This has created a competitive environment where healthcare organizations are constantly looking for new ways to attract and retain top talent.

1. Beyond the CV
Pioneering Talent
Acquisi onLeaders Redefining
Recruitment
Masterminds of Talents
Decoding the Secrets of
Acquisi on Leaders
The Most
Influential
Leaders in
Talent
Acquisi on
Corey
Daniels
A Star in the Talent Acquisition Constellation
Corey
Daniels
A Star in the Talent Acquisition Constellation
A Star in the Talent Acquisition Constellation
A Star in the Talent Acquisition Constellation
Corey Daniels
Senior Director of
Talent Acquisition
CHG Healthcare

3. #insightsuccessmagazine
TalentAcquisition
IsNot
JustAboutFinding
TheRightPeople;
It'sAboutCreating
TheRight
OpportunitiesFor
ThemToShine.
TalentAcquisition
IsNot
JustAboutFinding
TheRightPeople;
It'sAboutCreating
TheRight
OpportunitiesFor
ThemToShine.

4. Dynamism of
Magnificent
Attributes

5. The field of Talent Acquisition has evolved significantly
over the years, and with that evolution, the role of leaders
has become increasingly critical to organizational success.
Influential leaders are strategic thinkers who can align
initiatives with the overall business strategy. They
understand the big picture and can identify ways to drive
business outcomes.
Effective communication is a critical skill for leaders in
talent acquisition. They must be able to communicate with
all levels of the organization, including senior leaders,
managers, and employees. The most influential leaders are
adaptable and can quickly respond to changes in the
business environment. They are flexible in their approach
and are willing to adjust their strategies as needed. Data is
becoming increasingly important in talent acquisition, and
leaders understand the value of data-driven decision-
making.
They use data to inform their strategies and initiatives and
can effectively communicate the insights derived from data
to stakeholders. Leaders must be collaborative and able to
work across different departments and teams. They must be
able to build relationships and partnerships to drive
initiatives. Influential leaders are innovative and
continuously seek out new ways to improve processes and
practices. They are not afraid to take risks and experiment
with new ideas.
The most influential leaders are empathetic and can connect
with employees on a personal level. They understand the
importance of employee well-being and are committed to
creating a positive workplace culture. Moreover, the most
influential leaders possess a unique combination of strategic
thinking, strong communication skills, adaptability, data-
driven decision-making, collaboration, innovation, and
empathy. These qualities enable them to be effective in their
roles and drive business outcomes.
Mapping the journey of such exemplary leaders in the talent
acquisition niche of the dynamic business arena, Insights
Success spotlights "The Most Influential Leaders in
Talent Acquisition."
Flip through the pages and indulge in the novelties that
these adept leaders are empowering in the dynamic
business arena.

6. o8
C
O
V
E
R
S
T
O
R
Y
Corey
Daniels
A Star in the Talent Acquisition Constellation
Cover
Cover
Cover
STORY
STORY
STORY

7. 22
26
The Odyssey of Success
Jamila Harley, M.Ed., CCC-SLP, Director,
ASHA Career Management Services
How To Create Your Real
Roadmap to Success?
A R T I CLE S
C O N T E N T S
34
Wri en by ROB BROUWER, CEO, Jobrapido
How to improve your Talent Acquisition Strategy?
Beyond the CV
Pioneering Talent Acquisi on Leaders
Redefining Recruitment
Masterminds of Talents
Decoding the Secrets of
Acquisi on Leaders
18
30
CXO
CXO
CXO

8. sales@insightssuccess.com
September, 2023
Editor-in-Chief
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9. Brief
Company Name
Cissy specializes in translating industry best practices into
customized HR solutions suitable to each client's unique
situation.
Featured Person
Clear HR Consulting
clearhrconsulting.com
Cissy Pau
Principal Consultant
As a seasoned expert with over two decades of experience,
Corey has been demonstrating unparalleled expertise in the
field, leading his team to new heights of success.
CHG Healthcare
chghealthcare.com
Corey Daniels
Sr. Director of Talent
Acquisition
Under Craig's leadership, milliken has been innovating with the
purpose to explore, discover and create ways to enhance
people’s lives.
Milliken & Company
milliken.com
Craig Haydamack
Senior Vice President,
CHRO
David implements his expertise in talent acquisition with his
extensive market knowledge from decades of first-hand
experience leading talent acquisition at premier institutions.
The Candidate Guru
thecandidateguru.com
David Crawford
Founder
With years of experience and a keen eye for emerging trends,
Desny is able to identify the best candidates to help the
company achieve its goal.
Dentsu Internaonal
dentsu.com
Desny Strickland
Talent Acquisition
Leader

10. Corey Daniels
Senior Director of Talent Acquisition
CHG Healthcare

11. C O V E R S T O R Y
Corey
Daniels
A Star in the Talent Acquisition Constellation
Corey
Daniels
A Star in the Talent Acquisition Constellation

