during Covid?\n\nPeople really reflected on what values they really believed in and if they still held true for themselves. People know fairly fast what matters and what doesn’t and are able to cut through the “crap” much more quickly. Businesses realize they are not who they used to be.\n\nWorking from Home vs Office?\n\nPeople are wanting to work from home more. It’s a hard change to navigate to come back to the office. Businesses are wondering how to create a connection between remote workers. People will get their jobs done when you trust them to do it.\n\nSee the Business as a person?\n\nLindsay believes in seeing the business as a person too. It comes from the definition of a corporation. In marketing and branding, if a company’s brand is off, then the mental wellness is also off. Seeing it as a person helps with brand because you realize there is a reputation and relationship it has with other companies, other people. A lot of what people say about companies isn’t always grounded in reality. Outcoming generations can feel that their identity is tied to the business, whereas incoming generations feel that they are the ones who determine the business identity separately from their personal identity. \n\nWhat parts of business to see as a person?\n\nFirst and foremost, ask the people. Ask them how they feel, and what they think. Sit down with each member of the team and ask them what they think: those conversations will tell you where to improve. Remember that you hire people to be better than you are at doing their job. Trust your people.\n\nHow to get trust back?\n\nFall on your sword. Own up. Hold yourself accountable. A leader owns up to his mistakes. Is my ego getting in the way of us achieving something? \n\nHow to bring about change when people aren’t in alignmnet?\nThis is very situational based. Always bring in an HR professional or a lawyer. First ask yourself if you, the leader, are doing the same things that you want your employees to do. Also ask them how they understand what the values are that they need to follow. If you’ve given them the opportunity then you need to \n\nFavorite business book: Necessary Endings (Dr. Henry Cloud), Traction (Gino Wickman). \nFavorite movie: the first Jurassic Park\n\nParting thoughts:\n\nTake some time to stop and reflect on whether our daily actions reflect our values. If they do, “cheers!” But if we notice our actions are not aligned with our values, let’s get curious and dig in on how do we get there and what our values actually are. Special Guest: Lindsay Harle-Kadatz.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Why do things change in our brain? Mindsets, belief, subconscious and more are all woven into the framework of neuroplasticity. It helps us understand how our brain changes.
\nBrand and culture specialist. Science behind what you need to do and how to get your brain to work together with itself.
People really reflected on what values they really believed in and if they still held true for themselves. People know fairly fast what matters and what doesn’t and are able to cut through the “crap” much more quickly. Businesses realize they are not who they used to be.
\n\nPeople are wanting to work from home more. It’s a hard change to navigate to come back to the office. Businesses are wondering how to create a connection between remote workers. People will get their jobs done when you trust them to do it.
\n\nLindsay believes in seeing the business as a person too. It comes from the definition of a corporation. In marketing and branding, if a company’s brand is off, then the mental wellness is also off. Seeing it as a person helps with brand because you realize there is a reputation and relationship it has with other companies, other people. A lot of what people say about companies isn’t always grounded in reality. Outcoming generations can feel that their identity is tied to the business, whereas incoming generations feel that they are the ones who determine the business identity separately from their personal identity.
\n\nFirst and foremost, ask the people. Ask them how they feel, and what they think. Sit down with each member of the team and ask them what they think: those conversations will tell you where to improve. Remember that you hire people to be better than you are at doing their job. Trust your people.
\n\nFall on your sword. Own up. Hold yourself accountable. A leader owns up to his mistakes. Is my ego getting in the way of us achieving something?
\n\nHow to bring about change when people aren’t in alignmnet?
\nThis is very situational based. Always bring in an HR professional or a lawyer. First ask yourself if you, the leader, are doing the same things that you want your employees to do. Also ask them how they understand what the values are that they need to follow. If you’ve given them the opportunity then you need to
Favorite business book: Necessary Endings (Dr. Henry Cloud), Traction (Gino Wickman).
\nFavorite movie: the first Jurassic Park
Take some time to stop and reflect on whether our daily actions reflect our values. If they do, “cheers!” But if we notice our actions are not aligned with our values, let’s get curious and dig in on how do we get there and what our values actually are.
Special Guest: Lindsay Harle-Kadatz.
Sponsored By:
","summary":"Mike and Lindsay reflect on how business values and company mindset to drive success. ","date_published":"2022-06-09T09:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/806e697c-9d07-4e8d-9150-f10cb55eef22.mp3","mime_type":"audio/mpeg","size_in_bytes":31738757,"duration_in_seconds":1782}]},{"id":"649c16ec-aca6-4591-b283-99150117efaa","title":"Episode 9: The PEO Revolution","url":"https://pivot2first.com/9","content_text":"What is a PEO\n\nPEOs (Professional Employer Organization) are outsourcing firms that provide services to smaller businesses. They enter a co-employment agreement with their clients and become the employer of record (EoR) for tax purposes. Typically, PEOs offerings may include human resource consulting, payroll processing, employer payroll tax filing, benefits administration, recruiting and hiring, regulatory compliance assistance, training, and development. \n\nReasons to use a PEO for HR needs:\n\nAlthough people think of outsourcing accounting as a business function, many don’t connect the dots about outsourcing HR. Using PEOs enables small companies to focus on building their product and growing their company without allocating additional resources to HR tasks. It becomes pretty simple and can save a lot of time. Many entrepreneurs don’t think that they only have so many hours in a week to put into work. How many of the things that a PEO does are going to give you, if you do them yourself and you do them very well, will provide a business any advantage over what a PEO can do? I’m not sure there are many. \n\nEntrepreneurs' Resistance to the PEO Revolution\n\nThere’s a profile of people who think they have to know the ins and outs of their business. The hardest thing to get some business owners, especially some new entrepreneurs, to realize is that they should use PEOs to free up their time and energy instead of holding onto HR tasks until they’ve mastered every aspect before giving any away.\n\nA mentality that has to be learned\n\n\"A quick story, we worked with another HR tech going in scale-up mode. Their team comprised HR professionals, and they knew how to do the job themselves because they had done it before but realized from the beginning 'if we’re gonna grow and scale and positively answer to our investors, we need to give this up.' The team started with us when they were just three cofounders; they hadn’t hired anyone yet but wanted to have the benefits piece in place for when they recruited and onboarded that first person.\n\nWhen you have that personality where you want to know and control everything, you have to be challenged to let it go to be successful.”\n\nWhat are the biggest challenges business owners face when it comes to HR and people?\n\nThe first challenge is finding people. Once they find them, the second challenge is differentiating themselves from competitors.