I have never met an unhappy, urologist anywhere.

You may not have thought you want to be a urologist. That’s perfectly understandable. But after watching a video — one that ended with the quote above — that won a marketing award, you may change your mind.

This clip called ”Why Urology?” was just honored with a platinum from the International AVA Awards competition. That’s a contest put on by the Association of Marketing and Communication Professionals, which gets about 1,700 entries.

The video was produced by the American Urological Association, and has been viewed nearly 5,000 times on YouTube.

Indeed: the chief brand officer at Women’s Healthcare Associates, LLC is Anita Jackson. The director of human resources is also Anita Jackson.

In the video below, about 7 minutes long, Jackson and I talk about her unusual dual role at this Oregon gynecology and obstetrics organization. She shares whether this model could work in a larger organization, and how this structure affects the candidate experience.

The German company has about 336,000 employees, 1,640 locations, and about 60,000 people, and growing, in the U.S.

Rachel Romaszewski, who recruits for Siemens’ energy business, and I talk about the skills shortage and what’s being done about it. She tells me (out of Facebook, Twitter, and LinkedIn) which social media site is working well, which one works less well, and which one’s hit or miss.

“We are just growing like crazy,” she says, in the seven-minute video, below.

Jody Ordioni, who’ll be leading a session at the Expo in March, and I talk about Twitter — what we notice, what seems to work, and what seems to not. It’s a bit over six minutes, below.

Kruse is the co-author of We: How to Increase Performance and Profit Through Full Engagement. Our conversation lasts about seven minutes, below.

Ron Katz, of Penguin HR Consulting, and I talk for 10 minutes, below, about what recruiters can do in situations like that. We also get into what exactly’s behind the bias against the unemployed. And we touch on how the perception of HR/recruiting factors in all this.

What happens when your manager — who goes out regularly after work with a group of employees to scarf down chicken wings — has a hard-core vegan show up in the lobby for an interview?

That’s where “fit” comes in. You’ve heard it at conferences and read it here and most everywhere else people talk about hiring: you should look not just for hard skills, but hire for fit.

But, then again, you’ve heard the opposite: that you should seek out diversity, diversity of thought, people who bring different ideas, experiences, and perspectives to your organization.

Carol Schultz and I talk about this these two ideas, and whether they are contradictory, in the approximately 13-minute video below.

They cover:

• The 20-something-year-old who hopefully will jumpstart the job market
• Why China’s advantage over the U.S. is not low wages
• How what’s happening right now in the job market is a lot like the debate over President Clinton’s healthcare plan many years ago

Listen to what they have to say and add your own thoughts in the comments section.

But is that communication actually happening? Often it’s not, despite the fact that job applicants are a source of employee referrals, and despite the fact that job candidates don’t forget their bad experiences when they look to buy consumer products.

I talk about this topic for about 11 minutes with Lisa Chartier of Alexander Mann Solutions, below.

Cathy Henesey, manager, career services, Children’s Medical Center of Dallas, talks about the latter — paying for names not just hires — in the 9 1/2-minute video below. She discusses whether some jobs or all jobs are eligible; how to handle situations where multiple people give the same name; and the results of the program.

Carol Schultz and I talk about this conundrum in the 9 1/2-minute video below. We also talk about recruiters being undervalued and underpaid in some companies, and why that’s a penny-smart, pound-foolish plan. Schultz, a speaker at ERE’s conference this fall in Florida, shares her thoughts in the video below.

That’s according to Richard Hadden, who’s a speaker, writer, and coach specializing in leadership and employee engagement. In the 9 1/2-minute video below, he and I talk about some of the most common ways employers screen out candidates. Topics covered: credit-rating screening, filtering for industry experience, as well as knowledge of certain software or technologies.

Sound familiar?

Obi Ogbanufe and I talk about this common scenario in the video below. She’s the founder of the Dallas, Texas, technology consulting firm Indigomark, and is the author of “Technology Made Simple for the Technical Recruiter — A Technical Skills Primer.”

We also talk about the many requirements found in job requirements that shouldn’t be in there and don’t translate into job success — such as requiring on MBA degree, a bachelor’s degree, or for legal jobs a degree from a top law school. It’s about 13 1/2 minutes, below.

Autodesk’s Matt Jeffery and I talk about these issues and more.

Strohmeyer also explains the No. 1 thing job-seekers ask her the most, all in the video below.

It’s actually a chance to improve your recruiting processes, rather than blame yourself or someone else, says consultant Steven Balzac.

We talk about this in the video below, as well as about the part of the hiring process (screening, assessment, job description, job ad, interview) that’s the source of the biggest mistakes.

