See here: Talent Culture
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.
In this edition we explore:
- What makes a happy workforce and what benefits does it bring to a company.
- Explaining Employee Engagement in 3 words.
- The recruiting hurdles employers are facing in the current market.
- Some reasons why candidates’ counteroffers have increased up to 40%
- How can candidates avoid pitfalls when looking for a new job.
- Tips for happy recruiting in 2022
- Fixing employers’ candidate flow problem via speed of engagement.
- Rosey’s reading, movie, and TV recommendations.
Rosey Nathan on the web https://linktr.ee/roseyhercareer
Many employers are experiencing a labor shortage. The previously inexhaustible pools of active candidates have been drying up. Now is the time for many of them to tap into their reserves to reactivate passive candidates.
Mike and Ric will talk about tapping into employers’ hidden market of previous applicants and reactivating passive candidates. Life happens and the timing might not have been right when they first applied, but right now could be the right time! Refresh your talent pipeline and spark new interest in your previous applicants to fill your current openings.
Mike Seidle is a serial entrepreneur and software developer with deep experience in HR Tech. Mike heads up product operations and product development for PivotCX. He brings over 30 years of experience in marketing, software development, product and user experience design, and a proven track record of leading technology-driven teams.
Ric Basso has over 30 years of professional sales management experience, 13 of which have been in the HR Tech space as one of the first 50 employees at Monster.com. As Vice President of Business Development, Ric is a passionate sales and partnerships leader with the personal mission of bringing people together to advance their lives.
Why is it that we obsess about metrics like cost per hire when the cost of not filling a job can literally kill an organization’s bottom line?