\n\n“What will stop that person you brought on six months ago, especially in today’s market, from getting an offer from a competitor for $15000 more. What will stop someone on your team from taking $15000 a year more? If someone hasn’t proactively thought about what besides compensation is gonna keep that person here, and they haven’t done anything about it. I think it’s going to be a big challenge for them.”\n\nSolving this issue has a lot to do with culture fit and being part of the future strategy. Dealing people in on stock options when possible and appropriate. Having buy-in regarding the company’s values, mission, and vision and including them in the decision-making process. Listening to people and getting their feedback (some of the best ideas come from feedback)\n\nIt’s also vital to consider ideas and act on them; otherwise, it negatively impacts the culture. \n\nHow many companies are having trouble finding people?\n\nThat person was hard to find before the pandemic, and it’s even harder to find now. We hear about that struggle with most of our clients. \n\nIt’s very different when you are a small business vs. a big company. What are companies doing to attract talent?\n\nIn essence, there are two parts to this. The first is finding talent and being able to attract it. Secondly, companies have to work hard to retain talent. Companies that usually offer 2-5% raises to their employees in this tight labor market have to do 4-7 or 4-8% increases to be competitive. “But you have to do what you can afford as a small company. So half is trying to keep the talent you already have in addition to recruiting and growing.”\n\n\n\nLearn More\n\nDawn Lively\n\nDawn has over a decade of experience in the PEO industry, providing administrative, operational, and strategic human resource guidance to small- and mid-sized companies. She has served in a Senior Director capacity, overseeing human resource, client service, benefits administration, and payroll administration functions within a PEO. She was also instrumental in both strategic planning and tactical execution to achieve the strategic goals.\n\nTransformational Book: Entrepreneurial Operating System (EOS) and related books\n\nFavorite Movie: first “Point Blank”\n\nDawn's LinkedIn: https://www.linkedin.com/in/dawn-lively-she-her-hers-9558b08/ \n\nDaniel Fuller\n\nPrior to working at FullStack as VP Business Development, Daniel's background includes coaching entrepreneurial leaders and mission-driven organizations. While completing his MA in Global Leadership, Daniel founded Sycamore Way, a startup focused on developing tangible skills for leaders and organizations to be talent development cultures. He hosts the “Savage to Sage”, a podcast exploring the evolution of entrepreneurs through the crucible of starting and growing companies.\n\nTransformational Book: “At your best” by Carey Nieuwhof\n\nFavorite Movie: “Dead Poets Society”\n\nKyle’s LinkedIn: https://www.linkedin.com/in/danielfullerindy/\n\nPodcast: \"Savage to Sage\" explores the evolutionary journey of entrepreneurs and founders. https://www.savagetosage.com/ \n\nMike and PivotCX:\n\nMike's LinkedIn: https://www.linkedin.com/in/indymike/ \n\nPivot2First Podcast: https://pivot2first.com/\n\nPivotCX: https://pivotcx.ioSpecial Guests: Daniel Fuller and Dawn Lively.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"PEOs (Professional Employer Organization) are outsourcing firms that provide services to smaller businesses. They enter a co-employment agreement with their clients and become the employer of record (EoR) for tax purposes. Typically, PEOs offerings may include human resource consulting, payroll processing, employer payroll tax filing, benefits administration, recruiting and hiring, regulatory compliance assistance, training, and development.
\n\nAlthough people think of outsourcing accounting as a business function, many don’t connect the dots about outsourcing HR. Using PEOs enables small companies to focus on building their product and growing their company without allocating additional resources to HR tasks. It becomes pretty simple and can save a lot of time. Many entrepreneurs don’t think that they only have so many hours in a week to put into work. How many of the things that a PEO does are going to give you, if you do them yourself and you do them very well, will provide a business any advantage over what a PEO can do? I’m not sure there are many.
\n\nThere’s a profile of people who think they have to know the ins and outs of their business. The hardest thing to get some business owners, especially some new entrepreneurs, to realize is that they should use PEOs to free up their time and energy instead of holding onto HR tasks until they’ve mastered every aspect before giving any away.
\n\n"A quick story, we worked with another HR tech going in scale-up mode. Their team comprised HR professionals, and they knew how to do the job themselves because they had done it before but realized from the beginning 'if we’re gonna grow and scale and positively answer to our investors, we need to give this up.' The team started with us when they were just three cofounders; they hadn’t hired anyone yet but wanted to have the benefits piece in place for when they recruited and onboarded that first person.
\n\nWhen you have that personality where you want to know and control everything, you have to be challenged to let it go to be successful.”
\n\nThe first challenge is finding people. Once they find them, the second challenge is differentiating themselves from competitors.
\n\n“What will stop that person you brought on six months ago, especially in today’s market, from getting an offer from a competitor for $15000 more. What will stop someone on your team from taking $15000 a year more? If someone hasn’t proactively thought about what besides compensation is gonna keep that person here, and they haven’t done anything about it. I think it’s going to be a big challenge for them.”
\n\nSolving this issue has a lot to do with culture fit and being part of the future strategy. Dealing people in on stock options when possible and appropriate. Having buy-in regarding the company’s values, mission, and vision and including them in the decision-making process. Listening to people and getting their feedback (some of the best ideas come from feedback)
\n\nIt’s also vital to consider ideas and act on them; otherwise, it negatively impacts the culture.
\n\nThat person was hard to find before the pandemic, and it’s even harder to find now. We hear about that struggle with most of our clients.
\n\nIn essence, there are two parts to this. The first is finding talent and being able to attract it. Secondly, companies have to work hard to retain talent. Companies that usually offer 2-5% raises to their employees in this tight labor market have to do 4-7 or 4-8% increases to be competitive. “But you have to do what you can afford as a small company. So half is trying to keep the talent you already have in addition to recruiting and growing.”
\n\nDawn has over a decade of experience in the PEO industry, providing administrative, operational, and strategic human resource guidance to small- and mid-sized companies. She has served in a Senior Director capacity, overseeing human resource, client service, benefits administration, and payroll administration functions within a PEO. She was also instrumental in both strategic planning and tactical execution to achieve the strategic goals.
\n\nTransformational Book: Entrepreneurial Operating System (EOS) and related books
\n\nFavorite Movie: first “Point Blank”
\n\nDawn's LinkedIn: https://www.linkedin.com/in/dawn-lively-she-her-hers-9558b08/
\n\nPrior to working at FullStack as VP Business Development, Daniel's background includes coaching entrepreneurial leaders and mission-driven organizations. While completing his MA in Global Leadership, Daniel founded Sycamore Way, a startup focused on developing tangible skills for leaders and organizations to be talent development cultures. He hosts the “Savage to Sage”, a podcast exploring the evolution of entrepreneurs through the crucible of starting and growing companies.
