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18 minutes | Mar 30, 2021
Solving the Puzzle for Professional Women to Stay In, Or Return to the Workforce
Boulo Solutions helps women stay in and return to the workforce by matching them with flexible roles and board opportunities. Businesses save time and money by getting matched with vetted, diverse talent in as little as 72hours Welcome to a CEO Insights edition of the TotalPicture Podcast, I’m your host, Peter Clayton. One of the presenters at the March HR Tech Alliances Collaboration Zone event is my guest today, Delphine Carter. She is the Founder and CEO of Boulo Solutions. Delphine is a business, product and technology leader with 10+ years of experience in a Product Management role. She has successfully built high-performing teams, pushing transformational change and applying agile practices to solve complex business challenges. The complex challenge she is leading today -- Boulo Solutions is designed to help women stay in and return to the workforce. According to Delphine, women leave the workforce before they hit the c-suite at 3x the rate of men. As women find non-traditional ways to use their professional skills, 3 out of 5 highly qualified women end up having non-linear careers. When women try to return to the workforce, they have little chance of being found on today’s most popular hiring platforms because of one-dimensional onboarding, no accounting for soft-skills and simple matching algorithms. But, keeping women working leads to an $842B improvement to the US economy. S&P Global stated that “More women working is the most underutilized source of growth that could send global market valuations soaring.” TALKING POINTS: Delphine, thank you for joining me today. Give us the backstory of Boulo. Obviously, you are tackling a huge issue. I imagine the pandemic has exacerbated the problem? Have you had to pivot your business over the past year due to the pandemic? On your website you talk about your mission of “professional achievement without compromise” can you expand on this? Tell us about the tech you use to match candidates with jobs. How are you attracting employers to your platform? Are most of the rolls you are currently filling for project-based and temp work? How are you attracting professional women to Boulo? What is the application process? Your website states that you offer 360-degree profiles of your candidates. How do you handle background checks, including education and employer references? Are you functioning like an RPO, meaning you handle the payment and 1099’s for the women you place in temp assignments? Let’s talk about onboarding, which of course has become far more challenging with remote work. Do you stay involved after the placement is made? What is top priority on your to-do list? What haven’t we discussed that you would like to share with the audience? How can our viewers connect with you?
38 minutes | Mar 29, 2021
4 Insights to Free Yourself Up from Low-Value Tasks and Be More Strategic
IF YOU LEAD A TEAM OR ORGANIZATION, CHANCES ARE YOU’RE HITTING THE “CEILING OF COMPLEXITY” AS DAILY OPERATIONAL DEMANDS SUCK ALL YOUR TIME, LEAVING NO SPACE FOR STRATEGIC THINKING AND WORKING ON “NEEDLE-MOVING” INITIATIVES. Peter Clayton’s guest for this Career Strategy episode on The TotalPicture Media Podcast is Richard Medcalf, founder of Xquadrant and an executive coach to some of the world’s most impressive and successful CEOs and their teams. Richard shares four key insights that help his clients make real transformational progress in this area and become champions of transformational change. Introduction A common theme amongst CEOs, C-Suite leaders, and my other top performing clients: too much time in operations and not enough on strategic projects. How do I free myself from operational tasks to focus on more important things? But there are so many books out there, so many tips and tools – why is this still an issue? Shift 1: Stop trying to free up time Message: When you focus on higher-value tasks, everything becomes easier Story: “instant delegation mastery” Tool: last year/next year Shift 2: Examine your beliefs first Message: You don’t need a productivity hack, you need a mindset shift Story: “the high-performing janitor” Tool: what do I get out of this? Shift 3: Acceleration, not speed Message: You need to implement a system for getting better at getting better Story: “$100 hammer” Tool: opex vs capex Shift 4: Work the room Message: You can’t level-up without renegotiating your agreements Story: “the perfectly responsive CXO” Tool: agreement/expectation Resources: Free guide: “The Executive’s Productivity Paradigm: 4 uncommon insights to free yourself up from low value tasks and be more strategic” https://xquadrant.com/go/productivity Impact Multiplier CEO Podcast https://xquadrant.com/podcast/ https://www.linkedin.com/in/richardmedcalf/
41 minutes | Mar 25, 2021
An In-Depth Interview with Harvard Business School Professor Frank Cespedes: Sales Management That Works
How to Sell in a World That Never Stops Changing Rather than moving sequentially through the sales process, buyers now progress in parallel activity streams – explore, evaluate, engage, experience – as they make a purchase decision. While selling is changing, much of the conventional wisdom about the impact of e-commerce, big data, AI, and other megatrends on sales is misleading and not supported by data, declares Harvard Business School professor Frank Cespedes. In SALES MANAGEMENT THAT WORKS, Cespedes separates signal from noise and truth from hype. Selling and profitable growth today involve a combination of factors: a coherent strategy, relevant hiring practices, and incentives, and ongoing performance management that motivates the right behaviors in the face of many changes outside a company’s control. Cespedes provides data, examples, diagnostics, and insights in five key areas: People – Hiring is tougher as selling becomes a more data-intensive activity, and companies already spend 20% more per-capita on sales training than in other functions. But most hiring and training practices only exacerbate the difficulties and, as Cespedes points out, “customer focus” remains a perennial slogan but not a behavioral reality at most firms. Process – Without a coherent sales model, selling is a series of individual activities. As the lines between online and in person sales are blurring, companies need to rethink—and reconstruct—their current sales models and this has implications for customer selection, deployment, metrics, and compensation plans. Pricing – In a changing landscape, pricing can build or destroy profits faster than almost any other business activity. Linking pricing with a value proposition, sales model, and selling behaviors is essential, and in information-rich markets price testing is especially important. The book discusses how to do that and why, despite conventional wisdom, value-pricing approaches are now more possible in many categories. Partners – Buying is now a dynamic process where a prospect and order touch multiple points in the distribution channel for most products and services. Hence, selling now means working with partners that are influential during the buying journey and after the sale. The options have increased, and so has the managerial complexity. Realigning the role of channels in sales programs is critical. Productivity – Customer acquisition plays an essential role in a company’s success, yet many C-suite leaders are out of touch with sales activities. Leaders need to close this gap and, especially in services-dominated economies like the U.S. and many other nations, increasing sales productivity is a social responsibility of management as well as essential to profitability and growth.