12. The healthcare staffing and talent acquisition
industry is a dynamic and ever-changing landscape.
The demand for healthcare professionals is
growing, but the supply is not keeping pace. This has
created a competitive environment where healthcare
organizations are constantly looking for new ways to attract
and retain top talent.
The dynamic nature of the healthcare staffing and talent
acquisition industry means that healthcare organizations
need to be agile and adaptable. They need to be able to
quickly identify and respond to changes in the market. They
also need to be able to effectively attract and retain top
talent.
Corey Daniels Senior Director of Talent Acquisition is an
influential personality who inspires industry professionals.
As a seasoned expert with over two decades of experience,
Corey has demonstrated unparalleled expertise in the field,
leading his team to new heights of success.
Corey's journey from a healthcare staffing professional to
the Senior Director of Talent Acquisition at CHG
Healthcare exemplifies the power of visionary leadership.
His strategic approach to talent acquisition, dedication to
diversity and inclusion and commitment to continuous
improvement have driven the company to unprecedented
success.
As a leader, Corey inspires and motivates his team and his
aspirations to explore diverse roles within the organization
reflect his thirst for growth and excellence. Corey truly
embodies the essence of a transformative and influential
leader in the world of talent acquisition.
Let's delve into Corey Daniels' journey, his role as the
senior director of talent acquisition at CHG Healthcare and
the strategies that have contributed to the company's
overall recruitment strategy!
In the Driver's Seat
Corey, the Senior Director of Talent Acquisition at CHG
Healthcare, has had an illustrious career journey. He
initially embraced leadership roles during his four-year
sales career in locum tenens staffing at Weatherby
Healthcare, one of CHG's family of brands. Eventually, he
transitioned to talent acquisition and has been excelling for
the past five years. Now a senior director, Corey's visionary
approach and extensive experience have contributed to
CHG Healthcare's success in the industry.
Corey plays a pivotal role in overseeing all hiring activities
for the company and its six subsidiary brands. CHG serves
as the parent company, with a diverse portfolio in
healthcare staffing, including travel nursing, permanent
physician placements and international locums placements.
Under Corey's leadership, the team ensures that all
healthcare positions are efficiently staffed, ranging from
nurses, physicians, nurse practitioners and physician
assistants, to therapists, leaving no aspect of healthcare
untouched.
A Game-Changing Approach
Five years ago, when Corey joined the team, it was
relatively small, relying on third-party staffing agencies due
to limited resources. However, with a vision to run the
talent acquisition (TA) team like a sales team, the approach
evolved over time. Drawing from experience in staffing
physicians and nurses, Corey found similarities in the TA
recruiting process, paving the way for a well-structured and
successful team.
Now, the TA team has grown substantially to 36 employees,
with a strategic focus on conducting most recruiting in-
house, from senior leadership to executive positions. While
occasionally seeking external help, the team aims to handle
recruitment internally whenever possible.
Reeling in the Best
The talent acquisition team recognized the need for a brand
marketing unit to collaborate closely and attract top talent.
To address this, they established their own brand marketing
team, a standard practice in the corporate world.
Additionally, the team heavily invests in their TA
specialists, comprising levels one, two and seniors.
With approximately 19 recruiters out of the 36 team
members dedicated to attracting talent, the team provides
continuous training and sends them to conferences,
including LinkedIn's annual event, to learn from industry
experts. Regular internal training sessions are also
conducted to share best practices and insights. This holistic
approach allows them to attract and retain top talent
effectively.
A Winning Formula
Unlike many other companies, CHG Healthcare does not
rely on external recruitment agencies as part of its talent
acquisition strategy. A few years ago, they decided to take a
The Most Influential Leaders in Talent Acquisition

13. We did it in what
some people
would have called
it down market,
right, just because
of everything
that's been
going on.”

15. different approach due to the high costs and the frequency
of using such agencies.
Currently, they maintain contracts with three agencies but
only reach out to them four to five times a year, despite
hiring around 1,000 to 1,200 employees annually. Their
preference lies in handling most of the recruitment process
internally.
From Byte to Diversity
Over the years, CHG Healthcare has made significant
strides in leveraging technology to improve its diversity
hiring strategy. Despite being a mid-sized company with
around 4,300 employees spread across the country, they
have successfully utilized data to enhance their diversity
efforts. By tracking employee data from a diversity
standpoint, they can focus on specific states and cities
where they have locations and intensify their diversity
initiatives as needed.
Notably, the organization boasts a commendable diversity
ratio, with over 60% of its employees being women,
reflecting its commitment to creating an inclusive
workplace. The data-driven approach allows them to set and
achieve diversity goals on an annual basis.
Putting Actions Behind Words
Corey believes that talent acquisition plays a pivotal role in
achieving the company's diversity goals. The TA team
actively contributes to these objectives by implementing
diverse sourcing strategies, ensuring unbiased hiring
practices and diversifying their referral programs.
They have established strong partnerships with
organizations like NSN (National Sales Network) and
NBMBAA (National Black MBAAssociation), which
primarily focus on people of color, including African
Americans. These collaborations not only enhance the
company's branding but also enable them to attract talent
from underrepresented populations, making its workforce
more diverse and inclusive.
Unlocking Leadership Excellence
Corey emphasized the vision of running the team like a top-
performing sales team, which has been a key factor in their
successful hiring strategy. With over 20 years of sales
experience, including 9 years at CHG in various capacities,
Corey brings a deep understanding of the industry to the
talent acquisition role. By implementing a sales-driven
approach, the team focuses on metrics and attainable goals
on a daily and weekly basis to achieve their hiring
objectives.
For Example:
Ÿ How many calls are you making?
Ÿ How many in-mails are you sending out daily?
Ÿ How many pre-screen calls are you having?
Ÿ How many full one-hour interviews are you having?
Ÿ How many people per week are you submitting to
divisions?
Corey tracks and sets weekly goals for each TA specialist or
consultant to achieve their hiring targets. The use of metrics
allows them to monitor progress and ensure they reach their
annual hiring goals.
Notably, the company emphasizes coaching and support for
team members who may struggle to meet their metrics
consistently. Leaders step in to provide personalized
training and assistance, helping individuals get back on
track and ultimately achieve their objectives.
Time's Refining Fire
Last year was the talent acquisition team's best year yet,
achieving over 1200 hires despite challenging market
conditions.
Recruiting via Zoom
and in person is
completely different.
It's also made our
hiring leaders better
interviewers as well.