\n\nTransformational Book: “At your best” by Carey Nieuwhof
\n\nFavorite Movie: “Dead Poets Society”
\n\nKyle’s LinkedIn: https://www.linkedin.com/in/danielfullerindy/
\n\nPodcast: "Savage to Sage" explores the evolutionary journey of entrepreneurs and founders. https://www.savagetosage.com/
\n\nMike's LinkedIn: https://www.linkedin.com/in/indymike/
\n\nPivot2First Podcast: https://pivot2first.com/
\n\nPivotCX: https://pivotcx.io
Special Guests: Daniel Fuller and Dawn Lively.
Sponsored By:
","summary":"It's time for a PEO Revolution. Today I’m joined by Dawn Lively and Daniel Fuller of FullStack PEO. We use FullStack at PivotCX for HR benefits, payroll, and everything we do managing our own people. If you look at a PEO, what they allow a smaller company like us to do is compete with bigger companies for talent. It’s an option that, if it fits your organization, can be transformative.","date_published":"2022-06-03T04:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/649c16ec-aca6-4591-b283-99150117efaa.mp3","mime_type":"audio/mpeg","size_in_bytes":36096777,"duration_in_seconds":1945}]},{"id":"786f7543-c353-4a78-bc4e-cf378acf2174","title":"Episode 8: The Secret Sauce to Employee Retention and Productivity with Traci Chernoff","url":"https://pivot2first.com/8","content_text":"Where did we all go wrong? It seems like HR is about humans. How do we get to where we need to be to bring the humans back?\n\nAlthough it's good that we've optimized and focused on efficiency, innovation, and technology, we've lost our way a little bit in the age of technology. Streamlining, operational efficiencies, labor operations, labor efficiency optimization, and bringing people back into the equation is not an all or nothing game. It can all happen together at the same time. While we focus on optimization and efficiency, we should simultaneously focus on the people who make all that happen. Something operators/C-level execs forget is that employment and sales are relationship-driven. They get the sales and marketing piece right, but the HR piece wrong. Approaching employment and hiring with a relationship-driven mindset starts with the people in Hiring management positions (whether they're C-suite, executive/director level) focusing on creating a specific culture or product to solve a problem.\n\nBy bringing thought leaders, people with different levels of emotional intelligence, and others committed to giving workers a good experience, we can create initiatives that support that goal.\n\nHappy employees create happy customer experiences. When you focus on building a happy employee experience and giving them an environment that allows them to be more productive, where they want to get to know the product better, and where they want to make the customer experience exceptional, you don't have to think about the bottom line because it positively unfolds for you.\n\nMany companies have spent a lot of time and money automating. Where did we all get it right?\n\nIt's a myth that \"if you pay people right and give them good benefits, they'll stay forever,\" people want more than that. 58% of Americans who are eligible to work are hourly. There's much vulnerability based on pay, benefits eligibility, being full-time vs. part-time. The truth is that employee engagement is not just about Pay and Benefits.\n\nAt Legion we think of The four pillars of Employee Engagement:\n\n\nPay (usual suspect)\nBenefits (usual suspect)\nEmployees, as people, want flexibility and predictability:\nEmployees want the opportunity to decide what their lives look like. They want to know they'll get 40 hrs/week of work. However, they want the flexibility to determine what those 40hrs look like and have the ability to switch shifts or work a different schedule.\nFeel connected to the bigger picture through culture and communication:\n\n\nWhen employees feel connected to the bigger, they feel connected and grounded to the purpose and mission of the organization. Having tools for frontline communication with employees makes a huge difference in the way they connect with the purpose and mission of the organization. An engaged workforce will do a better job. They'll be happier and more likely to stay than to churn.\n\nWhy do companies process candidates like chickens instead of building relationships? What do companies get wrong before someone becomes an employee?\n\nSometimes companies aren't clear on who they are. They sell blue skies because that's what they want from the company, but it's essential to be super transparent about where you are today and what you want your future state to look like.\n\nSometimes companies, hiring managers, and people assigned to recruiting, are not hiring for diversity of thought. They aren't hiring people different from them, who think differently, who have other priorities. Bringing people onto a team who present and represent different ways of thinking and priorities creates a more comprehensive team environment. In this kind of environment where ideas are challenged, individuals have more growth opportunities. When we think about what we're expecting from candidates, there's an imbalance in expectations and what's reasonable. We shouldn't bring just anyone, but there's a way we can think about candidates differently, getting a little bit more humanity to the interview process.\n\nThe way we interview has changed. Instead of asking the same questions from a candidate over and over, having candidates can go through the PivotCX process to screen them for the basic qualifications of the role. Hiring managers can then focus on asking challenging questions to figure out if a candidate is a good fit for the job.\n\nNot having peer interviews is also a big issue. Knowing how a new team member will interact with the group is absolutely critical. The reason people stay even when you see manager turnover is because they love their peers and the group of friends they've made at work. If we know 50% is employer-controlled (the way we expect people to work) and the other 50% is whom we are working with, then we should place our intention and energy into listening to peer feedback. Involving peers and giving them the psychological safety of expressing their opinions when deciding who to hire will strengthen the bond between the employees, other stakeholders, and the organization.\n\nLearn more Traci Chernoff\n\nTraci is a self-starter and entrepreneur with a passion for people, strategy, and innovation. She is host of one of the most interesting HR-focused podcasts: “Bringing the Human back to Human Resources.” She has been an HR Manager, Trainer, and Director of HR and is now Director of Employee Engagement for Legion Technologies, an AI-powered workforce management company with a mission to turn hourly jobs into good jobs.\n\nBook that changed your life: Catcher in the Rye by J.D. Salinger (reading it in high school allowed me to find my own power and know it's okay to be exactly who you are), the Nightingale by Kristen Hanna (Historical fiction novel set in France WWII. It awoke my spirit and soul).\n\nFavorite Saying: \"Every problem has a solution.\"\n\nYour favorite movie: the Harry Potter series (growing up before the films came out was great!)\n\nFinal Thoughts: I appreciate you listening at talking about all the things that make me excited and passionate about HR. Let’s continue to talk about why bringing humans back into business is a great mission to have.\n\nTraci’s LinkedIn: https://www.linkedin.com/in/HRTraci\n\nPodcast: Bringing the Human back to Human Resources\n\nhttps://hrtraci.com/\n\nLearn more about Mike and PivotCX:\n\nhttps://www.linkedin.com/in/indymike/\n\nhttps://pivotcx.ioSpecial Guest: Traci Chernoff.","content_html":"Although it's good that we've optimized and focused on efficiency, innovation, and technology, we've lost our way a little bit in the age of technology. Streamlining, operational efficiencies, labor operations, labor efficiency optimization, and bringing people back into the equation is not an all or nothing game. It can all happen together at the same time. While we focus on optimization and efficiency, we should simultaneously focus on the people who make all that happen. Something operators/C-level execs forget is that employment and sales are relationship-driven. They get the sales and marketing piece right, but the HR piece wrong. Approaching employment and hiring with a relationship-driven mindset starts with the people in Hiring management positions (whether they're C-suite, executive/director level) focusing on creating a specific culture or product to solve a problem.