28 minutes | Mar 18, 2021
What Recruiters and HR Need to Know About Immigration Law in 2021
Welcome to the TotalPicture Podcast with Producer/Host Peter Clayton. Today, we’re going to focus on immigration – specifically The Diversity Immigrant Visa program, also known as the green card lottery. The Immigration Act of 1990 established the current and permanent Diversity Visa (DV) program. Joining me is Brian Fancher, the VP of I-9 Product Management and Chief Compliance Officer at Tracker, recently acquired by Mitratech. TALKING POINTS: Brian, welcome to the TotalPicture Podcast. Tell us a little bit about your background. Is Tracker operating as a separate company, or are you integrated with Mitratech? Talk to us about I-9 Compliance. Specifically, what is I-9? Why did Mitratech acquire your company, Tracker – and what other products and services does Mitratech offer? What are some of the new reforms to the employment-based immigration system? As I mentioned in my open, the Diversity Immigrant Visa program was first enacted in 1990 give us some background regarding DIV. If your native country (say India), is not eligible under the DIV, are there other ways you can qualify for the Diversity Visa? What are the educational requirements? S. green cards might increase under the Diversity Visa Program from 55,000 to 80,000. How can HR departments work with their company legal teams to be prepared for this? What are some of the changes to the E-Verify employment verification system? How does this affect HR departments? What are some other issues you see in 2021 regarding immigration compliance? Since the DIV is a lottery if you applied can you check your status? I’ve heard that if you’re selected in the green card lottery, it’s important to act fast, even though it could still be a year or more before you’re able to come to the US. Is that true? Is it true that there are many deceptive agencies that charge fees from applicants or falsely claim to increase the applicant’s winning chances? What haven't I asked that's important for our audience to know about the current immigration laws and procedures? BACKGROUND FROM WIKIPEDIA The lottery is administered by the Department of State and conducted under the Immigration and Nationality Act (INA). As of this year, It makes available 80,000 immigrant visas annually, (up from 55,000), and aims to diversify the immigrant population in the United States, by selecting applicants from countries with low numbers of immigrants in the previous five years. Around 12 million people applied for the lottery in 2019. The most recent entry period for the lottery was from October 7 to November 10, 2020. Many deceptive agencies charge fees from applicants or falsely claim to increase their winning chances, but in fact the only way to apply for the lottery is to complete the entry form on the Department of State website, free of charge. The Immigration Act of 1990 was passed with bipartisan support and signed by President George H. W. Bush. The legislation established the current and permanent Diversity Visa (DV) program, where immigrant visas are available in an annual lottery. Give us some background and history.
33 minutes | Mar 13, 2021
Bonnie Marcus – Career Strategies for Women Over 50
INTRODUCTION: Bonnie Marcus is an award-winning entrepreneur, Forbes contributing writer, and executive coach. She assists professional women to successfully navigate the workplace and position and promote themselves to advance their careers. With 20 plus years of sales and management experience, Bonnie’s extensive business background includes executive positions in startups as well as Fortune 500 companies. A certified coach, Bonnie has been honored by Global Gurus as one of the world’s top 30 coaches. Her new book is titled NOT DONE YET! How Women over 50 Regin Their Confidence and Claim Workplace Power. (Amazon Affiliate Link). Despite advances made by women in the workplace, pay inequity and under-representation in top positions are still a reality, unfortunately, the situation looks worse for older women, who face the double whammy of gendered ageism. As a woman over 50, you may be wondering if there’s anything you can do as you face down diminished responsibilities, decreasing visibility, and the looming specter of being aged out. In her new book not done yet how women over 50 regain their confidence claim workplace power Bonnie is out to convince you that, in fact, you can do a whole lot. You can keep your job, advance your career, do the work you love and need to do, and defy all the ageist assumptions that suggest otherwise. TALKING POINTS Tell us about your background and the inspiration to write Not Done Yet! Ageism is an equal opportunity un-employer. It’s not just women, but men over 50 who are overlooked and ignored. That said, I think women still get the shorter end of the stick. Am I right? What is the most important thing a woman over 50 looking for a job needs to do? Then there’s the retirement conundrum. As an independent contractor, I’ve found when my primary contact leaves or retires, the person replacing him or her – i.e. the ‘client’ oftentimes is younger and wants to work with their peers, not someone who reminds them of their parents. I would guess this dynamic plays out internally as well. How do you overcome this? Let’s face it Bonnie, if you’re a young, attractive woman with a great personality, that’s all you really need to get ahead in corporate America. Do you agree? However, if your hair is turning grey, you’re overweight, and you’re not what most people would consider attractive, you’re basically screwed when it comes to visibility and promotion within many companies. When you were doing the research for your book Not Done Yet, what were some of the issues that kept coming up over and over again for women over 50? Have you seen a difference between extraverts and introverts over 50 when it comes to promotions and job security? I’m going to lift one of your chapter titles for my next question: how do you respond to ageist comments without getting fired? Additionally, how do you talk to your boss about ageism and sexism? Obviously, most of us are working from home. How has the pandemic affected women over 50? Have you noticed any trends? Has your coaching practice changed? What did you learn that perhaps surprised you researching and writing Not Done Yet? What are the two or three most important take-aways from your book? I’m going to steal a couple Tim Ferriss questions: If you could have a gigantic billboard anywhere with anything on it, what would it say? In the last five years, what new belief, behavior, or habit has most improved your life? What have I missed?
