pivotcx

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. Mike and James tackle the following questions: 1. 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. 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. 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. 2. What can companies do to improve their “candidate flow” issues and how can they get more qualified applicants? Many 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? 90% 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: James 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 (http://themarketingrules.com/blending-ai-and-human-to-human-conversation-with-mike-seidle/) 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. https://uk.linkedin.com/in/jameswhitelock https://thinkincircles.com/ https://www.themarketingrules.com/ Learn more about Mike and PivotCX: https://www.linkedin.com/in/indymike/ https://pivotcx.io https://www.linkedin.com/in/indymike

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. You get to work with a lot of different businesses. How is the current talent climate situation affecting them? Millennials 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. Where do you think most businesses go wrong when it comes to hiring? They 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. What can business owners do to make better hires consistently? It 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 (https://www.huffpost.com/archive/ca/entry/85-of-jobs-that-will-exist-in-2030-haven-t-been-invented-yet-d_a_23030098). New roles and new types of business require entrepreneurs and businesses to stay ahead of the curve. About Jon Dwoskin Jon Dwoskin is a Business Coach, mentor, podcast host, author, and speaker. You can find his content on his website jondwoskin.com (http://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 (https://www.youtube.com/watch?v=0ry4JLT-viY) on March 1, 2021.

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? What benefits does it bring to a company? What is Employee Engagement and how to explain it in 3 words? What recruiting hurdles are employers facing in the current market? What are 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 How can employers fix their candidate flow problem via speed of engagement? Rosey’s reading, movie, and TV recommendations. Rosey Nathan on the web https://linktr.ee/roseyhercareer (https://linktr.ee/roseyhercareer)

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. Together 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. Alex 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. If he weren’t working, Alex would spend as much time as possible skiing through the trees on the steepest mountains he can find.

In this episode, Sean sits down with Mike Seidle, CTO and cofounder of PivotCX. They dive into how Mike co-founded PivotCX (https://pivotcx.io)(originally WorkHere). They go deeper into his experience with pivoting a company towards clients' needs and finding success after Covid. Mike explains how the company focused in on recruiting key metrics. Mike shares insights on how PivotCX uses revenue operations (rev ops) methodology to deliver the key metrics and overall scalability for their clients. Mike's laid focused yet passionate tone shows how much his loves helping the company, clients, and partners succeed. He even gives some insight on messaging platforms and the progression of sales to revenue operations over the last 20 years. More About Mike. https://www.linkedin.com/in/indymike/