\n\nBy bringing thought leaders, people with different levels of emotional intelligence, and others committed to giving workers a good experience, we can create initiatives that support that goal.
\n\nHappy employees create happy customer experiences. When you focus on building a happy employee experience and giving them an environment that allows them to be more productive, where they want to get to know the product better, and where they want to make the customer experience exceptional, you don't have to think about the bottom line because it positively unfolds for you.
\n\nIt's a myth that "if you pay people right and give them good benefits, they'll stay forever," people want more than that. 58% of Americans who are eligible to work are hourly. There's much vulnerability based on pay, benefits eligibility, being full-time vs. part-time. The truth is that employee engagement is not just about Pay and Benefits.
\n\nAt Legion we think of The four pillars of Employee Engagement:
\n\nWhen employees feel connected to the bigger, they feel connected and grounded to the purpose and mission of the organization. Having tools for frontline communication with employees makes a huge difference in the way they connect with the purpose and mission of the organization. An engaged workforce will do a better job. They'll be happier and more likely to stay than to churn.
\n\nSometimes companies aren't clear on who they are. They sell blue skies because that's what they want from the company, but it's essential to be super transparent about where you are today and what you want your future state to look like.
\n\nSometimes companies, hiring managers, and people assigned to recruiting, are not hiring for diversity of thought. They aren't hiring people different from them, who think differently, who have other priorities. Bringing people onto a team who present and represent different ways of thinking and priorities creates a more comprehensive team environment. In this kind of environment where ideas are challenged, individuals have more growth opportunities. When we think about what we're expecting from candidates, there's an imbalance in expectations and what's reasonable. We shouldn't bring just anyone, but there's a way we can think about candidates differently, getting a little bit more humanity to the interview process.
\n\nThe way we interview has changed. Instead of asking the same questions from a candidate over and over, having candidates can go through the PivotCX process to screen them for the basic qualifications of the role. Hiring managers can then focus on asking challenging questions to figure out if a candidate is a good fit for the job.
\n\nNot having peer interviews is also a big issue. Knowing how a new team member will interact with the group is absolutely critical. The reason people stay even when you see manager turnover is because they love their peers and the group of friends they've made at work. If we know 50% is employer-controlled (the way we expect people to work) and the other 50% is whom we are working with, then we should place our intention and energy into listening to peer feedback. Involving peers and giving them the psychological safety of expressing their opinions when deciding who to hire will strengthen the bond between the employees, other stakeholders, and the organization.
\n\nTraci is a self-starter and entrepreneur with a passion for people, strategy, and innovation. She is host of one of the most interesting HR-focused podcasts: “Bringing the Human back to Human Resources.” She has been an HR Manager, Trainer, and Director of HR and is now Director of Employee Engagement for Legion Technologies, an AI-powered workforce management company with a mission to turn hourly jobs into good jobs.
\n\nBook that changed your life: Catcher in the Rye by J.D. Salinger (reading it in high school allowed me to find my own power and know it's okay to be exactly who you are), the Nightingale by Kristen Hanna (Historical fiction novel set in France WWII. It awoke my spirit and soul).
\n\nFavorite Saying: "Every problem has a solution."
\n\nYour favorite movie: the Harry Potter series (growing up before the films came out was great!)
\n\nFinal Thoughts: I appreciate you listening at talking about all the things that make me excited and passionate about HR. Let’s continue to talk about why bringing humans back into business is a great mission to have.
\n\nTraci’s LinkedIn: https://www.linkedin.com/in/HRTraci
\n\nPodcast: Bringing the Human back to Human Resources
\n\n\n\nhttps://www.linkedin.com/in/indymike/
\n\nSpecial Guest: Traci Chernoff.
","summary":"In this Pivot2First episode, Mike and Traci Chernoff consider the secret sauce to employee retention and productivity, and how to optimize the recruitment process by bringing people, technology, and businesses together. They also cover why peer interviewing is a great idea, the four pillars of employee engagement, and the interaction between AI-powered and human-powered HR. ","date_published":"2022-05-12T05:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/786f7543-c353-4a78-bc4e-cf378acf2174.mp3","mime_type":"audio/mpeg","size_in_bytes":61754246,"duration_in_seconds":1894}]},{"id":"3eca82fa-4653-4255-ab22-2fbc81b8bda5","title":"Episode 7: Speed Wins in Recruiting, Every Time with Kyle Roed","url":"https://pivot2first.com/7","content_text":"What are the most common out-of-date practices you see out there?\n\nThere are a lot of people who still manage people with 40-year-old processes. Examples range from attendance policies to recruiting. However, the world is speeding up, and the expectations of our employees, applicants, candidates, and hiring processes need to get faster. Speed wins in recruiting, every time. Even if an employer comes out with a great job, but there’s a prolonged part of the process, or there are people who halt progress, it makes it hard to hire great people.\n\nPolicies and culture can also be stuck in the past. Instead of flyers in the breakroom or 50-page handbooks, people want to access information on-demand from their devices. Moreover, today’s employees want a company with a social media presence they can be proud of, inclusive, and willing to change, listen, and confront issues society-at-large faces these days.\n\nAnother issue companies face is a low application completion rate and even HR resistance to change for fear of not being compliant. Applying for a job should be as easy as buying something online. Most of the time, today’s applicants are willing to invest more time in a lengthy application only if they have built some rapport with a business. 1-click applications help counteract this issue. All HR needs to start the recruiting process is an applicant’s resume, and applicants can fill out an extended application after the first phone screen or an onsite interview. \n\nWhat should CEOs be asking about their Recruiting practices?\n\nIn business, we talk a lot about sales and customer experience funnels. It’s the same in recruiting; it’s a funnel and an experience. The product is your company, and you’re trying to get someone to buy into it. It’s the same KPIs as sales, skewed slightly for HR. \n\nCandidate Experience: Can a candidate apply easily and go through the hiring process smoothly? Having a fast candidate experience is a competitive edge. You’ll win the war for talent if you can do this regularly.\nQuality of Hire: Can we keep hires? What’s the new hire turnover rate? Companies should have sound structures to select candidates. Yet, businesses need to be agile enough to adapt to changes in talent acquisition strategies that enable them to make good decisions in hiring. \nCandidate Flow: How many candidates are we funneling? How many candidates does it take to hire one person? Recruiting is a unique skill in HR; not all HR professionals are adept at recruiting, and your best recruiter might not be an HR professional within your organization. \nMarket development: Who are we reaching out to? Are there other groups/demographics we’re not reaching out to? Organizations with more diversity, equity, and inclusion have a diversity of thought, and they have intensional inclusive cultures that allow those ideas to bubble up. This is the right thing to do, but it’s good for business too.