16. Their success was attributed to their focus on operational
excellence, both for internal and external partners.
While Corey, the team leader, gives them an A grade, he
believes there are still areas for improvement. Nonetheless,
their performance has been commendable, ensuring growth
and market share for the company in locum staffing and
nurse staffing divisions.
Riding the Wave of Change
When COVID emerged, the company temporarily halted
hiring but didn't lay off anyone in the talent acquisition
team. Instead, they were reassigned to work as sales
consultants within the company's divisions. Despite the
hiccup caused by the pause in hiring, the team's adaptability
and sales-oriented approach allowed them to effectively
recruit doctors and hospitals during that time. It was a
seamless transition for the team members, showcasing their
versatility and preventing any job losses within the team.
From Crisis to Adaptation
The pandemic brought about significant changes for the
talent acquisition team. Prior to COVID, everything was in-
person and remote work was not widely embraced.
However, when the pandemic hit, the team had to adapt
quickly and transition to virtual interviews using platforms
like Zoom. This change necessitated new processes and
technology to ensure effective remote recruitment.
Although some in-person interviews have resumed, Zoom
interviews remain a significant part of the process, saving
time and enhancing efficiency. The shift to virtual recruiting
also improved the team's skills, making them better
recruiters and interviewers. Overall, the pandemic forced a
complete revamp of their recruitment process, leading to
positive improvements in the team's operations and
efficiency.
Building a Winning Team
The talent acquisition team takes professional development
seriously, with continuous training and feedback for all
employees. The company invests in sending staff to various
trainings and encourages knowledge-sharing within the
team. They strive to be subject matter experts in their field
and continuously improve their skills.
Motivation within the team is fostered through recognition,
celebration and contests with bonuses tied to operational
excellence. The team's leaders play different roles and one
leader, Tina, excels at creating motivating contests. They
have cultivated a money-motivated culture, leading to
healthy competition and improved performance.

17. Additionally, the team stays connected and motivated by
understanding the purpose of their work, knowing that their
hiring efforts contribute to the company's success. Regular
updates on the success of hires keep the recruiters proud of
their contributions and motivated to continue making a
difference.
Firing Up the Engine of Progress
Corey considers diversity, equity, and inclusion (DEI) one
of its top strategic priorities for the past few years. They
maintain frequent communication with their team to ensure
that their strategies and tactics align with the D&I initiative,
aiming to drive it forward and achieve their set goals.
Corey benefits from having a unique position as the senior
director of TA while their boss, the vice president of the
company, oversees both DEI and TA. This integration of
DEI and TA under the same umbrella is significant, forging
a strong connection between the teams.
During meetings, Corey finds the DEI team and the Brand
Marketing team always present, highlighting the close
collaboration and mutual support across departments. The
seamless coordination ensures that all aspects of the
company's objectives are considered when making
decisions, promoting a cohesive and inclusive work
environment. The connection and teamwork among the
teams play a vital role in propelling the DEI initiative and
contributing to the overall success of CHG.
A Leap in the Right Direction
Corey is currently working on a significant project with
executive leaders in the company. As the Senior Director of
Talent Acquisition (TA), Corey's role falls within the People
It's our strategy
to make sure that
we're subject
matter experts at
what we do. And
as far as me
motivating the
team, I have an
amazing staff of
leaders and we all
play, I feel like, a
different role.”

18. I think one of the
things that I enjoy
most about what I do
is obviously the folks
that we hire, but it's
seeing those people
two, three, four, five
years down the
road.”

19. and Culture division and he is determined to continue
growing within this department.
Having recently been promoted to Senior Director, Corey
sees potential for further expansion by taking on additional
teams under the People and Culture umbrella. His long-
term aspiration is to gain exposure to different divisions
within the organization, striving for a position in the C-
suite, among the executive leadership team.
Throughout his career, Corey has gained experience in
various roles, starting with sales and later transitioning to
TA. He has also become heavily involved in brand
marketing and has played a significant role in driving
diversity and inclusion (D&I) initiatives. Corey's ambition
is to expand his expertise across all divisions within the
organization, enabling him to become a comprehensive
expert in the industry. By embracing diverse experiences
and continuous learning, Corey is committed to achieving
his long-term career goals.
Fishing for Success
Ten years ago, when Corey started working at CHG, he
never imagined he would find himself thriving in the talent
acquisition field and loving every moment of it. For anyone
interested in talent acquisition, Corey believes it's a career
that can bring lifelong fulfillment, especially if they are
people-oriented and derive joy from helping others.
One of the most rewarding aspects of Corey's work is
witnessing the impact CHG has on the lives of the
individuals they hire. Seeing them grow both professionally
and personally and knowing that their work contributes to
their financial well-being and their families, is truly
amazing.
As a talent acquisition professional, whether a recruiter or a
leader, being a part of someone's life-changing journey is
something they never forget. The gratitude and appreciation
from those they hire make the work immensely special.
Corey finds great joy in being a part of such impactful
moments and he encourages anyone considering a career in
talent acquisition to take the leap and join a TA team. It's an
opportunity to make a difference and experience the
rewards of changing lives.

