#1 Hiring Podcast Designed Specifically For Startup Founders & Entrepreneurs Tuesdays @12PM (PST), LIVE on LinkedIn, YouTube, & Facebook Our mission is to enable values-driven startups to win-win the strongest hires by sharing insights from top-performing entrepreneurs, game-changers, & industry thought leaders. www.hirepowerradio.com www.rickgirard.com
Episodes
Monday Jan 30, 2023
The 10 Disciplines with Gino Wickman
Monday Jan 30, 2023
Monday Jan 30, 2023
Being a startup entrepreneur is a struggle.
As some of you know, I recently joined the ranks of a startup founder. In November we launched Intertru and boy, my world has moved to light speed to a totally new dimension. It has become ridiculously exciting!
But there is one huge challenge… maintaining operational discipline.
My struggle comes from the need to put out fires and execute critical projects outside of my expertise. Making it difficult to stay disciplined in a workflow cadence that produces results.
Today we are going to key in on 10 Disciplines that you can implement today in your life to produce consistent results to the benefit of your company growth!
Guest Bio:
Gino Wickman is the Author of Traction & founder of EOS Worldwide, an organization that helps tens of thousands of businesses implement EOS with the aid of an international team of almost 600 professional and certified EOS Implementers and online support. There are over 180,000 companies using the EOS tools worldwide.
Today Gino focuses on helping entrepreneurs and leaders maximize their freedom, creativity, and Impact through his books:
Entrepreneurial Leap, Rocket Fuel, The EOS Life, and The 10 Disciplines for Managing And Maximizing Your Energy.
TODAY WE DISCUSS:
- What are the 10 disciplines
- Discuss the most relevant to startup entrepreneurs
PROBLEM:
- Discipline
- We are all balls of energy – some burn bright, some don’t
- You are racehorses (entrepreneurs/leaders) – harness energy
- Don’t have to motivate/teach basics – eat, sleep, exercise, work ethic
- Each stands on its own, fully customizable
- Fast, simple and powerful
Challenge?
- 10-year thinking
- Take time off
- Know thyself
- Be still
- Know your 100%
- Say no…often
- Don’t do $25 an hour work
- Prepare every night
- Put everything in one place
- 10. Be humble
How do we solve the problem?
- 10-year thinking
- Shift your mind from short-term thinking, to thinking in 10-year timeframes
- Every decision is a 10-year decision/thinking, not a goal
- Sam Cupp – 10-year business cycle
- When you do – time slows, a peace comes over you, make better decisions and
- get there faster
- Quote “Overestimate one year…”
- Les Brown “Good Decade”
- Shifts energy
- Action – write date 10 years from now, write age, write goal
- Other things are ok
- Now think about everything you are doing today
- See it every night
- Say no…often
- Say no to everything that doesn’t fit in the first 5 disciplines
- Warren Buffett quote/”No! No!”
- “…physical discomfort/guilt…” – Essentialism, Greg McKeown
- Eat a worm?
- If it doesn’t fit with the first 5 disciplines – say no
- Turn to person – say “No!”
- Action – say no to something in the next 7 days/cancel an appointment
- Prepare every night:
- Before your head hits the pillow every night, document the next day’s plan
- Go to bed knowing exactly tomorrow
- Sleep better
- Spontaneous – BS, come one, if you’re running a company, you don’t have the luxury
- Subconscious does the work
- Wake up with ideas/solutions
- Get more done
- As opposed to waking up and figuring it out
- Use any technology – I use a legal pad
- Action – do it tonight
- Put everything in one place
- Pick the one place you will capture every idea, commitment, thought, action item and promise
- Let people down/chaos/sticky notes
- The legal pad
- Throughout the day write down your commitments, promises, ideas, to-do’s
- Compartmentalize all at the end of the day
- Action – pick your “one place” and do it tomorrow
Guest Links:
- LinkedIn: https://www.linkedin.com/in/ginowickman/
- Website: https://ginowickman.com/
- Download a free copy of the 10 Disciplines eBook
- Visit the10disciplines.com to learn more
- Read a 10 Disciplines article written by Gino
- Contact Gino:
- gino@eosworldwide.com
- (248) 672-1192
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- Startup: www.intertru.ai
- HireOS® inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
- www.intertru.ai
Thursday Jan 05, 2023
Hiring the Right Person, Right Seat, Right Stage with Dean Stoecker of Alteryx
Thursday Jan 05, 2023
Thursday Jan 05, 2023
We all understand the concept of right person, right seat. But as the company grows the demands of each seat change. What is required from zero to $5 Million will most likely shift on your journey to $10 million in revenue.