44 minutes | Mar 3, 2021
Good Guys: How Men Can Be Better Allies for Women in the Workplace
Welcome to an Innovation edition of the TotalPicture Podcast with your host Peter Clayton. According to my guests today, The key to advancing gender equality? Men! Joining me are David Smith and W. Brad Johnson, authors of Good Guys: How Men Can Be Better Allies for Women in the Workplace published by Harvard Business Review Press. David Smith is professor of sociology in the College of Leadership and Ethics at the US Naval War College, and Brad Johnson is a professor of psychology in the department of Leadership Ethics and Law at the United States Naval Academy and a faculty associate in the Graduate School of Education at John Hopkins University. They are the coauthors of Athena Rising, How and Why Men Should Mentor Women. TALKING POINTS: Welcome, David and Brad. As the father of three girls, I was immediately drawn to Good Guys. I’ve spent enough time in male-dominated industries and organizations to have seen firsthand the disadvantage women have. According to the Preface of Good Guys, your book Athena Rising was the catalyst for writing your new book. Can you give us some background? You interviewed a number of men and women in writing Good Guys, men who are considered to be allies to women in the workplace. According to the women you spoke to, what traits defined their male coworkers as allies? and Are there any traits that seem to be consistent across the board? What surprised you, if anything, in researching and writing Good Guys? The current world we’re living in seems to me to have raised a number of interesting issues directly related to gender equity. First, guess what? You can work from home and be effective. All of a sudden, the idea of everyone must come to the office to get work done has been shown to be a male fantasy. What’s your take? You interviewed a number of men and women in writing Good Guys, men who are considered to be allies to women in the workplace. According to the women you spoke to, what traits defined their male coworkers as allies? and Are there any traits that seem to be consistent across the board? What surprised you, if anything, in researching and writing Good Guys? The current world we’re living in seems to me to have raised a number of interesting issues directly related to gender equity. First, guess what? You can work from home and be effective. All of a sudden, the idea of everyone must come to the office to get work done has been shown to be a male fantasy. What’s your take? How has the pandemic impacted gender equality? Do you think work from home will help to advance gender equality? So now that everyone who can work from home is – how can men become better allies to the women they’re virtually working with? You have an entire chapter titled “To Be Legit as an Ally, Start at Home,” which I think has taken on new meaning and importance. Can you share with us strategies when you have two parents working from home on Zoom calls with kids and cats and dogs and chaos on a daily basis? Why do so many women choose careers in HR? Virtually every CHRO I know is a woman. Last week I participated in an HR Tech Alliances Virtual event that showcased several companies in workforce analytics – or people analytics and the data these companies are able to extract and analyze is truly amazing. One company, Claro had a nifty chart called “Female Representation in the Workforce and Leadership Positions. So companies being able to hide behind opaque PR is quickly becoming a thing of the past. Do you think more transparency will motivate companies to practice more gender diversity in their leadership? D&I Has been a hot topic at every HR Tech and Talent Acquisition virtual event this year. Is it being discussed in universities? What are the 2 or 3 most important takeaways from your book? BOOK OVERVIEW FROM THE AUTHORS: Women are at a disadvantage. At home, they often face an unequal division of household chores and childcare,
29 minutes | Dec 14, 2020
HRTech Start-Up: Meet Kevin Corliss, CEO of Roots
Roots Provides HR Solutions Using Slack Welcome to another edition of WTF-2020 How to Pivot in the COVID-19 Shit Show with your host on the TotalPicture Podcast, Peter Clayton. Today, we're focusing on an HR Tech Startup called Roots. Do you know who’s gone bonkers since Covid-19 besides the usual suspects like Amazon and Instacart? Slack. Think about it. What if you could run your entire HR org. on Slack, with no bulky software or candidate tracking systems? In today’s remote work world where Slack is king, that’s the vision of my guest today: Kevin Corliss, CEO of Roots (formerly Treehoppr -- WTF? Treehoppr??). Here's what's cool: Kevin's startup offers a set of modular and employee-friendly HR solutions for Slack that track time off, manage candidate referrals, and measure employee engagement. Built for the remote workforce, Roots is used by the largest remote-first companies like Gitlab and Toptal. Founded in 2017 by two friends navigating the corporate world, Roots is dedicated to reshaping HR, ridding the workplace of bureaucracy for the sake of bureaucracy, and positively impacting employee wellness, productivity, and retention.
50 minutes | Nov 27, 2020
Skill Up with Nucamp Coding Camp. Meet CEO, Ludo Fourrage
IF YOU WANT A SUCCESSFUL GIG CAREER, IT’S TIME TO SKILL UP “The past has no power over the present moment.” Eckhart Tolle Welcome to an Innovators edition of the TotalPicture Podcast, I’m your host, Peter Clayton, the head content creator at TotalPicture Media. I want to start this show with the intro I used for my interview with Heather Bussing a couple of weeks ago: There are two very distinct classifications for gig economy workers: Skilled and unskilled. If you’re skilled, chances are pretty good that you’re living the dream promoted by the gig economy industry. However, if you’re an unskilled gig worker, chances are just a good that you’re getting screwed. If you’re poor or trapped in a situation with few options, you’re probably living in a never-ending daily crisis, exacerbated by a pandemic here in the US that didn’t need to happen. I’m joined today by Ludo Fourrage, Founder and CEO at Nucamp Coding Bootcamp, headquartered in Bellevue, Washington. Prior to starting Nucamp in 2016, Ludo spent 13-plus years at Microsoft. TALKING POINTS: Ludo, thank you for joining me today. Tell us a little bit about your background, and your career at Microsoft. Was starting Nucamp a response to a need you perceived in the marketplace or was it more of an inspiration? Tell us about your leadership team. Who are your instructors and what are their qualifications? From what I understand, Nucamp is very low cost compared to other schools of this type. Give us an overview of the programs you offer and the costs. What is the duration of your coding bootcamps? How has your business changed since covid-19 sucker-punched us? I’m assuming all of your classes are taught virtually? What platform or platforms are you using for learning? How much of learning coding requires aptitude — vs grit and determination to accomplish something? What is the profile of a typical Nucamp student? Coding, of course, covers many computer languages and platforms. What is the highest in demand? I’ve read that Nucamp has 3 new career services and a 78% student employment rate 3 months after graduating – can you unpack the career services? Do you offer financial assistance? Where does Nucamp currently operate and are you expanding to new locations? What level of education do you need to qualify to participate in a Nucamp bootcamp? (i.e. do you need to be a high school grad)? What, if anything, has inspired you over the past 8-9 months? What haven’t we discussed that you would like to share? Nucamp’s mission is to help all aspiring career shifters currently left out of the digital economy learn to code. Nucamp offers the industry’s only truly affordable 22-week coding bootcamp for under $2,000, and delivers a high-quality curriculum in small classes of 12 maximum students using a unique hybrid evening and weekend format. Our model relies on carefully selected industry professionals who want to share their passion for coding in their local community. With Nucamp, whether you live in a big city, a suburb, or a rural area, you can get the coding skills you need without quitting your job, getting into debt, or having to share your future income. Nucamp’s coding bootcamps are under $2,000 but offer a value of $10,000. Most coding bootcamps cost between $10,000 – $20,000 You can start with a beginner coding Bootcamp to learn the fundamentals of web development for $349 for a four-week class. Or, explore advanced bootcamps to become a Front-End Web+Mobile developer for 17 weeks for $1,372 or a Full Stack Web + Mobile Developer for a 22-week course for $1,765.