20. Pioneering
RedefiningRecruitment
he landscape of talent acquisition is continually evolving, driven by
Tadvancements in technology, shifting workforce dynamics, and the
ever-growing importance of attracting and retaining top talent. In
this era of rapid change, visionary talent acquisition leaders are emerging as
pioneers, redefining recruitment strategies and practices to stay ahead of the
curve. This article explores how these trailblazing professionals are
reshaping the recruitment landscape.
Embracing Data-Driven Decision Making
One of the fundamental shifts in talent acquisition is the adoption of data-
driven decision-making. Pioneering leaders recognize the value of
harnessing big data and analytics to optimize their recruitment processes.
They use data to identify trends, pinpoint bottlenecks, and make informed
decisions about sourcing, screening, and hiring candidates. By leveraging
metrics and analytics, they gain insights into the effectiveness of their
strategies and adjust them accordingly.
Implementing AI and Automation
The integration of artificial intelligence (AI) and automation tools is another
hallmark of innovative talent acquisition leaders. These technologies
streamline routine tasks such as resume screening and initial candidate
outreach, allowing recruiters to focus on higher-value activities like
relationship building and cultural fit assessment. AI-powered chatbots, for
instance, can engage with candidates 24/7, ensuring a seamless and
responsive recruitment experience.
Prioritizing Candidate Experience
In the quest for top talent, pioneering talent acquisition leaders understand
the importance of providing an exceptional candidate experience. They
realize that every interaction with a candidate shapes their perception of the
company, even if they don't ultimately join the organization. These leaders
invest in creating user-friendly career websites, personalized
communication, and transparent processes to make candidates feel valued
and respected.
September 2023 | 18 | www.insightssuccess.com

21. Insider View
Beyond the CV
September 2023 | 19 | www.insightssuccess.com

22. Building Strong Employer Brands
Recruitment is not just about finding candidates; it's about
attracting the right candidates. Innovative leaders recognize
the need to build and promote strong employer brands.
They understand that candidates are not only looking for a
job but also for an organization that aligns with their values
and aspirations. Pioneering talent acquisition leaders work
collaboratively with marketing and HR teams to craft
compelling employer brand narratives and effectively
communicate them through various channels.
Promoting Diversity and Inclusion
Diversity and inclusion (D&I) have become central to
modern recruitment strategies. Forward-thinking talent
acquisition leaders understand that a diverse workforce
fosters innovation and brings a variety of perspectives to
the table. They actively seek diverse talent pools,
implement unbiased hiring practices, and create inclusive
environments where all candidates feel welcome and
valued.
Nurturing Talent Pipelines
Rather than relying solely on immediate hiring needs,
visionary talent acquisition leaders cultivate talent
pipelines. They recognize that building relationships with
potential candidates over time can yield better hires and
reduce time-to-fill positions. By proactively engaging with
passive candidates and keeping them warm, these leaders
ensure a steady flow of qualified talent.
Adapting to Remote Work Realities
The COVID-19 pandemic accelerated the adoption of
remote work, prompting talent acquisition leaders to adapt
swiftly. Pioneering leaders have not only embraced remote
hiring practices but have also fine-tuned their onboarding
and integration processes for remote employees. They
recognize that flexibility and remote work options are now
key considerations for candidates.
Agile Recruitment Strategies
Traditional recruitment processes can be slow and
cumbersome. Pioneering leaders adopt agile methodologies
from software development and apply them to recruitment.
They create cross-functional teams that can quickly adapt to
changing hiring needs, making the recruitment process
more nimble and responsive.
Continuous Learning and Development
Innovation in talent acquisition is an ongoing process.
Visionary leaders prioritize continuous learning and
development for themselves and their teams. They stay up-
to-date with the latest trends, attend industry conferences,
and invest in training programs to ensure their recruitment
strategies remain cutting-edge.
Metrics-Driven Performance Evaluation
To measure the effectiveness of their recruitment efforts,
pioneering leaders establish key performance indicators
(KPIs) and metrics for their teams. They regularly evaluate
these metrics to identify areas for improvement and make
data-backed decisions about where to allocate resources and
refine strategies.
Adaptability to Global Markets
As businesses expand globally, talent acquisition leaders
must adapt to diverse markets and cultural nuances. They
are well-versed in international recruitment practices,
compliance requirements, and candidate expectations. Their
ability to navigate the complexities of a global talent pool is
a defining characteristic.
Ethical and Inclusive AI
AI and automation play a significant role in recruitment, but
visionary leaders are vigilant about ethics and bias. They
implement AI solutions that are designed to be fair and
transparent, actively mitigating bias and ensuring that
technology enhances, rather than hinders, diversity and
inclusion efforts.
In a rapidly changing world, pioneering talent acquisition
leaders are redefining recruitment practices by embracing
data, technology, candidate experience, employer branding,
diversity, talent pipelines, and remote work. Their
innovative approaches are not only meeting the needs of
today's workforce but also positioning their organizations
for long-term success in attracting and retaining top talent.
As recruitment continues to evolve, these leaders will play a
pivotal role in shaping the future of talent acquisition.
September 2023 | 20 | www.insightssuccess.com