So hiring ahead of that curve becomes the biggest challenge.
It is important that, in the earliest stages of the company, everyone in the organization identifies as a “builder”. Builders are the people who have a deep desire to problem-solve issues that have not even become identified and create systems from scratch.
As the business grows, the need for “improvers” becomes critical as they are the people who can scale to each milestone and beyond.
Guest Bio:
Dean Stoecker is the co-founder and Executive Chairman of the Board. Dean founded Alteryx in 1997 and led the company as CEO through October 2020, achieving solid organic growth, and a successful IPO in March 2017.
Dean’s leadership and motivational skills, along with his ability to create, communicate, and realize a vision, were a driving force behind the company’s 20+ year success.
Dean serves as advisor to entrepreneurs, is an active philanthropist, and is passionate about humanizing the world of data science and analytics, which is evident in the company’s culture, extensive resources for continued education, and efforts to influence social change.
TODAY WE DISCUSS
- Right person, right seat, right stage
- How to ensure you have the right person at every growth stage
PROBLEM:
- Preparation for changing out key employees at different levels
- @ $10mil, $25mil,
- Get great alignment with the teams
- Strategically & tactically- align strategy with tactics
- Don't be afraid to switch your teams
Challenge?
- Alignment between strategy & tactics
- People have different ideas about what we need to do as a company
- Knockdown, drag-outs about who we wanted to be when we grow up
- KPI’s for each department
- People knowing why they were building things
Why is this important to the company?
- People need to be rowing in the same direction
- First hires need to be 9’s
- 9’s will never work for 6’s
Rick’s Nuggets:
- All about Positioning
- Value alignment, builder, passion for the mission
SOLUTION:
How do we solve the problem?
- Predicated on growth rates
- Team of 5 did a million in the first year
- Understanding if they are willing to accept tasks that they never signed up for
- Focus on the next milestone
- Build teams that can get you there
- Keep your 9’s
- Risk/Reward profile needs to match yours
- Play any position then go deep
- Legacy of promoting
- Leadership is about how many leaders you create
- Invest in training
- Who has the best skills at the cheapest price that can last you the longest
- Biggest worry, Middle management
- Take stock of your own skill sets
-
- Andre Geim- “grazing shallow”
- Fall in love and go deep
- Risk reward profile
- You want someone who can play any position then goes deep
- Longevity - meandered from generalist to specialist
- Risk reward profile needs to match yours
- Andre Geim- “grazing shallow”
Rick’s Nuggets:
- The first team
- It’s all about positioning
- Really desire what you are (ie: ground-level startup with no money)
- It’s all about positioning
Key Takeaways that the Audience can plug into their business today! (Value):
- Make sure you have a time that provides strategic and tactical alignment(first 6 years)
- Be prepared to swap out the team many times. The team that got you to $5mil won't get you to $20m. Be aware of your markers
Guest Links:
- LinkedIn: https://www.linkedin.com/in/dean-stoecker/
- Company: https://www.alteryx.com/
- Facebook: https://www.facebook.com/alteryx
- Twitter: https://twitter.com/alteryx
- Instagram: https://www.instagram.com/alteryx/
- Other: https://www.siteminder.com/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- Startup: www.intertru.ai
- HireOS® inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
- www.intertru.ai
Thursday Oct 20, 2022
How Your Company Can Hire Like Amazon with Steve Anderson of Catalyit
Thursday Oct 20, 2022
Thursday Oct 20, 2022
Amazon’s leadership principles (Core Values) have been the most critical element in their unprecedented success. Value alignment first, and skills second.
So why is this not a standard practice among all up-and-coming startups?
The reason I believe is that leaders then become accountable for their actions when they misbehave. Without values, it is easy to hide. It is easy to rationalize bad decisions and easier to deflect blame when the shit hits the fan.
This is why 9 out of 10 startups fail. Without the right people, your company will not be able to execute. And the right people are attracted to more than just money. They want growth, structure, and purpose.
When your company demonstrates that none of these elements are present, the A-players run! And what you are left with are the people who are willing to take the job.
Guest Bio:
Steve Anderson is the CEO of Catalyit. He has spent decades shaping the insurance industry through a deeper understanding of emerging technologies and how businesses today can best integrate and leverage them.
Steve is a sought-after speaker and influencer. He is also the author of the widely-anticipated book The Bezos Letters, where he reveals 14 principles for business growth based on the ideas and patterns that emerged when he examined Jeff Bezos’ 21 annual letters to Amazon shareholders.
