Shannon Milhollin, founder of Empower Your Event, joins the podcast to unpack how internal and recruiting events can drive real business results. She discusses the ROI of experience, how purposeful design influences culture, and why comfort, connection, and creativity should be central to every internal event. From rethinking job fairs to aligning HR and sales teams, Shannon brings a fresh, strategic take on event planning that goes far beyond logistics.

Key Episode Segments:

• ROI of Experience: Events must move beyond logistics and deliver emotional, cultural, and business value.

• Connection Drives Retention: A single meaningful relationship can influence an employee’s decision to stay.

• Culture Isn’t Accidental: Thoughtful event design creates experiences that align with company values.

• Rethinking Job Fairs: Swap booths for immersive zones, brand stories, and real employee engagement.

• Metrics That Matter: Internal events should track ROI and ROE—retention, motivation, and team engagement.

In this compelling episode of Talking TA, host Denise Chaffin welcomes Weslie Ricks, a global accessibility and disability consultant and founder of Divergent Talent Consulting. Together, they dive deep into the evolving conversation around neurodiversity, disability inclusion, and the return on investment for accessible hiring practices. Weslie shares eye-opening insights on the challenges neurodivergent individuals face in the workplace—from outdated interview processes to inaccessible environments—and provides a global perspective on the legal frameworks and best practices driving inclusive innovation. Whether you're a talent leader, HR professional, or business executive, this episode reveals why accessible design and inclusive hiring aren’t just good ethics—they’re smart business strategy.

Key Episode Segments:

• Neurodiversity Explained – Weslie breaks down the broad spectrum of neurodivergent conditions, such as ADHD, autism, and dyslexia, and how they shape communication and working styles.

• Barriers in Hiring – Outdated hiring norms like eye contact and vague communication disadvantage neurodivergent candidates, often filtering out high-potential talent.

• Global Legislation Matters – Countries like those in the EU have enforced strict accessibility laws, while the U.S. lags behind in enforcing and advancing disability inclusion.

• Universal Design Helps Everyone – From captions to quiet rooms, accommodations designed for neurodivergent workers often benefit all employees, proving the ‘curb cut effect.’

• ROI of Accessibility – Inclusive hiring boosts innovation, engagement, and retention. Companies like Microsoft and Genentech have seen measurable gains from disability-focused programs.

Denise Chaffin is joined again by Jim D’Amico, VP of Talent Acquisition at Caliber Collision, to discuss the transformation of recruiting from a game of attraction to a strategy of influence. Jim breaks down how psychology, storytelling, and peripheral engagement form the new ecosystem of TA. They explore real-world applications like IP targeting, persona development, and storytelling archetypes, providing actionable strategies for recruiters, hiring managers, and executives alike. This episode is a masterclass on building connection and trust before a job is even posted.

Key Episode Segments:

• The Shift from Attraction to Seduction – Jim explains that recruiting today requires more than just advertising roles; it demands strategic engagement that builds interest before a job even opens.

• Peripheral Engagement as a Long-Term Strategy – By connecting with candidates through value-driven content before they apply, recruiters can establish trust and improve conversion when roles become available.

• First-Person Storytelling Builds Authenticity – Jim emphasizes that personal stories from recruiters resonate far more than secondhand accounts, creating stronger emotional connections with candidates.

• Persona Development Drives Industry Expansion – Understanding candidate personas allows TA teams to recruit across industries by aligning messaging with the values, goals, and challenges of new audiences.

• IP Targeting Creates a Competitive Edge – With simple tools like IP targeting, recruiters can serve consistent, subtle messages to passive talent, laying the groundwork for effective future outreach.