Thank you to the 2000+ amazing people who signed up for this newsletter. This newsletter is for Talent Acquisition and HR professionals interested in growing their brand, interested in the future of TA and love a laugh. Thanks for the support.

The good news: The majority of respondents said that their companies were looking to hire before the end of the year. I’ve been able to pick up a few searches personally that we’re looking to fill by EOY. If you’re a job seeker or recruiter looking for work or clients keep pushing and having conversations. Many take their foot off the gas right now, so there is an opportunity for those that push through.

Whether you are a recruiter or a job seeker a poll result like this is good news. In the past the Yes’s have been a lot lower.

I’m hearing more positivity around 2024 and I’m seeing more recruiters landing jobs, always a positive sign, but as always no one truly knows what the new year will bring.

1. Each week, I’ll be interviewing a Talent/HR/People leader who is doing a great job with their content. (Internal recruiters, Agency recruiters, HR leaders…)

   From TikTok influencers to Podcasters, bloggers to video superstars. Each episode will include a short video where they share how building their brand has impacted their career and their life.

2. I’ll then break down how you can use their same strategies to build your brand, so each week you’ll learn and be inspired to create content.

3. I’ve already lined up some fan favorites and I’m super excited to continue to learn from the best in the industry.

This week I’m featuring a podcast host….

JP ELLIOT

Here is His Story!

FROM JP’S LINKEDIN PROFILE:

JP Elliott is a forward-thinking global human resources executive with extensive experience implementing human capital initiatives that drive business results, improve organizational performance, and elevate company culture.

He is a trusted business partner to C-level and senior management teams who can translate business needs into people strategies aligned with the enterprise priorities and P&L targets.

Over his career, JP has been fortunate to work across a broad spectrum of industries and organizations, many under going significant business and culture transformations. These experiences have shaped him into a versatile, pragmatic, and global leader who builds strong teams that deliver results.

Specialties: Strategic Talent Management, Organizational Effectiveness, Culture Change, Leadership Development, Diversity, Equity, & Inclusion, Learning and Development, Succession Planning, and Employee Experience

Joel: How long have you been creating content?

JP: I launched the Future of HR podcast in October 2022 and started promoting it on LinkedIn.  Before that I had done some random posts on LinkedIn, but was not creating content consistently.

Joel: What channels/platforms do you focus on?

JP: I focus on LinkedIn exclusively as it is the best way to engage with HR and other professionals. 

Joel: You’ve been building a successful podcast, The Future of HR, what inspired you to start?

JP: My main motivation was to give back to the next generation of HR leaders.  Over the course of my career, I have had many great mentors who have positively impacted my career. Then in 2022, my wife and I started to get into podcasts, I know we were a little late to find out about podcasts, but better late then never.  

After listening to a many of the current HR podcasts, I saw an opportunity to create one that was focused on inspiring the next generation of HR leaders.  My original vision which has not changed is to bring on the best HR and thought leaders in our field to share their wisdom, experiences and career journeys.

Joel: Why do you think the podcast has grown so quickly in popularity?

JP: To be clear, the podcast was not an instant success. Podcasting is a long term game and it takes time to build the credibility to have listeners tune in each week.  Overall, growth was pretty slow for the first three months and then it started to take off and grow a little more each month. 

With that said, here is what I believe has helped grow the podcast and can be helpful to your readers. 

Consistency - I committed to myself to publish a new episode every week for 50 weeks.  I have surpassed that now and have raised my goal to 100 episodes. It is important to show up each week with valuable content, if you are inconsistent your audience will see this. 

For every new episode, I have two posts on LinkedIn to bring visibility to the podcast and highlight the guest.  Most guests will share that they have been on the podcast and since their network is different than mine, it expands the potential audience of the podcast. 

Joel: What's been the most rewarding part of building the podcast?

JP: This is an easy one…it is knowing that the podcast is making a difference to next generation HR leaders.  I probably get at least 1-2 emails a week from people telling me the podcast is valuable and inspiring.  