TODAY WE DISCUSS:
- Balancing need with patience to get the right hire
- How to put the right structure in place to land them
HIRING STORY:
- Hired an operations manager, who seemed like a good fit. Terminated after 3 months. Hired too fast! Pressure to move fast from start to offer in 3 days. The person already had an offer.
- He didn't follow his own advice.
Challenge?
- Balance need with hiring the right person
- Miscasting a hire
- Don't hire when you rushed to fill a position
- The interview process is not intentional.
- Not having a hiring process, hiring questions (winging it)
Rick’s Nuggets:
- Problem: Pacing is determined by the candidate
- Clue that the person just needs the money
- Mitigated by disclosing your hiring process & timeline
- Intention: purpose of the interview?
How do we solve the problem?
- Structure
- Have a good job description
- Have a good hiring & interview process
- Intentional interviews
- Amazon
- Will you admire this person?
- Will this person raise the average level of effectiveness of the group
- Along what dimension might this person be a superstar
- Don't cave into the pressure
- Candidate pressure
- Own need pressure
- Find short term solutions while the interview process is moving along
- Be willing to fire fast
- Not fully committing or fully focused
- Not understanding urgency
Rick’s Nuggets:
- Evidence trumps assumptions
- Pacing determined by the process, not the person
- No need to fire, when you have hired the strongest person
Key Takeaways that the Audience can plug into their business today! (Value):
- Process is key to success
- Need a place to start - Use Amazon’s hiring questions
- Culture fit might be more important than skills.
Guest Links:
- LinkedIn: https://www.linkedin.com/in/stevetn/
- Personal: https://thebezosletters.com/
- Company: https://catalyit.com/
- LinkedIn: https://www.linkedin.com/company/catalyit/
- Twitter: https://twitter.com/SteveTN
- Facebook: https://www.facebook.com/SteveAndersonNetwork/
- Instagram: https://www.instagram.com/steveanderson/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- Startup: www.intertru.ai
- HireOS™ inquiry: rick@stridesearch.com
Show Sponsor:
- www.intertru.ai
- www.stridesearch.com
Thursday Sep 08, 2022
How to Hire a CMO with Matt Blumberg of Bolster
Thursday Sep 08, 2022
Thursday Sep 08, 2022
The reason why people think that hiring is “really hard” is because interviews are conducted without a defined set of criteria to which a person is being evaluated. This especially rings true when interviewing outside your personal competency level. Most often when hiring a CMO or CRO.
In order for any interview to be effective, there has to be two components by which a person is being judged. Skills & Value Alignment.
Focusing only on skills may solve your immediate problem but often creates more problems because the person disrupts your culture.
What I have learned is that culture is driven by value alignment. So, understanding how a person aligns with your values in an interview is the most important criteria that needs to be evaluated to make a strong hire.
Guest Bio:
Matt Blumberg is a technology entrepreneur, business builder, and CEO of Bolster, an on-demand executive talent marketplace that helps accelerate companies’ growth by connecting them with experienced, highly vetted executives.
Matt has been recognized as one of New York’s 100 most influential technology leaders by Business Insider, by Crain’s as one of New York’s Top Entrepreneurs, and by Ernst & Young as an Entrepreneur of the Year finalist.
Before Bolster, Matt built businesses and worked in marketing, consulting, and venture capital. He is the author of Startup CEO, Startup CXO, and Startup Boards.
TODAY WE DISCUSS:
- The challenge of hiring a CMO
- The playbook to hire a CMO
HIRING STORY:
- Over indexing on culture swinging to resume
- Balance of cultural fit and competencies
- Like dating…each one corrects the mistakes of the previous one
- Over-indexing on culture - “nice” - leave replacement
- Over-indexing on resume - “Vishnu” and “It/Out”
PROBLEM: Challenge?
- CMO at RP and Defense Against the Dark Arts
- I had been a CMO
- CMO is a hard role - expectations are all over the place, function has splintered (chart), marketing can become a dumping ground - french fry problem
- Marketing to marketers
- The myth of the playbook and Roth asking for headcount and budget - “plan to overspend and overdeliver”
Why is this important to the company?
- Disruption
- Cost
- Time
Rick’s Nuggets
- Positioning Problem
- Desire your opportunity
- A, B or C player
SOLUTION: How do we solve the problem?