24. -Jamila Harley, M.Ed., CCC-SLP, Director, ASHA Career
Management Services
he American Speech-Language-Hearing
TAssociation (ASHA) is the national professional,
scientific, and credentialing association for
228,000 members and affiliates who are audiologists;
speech-language pathologists; speech, language, and
hearing scientists; audiology and speech-language
pathology assistants; and students. ( )
https://www.asha.org
Therefore, one may find it interesting that a staff person
from ASHA was selected by TA Tech as one of the "Top
100 Most Influential Talent Acquisition Thought Leaders"
in 2023. However, as with most sectors of industry,
recruiting and retaining talent in the professions is a goal of
the association. As the Director, ASHA Career Management
Services, my role is to generate non-dues revenue through
recruitment advertising, enhance the value of ASHA career
related resources, and improve member engagement with
the . To achieve this, my goals are to
ASHA Career Portal
implement innovative content and marketing opportunities
for recruiters, elevate the brand awareness and visibility of
the ASHA Career Portal, create engaging resources, connect
members with subject matter experts to help navigate their
career journey, and improve the user experience with the
job board. As a trained speech-language pathologist (SLP),
I had a steep learning curve. First, I had to increase my
knowledge of technology platforms and customer
relationship management (CRM) software that were
contributing to the success of past and current marketing
and advertising campaigns. While I had experience in other
areas of the industry, I had to quickly learn how to navigate
these tools to help analyze trends, data, and set strategies to
meet our revenue objectives, marketing objectives, and to
enhance our content to meet our members' needs. As an
agent of talent acquisition, it was also important to
understand how the market has shifted. The unemployment
rate is down, job seekers are not solely motivated by salary,
and the culture of the company is important when deciding
where an individual desires to work. The COVID pandemic
resulted in many of our members desiring to work remotely,
have a better work/life balance, and prioritize their overall
wellness.
I am fortunate to be a part of an amazing team. I am
surrounded by a fabulous group of professionals, including
my Associate Director, Eli McLean, who analyzes the
market to make sure that our advertising opportunities are
priced competitively and manages the relationships with
our employers and most of our vendors to ensure that we
have the best technology to meet our TA goals. His keen
approach to identifying recruitment opportunities and
commitment to customer service has contributed to meeting
and exceeding our annual operational goals. I also have
colleagues whom I collaborate with for B2B and B2C
marketing, creative asset creation, social media
engagement, and so much more. I am also grateful to have a
supportive mentor and coach in our Chief Marketing and
Sales Officer, Leslie Katz. She supports and encourages my
innovative ideas and gives me the latitude to take risks but
provides guidance and resources to increase my chances of
success.
Prior to joining ASHA, my predecessors worked to identify
a job board vendor who could provide a more agile system,
better reports and analyses, improved CRM integration, and
an enhanced user experience. They attended TA Tech as part
of this discovery process which helped them to evaluate the
function and utility of various job boards. In addition, due
to the COVID pandemic, the team quickly shifted to a
virtual model for our annual hiring event. This switch
resulted in increased non-dues revenue generation and
decreased expenses, while creating access for more
members and employers to attend. To build on this, one
accomplishment that I am proud of is adding
networking/member engagement workshops to the virtual
hiring event, which helped to increase attendance, member
satisfaction, and meet recruitment goals for employers.
These workshops also provide members with tools and
resources to help enhance their career and leadership skills
and promote their value during the hiring process. As a
member of the association and the professions I understand
the importance of elevating the "value" of our disciplines to
our membership and to those that wish to hire highly skilled
and trained professionals.
September 2023 | 22 | www.insightssuccess.com