\n\nLearn more about Kyle\n\nKyle Roed is the Vice President of Global HR at CPM Companies, Cofounder of DisruptHR, and host of the “Rebel Human Resources” podcast. He fell into HR and fell in love with everything about people practices. In his almost 20 years in HR, he’s discovered that things in HR are ripe for innovation and has sought to challenge the way the HR community thinks about the world of work. \n\nTransformational Book: In a professional context, Good to Great; has been a true north since college. \n\nFavorite Movie: Shawshank Redemption; it’s a great story of triumph.\n\nRebel HR Podcast: Everything innovation in the people space www.rebelhumanresources.com\n\nKyle’s LinkedIn: https://www.linkedin.com/in/kyle-roed/\n\nLearn more about Mike and PivotCX:\n\nPivotCX provides a recruitment communication platform to engage job candidates with recruiters instantly. PivotCX is the first conversational recruitment platform that instantly connects job seekers with recruiters and hiring managers via SMS texting and voice calling.\n\nMike Seidle leads the PivotCX team as Chief Operating Officer, Chief Development Officer and Co-founder.\n\nMike's LinkedIn: https://www.linkedin.com/in/indymike/\n\nPivotCX Website: https://pivotcx.ioSponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"There are a lot of people who still manage people with 40-year-old processes. Examples range from attendance policies to recruiting. However, the world is speeding up, and the expectations of our employees, applicants, candidates, and hiring processes need to get faster. Speed wins in recruiting, every time. Even if an employer comes out with a great job, but there’s a prolonged part of the process, or there are people who halt progress, it makes it hard to hire great people.
\n\nPolicies and culture can also be stuck in the past. Instead of flyers in the breakroom or 50-page handbooks, people want to access information on-demand from their devices. Moreover, today’s employees want a company with a social media presence they can be proud of, inclusive, and willing to change, listen, and confront issues society-at-large faces these days.
\n\nAnother issue companies face is a low application completion rate and even HR resistance to change for fear of not being compliant. Applying for a job should be as easy as buying something online. Most of the time, today’s applicants are willing to invest more time in a lengthy application only if they have built some rapport with a business. 1-click applications help counteract this issue. All HR needs to start the recruiting process is an applicant’s resume, and applicants can fill out an extended application after the first phone screen or an onsite interview.
\n\nIn business, we talk a lot about sales and customer experience funnels. It’s the same in recruiting; it’s a funnel and an experience. The product is your company, and you’re trying to get someone to buy into it. It’s the same KPIs as sales, skewed slightly for HR.
\n\nCandidate Experience: Can a candidate apply easily and go through the hiring process smoothly? Having a fast candidate experience is a competitive edge. You’ll win the war for talent if you can do this regularly.
\nQuality of Hire: Can we keep hires? What’s the new hire turnover rate? Companies should have sound structures to select candidates. Yet, businesses need to be agile enough to adapt to changes in talent acquisition strategies that enable them to make good decisions in hiring.
\nCandidate Flow: How many candidates are we funneling? How many candidates does it take to hire one person? Recruiting is a unique skill in HR; not all HR professionals are adept at recruiting, and your best recruiter might not be an HR professional within your organization.
\nMarket development: Who are we reaching out to? Are there other groups/demographics we’re not reaching out to? Organizations with more diversity, equity, and inclusion have a diversity of thought, and they have intensional inclusive cultures that allow those ideas to bubble up. This is the right thing to do, but it’s good for business too.
Kyle Roed is the Vice President of Global HR at CPM Companies, Cofounder of DisruptHR, and host of the “Rebel Human Resources” podcast. He fell into HR and fell in love with everything about people practices. In his almost 20 years in HR, he’s discovered that things in HR are ripe for innovation and has sought to challenge the way the HR community thinks about the world of work.
\n\nTransformational Book: In a professional context, Good to Great; has been a true north since college.
\n\nFavorite Movie: Shawshank Redemption; it’s a great story of triumph.
\n\nRebel HR Podcast: Everything innovation in the people space www.rebelhumanresources.com
\n\nKyle’s LinkedIn: https://www.linkedin.com/in/kyle-roed/
\n\nPivotCX provides a recruitment communication platform to engage job candidates with recruiters instantly. PivotCX is the first conversational recruitment platform that instantly connects job seekers with recruiters and hiring managers via SMS texting and voice calling.
\n\nMike Seidle leads the PivotCX team as Chief Operating Officer, Chief Development Officer and Co-founder.
\n\nMike's LinkedIn: https://www.linkedin.com/in/indymike/
\n\nPivotCX Website: https://pivotcx.io
Sponsored By:
","summary":"Speed Wins in Recruiting, and when it comes down to it, not all HR professionals recruit at the necessary speed. Mike Seidle and Kyle Roed discuss recruiting strategies CEOs can bring back to their team to get ahead in the competition for talent. ","date_published":"2022-05-05T05:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/3eca82fa-4653-4255-ab22-2fbc81b8bda5.mp3","mime_type":"audio/mpeg","size_in_bytes":73681140,"duration_in_seconds":2257}]},{"id":"3e4310da-13a1-4207-bc5b-b9eab9f4e300","title":"Episode 6: James Whitelock on Rethinking Recruiting Marketing","url":"https://pivot2first.com/6","content_text":"After the Great Resignation, employers have to rethink their recruiting marketing strategies. More than ever before, candidates are looking for companies that align with their values and lifestyles. \n\nMike and James tackle the following questions:\n1. How does a CEO diagnose what’s the problem when they find themselves adjusting hours and production to fit a number of unfilled positions in their workforce.\nEmployers are incentivized to build and maintain a good reputation through reviews on websites such as Glassdoor and Indeed. This poses the risk of hyper-focusing on appearances instead of spending time developing positive interactions with potential and current employees. \n\nThe truth of the matter is that it’s never just one problem. Still, to diagnose what is going on, CEOs have to look internally and understand what drives their workforce, what is making them stay or leave, and what their experience is like from the moment they apply through their engagement lifecycle with the company.\n\n2. What can companies do to improve their “candidate flow” issues and how can they get more qualified applicants?\nMany processes, including how people apply for and search for jobs, have changed since the the Covid-19 pandemic. Instead of simply posting jobs online and hoping for a great candidate to show up, companies should commit time and resources to engage great people where they are. Employers who create a relationship with candidates can be top of mind when an opportunity arises.\n\n3. How do you tell a candidate flow problem vs a time to offer problem?\n90% of candidates still take the first job offer they get. Knowing that candidates are time-sensitive can help businesses plan ahead of a possible hiring problem. \n\nAbout James:\nJames is the Managing Director at Think In Circles, a sales and marketing growth agency, and an expert on Recruitment Marketing. He’s also the host of The Marketing Rules podcast. James hosted Mike about a year ago when they discussed AI and human-to-human conversations in the recruitment process. \n\n*Transformative Book in James’ business journey: * Brand Sense by Martin Lindstrom because it’s the book that got him into marketing. It was given to him at a conference. It dives into how marketers and branders use all the senses available to get people to buy into their company. \nhttps://uk.linkedin.com/in/jameswhitelock\nhttps://thinkincircles.com/\nhttps://www.themarketingrules.com/ \n\nLearn more about Mike and PivotCX:\nhttps://www.linkedin.com/in/indymike/ \nhttps://pivotcx.io\nhttps://www.linkedin.com/in/indymike Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"After the Great Resignation, employers have to rethink their recruiting marketing strategies. More than ever before, candidates are looking for companies that align with their values and lifestyles.