The final playbook that worked for me for hiring CMOs - three “aha” moments
- Marketing can quickly be consumed by the “French Fry problem”
- Define the French Fry problem and marketing as a litany of tactics
- Moving marketing from the tail to the nose - what’s the real role of marketing? Brand and Audience, so start with strategy and ROI
- Making limited room for French Fries
- Producing the ability for others in the organization to make their own French Fries
- The realization that no one person can be the master of all channels
- Build list of competencies (channels, etc.)
- Build job roadmap to see how it evolves over time
- Make sure all critical competencies are covered somehow
- Focus on making sure the overall machine is optimized
- The critical nature of building a Leadership pipeline to grow CMOs
- Focus on making sure the leader is an intellectually curious orchestator
- Leadership development at the next level down
- Cross-training of all the channels and elements of the CMO role - orchestration, hiring/leading, ROI focus, customer service corner around French Fries
- The machine becomes something where the CMO is at the pyramid on top, not holding up an inverted pyramid and hoping it doesn’t topple
Rick’s Nuggets
- Values driven interview
- Do we operate from the same place?
- Are you REALLY proactive, rebellious, curious?
- Skills driven interview (working session)
- Transferable skills
- Growth
- Details
Key Takeaways that the Audience can plug into their business today! (Value):
- Find that right balance between culture and values fit and technical competency
- Help your people architect their own career as if it is a jungle gym and not a ladder
- (a great way to retain people)
Guest Links:
- LinkedIn: https://www.linkedin.com/in/blumbergmatt/
- Company: https://bolster.com/
- Resources: https://startupceo.com/ & Bolster.com
- LinkedIn: https://www.linkedin.com/company/bolstertalent/
- Facebook: /BolsterTalent
- Twitter: https://twitter.com/bolstertalent
- Twitter: https://twitter.com/mattblumberg
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
Thursday Jul 28, 2022
Thursday Jul 28, 2022
Doom & gloom is the impending economic forecast according to the media. Having flourished through two previous recessions, I have learned to look for the opportunity that comes with the adjustment.
And when it comes to hiring, the opportunities to thrive are bountiful!
One trend that I have personally observed throughout the years is that companies like Google & Facebook silently ramped up passive recruiting during those times and were able to come out of the adjustment even stronger.
Today I challenge you to recognize the opportunity that lies ahead and to commit to the growth of your people. This can and will only have positive results for them and the business.
Today’s Question:
- How do you build a stronger company in tough economic times?
Today we’re going to discuss:
- Why it is critical that you continue hiring activity
- How to hire effectively to increase the productivity & retention of your people
Challenge today?
- Keeping your High performers engaged
- Your best people are MORE valuable!
- They will be hunted by your competitors
- Hiring stronger people challenges & motivates the people you already have
- Your best people are MORE valuable!
- Growth through an economic downturn
- Look for the opportunity for your people
- People become fearful and move to more “stable” environments
- Recruiting remains a reactive activity
- We only hire when we feel the pain
- Hiring happens regardless if you chose to participate
- Participate
- Look for the opportunity for your people
Why is this important to the company?
- Downturns are opportunities for growth!
- The people onboard Fuel or Stifle growth
- Fear drives people to make poor decisions
- Poor decisions kill business
- Avoid being forced to hire anyone who is willing to accept your role… because they need a job
-
- Due to attrition
How do we solve the problem?
- Perspective
- Understand the value of continuously hiring
- Higher bar, less volume
- Opportunity to opportunistically hire
- Attract people who will elevate performance in the organization
- New ideas, new energy
- Understand the value of continuously hiring
- Increased Communication to retain your current people
-
- Career pathing
- Know the “What’s in it for me” for every one of your people
- Planned exits
- Promote purpose
- Engaging New People
- Dedicate 1-2 hours a week
- Passive talent engagement; NOT RECRUITING
- Reconnect with past talent
- Ask for new referrals
- “Get to know you for the future”
- Commit to 2 meetings a week with potential hires - Coffee ok
- Use Discovery Call script
- Purpose: positioning & value alignment
- Empower the hire
- Communicate timeframe and allow the person to be proactive
- Pull the trigger!
- Dedicate 1-2 hours a week
Key Takeaways -Value:
- Proactive hiring: Commit to 1 hour a week to expand your talent network
- Communication: Recognize the opportunity for your people and the business to thrive
- Action: When the opportunity arises to hire a high performer, embrace it. Allow the new person to fuel the energy of your team
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.stridesearch.com/hire-power-radio
- Authored: Healing Career Wounds (Amazon)
- https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
- HireOS inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
Thursday Jun 30, 2022
The Hiring 4-S: Strategy, Systems, Staff & Skills with Hilmon Sorey of CoachCRM
Thursday Jun 30, 2022
Thursday Jun 30, 2022
Are Strategy and Systems missing in your hiring process?