45 minutes | Nov 26, 2020
Gary Hamel: How to Fix the Bureaucratic Mindset – A Move to Innovation
Humanocracy: Creating Organizations as Amazing as the People Inside Them Introduction: How would you feel if ... You had the right to design your own job? Your team was free to set its own goals and define its own methods? You were encouraged to grow your skills and take on new challenges? Your workmates felt more like family than colleagues? You never felt encumbered by pointless rules and red tape? You felt trusted in every situation to use your best judgment? You were accountable to your colleagues rather than a boss? You didn't have to waste time sucking up or playing political games? You had the chance to help shape the strategy and direction of your organization? Your influence and compensation depended on your abilities and not your rank? How amazing would it be if all these things were true where you work? Welcome to an Innovation channel podcast on TotalPicture Media with your host Peter Clayton. I met Gary Hamel a couple of years ago in Las Vegas at UNLEASH where he was a keynote speaker. I'll put a link to that interview in the show notes. Gary is on the faculty of the London Business School and is a co-founder of Management Lab, an organization that builds technology and tools to support breakthrough management innovation. Professor Hamel has been hailed by the Wall Street Journal as the world's most influential business thinker, and his landmark books have been translated into more than 25 languages. His latest book, Humanocracy Creating Organizations as Amazing as the People Inside Them was published this August by the Harvard Business Review Press. The utopian wish list I started my intro with came from the preface of Humanocracy. TALKING POINTS: Gary thank you very much for taking time to connect with me here on zoom. Let’s start with the obvious: Has covid-19 altered your thinking? If you were sitting down to write Humanocracy today, what would you change, if anything? One of the more interesting aspects of the pandemic has been the work from home imperative. For years most companies have insisted that employees must show up at their offices to be able to do their work in an efficient and productive way. Well, guess what? Turns out that's complete BS. Am I right? What other bureaucratic rituals have the pandemic debunked? Quoting from Humanocracy again, “At present, the average CEO compensation in America's 350 largest companies is $17.2 million a year or 278 times the pay of a typical frontline employee. And I think it's important to stress that this income disparity is unique here in the United States. So what is the motivation for getting rid of bureaucracy if you're in the top 1%? That said Gary, it seems to me that COVID-19 is going to fundamentally change many aspects of business activity. I'd love to get your insights on how business will change over the next three to five years. Back to your book. Quoting again. “In 2018, there were 146 million employees in the US workforce (excluding farm and household workers and the self-employed). Of these, 20.5 million were managers and supervisors. In addition, there were 6.4 million individuals working in administrative support functions including human resources, finance, accounting, and compliance (but excluding IT). In total then the bureaucratic class comprised 26.9 million individuals, or 18.4% of the US workforce. This group claimed more than 3.2 trillion in compensation, or nearly 1/3 of America's total wage bill. It seems to me this is about to change. There are numerous examples in your book of companies that are transitioning to a humanocracy mindset. Companies like Nucor a steel manufacturer in the US , companies in China in Sweden, France and elsewhere. I’m curious. Have you tracked the performance of any of your model companies since the pandemic? How are they doing? You've devoted an entire chapter to the power of community.
39 minutes | Nov 24, 2020
The Job Board Doctor Is In: Jeff Dicky-Chasins and the 2020 Global Recruiting Site Trends Survey
Hi, this is Peter Clayton. Job boards are very much alive — and on this Industry Insider edition of TotalPicture Media we’ll check in on the health of job boards with the job board doctor, Jeff Dicky-Chasins, a veteran of the job board publishing and e-learning industries. Jeff was the original marketing director for dice.com growing it from $7 million to $65+ million in three years. He has worked with over 550 job boards and HR-related sites over the past 20 years, in almost every sector, including finance, technology, education, health care, sales and marketing, energy, and specific geographic regions. If you’re at all involved in job boards or have attended TAtech, ERE, and other industry trade shows and conferences (remember them?) chances are you know Jeff and have seen him speak. Jeff has just released the 2020 Global Recruiting Site Trends Survey Results, which brings him back to TotalPicture Media. TALKING POINTS: Jeff, it’s great to see you again please give us some background on the survey Generally speaking, what impact has COVID-19 had on job boards? Are you seeing this same level of disruption in job boards as TA tech? Does indeed rule? How is this impacting programmatic? Maybe we should explain what programmatic is! What has been the largest source of revenue for job boards this year? How has the annual revenue changed from prior years? How have job boards pivoted as a result of COVID-19? How are job boards generating traffic? What plans do they have for marketing in 2021? How has the trend in remote workers impacted job boards? Generally speaking, are things beginning to turn around in a more positive direction? Did anything surprise you in the 2020 survey? Finally, what were some of the key findings that we haven’t currently touched on? What advice would you have for folks looking for a job in this crazy market? How can our viewers get in touch with you? Resources: JobBoardDoctor:
32 minutes | Nov 13, 2020
The Future of Live Conferences – 2021
A Candid Conversation with George LaRocque, SVP Insights, UNLEASH What to do if you're in the event/conference business? A lot of conference producers have tried to replicate their events on platforms like Zoom and On24. UNLEASH (of course) has a different idea and recently brought on George LaRocque as Senior Vice President of Insights. Welcome to WTF-2020 How to Pivot in the COVID-19 Shit Show, with your host on the TotalPicture Podcast, Peter Clayton. Joining Peter is the new Senior Vice President of Insights at UNLEASH, George LaRocque. George has a long and distinguished career in HR and TA Tech. "It’s no secret that I’ve been a huge fan of UNLEASH since attending their event in San Francisco in 2017. What a ballsy move for this little-known European company to make! You can see one of their mascots, Nancy, sitting on top of my applause sign. That’s why I was so happy and encouraged in this shit storm of 2020 when the email from UNLEASH CEO and founder, Marc Coleman hit my inbox announcing that after many months UNLEASH has been reinvented to become 'the new customer-first digital media platform for the HR industry,' and announcing George LaRocque as the company’s new SVP Insights." TALKING POINTS: George, welcome. It’s great to see you. How are you and how is your family? I would guess that most of the people watching or listening to this know who you are, but can you please tell us about your professional accomplishments? Once I realized, back in February and March – that there would be no live events this year and I would have to completely reinvent my business model, I was thinking – what are the conference, trade show, and event companies like UNLEASH going to do? What was your reaction earlier this year, and what were you hearing from HR tech companies? So George, give us some SVP insights. How did this new reinvention of UNLEASH and your senior leadership role evolve? Are you focusing on building the UNLEASH brand here in the US? Talk to us about the relaunch of the UNLEASH website – which I guess you could now call a content platform? So as of today, the #HRWINS website is alive, and well, will this get merged into the UNLEASH platform at some point? Part of your LinkedIn profile lists Event Director of UNLEASH North America as part of your responsibilities, and on the UNLEASH website, when you click on the Live Events link, is listed UNLEASH//Europe March 2021 in London, UNLEASH//America in May 2021 in Las Vegas, and UNLEASH World in October 2021. Do you think any of those events will actually take place? How are your partners reacting to live events in 2021? What will happen to UNLEASH if there are no live events in 2021? I recently watched your interview with Jill Popelka, SAP SuccessFactors’ President – a nice get, as they say in the video podcast biz – are you going to be doing more of these? In addition to a number of leadership video interviews on the new site, there’s a lot of news articles and editorials – are you involved in developing and curating this content?
41 minutes | Nov 3, 2020
SmartRecruiters Announced its Best First-Half Results in its History. In the Middle of a Pandemic!