\n\nMike and James tackle the following questions:
\n1. How does a CEO diagnose what’s the problem when they find themselves adjusting hours and production to fit a number of unfilled positions in their workforce.
\nEmployers are incentivized to build and maintain a good reputation through reviews on websites such as Glassdoor and Indeed. This poses the risk of hyper-focusing on appearances instead of spending time developing positive interactions with potential and current employees.
The truth of the matter is that it’s never just one problem. Still, to diagnose what is going on, CEOs have to look internally and understand what drives their workforce, what is making them stay or leave, and what their experience is like from the moment they apply through their engagement lifecycle with the company.
\n\n2. What can companies do to improve their “candidate flow” issues and how can they get more qualified applicants?
\nMany processes, including how people apply for and search for jobs, have changed since the the Covid-19 pandemic. Instead of simply posting jobs online and hoping for a great candidate to show up, companies should commit time and resources to engage great people where they are. Employers who create a relationship with candidates can be top of mind when an opportunity arises.
3. How do you tell a candidate flow problem vs a time to offer problem?
\n90% of candidates still take the first job offer they get. Knowing that candidates are time-sensitive can help businesses plan ahead of a possible hiring problem.
About James:
\nJames is the Managing Director at Think In Circles, a sales and marketing growth agency, and an expert on Recruitment Marketing. He’s also the host of The Marketing Rules podcast. James hosted Mike about a year ago when they discussed AI and human-to-human conversations in the recruitment process.
*Transformative Book in James’ business journey: * Brand Sense by Martin Lindstrom because it’s the book that got him into marketing. It was given to him at a conference. It dives into how marketers and branders use all the senses available to get people to buy into their company.
\nhttps://uk.linkedin.com/in/jameswhitelock
\nhttps://thinkincircles.com/
\nhttps://www.themarketingrules.com/
Learn more about Mike and PivotCX:
\nhttps://www.linkedin.com/in/indymike/
\nhttps://pivotcx.io
\nhttps://www.linkedin.com/in/indymike
Sponsored By:
","summary":"After the Great Resignation, employers have to rethink their recruiting marketing strategies. More than ever before, candidates are looking for companies that align with their values and lifestyles. Thus, employers are incentivized to build and maintain a good reputation through reviews on websites such as Glassdoor and Indeed. This poses the risk of hyper-focusing on appearances instead of spending time developing positive interactions with potential and current employees. ","date_published":"2022-04-25T09:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/3e4310da-13a1-4207-bc5b-b9eab9f4e300.mp3","mime_type":"audio/mpeg","size_in_bytes":53899234,"duration_in_seconds":1625}]},{"id":"193b58f6-adb7-4084-b475-94566683ce99","title":"Episode 5: Jon Dwoskin on Always Recruiting as an Organizational Plan","url":"https://pivot2first.com/5","content_text":"Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning for more than the CEO and employee retention are key to solving companies’ hiring problems.\n\nYou get to work with a lot of different businesses. How is the current talent climate situation affecting them?\n\nMillennials and Gen Zs are looking for specific things they want from a company. They want training and mentorship, and it spills over to older generations. At all levels of an organization and across generations, people need to communicate effectively, ask for help, and understand their people’s needs and where the gaps are.\n\nWhere do you think most businesses go wrong when it comes to hiring?\n\nThey don’t have a recruiting plan; they wing it. They don’t have a recruiting plan; they wing it. To turn recruiting into a competitive advantage, companies should not only look at succession planning for the CEO, but as an organizational plan. When someone is promoted or leaves a year from now, we have to promote, train, grow from within, or recruit. It takes 3 -12 months to find a great candidate. Younger workers want to experience growth and mentorship throughout their career so the regular “ladder model” doesn’t work anymore; additional lateral moves with increased responsibility might be a more effective approach.\n\nWhat can business owners do to make better hires consistently?\n\nIt should be standard practice to look at the pipeline of people. According to some studies, 85% of jobs that will exist in 2030 don’t exist yet. New roles and new types of business require entrepreneurs and businesses to stay ahead of the curve.\n\nAbout Jon Dwoskin\n\nJon Dwoskin is a Business Coach, mentor, podcast host, author, and speaker. You can find his content on his website jondwoskin.com. His Podcast “THINK Business Live” provides content daily to help clients and entrepreneurs get unstuck. Bringing best-of-class guests from all over the country, he shares what they do and how they get their people unstuck, from sales to the C-suite from solopreneurs to Fortune 500 companies. He interviewed Mike on March 1, 2021.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning for more than the CEO and employee retention are key to solving companies’ hiring problems.
\n\nMillennials and Gen Zs are looking for specific things they want from a company. They want training and mentorship, and it spills over to older generations. At all levels of an organization and across generations, people need to communicate effectively, ask for help, and understand their people’s needs and where the gaps are.
\n\nThey don’t have a recruiting plan; they wing it. They don’t have a recruiting plan; they wing it. To turn recruiting into a competitive advantage, companies should not only look at succession planning for the CEO, but as an organizational plan. When someone is promoted or leaves a year from now, we have to promote, train, grow from within, or recruit. It takes 3 -12 months to find a great candidate. Younger workers want to experience growth and mentorship throughout their career so the regular “ladder model” doesn’t work anymore; additional lateral moves with increased responsibility might be a more effective approach.
