1
00:00:00,320 --> 00:00:04,240
Today I want to bring you a
very special recommendation to take you to your

2
00:00:04,240 --> 00:00:09,039
players. Its title is Marca Talento, a podcast by Rubén Montesinos and is

3
00:00:09,039 --> 00:00:15,759
also the latest production with the eo
B label. We welcome you across the

4
00:00:15,880 --> 00:00:20,359
microphone. On the other side of
the microphone, a project by Jorge Marín

5
00:00:20,359 --> 00:00:24,640
Nieto in which you will find your
daily ration of metapodcasting, casting with news,

6
00:00:25,359 --> 00:00:33,039
events, tools or episodes of opinion
in just ten minutes, ten minutes,

7
00:00:33,039 --> 00:00:36,439
ten minutes. Welcome and welcome to
the other side of the microphone,

8
00:00:36,840 --> 00:00:41,719
where you can get to know a
little bit better the world of podcasting every

9
00:00:41,840 --> 00:00:46,119
day in just ten minutes, with
news, events, curiosities, tools and

10
00:00:46,119 --> 00:00:50,280
everything that crosses my path like,
for example, a new podcast recommendation every

11
00:00:50,399 --> 00:00:54,600
Monday on the occasion of Monday pod
castor I am Jorge Marin, and it

12
00:00:54,880 --> 00:01:00,000
is a pleasure to welcome you to
this new episode Believe me that I feel

13
00:01:00,039 --> 00:01:03,560
very pro laughing, very proud to
have something to do with the podcast that

14
00:01:03,640 --> 00:01:06,879
I bring to you on this occasion
because, as I said, it is

15
00:01:07,280 --> 00:01:10,760
the podcast of a client, but
not only for that part that it touches

16
00:01:10,799 --> 00:01:15,200
me, but because I think it
can help many people, many professionals and,

17
00:01:15,439 --> 00:01:18,879
besides, it is a great podcast
that serves, for example, as

18
00:01:18,879 --> 00:01:21,359
a podcast of personal brand. But
before I begin with this Monday' s

19
00:01:21,439 --> 00:01:26,040
recommendation, I would like to welcome
the sponsor who will accompany me throughout this

20
00:01:26,079 --> 00:01:29,280
month of April. On the other
side of the microphone, it is the

21
00:01:29,519 --> 00:01:33,239
podcast, which worries us a project
that comes from the hand of Argal in

22
00:01:33,239 --> 00:01:37,640
which you find a space for dialogue
and reflection on issues that concern today'

23
00:01:37,719 --> 00:01:42,560
s society and that affect us all
in our day to day. Now you

24
00:01:42,599 --> 00:01:46,959
can find the first episode of what
concerns us in all the players and podcast

25
00:01:46,959 --> 00:01:49,680
platforms, but anyway I' ll
leave you a link to your podcast in

26
00:01:49,760 --> 00:01:53,799
the episode notes to make it a
little easier. Over the next few weeks,

27
00:01:55,319 --> 00:01:59,239
I will discover a little bit more
about everything related to this project so

28
00:01:59,359 --> 00:02:04,200
that you know it a little better
and that all of you subscribe Since I

29
00:02:05,040 --> 00:02:07,120
started to listen to the interviews you
can find in the podcast that you today.

30
00:02:07,319 --> 00:02:13,280
I want to recommend talent mark my
perception of the position that many of

31
00:02:13,319 --> 00:02:19,240
us refer to as Director of Human
Resources, which I am sure you all

32
00:02:19,360 --> 00:02:21,680
know because it has touched you in
some way or another. The truth has

33
00:02:21,800 --> 00:02:24,280
changed a lot. I recognize that
most of the companies in which I have

34
00:02:24,280 --> 00:02:29,639
been dealing with these departments, not
only with the director or director of human

35
00:02:29,639 --> 00:02:35,199
resources, but with the entire department, have been rather scarce the typical at

36
00:02:35,280 --> 00:02:39,240
first, as you do an interview
or several going through phases. Then when

37
00:02:39,280 --> 00:02:43,560
they hire you, they give you
a presentation of the company, an initial

38
00:02:43,560 --> 00:02:47,479
presentation, perhaps some training course in
which they are related in some way or

39
00:02:49,039 --> 00:02:52,599
another. Then, already once you
become a worker of the company, because

40
00:02:52,599 --> 00:02:55,800
with them in some process or some
kind of paperwork or some decrease or some

41
00:02:57,000 --> 00:03:02,039
modification of the IRPF that is not
know how typical it comes. It'