CEO INSIGHTS: “WHAT INSPIRES ME IS THE WORLD THAT EMERGES ON THE OTHER SIDE.” Welcome to a CEO Insights edition of the TotalPicture Podcast. I’m Peter Clayton, and I’m excited to have back on TotalPicture, the Founder & CEO of SmartRecruiters, Jerome Ternynck. I first met Jerome in 2017 in San Francisco at UNLEASH. At the time, SmartRecruiters had about 200 employees. Fast-forward to an August 2020 press release with the opening paragraph: SmartRecruiters is proud to announce it posted its best first-half results in company history, in the middle of a pandemic. While market competitors reduced workforces and scaled back operations, SmartRecruiters doubled down on uniting customers, pivoting R&D efforts, and spearheading innovations for remote work. The investment yielded positive results: over 200 enterprises joining the SmartRecruiters family.” I would say that’s pretty amazing, Jerome. Here’s another soundbite from your press release: “Throughout it all, SmartRecruiters decided against furloughs and mass layoffs. Instead, the company leveraged the moment to recruit great talent from the market, expanding its sales team, investing in key leaders in professional services and sales, and growing its R&D team.” TALKING POINTS: So first of all, welcome. Let’s go back to March/April of this year. What was going through your mind, and how have you been able to pivot the company so successfully? In some ways, the pandemic is something like an earthquake. You wake up, and overnight everything has changed. SmartRecruiters has employees across the globe. Were you able to communicate a consistent message? And if so, how did you do it? What have you learned about leading when virtually everyone is working virtually? How are you able to keep employees motivated and engaged? What have you learned about staying connected and engaged with your customers? Are you’re still hiring? How are you onboarding new employees? I believe I’ve heard that your company is going virtual forever. Is that true? What will SmartRecruiters’ San Francisco headquarters look like one year from now? If some of the members of your San Francisco team decide to move to say – Utah – will you adjust their compensation to reflect a much lower cost of living? Here’s an excerpt from our 2017 podcast: “SmartRecruiters is really built as the generational successor into the applicant tracking system, to the first generation of the applicant tracking system. We are an integrated talent acquisition suite, so think CRM + marketing + ATS in one modern platform that is fully mobile-enabled, that people love using, highly collaborative and it’s got a built-in marketplace.” Okay, this was three years ago. Bring us up-to-date on the advancement of your platform and capabilities? Let’s talk about the elephant in the corporate boardroom, shall we? You recently published an article on LinkedIn titled The 10 Principles of Diversity Hiring Published on October 14, 2020 And this article has your byline. I’m Quoting: “SmartRecruiters recently announced our plan to be an anti-racist force in the recruiting market. Today, I’m sharing the next step on this journey to drive anti-racist and overall diverse hiring practices.” Let’s face it, Jerome, most companies, especially, large publicly traded companies talk a good game, but that’s generally what it is. (I encourage our viewers to check out my recent conversation with Jackye Clayton on YouTube). So, what motivated, or inspired you to go all-in on diversity hiring? This is a remarkable, detailed document that outlines very specific goals. I’ll put a link in the show notes. And I’d like to have you expand on a few of the bullet points. (Discussion of Diversity Hiring article). Somehow though the tremendous growth of SmartRecruiters managed to write a book titled, Hiring Success. How Visionary CEOs Compete for the Best Talent. Give us a brief overview.
53 minutes | Oct 31, 2020
Big Data Rules HR: Andrew Gadomski Aspen Analytics WTF2020
“Ego checking is not exactly a LinkedIn registered skill.” Andrew Gadomski Welcome to another edition of WTF 2020 An Influencers’ Guide to Navigating the Shit Show. Today our virtual WTF 2020 Bus tour takes us to the Jersey Shore and the Captain of Data – A Workforce and HR Data Scientist and Analyst, my good friend Andrew Gadomski. My motivation for starting this series was simple… On many days, I just became consumed, distracted, disheartened, shocked, and horrified by the continuing shit show we are subjected to on a daily basis. I was feeling completely overwhelmed and decided to reach out to a group of doers, of influencers, of smart, successful people I’ve met and interviewed over the past 15 years to find out how they are able to tune out the bullshit and focus on the positive. How they’re able to stay productive. And what advice they can share with mere mortals such as myself. Here’s a brief on Andrew. And I scraped this right off of his LinkedIn profile because it’s so well written. Andrew started Aspen Advisors in 2006 (name changed to Aspen Analytics in 2018) because he saw an opportunity to help the many recruiting and HR departments that were burning time and money on tools they didn't understand, using training that was taught once and forgotten, and engaging vendors who could not prove their service value (let alone find and respect candidates consistently). Most of HR and the C-suite didn't get Andrew’s vision. (No surprise there, right? As Andrew has noted, “Ego checking is not exactly a LinkedIn registered skill.” Andrew was talking about data and business analytics in 2006, back when guessing, gut feel, and "we have always done it that way" reigned supreme. He learned to teach during the sale...and became a pretty good instructor in the process. Quoting Andrew: “Flash forward 10 years, and several hundred thousand hires later. It has been a wild ride working with the world's largest companies and staffing agencies.”In 2008 NYU asked Andrew join their staff as an adjunct professor. He loved it, got hooked on teaching and speaking and have made education in the classroom and on the conference circuit a pillar in his career. And speaking from personal experience, anyone watching and listening to this who’s had the benefit of participating in one of Andrew’s classrooms, sessions or workshops knows he’s damn good at it. Andrew has a BS in Marketing and Business Logistics from Penn State and a Master of Science in Business Analytics from the NYU Stern School of Business. TALKING POINTS: Andrew, it’s great to see you and have this opportunity to catch up. How’s life on the Jersey shore? How’s your family? How has the past 8 months changed your business, and how have you pivoted to virtual everything? You work with a lot of large corporations. What are they telling you? Is there any common thread in these conversations? You’re a data geek. So what is the data telling you about 2021? Tell us about your Talent Acquisition Certificate Program. What have been some of your personal challenges during COVID-19 and how have you addressed or overcome them? As you know, a lot of folks we know working in HR, in talent acquisition, in recruiting, have been laid off or furloughed – what advice can you share with them on how to find and land new opportunities? The vendor community in HR and TA has been equally decimated. What’s your take? How do you stay positive and motivated? What, if anything, has inspired you in 2020? Finally, what advice would you like to share with our audience? How can folks connect with you? RESOURCES: Aspen Analytics Talent Acquisition Certification AIHR EBrand Con
49 minutes | Oct 26, 2020
Jackye Clayton: Is Diversity and Inclusion an Illusion?