• Only one of them used LinkedIn
• They were not swayed by free swag at job fairs
• They were hesitant to be contacted by Facebook and SMS, which is often regarded as impersonal, unprofessional, or even spam.
• It they’re receiving text messages from a recruiter or employer at 9:00 p.m., it’s a bad sign that they’d be working until 9:00 on a regular basis at that company

Click below to watch the video and read more.

A major theme was that young job seekers long for face-to-face contact during the recruiting process. One of the No. 1 takeaways was that some good ‘ol fashioned face time is necessary to make sure the position and company culture are a good fit for the candidate.

Another recurring point was that this new generation of workers needs to like what they do. Despite the economic state, young workers have the benefit of mobility and won’t stay in a position for long if they aren’t happy. This seems obvious, but it can often be overlooked when trying to fill a position on a deadline.

Mobility within the company was also discussed. If young workers feel stuck in their position with no room to move upward, they will consider other options. It’s important to make candidates feel like they will have a future with your company with options down the road.

Overall, honesty about the company and taking the time to reach out and make sure the position was a good fit does not go unappreciated. Some highlights are above; the full unedited video can be watched here.

Navy veteran Ted Daywalt, of the job board VetJobs, suggests you employ a veteran and that you don’t stick them in a menial job way below their worth.

Schawbel consults with job-seekers regularly on personal branding issues. He also works closely with college students to help them develop professional personal brands that will serve them well as they enter the workforce. These are the potential candidates that we, as recruiting professionals, look for every day. We will have the opportunity to pick the brain of someone who is advising our target audience on how to make themselves more visible and findable to people like us.

Schawbel’s overall goal in this brief interview will be to discuss how job seekers can build their own “personal brand” to help them stand out during the job search process. But of course, we want to put our own “recruiter” spin on this. The format of this chat will be Schawbel on the phone with Amybeth Hale, the Editor for SourceCon, while he is being videoed live. Amybeth will be asking him some questions, so here’s your chance to submit a question! If you have something you’d like to have Schawbel address regarding job-seekers and personal branding, please leave a comment on this post. We will select a handful of questions to present to Schawbel and while Amybeth is speaking with him, she will give a shout-out to the individual who asked each question.

Please join us on www.sourcecon.com at 12:00pm Eastern on Wednesday, October 27 for this unique opportunity.

Here is a quick overview of Schawbel’s tips on standing out today as a job-seeker:

The Importance of Personal Branding: How to Stand Out in Today’s Job Market
By Dan Schawbel

Stay relevant or stay unemployed. You need to be relevant to be desirable in the marketplace, and you should prepare yourself for the careers of the 21st century. The U.S. Department of Education estimates that 60 percent of all new jobs in the 21st century will require skills that only 20 percent of current employees possess. You need a sense for what skills are important in your chosen industry, and which ones might be significant in the future.

Find your niche — you have to specialize. Being a generalist will help you adapt to new jobs because the market changes all the time, but specializing will make you more desirable to hiring managers. In fact, 71 percent of hiring managers are looking to fill “specialized positions” while 61 percent of job seekers considered themselves to have “broad skill sets”. Companies are looking to hire experts in their fields to solve real business problems. Become an expert in an in-demand field and you will have leverage over the recruitment process, make more money, and secure a stable position. Once you’ve chosen your field of specialization, you can become an expert by getting a second or advanced degree. Schools like DeVry University and its Keller Graduate School of Management offer specialized bachelor’s and master’s degree programs focused on high-growth career fields. You should do some research online to find flexible and affordable opportunities to dial in your personal brand niche.

The competition is relentless. The economy has created a tough job market for most individuals, especially inexperienced college graduates. There are currently 2 million unemployed college graduates, and companies are hiring 22 percent fewer graduates. Our country is becoming more educated with about 40 percent of Americans having college degrees. Having a college degree is extremely important for building a foundation for future success–a general bachelor’s degree is a great entry point, but having advanced or second degrees is a way to make yourself stand out and advance your personal brand.

Interpersonal skills are becoming more valuable. A brand requires a personality if it’s going to be distinctive. Your personal brand needs to be personable and attract positive attention. Organizations are starting to place a higher value on interpersonal skills (communication, teamwork, organization) and cultural fit, instead of technical skills and experience. A new survey by Right Management shows that 31 percent of companies feel that organizational culture and motivation fit is important, while only 12 percent are for technical skills, and 11 percent are for relevant experience.

Perception (how we present ourselves) is king. It’s the little things that count, whether you’re in an interview, or interacting with people online. A CareerBuilder survey states that 67 percent of hiring managers say that failure to make eye contact would make them less likely to hire a job candidate and 38 percent said lack of smile. People will judge you on small things that make a big difference.