42
00:03:02,159 --> 00:03:06,240
s because listen, there' s
something that worries you about the company and

43
00:03:06,319 --> 00:03:09,919
you get in touch with the Human
Resources Department. But now I' m

44
00:03:09,960 --> 00:03:14,599
going to put a little bit more
into context. Let' s say in

45
00:03:14,639 --> 00:03:20,039
the context of someone who has heard
the first episodes of Talent branding and who

46
00:03:20,080 --> 00:03:23,400
has met thanks to the interviews you
can find in this podcast, people who

47
00:03:23,439 --> 00:03:29,759
really know what top- level professionals
talk about management, leadership and the importance

48
00:03:29,800 --> 00:03:38,080
of people within an organization. Let' s say people who know what the

49
00:03:38,479 --> 00:03:45,240
position of human resources director or human
resources department really is and you heard right

50
00:03:45,280 --> 00:03:51,319
and I' ve paused a little
bit in people who are workers with their

51
00:03:51,319 --> 00:03:54,800
job in a company. But it
seems that on many occasions this is forgotten

52
00:03:54,840 --> 00:04:00,680
and we only think about the aspect
or part of the work of these people,

53
00:04:00,080 --> 00:04:03,719
which is indeed a very important part, because we talk about the business

54
00:04:03,759 --> 00:04:09,400
world and they are workers of a
company. But if we' re talking

55
00:04:09,800 --> 00:04:14,599
about human resources, we shouldn'
t stop to think a little bit about

56
00:04:15,000 --> 00:04:16,120
those resources as human resources, as
people. As its own name indicates,

57
00:04:16,600 --> 00:04:24,240
this seems to be forgotten many times. We are practically not saying a mechanical

58
00:04:24,240 --> 00:04:29,519
part, but on many occasions we
are considered. Thus, imagine that the

59
00:04:29,600 --> 00:04:34,360
workers of a company, feel so
good with their own bosses, with their

60
00:04:34,399 --> 00:04:40,399
own departments, with their own company, with what is that company that gives

61
00:04:40,439 --> 00:04:45,120
them food, that they become real
ambassadors of the brand of this company and

62
00:04:45,199 --> 00:04:51,839
that they feel so proud of this
work that they presume of it and that

63
00:04:51,920 --> 00:04:59,279
they thus externalize it, both outside
and inside the company, both inside and

64
00:04:59,560 --> 00:05:04,519
outside their working hours. This should
not be the objective of the heads themselves,

65
00:05:04,600 --> 00:05:08,600
of the leaders themselves, of the
companies, of the human resources managers

66
00:05:08,639 --> 00:05:13,279
themselves, as this podcast is a
clear example that this part is fundamental to

67
00:05:13,639 --> 00:05:19,240
any company. This podcast is directed
and presented by Rubén Montesinos, who is

68
00:05:19,279 --> 00:05:25,480
an international entrepreneur, entrepreneur and speaker, expert in brand expander human resources,

69
00:05:26,120 --> 00:05:30,439
personal brand and leadership with a much
more extensive curriculum that you can know on

70
00:05:30,439 --> 00:05:34,639
its website. Rubén Montesinos com with
a good number of lectures and presentations on

71
00:05:34,680 --> 00:05:40,160
his back and now, in addition
he also has his podcast, which already

72
00:05:40,240 --> 00:05:42,600
has three chapters. That' s
why I' ve been waiting to introduce

73
00:05:42,600 --> 00:05:45,879
you. You know that there is
a handwritten rule that until the third episode

74
00:05:45,920 --> 00:05:48,959
a podcast does not officially become podcast
and this one also takes four. If

75
00:05:48,959 --> 00:05:56,600
we find the pilot episode for him
they have already passed Jordi Alemani, José

76
00:05:56,639 --> 00:06:00,480
and José Andrés Sánchez Bueno and Rebecca
Acosta. For moments of the moment eye

77
00:06:00,680 --> 00:06:03,879
because the next episode is already in
the oven, it is already cooking and

78
00:06:03,959 --> 00:06:09,000
you will have it available in your
players. On the last Wednesday of each

79
00:06:09,000 --> 00:06:13,360
month, on the last Wednesday of
each month there is a new delivery available

80
00:06:13,399 --> 00:06:17,079
that will be around the hour of
duration, which is the usual average that

81
00:06:17,160 --> 00:06:19,319
lasts this podcast. Or, rather, that the episodes of this podcast last

82
00:06:19,399 --> 00:06:24,639
and which, because you can already
find in all the players, aggregators and

83
00:06:24,639 --> 00:06:28,240
applications of podcasts, these four episodes
that already have published and the next,

84
00:06:28,639 --> 00:06:31,279
the last Wednesday of this month of
April, that has just begun today.