25. ·
J
a
m
i
l
a
H
a
r
l
e
y
September 2023 | 23 | www.insightssuccess.com

26. As an agent of talent acquisition, it is also important for my
team to understand the challenges employers/hiring
managers may face with their recruitment objectives, offer
solutions, educate them on how our members consume
content and marketing, and how members search for and
evaluate potential career opportunities. Educating recruiters
on strategies and opportunities to get in front of our
members in different formats (i.e., social media, workshops,
content marketing) to share more about their company
culture, which helps to attract and retain potential
employees, has contributed to our success. ASHA's job
board is a niche board, therefore our approach to talent
acquisition must not only be strategic but personal and
meaningful to our members. While being a niche board may
pose a challenge, I look at it as a strength. Given the right
tools, and a strategic plan, we are poised to meet the needs
of a highly competitive field. Our membership boasts a
1.2% unemployment rate; therefore, many are passive job
seekers. My role is to help recruiters understand this and
educate them on ways to attract our members. My role is
also to prepare our members to navigate their career
journey by giving them the tools and resources they need to
market themselves, identify fulfilling opportunities, and
receive fair pay. I wholeheartedly believe that enhancing the
value of our career related resources will increase the
engagement of top talent, which will lead to more quality
applications for job postings and successful hiring, and job
satisfaction.
One of my most memorable moments from the most recent
TA Tech conference was a presentation that went through
the evolution of talent acquisition. I recall a small ad placed
on a bulletin board and then a small ad placed in a
newspaper. Now, it takes a technological ecosystem to
attract and hire one candidate. The TA Tech conference this
summer also helped me to begin to learn the implications
that AI may have on talent acquisition. Often, candidates
"talk" to technology before they even talk to a human being.
This certainly helps make the hiring process more efficient,
but we must not forget the human element. Educating job
seekers on how to write resumes and cover letters that will
help them navigate and stand out in applicant tracking
systems; how to prepare and succeed in interviews; and
how to evaluate job offers will help to ensure that top talent
is not overlooked. It is also important that those who create
the technology consult and collaborate with HR
professionals, hiring agents, communications experts, and
other industry stakeholders to ensure that the machines are
accessible and work effectively to attract, hire, and retain
top and diverse talent. TA Tech also exposed me to the need
for increased diversity in the field of TA technology
specifically. While attending, I was one of very few women,
and the only African American woman in the room. This
was interesting because I am also one of the just more than
8% of the ASHA membership that identify with an
underrepresented racial group, and one of the just over 3%
that identify as Black or African American. While our
professions and membership have an opportunity to
increase diversity, I am grateful to work for an association
that is committed to achieving equality and respect for
cultural and demographic differences. I also appreciate the
association's commitment to non-dues revenue generation,
which helps keep the cost of membership down for our
members, and to providing a platform for employers to
recruit the top talent in the association through our job
board. TA Tech impressed me with their candor on the need
to recruit and retain diverse talent as well in the industry of
talent acquisition technology.
My path to the field of talent acquisition was fueled by my
own firsthand experiences during my career journey. While
only 1.2% of our membership identify as unemployed, there
is still untapped talent in the professions. TA technology has
a significant role in creating access to career opportunities
and increased efficiency for hiring professionals. I believe
one should be empowered and enthusiastic about the work
they do, and that satisfied employees and diversity of
thought and talent contribute to a healthy, happy, and
productive work environment. As TA professionals our
roles should contribute to creating this "perfect match" by
creating and utilizing the best technology and empowering
the workforce to navigate it successfully.
September 2023 | 24 | www.insightssuccess.com

28. How To Create Your Real
Roadmap to Success?
hen you watch the nationally syndicated TV
Wshow “Liftoff with Jeanniey Walden” or tune
into her podcast “Liftoff Journeys,” you receive
insights, advice and information that will help you find the
perfect blend of work and life successes. Whether you are
looking for success financially, professionally, or
personally, Jeanniey’s work highlights those who have
accomplished their goals and shares wisdom that can be
applied easily. It seems so simple but also can seem
unattainable.
What is it that you don’t see? What does the real life of a
successful person look like? Is there a roadmap to success?
For the first time ever, award-winning marketing executive,
business leader and TV show personality Jeanniey Walden
shares her 5-step roadmap to achieving success.
Step 1: Defining Success
Success comes in many flavors. For some, it is monetary,
being able to provide for your family and beyond. For
some, it is emotional, being able to find peace and
happiness with those you love. And for others, it could be
something else entirely. The first step on Jeanniey’s
roadmap to success is to “Define what success means to
you.” Write it down. If you can dream it, you can get there.
You will find that you will define success differently in
respect to different parts of your life. And your definition of
success will change over time. That’s ok. Start simple and
get clear on your personal definition of success. Here are a
few of mine from my early years.
I was 11 years old, in the car with my parents and heard
that if a person starts saving money when they are 16 they
could be financially independent by the time they are 30. I
dreamed about paying off my family's bills and buying
them things they always dreamed of. I didn’t know how I
was going to do it, but it became a criterion of how I would
define my success.
Two years later, I read a book and was enamored by the
most beautiful love story ever. The hero fought countless
challenges and horrors to be with the woman he loved.
They had the most romantic love story. They planned
adventures and shared a life of true happiness. They were
the best of friends. The moment I read this, I knew that
finding a life partner that matched this undying passion,
romance, adventure, and trust would be part of my
definition of personal success.
Throughout my life, my mother made sure I knew anyone
can have anything they wanted if they are willing to work
hard for it. The key is to never stop learning. Very simply
put, I saw this as a shaping element of my definition of
professional success.
Step 2: Interpreting your Criteria for Success
Now that you know your criteria for success, interpret your
criteria to define what level of success is good enough for
you. Nothing you choose can be wrong. Some of it might
even seem crazy.
For me, my success criteria included:
Ÿ Be financially independent by the time I was 30
Ÿ Find the dream life partner and have a great family
Ÿ Be a successful elementary school teacher
Once I had these defined, I was able to move on to the next
step, Creating a plan and timeline for each.
Step 3: Creating a Success Plan and Timeline
This part is usually the easiest. Once you have your
definition of success clearly built out, you can put a plan
together. This is also the part where “real life” gets in the
way.
And THAT is where the next step and the most important
step comes in.
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29. C X O
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30. Step 4: Accepting Success Roadblocks and Using them
to Fuel Greater Success
When asked, every successful person will share stories of
defeat, obstacles, disappointments and challenges along the
way. Some stories will even be so horrifying that you might
wonder how this person never gave up on their dreams. The
secret is: expect the unexpected. Things will go wrong.
Give yourself grace when they do. Seek to have
contingency plans to help you get back on track.
Like you, my life has been riddled with roadblocks and
unexpected challenges. Life happens to everyone. How
many of these roadblocks have you also experienced?
I got a D in high school. (That was the first time I had to
learn how to deal with disappointment). I was fired from a
job I thought I was amazing at (when they fired me, I
thought they were calling me in to promote me).
When I graduated with my master’s degree, there were no
teaching jobs open, and I had to start building a new career
from scratch. I had trouble getting pregnant. One company I
worked for failed, and we lived without a paycheck for
months. I was propositioned at work before #MeToo
existed. My 1st marriage ended in divorce. I lost my father
to cancer.
When you live through challenging times, you may feel
like there is no end in sight. With each challenge, you get
thicker skin, you learn empathy, and you build expanded
skills. This enables you to realize that roadblocks make
your potential for success greater. For that reason, every
person can make it to the final step in creating a successful
plan.
Step 5: Learning the True Meaning of Success
As you learn how to manage your views of success based
on your life and your ever-changing needs, you will realize
that success isn’t really about the big things; it’s about
appreciating the small things that happen daily. Success is
not a destination but a journey.
As for my original definitions of success, here is what
happened. I saved enough money to provide my family with
a life without worry. That is a success.
As for love, I got divorced. Today, I am remarried. He is
even more incredible man than I could have dreamed of,
with a blended family of 5 children filled with love. This is
a success I am thankful for always.
My teaching career ended three months after I graduated.
That led me down the journey to where I am today. And
with each new opportunity I get professionally, I learn more
and am even more excited about the future.
While it didn’t match my original plan, it ended up even
better! To get to the part in life where you can truly
appreciate your success, you need to Define what you think
it is, Create a plan to get there, Trust that the world will put
the right opportunities in front of you at the right time and
Embrace the good and the bad.
If you do this, you will clearly see that you are a success.
While some days you might not feel like it, look around;
your actions inspire others. Every day, without you even
knowing it, your actions make someone else smile, and that
inspires them not to give up on their success journey as
well.
September 2023 | 28 | www.insightssuccess.com