\n\nIt should be standard practice to look at the pipeline of people. According to some studies, 85% of jobs that will exist in 2030 don’t exist yet. New roles and new types of business require entrepreneurs and businesses to stay ahead of the curve.
\n\nJon Dwoskin is a Business Coach, mentor, podcast host, author, and speaker. You can find his content on his website jondwoskin.com. His Podcast “THINK Business Live” provides content daily to help clients and entrepreneurs get unstuck. Bringing best-of-class guests from all over the country, he shares what they do and how they get their people unstuck, from sales to the C-suite from solopreneurs to Fortune 500 companies. He interviewed Mike on March 1, 2021.
Sponsored By:
","summary":"Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning for more than the CEO and employee retention are key to solving companies’ hiring problems.","date_published":"2022-04-18T08:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/193b58f6-adb7-4084-b475-94566683ce99.mp3","mime_type":"audio/mpeg","size_in_bytes":49578362,"duration_in_seconds":1527}]},{"id":"6fe56b5a-de98-4289-b90d-60748c4f87de","title":"Episode 4: Ton Dobbe on Creating and Growing a Successful SaaS Company ","url":"https://pivot2first.com/4","content_text":"In addition to podcast hosting, Ton Dobbe is the author of The Remarkable Effect and a SaaS Strategy consultant. Mike appeared on Ton’s podcast Tech Entrepreneur on a Mission Season 4, Ep. 163 published 4/26/2021. This time around, Mike hosts Ton.\n\nFor Ton, starting his podcast goes hand in hand with establishing his own consultancy. He wanted to learn how to build a remarkable software business from successful entrepreneurs. His desire to learn from the best soon became a flow and after 60 -70 episodes someone encouraged him to write a book discussing and distilling all the wisdom enshrined in the podcast.\n\nIn this episode, Mike and Ton talk about:\n\n\nWhat do entrepreneurs need to do to be one of those companies everyone keeps talking about? It’s all about assessing where you stand today and having a vision to guide your and your team’s actions.\nHow important is talent to grow a successful SaaS company? People and cultural fit a are 🗝 part of the process. Different people are needed at different stages.\nSaaS entrepreneurs have a lot on their plate and sometimes they don’t have a full picture, what are they getting wrong? Everybody makes bad hires, but how you deal with those issues makes all the difference. Also, not getting stuck in ideas and other types of silos can give companies a leg up.\nWhen a company isn’t in an upshot, how do companies assess where they stand and figure out how to get on a growth path? According to some statistics, 9 out of 10 startups fail and 75% of scaleups fail. These figures make it imperative for companies to find the right market fit and positioning to sustain growth.\n\n\nFinding the right talent for the right role at the right time, having a clear vision with buy-in from everyone involved, as well as adding value for your customers – solving their needs and problems – can lead a struggling or plateaued company to sustained success.Sponsored By:PivotCX: Decrease Ghosting and Lower Your Hiring Costs with Our Communication Hub for Recruiters","content_html":"In addition to podcast hosting, Ton Dobbe is the author of The Remarkable Effect and a SaaS Strategy consultant. Mike appeared on Ton’s podcast Tech Entrepreneur on a Mission Season 4, Ep. 163 published 4/26/2021. This time around, Mike hosts Ton.
\n\nFor Ton, starting his podcast goes hand in hand with establishing his own consultancy. He wanted to learn how to build a remarkable software business from successful entrepreneurs. His desire to learn from the best soon became a flow and after 60 -70 episodes someone encouraged him to write a book discussing and distilling all the wisdom enshrined in the podcast.
\n\nIn this episode, Mike and Ton talk about:
\n\nWhat do entrepreneurs need to do to be one of those companies everyone keeps talking about? It’s all about assessing where you stand today and having a vision to guide your and your team’s actions.
How important is talent to grow a successful SaaS company? People and cultural fit a are 🗝 part of the process. Different people are needed at different stages.
SaaS entrepreneurs have a lot on their plate and sometimes they don’t have a full picture, what are they getting wrong? Everybody makes bad hires, but how you deal with those issues makes all the difference. Also, not getting stuck in ideas and other types of silos can give companies a leg up.
When a company isn’t in an upshot, how do companies assess where they stand and figure out how to get on a growth path? According to some statistics, 9 out of 10 startups fail and 75% of scaleups fail. These figures make it imperative for companies to find the right market fit and positioning to sustain growth.
Finding the right talent for the right role at the right time, having a clear vision with buy-in from everyone involved, as well as adding value for your customers – solving their needs and problems – can lead a struggling or plateaued company to sustained success.
Sponsored By:
","summary":"As CTO at PivotCX, Mike Seidle gets to work with some of the most brilliant people in the industry with one goal: turning hiring into a competitive advantage. On this emission, Mike and Ton Dobbe speak about how companies can create sustained growth and success. ","date_published":"2022-04-14T14:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/6fe56b5a-de98-4289-b90d-60748c4f87de.mp3","mime_type":"audio/mpeg","size_in_bytes":68732567,"duration_in_seconds":2106}]},{"id":"ec3f8740-a34c-487b-a305-521cf86e4525","title":"Episode 3: Jo Dodds on the 4 Enablers of Employee Engagement Success","url":"https://pivot2first.com/3","content_text":"Ever since the Engaging for Success was published in 2009, Jo has been at the forefront of advocating for best practices in employee engagement. Employee engagement and success have grown into an important cornerstone of a successful company. While hard to define, emplyee success can be considered as the people need to have something meaningful about their work to do the best job they can. Employee experience is the next step forward.\n\nWith the Great Resignation, people are shuffling across companies but not everyone is finding that they’re getting what they signed up for. Companies lose good people because they are not talking to everyone. Start out with the supposition that ALL CANDIDATES are good people to talk with and you’ll do a much better job with recruiting.\n\nImportant to a successful employee engagement strategy is focus on the 4 enablers:\n\n\nStrategic Narrative – Visible, empowering leadership providing a strong strategic narrative about the organisation, where it’s come from and where it’s going\nEngaging Managers – who focus their people and give them scope, treat their people as individuals and coach and stretch their people.\nEmployee Voice – Employees are seen not as the problem, rather as central to the solution, to be involved, listened to, and invited to contribute their experience, expertise and ideas.\nOrganizational Integrity – the values on the wall are reflected in day to day behaviours. There is no ‘say –do’ gap. Promises made and promises kept, or an explanation given as to why not.\n\n\nLearn more about Jo Dodds and the Engage for Success movement here: https://engageforsuccess.org/","content_html":"Ever since the Engaging for Success was published in 2009, Jo has been at the forefront of advocating for best practices in employee engagement. Employee engagement and success have grown into an important cornerstone of a successful company. While hard to define, emplyee success can be considered as the people need to have something meaningful about their work to do the best job they can. Employee experience is the next step forward.