85
00:06:32,639 --> 00:06:36,160
And the truth is that it is
a pleasure to work on this podcast,

86
00:06:36,560 --> 00:06:41,680
not to have the economic backing that
comes with me working on this podcast,

87
00:06:42,279 --> 00:06:46,839
but because I enjoy editing it,
because I learn and notice that I am

88
00:06:46,920 --> 00:06:48,600
not in any company right now.
I work as an autonomous. Now I

89
00:06:48,680 --> 00:06:56,040
don' t have a human resources
department that let' s say it affects

90
00:06:56,319 --> 00:07:01,800
me, but let' s say
I' m looking forward to meeting a

91
00:07:01,800 --> 00:07:06,199
recurs department of your humans that applies
all the tips that are taught in this

92
00:07:06,199 --> 00:07:13,040
podcast called Talent Brand, because if
all the human resources departments or if all

93
00:07:13,079 --> 00:07:17,199
the bosses followed the steps that Rubén
and his guests teach in this podcast,

94
00:07:17,800 --> 00:07:19,199
surely those bosses wouldn' t just
be bosses or responsible. They would be

95
00:07:19,639 --> 00:07:24,680
leaders, leaders of a lot of
people who are willing to go to their

96
00:07:24,720 --> 00:07:28,800
jobs, to go to their jobs
and who, as Rubén rightly says,

97
00:07:29,480 --> 00:07:32,480
would not convert a company that does
not have workers in a simple building,

98
00:07:33,079 --> 00:07:38,439
but would, say perhaps a family. It would be an exaggeration, but

99
00:07:38,480 --> 00:07:42,800
there was a very nice place to
work, a very comfortable place to work,

100
00:07:43,120 --> 00:07:46,879
where to continue to use your working
hours and where to continue to grow

101
00:07:46,879 --> 00:07:50,079
at work. I don' t
want to say goodbye to this episode without

102
00:07:50,079 --> 00:07:54,000
thanking Ana, Reyes, who is
also involved in the project and was the

103
00:07:54,040 --> 00:07:58,759
person responsible for contacting me and Robén
to make brand talent, to make it

104
00:07:58,759 --> 00:08:01,600
brand so slow if it made it
happen and that it is already available in

105
00:08:01,680 --> 00:08:05,560
all players, a project that started
earlier this year and will continue throughout the

106
00:08:05,920 --> 00:08:11,480
season. I already say every Wednesday, last Wednesday of every month And to

107
00:08:11,560 --> 00:08:16,319
close also considering that it is one
of April, I want to say goodbye

108
00:08:16,319 --> 00:08:20,959
sending a huge thanks to all the
patrons who, month after month, put

109
00:08:22,000 --> 00:08:26,000
your virtual coffee granite through the Coffi
platform and thanks to those my current goal.

110
00:08:26,439 --> 00:08:33,120
The CAE RECA Classic V Black monitors
are already seventy- eight percent of

111
00:08:33,200 --> 00:08:37,639
what it takes to have them at
my disposal at home. The sponsors of

112
00:08:37,679 --> 00:08:41,240
this project, called the microphone on
the other side, are Ager, David

113
00:08:41,279 --> 00:08:48,480
and Crono, MaríaÁngeles Núñez and
Ayofriki Raymon Sastre José in front of client

114
00:08:48,720 --> 00:08:54,080
Alan Soda Web Ali blue Box,
David Bernat, Nicolás, Coal CQ in

115
00:08:54,120 --> 00:08:58,919
frequency and to all of them I
want to thank them enormously for staying there

116
00:08:58,240 --> 00:09:01,000
day after day, week, three
weeks and month after month. On the

117
00:09:01,039 --> 00:09:05,039
other side of the microphone, I' m going to leave a link to

118
00:09:05,159 --> 00:09:09,120
both Argal' s podcast that concerns
us, and to brand talent, Rubén

119
00:09:09,240 --> 00:09:13,720
Montesinos' podcast in the notes of
this episode so that you can subscribe to

120
00:09:13,759 --> 00:09:22,960
these two recommendations that I bring you
today and now I say goodbye and as

121
00:09:22,039 --> 00:09:31,960
every day I return to that place
where you are right now on the other

122
00:09:31,960 --> 00:09:31,960
side of the microphone,