32. Decoding
Leaders
n today's dynamic and highly competitive business landscape, the
Irole of acquisition leaders has never been more critical. These
individuals play a pivotal role in driving growth, innovation, and
strategic expansion for organizations of all sizes and industries. To
uncover the secrets behind the success of acquisition leaders, we must
delve into their strategies, skills, and mindset. This article aims to
decode the secrets of acquisition leaders, shedding light on what sets
them apart and how they navigate the complex world of mergers and
acquisitions.
Visionary Thinking
One of the key traits that set acquisition leaders apart is their visionary
thinking. They possess a unique ability to see opportunities where
others might only see challenges. These leaders are adept at identifying
potential target companies that align with their organization's long-term
goals and can create synergies to drive value. Visionary acquisition
leaders are forward-thinking and strategic in their approach, always
keeping an eye on the bigger picture.
Due Diligence Expertise
Successful acquisition leaders are masters of due diligence. They
understand the importance of thoroughly researching and analyzing
potential targets to mitigate risks and ensure a smooth integration
process. This expertise involves a deep understanding of financial
analysis, legal considerations, market dynamics, and the target
company's culture. Effective due diligence minimizes surprises and
ensures that the acquisition aligns with the organization's strategic
objectives.
Strong Relationship Building
Building and maintaining relationships is a cornerstone of successful
acquisition leadership. These leaders excel at fostering connections
with key stakeholders, both inside and outside their organization. They
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33. Masterminds of Talents
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34. understand that trust and collaboration are essential in
negotiations and post-acquisition integration. Strong
relationship-building skills enable acquisition leaders to
navigate complex deals and secure the necessary approvals
and support.
Adaptability and Resilience
The world of mergers and acquisitions is fraught with
uncertainty and unexpected challenges. Acquisition leaders
must be highly adaptable and resilient. They can pivot
quickly in response to changing market conditions,
regulatory hurdles, or unforeseen obstacles. Resilience
enables them to stay focused on their goals and persevere
through the inevitable ups and downs of the acquisition
process.
Cultural Intelligence
Successfully merging two organizations often hinges on the
ability to navigate cultural differences. Acquisition leaders
possess cultural intelligence, allowing them to understand,
respect, and bridge gaps between the cultures of the
acquiring and target companies. They recognize that
cultural alignment is crucial for employee morale, retention,
and the overall success of the integration process.
Strategic Communication
Communication is a vital skill for acquisition leaders. They
must be able to convey their vision and strategy clearly to
their teams, shareholders, and other stakeholders. Effective
communication fosters transparency and alignment,
ensuring that everyone involved understands the objectives
and expectations of the acquisition.
Data-Driven Decision Making
Acquisition leaders rely on data and analytics to make
informed decisions. They use data to assess the financial
health of potential targets, identify growth opportunities,
and track the progress of integration efforts. Data-driven
decision making minimizes the risk of costly mistakes and
supports evidence-based strategies.
Continuous Learning and Adaptation
The landscape of mergers and acquisitions is ever-evolving.
Successful acquisition leaders understand the importance of
continuous learning and adaptation. They stay updated on
industry trends, regulatory changes, and emerging
technologies that can impact their strategies. This
commitment to learning ensures they remain at the forefront
of their field.
Risk Management Proficiency
Acquisition leaders are skilled at assessing and managing
risks associated with mergers and acquisitions. They
employ risk mitigation strategies to protect their
organization's interests while still pursuing growth
opportunities. Their ability to balance risk and reward is
crucial in making sound investment decisions.
Strategic Timing
Timing is often critical in the world of acquisitions.
Successful leaders have a keen sense of when to initiate an
acquisition, taking into consideration market conditions,
economic cycles, and the competitive landscape. Strategic
timing can significantly impact the success of an
acquisition.
Legal and Regulatory Acumen
A strong understanding of legal and regulatory frameworks
is essential. Acquisition leaders work closely with legal
experts to ensure compliance with all relevant laws and
regulations. They are well-versed in antitrust regulations,
intellectual property issues, and contractual agreements.
Integration Expertise
Post-acquisition integration is a complex process, and
acquisition leaders excel in this phase. They have a well-
thought-out integration plan that addresses cultural,
operational, and technological integration challenges.
Effective integration is critical to realizing the expected
synergies and value from the acquisition.
Decoding the secrets of acquisition leaders reveals a
combination of visionary thinking, due diligence expertise,
relationship-building skills, adaptability, cultural
intelligence, strategic communication, data-driven decision
making, and a commitment to continuous learning. These
leaders play a pivotal role in shaping the future of
organizations by identifying opportunities for growth,
navigating complex deals, and ensuring successful
integration. In an increasingly competitive business
environment, these secrets are the keys to their success and
the prosperity of their organizations.
September 2023 | 32 | www.insightssuccess.com