How About Some Good News? Some Companies (Like SeekOut and SmartRecruiters) Are Doing More About Diversity and Inclusion Than Just Talking About It! Welcome to another edition of WTF 2020. AN INFLUENCERS’ GUIDE TO NAVIGATING THE SHIT SHOW. My name is Peter Clayton. Thank you for tuning in. So, what’s your opinion of 2020 so far? Here’s mine… If someone had written a book or a movie script detailing the dumpster fire that has existed in the US over the past three-plus years – and especially 2020 – no one would have believed it. But here we are, swatting flies and shoveling bullshit. And trying to wrap our brains around low budget crazy B-Horror Movie plots like Q-Anon and the fucking Proud Boys. Just when you think it can’t get any more insane. Somehow it does! So, here’s WTF 2020 – I think that the group of influencers, thought leaders, subject matter experts, innovators, and visionaries I’ve invited to participate in this series can give all of us some inspiration, a renewed sense of purpose — or a least some hope! I’m excited to have on the show today Jackye Clayton, whom I connected with at the HRTech Collaboration Zone Virtual Event last month. Ward Christman & company have done an excellent job of facilitating conversations and connections on their monthly virtual events. I’ll put a link in the show notes so you can check it out. It’s an excellent and low-cost way to stay connected to the HR and TA tech community and learn about the latest trends in tech. Also, I have to give a shout-out to Chad and Cheese. I was going to wear my Hiring Solved tee shirt for this interview – the one with I am a Hunter on the front – however, thanks to the crack reporting of Joel and Chad I found out that Jackye is now Diversity, Equity and Inclusion Strategist at SeekOut. Finally, I’m getting some diversity in these videos and podcasts! Frankly, this WTF 2020 series so far has been a line-up of middle-aged white guys. But girl power is here! A little background on Jackye. She was named one of the 9 Powerful Women in Business You Should Know by SDHR Consulting, one of the 15 Women in HR Tech to Follow in 2019 by VidCruiter, 2019 Top 100 list of Human Resources Influencers by Human Resource Executive Magazine, and one of the Top Recruitment Thought Leaders that you must follow in 2019 by interviewMocha Magazine. Jackye, thanks for Zooming with me. TALKING POINTS: So Texas has been very well represented over the past month here on TotalPicture. You’re the third Texan – however the first one from Waco – what’s happening in your community. What’s it like What have the past 8 months been like for you? (Black Wall Street) Both you and our friend Jeremy Roberts have recently moved from Hiring Solved to SeekOut. Tell us about that transition and SeekOut. Give us a sense of what your job Diversity, Equity, and Inclusion Strategist entails. Give us a Day in the Life of Jackye Clayton. So SeekOut is based in Bellevue, Washington. I’m assuming you spend a good part of your day on a video conferencing platform.No more travel, no more live speaker gigs. Have you transitioned to speaking at virtual events? What kind of adjustment has that been? What’s your prediction? How long before we’re all back in Vegas or San Diego for a live event? What has inspired you (if anything) over the past 7-8 months? What advice do you have for folks looking for a job? What would you like to share that we’ve not discussed? RESOURCES: https://www.linkedin.com/in/jackyeclayton SeekOut HRTech Alliances Chad & Cheese Podcast Interview with Jerome Ternynck, SmartRecruiters Tags: AI, Candidate Experience, Careers, Diversity & Inclusion, Future of Work, Recruiting, SME
39 minutes | Oct 25, 2020
Writing Job Ads in the Middle of Covid-19
Katrina Kibben the CEO and founder of Three Ears Media Welcome to another edition of WTF 2020. AN INFLUENCERS’ GUIDE TO NAVIGATING THE SHIT SHOW. My name is Peter Clayton. Thank you for tuning in. So, what’s your opinion of 2020 so far? Here’s mine: (Video Clip) The worst part of my day used to be logging on to news sites and seeing a constant stream of nothing but Trump’s sneering face, and Barr’s perplexed face, and Moscow Mitch’s lying face. So, I found a solution. A miracle. Sort of. I stopped going to those sites. I no longer feel like I’m about to have a really bad case of diarrhea. Let’s face it. This year would have been a shit show without COVID-19 -- it’s just made our collective misery 10x worse. So we’re finally getting some girl power on WTF 2020. I’m delighted to have on the show today Katrina Kibben the CEO and founder of Three Ears Media. Katrina and her staff write job ads that don’t suck. How about that? Pre-pandemic Katrina was a frequent speaker at most of the events most of you watching or listening to this used to attend. Are you missing live events? Are you living on Zoom? Can’t wait to get back to the office? Let me know in the comments. Katrina, welcome to my WTF 2020 virtual bus tour across the country to see how my friends and influencers are dealing with the shit show – of not just the past 6-8 months, but the past four years. TALKING POINTS: How are you and how is life in Colorado? How did you come up with the name Three Ears Media for your company? How have you had to pivot your company, Three Ears Media in the past 8 months? Are people still hiring you to craft job ads? It seems to me most job ads you see on sites like Indeed fall into two categories: 1. were written by the legal department. 2. Someone found an ad in their ATS from 5 years ago that matches the current job req. Would you agree? Also, given the economy and number of professionals who’ve been down-sized, furloughed, laid-off or bought-off over the past several months, I’m wondering if we’re returning to the job recs of the 2008-2009 recession, when hiring managers decided that they could require a wish list of insane qualifications and experience for even entry level jobs. Are you a ninja warrior? Let’s talk about gender bias in job ads, shall we, Katrina? What are some of your favorites? I want to talk with you about how AI and machine learning is changing talent acquisition. I know you’ve spoken on this topic at a number of conferences. How is AI impacting what you do? So, our friend William Tincup recently interviewed on his Use Case Podcast a guy named Daniel Fellows. Dan works for Optimal, a UK based company that optimizes job ads using algorithms. AI and machine learning powers their business – specifically driving quality candidate traffic to job ads. Are you working with companies like Optimal? https://recruitingdaily.com/the-use-case-podcast-storytelling-about-optimal-with-daniel-fellows/ No more travel, no more live speaker gigs. Have you transitioned to speaking at virtual events? What kind of adjustment has that been? Have you upgraded video conferencing gear? I keep hearing that really good recruiters are getting laid off and are now working contract jobs. What are you hearing from recruiters? Considering the fact that you write job ads, I would imagine you have a really good pulse of what’s hot and what’s not. What jobs are currently in-demand? What industries or verticals are hiring? What’s your prediction? How long before we’re all back in Vegas or San Diego for a live event? What do you mean by: “The one thing we can control? How we ask. We have mastered the ask.” What has inspired you (if anything) over the past 7-8 months? What advice do you have for folks looking for a job? What would you like to share that we’ve not discussed?