The second best part of the podcast is building relationships with the guests. Many of the guests so far are part of my network so it is a great excuse to reconnect.  For others it is an incredible opportunity to meet some of the best and brightest in our field. 

Joel: What's been the biggest surprise with producing the podcast?

JP: I would have to say my biggest surprise was to find out that my podcast is in over 55 countries.  In fact, this morning I was #1 in Management podcasts in Uruguay which just speaks to the power of social media and the internet.  

Joel: What's something you would change from the start, knowing what you know now?

JP: Honestly, there isn’t anything I would change. I launched the podcast as a way to give back and learn.  The positive reaction has certainly surpassed my expectations. 

Joel: How has your brand led to career opportunities and business or speaking opportunities?

JP: For me this is not my main focus, but I think it has increased my visibility within the HR community.  

Joel: What advice would you give to people thinking about a podcast?

JP: Go for it, but do the work upfront. This means understanding who your podcast is for, how will it be different than other similar podcasts, how will you market/brand it, and how will you develop and produce the content.  I spent about 3 months researching and planning before I launched the Future of HR podcast and it helped me to answer these questions. 

Joel: What has been the most challenging part of producing the show?

JP: The hardest part is sourcing and securing top notch guests. They are really the star of the podcast and without their support this would not be possible. 

Joel: You are also very active on Linkedin. How do you manage the time commitment?

JP: I schedule all of my posts and spend about 5-10 mins a day responding to other posts or comments.

Joel: How has your personal brand on Linkedin helped with recruitment?

JP: It is hard to quantify in my current role, but I do not think there are downsides to having a strong personal brand.

Joel: Who are some creators who inspire you?

JP: Dave Kline - He runs the management accelerator program and his content is relevant, differentiated and practical.

Brian Hager - he runs the Talent Edge Weekly newsletter which is hands down the best resource in HR (and free)

Dave Ulrich - he is the Godfather of HR and has an amazing newsletter on LinkedIn.  He also responds to almost every mention he gets on the platform.  

Mita Mallick - she is an upcoming guest on the podcast and is an inspiration for many people.

Joel: What has been the biggest challenge for you with creating content and maintaining consistency?

JP: Sticking to my schedule and routine, I am very focused in that the podcast is a passion project for me and so I work on it late at night and weekends.  This does mean less downtime on the weekends, but that is the sacrifice I signed up for. 

Joel: What is next for you in your content creation journey?

JP: What’s next is staying focused on making the Future of HR podcast one of the best HR podcasts out there. 

Joel: What’s the biggest piece of advice you’d give to someone starting out from day 1?

JP: Do some planning, but set a date to launch. It is easy to keep saying I just need to read this or master this before I launch.  The reality is you will learn more by doing.  So be thoughtful and have a plan, but then get your content out there.  Besides you never know what will be a hit until people see it and can react. 

Joel: Where can people find you/connect with you?

JP: LinkedIn, of course or visit FutureofHR.com

Each week I am going to give you a few tips if you want to get started on creating content based on the conversation I’ve had:

1. Find a gap in the market that you can fill. JP had listened to podcasts in the HR space and saw an opportunity to bring fresh insights.

2. Be patient. The first 3 months of the podcast were slow but JP didn’t give up. He was patient and continued to focus on his goals.

3. Focus on the social channel that makes the most sense. Jp chose LinkedIn because he recognized most of the HR listeners were engaged on the platform. He also built a company page to share updates for the podcast which is growing consistently. Think about where your target audience is spending time and build there first. You can always expand in the future.

Thank you for reading this episode:

About the Author: Joel Lalgee has built a social media following of almost 400,000. In 2019 he started creating content on Linkedin and since then he has expanded to Tiktok, Twitter, Snapchat, Facebook, Instagram… yeah everywhere. He’s also hosted 2 successful podcasts. His content has been viewed over 500,000,000 times and he now coaches recruitment teams on how to create content successfully to win on social media.

If need additional help with your content I’m providing 1 on 1 coaching, corporate team workshops/training, and ghostwriting and advising services. Want to work with me?

You can book a quick call here

Until next time!

Joel

✌🏽

therealestrecruiter.com