36. How to improve your Talent Acquisition Strategy?
Written by ROB BROUWER, CEO, Jobrapido
Top 3 Tips to Improve Your Talent Acquisition Strategy
for the Rest of 2023
For 2023, HR and employers are still struggling to attract
top talent, and the talent shortage remains the number one
challenge recruiters face. Rob shared with us his views on
the top 3 trends for the rest of 2023 to better address the
challenges and opportunities of the recruitment industry
today.
1:Personalization andRelevanceas theFundamentals
Online shopping is disrupting the way people find jobs, and its
exceptional user experience and personalization drive the
consumer online. The e-commerce model of personalization –
fine-tuning the retail proposition for each of their customers'
preferences – is something that will have to take center stage
for recruiters too. Personalization needs to be an inherent
part of the talent acquisition strategy because candidates
don't want to receive generic 'round-robin' pieces of
communication. They need to feel that a recruiter or potential
employer'knowsandunderstands them'.
2:AI andDataAretheKeys
Huge advancements in technology mean HRs can now gain
many more valuable insights into job seekers. Data can tell
recruiters how candidates behave online. Automation of data
provides a tailored and relevant experience; rich data
profiling allows recruiters to go beyond the CV and Intent
Data, answering what candidates are likely to respond
positively to. Data can provide far more accurate matches
than ever before and has a direct influence on the quality of the
response. With a very targeted audience, this approach
deliversfastonthepromiseofqualifiedcandidates.
3: Programmatic Marketing and Integrated Recruitment
CampaignsAreFacilitatingtheCareer Match
With the old-school approach of 'Post and Pray,' there are
simply no guarantees for the 'match'. There has already
been a big shift to Programmatic Recruitment, which is the
automation of the use of data to provide relevance to both
candidates and recruiters and which entails integrated
campaigns. The campaigns deliver automated matching in
real-time: instead of "Pay per clicks," it's about Pay per
performance/Pay per applicant, and instead of mass
marketing, the communication is personalized. This is what
is driving meaningful and valuable talent acquisition
campaigns.
In conclusion, it is now crucial for all industry players to
support and help recruiters overcome their daily challenges
by making the most advanced resources and technologies in
the market easily accessible to them. In this way, they can
optimize their time and budget resources and find the
qualified candidates they need.
Author's Bio
Rob Brouwer is the CEO of Jobrapido and a renowned
business executive with more than 25 years of experience
working in management and leadership positions in the
recruitment industry. Since joining Jobrapido in 2014 as
CEO, he has ensured that the platform fills a vital gap in the
talent acquisition industry for both candidates and
recruiters.
Rob Brouwer's innovative approach and strategic vision
have played a vital role in expanding Jobrapido's global
footprint. Under Rob's leadership, the company experienced
exponential growth and emerged as one of the most
influential platforms worldwide, becoming a trusted partner
for both job seekers and employers. His dedication to
innovation and his understanding of the evolving job
market have solidified Jobrapido's position as a leading
player in the industry.
The platform connects millions of job seekers across 58
countries with relevant employment opportunities by
aggregating job listings from various sources across the
web. One of the key aspects that sets Jobrapido apart is its
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37. C
X
O
advanced AI technology and algorithms, which provide users with highly targeted and
personalized job recommendations. This intelligent matching system helps job seekers
discover opportunities that align with their skills, experience, and preferences, making
the job search process more efficient and effective. It also supports those who offer jobs
in finding the right qualified candidate for the role, facilitating successful career
matches.
Overall, Rob Brouwer's contribution to Jobrapido exemplifies his innovative spirit and
commitment to revolutionizing the job search experience, ultimately helping individuals
worldwide find meaningful employment opportunities, and employers find the
candidates they need.
September 2023 | 35 | www.insightssuccess.com