\n\nWith the Great Resignation, people are shuffling across companies but not everyone is finding that they’re getting what they signed up for. Companies lose good people because they are not talking to everyone. Start out with the supposition that ALL CANDIDATES are good people to talk with and you’ll do a much better job with recruiting.
\n\nImportant to a successful employee engagement strategy is focus on the 4 enablers:
\n\nStrategic Narrative – Visible, empowering leadership providing a strong strategic narrative about the organisation, where it’s come from and where it’s going
Engaging Managers – who focus their people and give them scope, treat their people as individuals and coach and stretch their people.
Employee Voice – Employees are seen not as the problem, rather as central to the solution, to be involved, listened to, and invited to contribute their experience, expertise and ideas.
Organizational Integrity – the values on the wall are reflected in day to day behaviours. There is no ‘say –do’ gap. Promises made and promises kept, or an explanation given as to why not.
Learn more about Jo Dodds and the Engage for Success movement here: https://engageforsuccess.org/
","summary":"Mike chats with Jo Dodds, host of the podcast Engage for Success and a leader of the employee engagement movement.","date_published":"2022-04-12T13:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/ec3f8740-a34c-487b-a305-521cf86e4525.mp3","mime_type":"audio/mpeg","size_in_bytes":48821600,"duration_in_seconds":1469}]},{"id":"cf8cdd1a-e8b7-4ca6-8652-cb5c627e16b7","title":"Episode 2: Rosey on What the C Suite Needs to Know about Recruiting in 2022","url":"https://pivot2first.com/2","content_text":"Pivot to First explores topics and ideas with the goal of turning hiring into a competitive advantage. In this episode, Mike speaks with Rosey Nathan. In addition to being a podcaster extraordinaire based out of New Zealand, she is a Recruitment Partner with Customise Talent Group. You can also find her work as Career & Whole Human Mentor for Rosey on Recruitment and Career. She also has a varied background in Sales, Management, and recruiting in SaaS, FinTech, and other industries. \n\nIn this edition we explore: \n\n\nWhat makes a happy workforce? What benefits does it bring to a company?\nWhat is Employee Engagement and how to explain it in 3 words?\nWhat recruiting hurdles are employers facing in the current market?\nWhat are some reasons why candidates’ counteroffers have increased up to 40%?\nHow can candidates avoid pitfalls when looking for a new job.\nTips for happy recruiting in 2022\nHow can employers fix their candidate flow problem via speed of engagement?\nRosey’s reading, movie, and TV recommendations.\n\n\nRosey Nathan on the web https://linktr.ee/roseyhercareer","content_html":"Pivot to First explores topics and ideas with the goal of turning hiring into a competitive advantage. In this episode, Mike speaks with Rosey Nathan. In addition to being a podcaster extraordinaire based out of New Zealand, she is a Recruitment Partner with Customise Talent Group. You can also find her work as Career & Whole Human Mentor for Rosey on Recruitment and Career. She also has a varied background in Sales, Management, and recruiting in SaaS, FinTech, and other industries.
\n\nIn this edition we explore:
\n\nRosey Nathan on the web https://linktr.ee/roseyhercareer
","summary":"In this episode of Pivot to First, Rosey Nathan and Mike explore what makes a happy workforce, tips for recruiting challenges in 2022, and much more.","date_published":"2022-04-11T13:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/cf8cdd1a-e8b7-4ca6-8652-cb5c627e16b7.mp3","mime_type":"audio/mpeg","size_in_bytes":60138755,"duration_in_seconds":1821}]},{"id":"7ae26d48-e8b4-4d4e-a3b2-4864253b2e5f","title":"Episode 1: Spotlight Interview with Alex Murphy, CEO of Jobsync","url":"https://pivot2first.com/1","content_text":"In this podcast episode, Mike interviews JobSync’s CEO, Alex Murphy as they delve into a few of Alex’s recruiting secrets to improve hiring success. \n\nTogether they talk about the mission of Jobsync to get recruiters out of email and excel docs and get their applications directly into their ATS. Native Apply integration combines the best of the native apply experience on job boards together with the recruiters’ work process in the ATS database, creating a consistent and seamless recruiting process.\n\nAlex Murphy is the CEO and Co-Founder of JobSync. Alex has been an entrepreneur in the recruiting space for the last twenty years having founded or co-founded multiple businesses including Job.com, WorkHarmony, A3 Staffing, Epic59, and oPub Media. In addition to founding companies, Alex previously worked with Beyond, now Nexxt, as their SVP of Business Development and Candidate Acquisition, growing the business to over 60 million users. Alex currently and has previously advised a number of businesses and organizations including TAtech, Jobiqo, FounderCorps, and CaddieNow.\n\nIf he weren’t working, Alex would spend as much time as possible skiing through the trees on the steepest mountains he can find.","content_html":"In this podcast episode, Mike interviews JobSync’s CEO, Alex Murphy as they delve into a few of Alex’s recruiting secrets to improve hiring success.
\n\nTogether they talk about the mission of Jobsync to get recruiters out of email and excel docs and get their applications directly into their ATS. Native Apply integration combines the best of the native apply experience on job boards together with the recruiters’ work process in the ATS database, creating a consistent and seamless recruiting process.
\n\nAlex Murphy is the CEO and Co-Founder of JobSync. Alex has been an entrepreneur in the recruiting space for the last twenty years having founded or co-founded multiple businesses including Job.com, WorkHarmony, A3 Staffing, Epic59, and oPub Media. In addition to founding companies, Alex previously worked with Beyond, now Nexxt, as their SVP of Business Development and Candidate Acquisition, growing the business to over 60 million users. Alex currently and has previously advised a number of businesses and organizations including TAtech, Jobiqo, FounderCorps, and CaddieNow.
\n\nIf he weren’t working, Alex would spend as much time as possible skiing through the trees on the steepest mountains he can find.
","summary":"In this podcast episode, Mike interviews JobSync’s CEO, Alex Murphy as they delve into a few of Alex’s recruiting secrets to improve hiring success.","date_published":"2022-03-25T15:00:00.000-04:00","attachments":[{"url":"https://aphid.fireside.fm/d/1437767933/d957cef2-22aa-42a5-864b-42c9ad9eafd9/7ae26d48-e8b4-4d4e-a3b2-4864253b2e5f.mp3","mime_type":"audio/mpeg","size_in_bytes":112669546,"duration_in_seconds":3478}]}]}