43 minutes | Oct 24, 2020
The Shadow World of Call Center Staffing Companies
Have you ever heard of Arise Virtual Solutions? Probably not. And that's just the way they would like to keep it. Do you think arbitration clauses in independent contractor agreements are fair and equitable? Think Again. There are two very distinct classifications for gig economy workers: Skilled and unskilled. If you’re skilled, chances are pretty good that you’re living the dream promoted by the gig economy industry. However, if you’re an unskilled gig worker, chances are just a good that you’re getting screwed. If you’re poor or trapped in a situation with few options, you’re probably living in a never-ending daily crisis. This is our story today – focused on the very real situation millions of unskilled gig economy workers are confronting today, exacerbated by a pandemic here in the US that didn’t need to happen. I’ll be joined in just a minute by my special guest, Heather Bussing. Welcome to TotalPicture Media and another edition of WTF 2020 AN INFLUENCERS’ GUIDE TO NAVIGATING THE SHIT SHOW. My name is Peter Clayton. Thank you for tuning in. Between COVID-19. Climate Change, Black Lives Matter, our political shit show, including the starring role of a fly in a political debate – yeah, that happened, a government in complete disarray with no leadership, no conscience, not integrity, no honesty – I feel like we’re all living in rubber rafts heading down a particularly perilous section of the Colorado River. And no one knows if we’re going to make it through this catastrophe alive. I heard that the supporters of this president are threatening to leave the country if he loses the election. Really? Good riddance, but where exactly do they think they’re going to go? Maybe Somalia? Rated the most corrupt country in the world by Transparency International in 2019. However, it’s in the Horn of Africa so I doubt those folks would want to go there. To transition to something far more positive, I think that the group of influencers thought leaders, subject matter experts, innovators, and visionaries I’ve invited to participate in the WTF 2020 series can give all of us some inspiration, a renewed sense of purpose — or a least some actionable ideas and hope! Today, I’m delighted to welcome to TotalPicture Media Heather Bussing, attorney, writer, analyst, and a damn good photographer. TALKING POINTS: Heather, welcome. Are you and John still fleeing from the fires torching California? As most of you watching or listening to this probably know, Heather is married to John Sumser, Chief Analyst at HRExaminer, podcaster, and all-around terrific human being. So Heather, tell us a little bit about your background and what you’re currently working on? Let’s talk about employment law, which seems to me to have traditionally been on the side of the business, the company, corporation. Is that a correct assessment? and how has COVID-19 impacted employment law? There are a lot of economists projecting that over 50% of the independent restaurants in New York City won’t survive the pandemic. And of course, in California, you’re not only dealing with COVID-19 but horrific fires. What is the prognosis for the San Francisco Bay area, and Napa Valley, which depends so heavily on tourism? One of the reasons I wanted to talk with Heather is a ProPublica investigative report Titled “Meet the Customer Service Reps for Disney and Airbnb Who Have to Pay to Work with You”. Co-published by Planet Money. (I’ll put a link to the ProPublica article in the show notes. So there I was, on my exercise mat, groaning through some stretching exercises, listening to Planet Money and not believing what I’m hearing, but of course, it’s true. It involves the Work from Home Industry – and it is an industry – and how, as I said in the opening, unskilled workers are getting royally screwed. And I can’t think of a more insidious and effective manipulator than a company you probably never heard of called Arise Virtual Solutions. Heather,
43 minutes | Oct 18, 2020
European Insights: Brexit, Russia, COVID-19, Attitudes Toward the US
Welcome to the TotalPicture Podcast. What’s going on across the pond? You know, in Europe? With the pandemic and the steroid jacked-up president raging and his sycophants tap dancing and lying, the media in this country has sort of forgot about UK’s financial hari-kari act known as Brexit, as well as what’s going on in the European Union, and how the EU is reacting to the dumpster fire raging across the United States. I’m here today to correct that omission. Welcome to a special European Insights edition. I’m Peter Clayton. Today, my special guest is my good friend, Gregg Robins. Based in Geneva, Switzerland, Gregg is the founder of Robins Advising, a Wealth Management Consultancy, advising his clients on how to deal with the most complex problems and situations that they face in the management of their personal wealth and their business interests. His career in financial services has included leadership roles in banks, such as Citigroup, UBP, and UBS. Gregg received his B.A. in Economics at Rice University. He was awarded a Marshall Scholarship, and received his Masters and Doctoral Degrees at Oxford University, with a specialty in Finance and a geographical focus on Russia and Eastern Europe. Gregg has taught and lectured in leading business schools, including the Executive MBA Programs of the NYU Stern School of Business and the New Economic School in Moscow. Gregg is a longtime resident of Switzerland, with years lived in the United Kingdom and Russia. He is fluent in Russian, Spanish, and French, and joins us today from his home in Geneva. TALKING POINTS: What's happening in Europe? Business - Economy - COVID? What's top-of-mind to the average European? What the hell is happening with Brexit? How do Europeans feel about America? How do Europeans feel about the European Union? How closely are Europeans following the presidential election? What are their thoughts/opinions? You work in wealth management. What are the top concerns of the wealthy as we approach 2021? RESOURCES: Silenzio Sound the Alarm (Amazon Link) Robins Advising: Joe Biden Gettysburg Speech Richard Hass, “Present at the Disruption” Foreign Affairs Ezra Klein: Why We’re Polarized (Amazon Link) Anne Applebaum: Trump is a Super-Spreader of Disinformation:
63 minutes | Oct 14, 2020
Jeff Wald, Co-Founder WorkMarket: Future of Work Series
The End of Jobs, The rise of On-Demand Workers and Agile Corporations Welcome to the podcast version of a Future of Work episode of TotalPicture Media. My name is Peter Clayton. My special guest today is Jeffrey Wald, an Entrepreneur who has started three technology companies the most recent, WorkMarket - sold to ADP in 2018 – for undisclosed millions (or billions) of dollars. He remains with ADP, and is the author of a new book titled, The End of Jobs, The rise of On-Demand Workers and Agile Corporations – and that’s the topic of our conversation today. I was introduced to Jeff and The End of Jobs by Jessica Miller-Merrell who interviewed Jeff for her Workology podcast, which I edit. TALKING POINTS Jeff, thanks for joining me. I’ve been looking forward to our conversation. Here’s a quote: “No More than 52 articles per year.” Let’s start by having you give us a brief background of WorkMarket, and the problem it solves for companies that want to hire freelance talent. In the first chapter of The End of Jobs, I really appreciated the historical aspect of your book: Especially the section on unions and regulations. Would you mind telling our viewers and listeners about the Ludlow Massacre? Why have labor unions all but collapsed in the US? I think there is a correlation between the decline in union i.e. manufacturing jobs, and the long-term trend (as you write), of 25-54 year olds without college degrees dropping out of the labor force. But where are they going? Now there are apps for everything: Taskrabbit, UpWork, Instacart, Uber Eats, Rover (which is dog walking with 1099’s) – how are all of these platforms changing freelance work? You bring up an interesting question: Does someone who drives all day for Uber or Lyft think of themselves as self-employed? Let’s discuss the title of your book: The End of Jobs. It seems that more and more companies are adopting strategies to bring in contract workers. Jeff, has the pandemic accelerated the shift from FTE to an on-demand workforce? Another point you make in The End of Jobs regarding Regulatory: “Many of today’s labor laws and regulations are more than 100 years old and were drafted in response to very different needs.” To add to this mess, Jeff, each state has its own definition of employees vs freelancers. I guess that keeps lawyers busy. But wouldn’t update and streamlining some of this benefit both employers and employees? However, the fact remains that payroll and income taxes make up about 90% of government tax receipts. So the feds (and most states), have a vested interest in keeping as many W2 workers as possible. You write extensively about co-employment claims. Can you unpack this for us? You serve on a lot of boards. Can you please explain the Board Room Friction today between: The CFO The CHRO THE COO THE CLO THE CEO At first I thought Andrew Yang was crazy with his proposal for a Universal Basic Income. I no longer think this is crazy. What’s your opinion of UBI? The Fair Labor Standards Act’s definition of employee is somewhat Monty Python: “the term employee means any individual that is employed by an employer.” This is the kind of nonsense everyone is faced with. You believe that health care should be decoupled from work. But I don’t see any political will to do so. What needs to happen to make that a reality? Has COVID 19 changed your predictions in the chapter titled What On-Demand Labor Teaches Us? In addition, do you think this not-so-normal-new-normal will speed the adoption of task-based employment? Your suggestion for Alumni Labor Clouds reminded me of a once-great client of TotalPicture Media named Select Minds. I had covered their annual user conference for a couple of years, and produced numerous videos and podcasts with their leadership and clients, which included Swiss Re, JP Morgan Chase, IBM, Lockheed Martin, Deloitte, and EY –. Here’s an excerpt from a podcast with the founde...
