Wake-Up Call With Bill Lundun & Gerry Snyder

Garrett Watson - Tax Foundation

Bio: Garrett Watson is Director of Policy Analysis at the Tax Foundation, where he conducts research on federal and state tax policy. Previously, Garrett was a program manager at a nearby think tank and conducted policy research on economic opportunity and labor markets, including non-compete clause reform. Garrett earned a bachelor’s degree from St. Lawrence University in upstate New York, where he studied economics and philosophy. Garrett lives in northwest Arkansas and is an avid hockey fan and snowboarder.

Kinga Philips - Shark Week

Kinga Phillips:  https://www.kingaphilipps.com/
 
Kinga has a few Shark Week shows which will re-air thru-out the week:
 
Thursday, July 24: “Caught! Sharks Strike Back” premieres at 9PM ET/PT on Discovery
 
Saturday, July 26: “Attack of the Devil Shark” premieres at 8PM ET/PT on Discovery
 
 

Bob Rodgers - Graham Landscape & Design

John Kruse - NW/American Outdoors Radio

John Kruse hosts weekend shows on KPNW Northwestern Outdoors is heard Saturday morning 6-7am, and 4-5pm Saturday Afternoon American Outdoors Radio 3-4pm Saturday.

Scott Bushkie - Hire for "Vibes"

STUDY: COMPANIES TEND TO HIRE BASED ON VIBES, NOT SKILLS
Despite a recent emphasis on skills-based hiring, organizations are hiring candidates they deem to be the “most likable” or those they have the strongest “gut feeling about” — not the candidate whose skills and experience best match the job requirements, according to an April 29 report by Textio.   In what the software company referred to as “vibe hiring,” Textio found that candidates who received an offer were 12 times more likely to be described as having a “great personality” than those who were rejected.  “Too many hiring teams rely on memory, gut instinct or informal messages to capture what happened in an interview.   Unfortunately, memory fades, gut instincts are often unreliable and informal messages aren’t a hiring system,” Kieran Snyder, chief scientist emeritus and co-founder of Textio, said in a statement. “Structured, skills-based interview assessments are a non-negotiable for any effective hiring process. Anything less puts your hiring outcomes, your team’s performance and your business at risk.”  In general, candidates who received offers were far more likely to be described using personality feedback. They were five times more likely to be described as friendly and four times more likely to be described as having great energy, according to the company’s analysis of more than 10,000 interview assessments.  Men and women were described with distinctly different personality language as well. Women were described as bubbly 25 times more and pleasant 11 times more than men. In contrast, men were described as level-headed 7.5 times more and confident 7 times more than women.  Although candidates rarely receive feedback about their interview performance, those who do tend to perform better, the report found. Candidates with offers also were more likely to receive feedback.  Job candidates also tend to choose between organizations based on good interviews, according to a Gallup report. Employers can make a good impression by creating structured interviews, treating candidates with respect and using interviews to highlight their culture and value to employees, the report said.
 
A business strategist and the CEO of Cornerstone Business Service. a boutique investment bank representing privately held / family-owned businesses.  He's the author of Finish Strong: Sell Your Business On Your Terms. SCOTT BUSHKIE

Gary Conley - Conley Capitol

David Tam - Asian Celebration

40th Annual Oregon Asian Celebration Returns to Alton Baker Park July 19th
www.asiancelebration.org

Paul Peters - Gen Z Mirco-Retirement

MICRO-RETIREMENT: WHY COMPANIES NEED TO TAKE NOTICE OF GEN-Z’S CAREER EXPECTATIONS
Gen-Z is already feeling burned out, with many young professionals feeling immense pressure to constantly be "on" and productive. Unlike previous generations who may have been more willing to sacrifice personal time for the sake of career advancement, Gen-Z places a high value on work-life balance and personal fulfillment.  Research has shown that 76% of Gen-Z workers "prioritized work-life balance over pay." This mindset shift is a key driver behind the rise of micro-retirement, as Gen-Z seeks to proactively manage their energy and avoid the negative impacts of chronic stress and overwork.  In addition to work-life balance, Gen-Z also places a high value on flexibility and autonomy in their careers.  A recent study found that 75% of Gen-Z workers prefer a flexible work arrangement. The ability to shape their own career paths and take ownership of their professional development is a key priority for this generation.  Micro-retirement aligns well with this desire for flexibility, as it enables Gen-Z professionals to temporarily step away from their full-time roles to pursue other interests or experiences without sacrificing their long-term career progression.
Micro-retirement, also known as a mini-retirement, is a trend where employees intentionally take breaks from their careers for periods ranging from a few months to several years to recharge, pursue personal interests, or combat burnout.  Are bosses miscalculating how much Gen Z employees value work-life balance?
A workplace expert and is passionate about helping people find their purpose.  He's a business owner, bestselling author and host of the podcast On Purpose with Paul Peters,  PAUL PETERS

Raquel Hays - Mrs. Oregon

Jeremy Rosenthal - Legal Wednesday