43 minutes | Oct 11, 2020
Craig Fisher TalentNet Live WTF 2020
Welcome to TotalPicture Media and WTF 2020: An Influencers’ Guide to Navigating the Shit Show. My name is Peter Clayton. Thank you for tuning in to the podcast version of my interview with Craig Fisher. Craig FisherTalentNet Media Between COVID-19. Climate Change, Black Lives Matter, a government in complete disarray with no leadership, no conscience, not integrity, no honesty – it feels like we’re adrift in a sea of daily “oh my god, what happened now?” For me, the media noise has become too much and after Ruth Bader Ginsberg died, I’ve had to just tune it out to stay somewhat sane. On most days I write in my journal: Avoid social media, avoid the news, stay focused on what you can control, and don’t get lured in by shiny objects. So, here’s WTF 2020 - I think that the group of influencers, thought leaders, subject matter experts, innovators, and visionaries I’ve invited to participate in this series can give all of us some inspiration, a renewed sense of purpose — or a least some hope! Today, I’m delighted to welcome back to TotalPicture Media, Craig Fisher yeah, FishDogs! Craig Is the founder of employer brand and recruitment tech/process strategy firm, TalentNet Media. He has led Global Marketing, Employer Brand, and Recruiting Innovation at Allegis Global Solutions - North America’s largest RPO and staffing company. He has led talent acquisition teams at the Fortune 500 level owning recruitment process, marketing, and technology. His digital branding methods have been adopted as best practices by companies like LinkedIn, Toyota, YUM! Brands, Microsoft, and many more. He's the author of Inbound Recruiting, and a popular keynote speaker at tech, social media, HR / recruiting, and sales conferences worldwide, and who the hell know whenever we’ll see those again. One of the questions I have for Craig. TALKING POINTS: Craig, it’s great to see you again! Even if it’s over Zoom! What’s life like in Dallas these days? How has the pandemic impacted you personally? How are your boys? Are they all back in school? Like I mentioned in my intro, up until recently, you were working for Allegis Global Solutions, Why did you leave? Tell us about your company, TalentNet Media I know TalentNet is producing virtual conferences. Give us some background and war stories. Tell us about your TalentNet Live Dallas 2020 Event Nov 20th It seems to me one of the advantages to producing a virtual conference – you can book a whole bunch of presenters and not have to worry about paying for airfare, hotels, food, etc. You seem to prefer Hopin as your event platform. What are it’s advantages? Based on your experience, what's the biggest common mistake virtual conference producers make? What are your clients telling you? What do your clients want from you? What do you envision for 2021? (RE recruiting) Do you believe there will be more tech consolidation? When do you think Live Conferences will return? And when they do, will anyone come, exhibit, sponsor, etc) Will we ever see events on the scale of HR Tech, UNLEASH, SHRM again? Are you booking virtual conferences for 2021? Will people ever return to their offices? When? Are Jobs in TA moving toward contract vs FTE? Is AI and machine learning helping to lessen bias in recruiting? What has surprised you in 2020? What has inspired you? RESOURCES: TalentNet Media: http://talentnetlive.com/ Hopin: https://hopin.to/
73 minutes | Oct 4, 2020
William Tincup. WTF 2020 an Influencers’ Guide to Navigating the Sh*t Show
It's 2020, so of course, a tree fell on William's house the day we were set to record this. William TincupPresident, RecruitingDaily Welcome to TotalPicture Media and another edition of WTF 2020 AN INFLUENCERS’ GUIDE TO NAVIGATING THE SHIT SHOW. My name is Peter Clayton. Thank you for tuning in. So, what’s your opinion of 2020 so far? Here’s mine: (Video Clip, Pennywise the Clown) Between COVID-19. Climate Change, Black Lives Matter, our political shit show, a government in complete disarray with no leadership, no conscience, not integrity, no honesty -- we’re adrift in a sea of daily “what happened now?” Is this every man, woman, and child for themselves? It sure feels like it! The fucking Titanic is sinking and we’re all on it! I think that the group of influencers thought leaders, subject matter experts, innovators, and visionaries I’ve invited to participate in this series can give all of us some inspiration, a renewed sense of purpose — or a least some hope! Today, I’m delighted to welcome back to TotalPicture Media, my good friend William Tincup. William is the President & Editor-at-Large of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. William has written over 250 HR articles, spoken at over 350 HR & recruiting conferences and he’s conducted over 1300 HR podcasts & webinars. He holds degrees from three universities including an MBA from Case Western, serves on numerous boards, and has SHRM SCP Certification, and SPHR from the HR Certification Institute. And we were supposed to record this last week, but it’s 2020 and a tree fell on his house. TALKING POINTS WITH TIMESTAMPS: 2:10. How has the pandemic impacted you personally? 12:57 Tell us about the pivot RecruitingDaily has made because of COVID 19 21:00. The transition to Video Conferencing 24:00 What’s been your experience with hosting and producing virtual conferences? 28:00 When do you think Live Conferences will return? (Companies are going to produce their own events.) 36:00 As I mentioned in my open, you serve on a number of boards of companies in the HR Tech space. Do you believe there will be more tech consolidation next year? 39:00. Will people ever return to their offices? When? 48:00. Use Case Podcast with Daniel Fellows, Get Optimum 51:00 Will remote work change income? 55:00. It's been a hell of a year for recruiters Is AI and machine learning helping to lessen bias in recruiting? 01:01:00. Pick up the phone and call someone! 01:02:53 What has inspired you? 01:06:19. The murder of George Floyd 01:08:54 Anything you would like to share? RESOURCES: RecruitingDaily: https://recruitingdaily.com/
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