The answer is most likely “Yes” as 99.9% of entrepreneurs approach hiring as a reactive activity based on a current need. This is dangerous because it perpetuates the transactional mindset that sets you up for failure.
Strategy is not about “how do I turn on the funnel”. Strategy is about how you identify, contact & engage with the person who will thrive in your business. This means being able to articulate your value to align with each individual.
But, strategy is not enough to get an A-player to join your company. The structure of your interview process is the System that demonstrates excellence within the organization. And excellence is what every high performer strives for in their next company.
Guest Bio:
Hilmon Sorey is Co-Founder of CoachCRM sales coaching software for managers; Co-Founder of ClozeLoop, a sales strategy, training, and enablement firm with offices in New York, Houston, Silicon Valley, and Johannesburg; Partner in 2.12 Angels as a seed-stage venture capital firm; and author of 8 top-selling books on sales, sales management, and coaching.
He has helped build teams in companies that range from early-stage startups to Salesforce, Box, SurveyMonkey, Bill.com, and some of the fastest-growing companies in the world totaling over $600B in valuation and market cap.
He’s an award-winning trainer who has trained over 15,000 salespeople and over 5,000 executives. He is a sought-after speaker around the globe and a Forbes contributor.
Today We Discuss:
- The 4 S’s: Strategy, Systems, Staff & Skills
- How to implement the missing pieces into your organization
Challenge Today?
- Ensuring that you are hiring the right people who will have impact
- Understanding go-to-market strategy in how you hire
- Strategy and Systems absent in most hiring process
- How Companies Scale and How to Use Hiring as Competitive Advantage
Why is this important to the company?
- Ask any CEO of a Unicorn what they consider to be their competitive advantage. They’ll say their people.
- Tech eventually equals out, Markets change, Investors are wonderful - but even they invest in people.
Rick’s Nuggets
- Strategy absent:
- No time to do it
- Feel it’s not important
- It’s all bullshit anyways
- System
- No time to set up or train
- The results you get are the fruits of the effort of the work put.
How do we solve the problem?
- Strategy
- Understanding GTM strategy
- Competitive Differentiation (direct, indirect)
- Winning Zone
- Messaging and Channels
- Systems
- Agile Tech Stack
- Sales & Marketing Playbooks
- Feedback Loop and Ecosystem
- Staff
- Sales Strategy
- Competency Matrix
- Methodology for Alignment (proof)
- Culture
- Skills
- Training
- Coaching
- Margin Gains
Rick’s Nuggets
- Strategy:
- Only hire people who align with company values!
- Learn early
- Understand YOU first
- Only meet people who “lean in”
- System
- Interview process
- Documented, and communicated,
- Interview process
- Skills
- Train your people
Key Takeaways that the Audience can plug into their business today! (Value):
- Focus on Strategy and Systems to create scale.
- Hiring is as critical as identifying customers
Guest Links
- LinkedIn: https://www.linkedin.com/in/hilmonsorey/
- Company: https://www.coachcrm.com/
- LinkedIn: https://www.linkedin.com/company/coachcrm/
- Twitter: https://twitter.com/hilmonsorey
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com
Show Sponsor:
Thursday Feb 17, 2022
Thursday Feb 17, 2022
When time is of the essence and work needs to be executed, we often forego formalities and hop right into execution. Hiring a contractor or friend to help you with the work.
This was the case with my friend Pat (name changed) who paid a friend to build a proprietary software product for her company. A lot of problems came up in the process and the relationship was terminated. Pat wanted the IP to finish the product but there was no formal agreement in place and Pat did not own the IP.
Long story short, the relationship went south and it ended up in litigation. The end result was an additional 7 figure payout to obtain the rights to the code so the company could finish & release the product. A very costly encounter for Pat that would have been circumvented with a written agreement.
Today we discuss:
- Why your IP needs to be protected before you hire
- How to best protect it with anyone who touches your product
Challenge today?
- Is your IP protected
- Freelancing platform
- Software / product Development contractors
- Website development
- Video creation
- Training manuals/courses
Why is this important to the company?
- Becomes a problem when…
- Changing the terms of the agreement (product development)
- Not having rights to the video content you paid for
Rick’s Nuggets
- Employment/ Co-Founder Agreements
- What happens when someone leaves
- Who owns what? Messy & difficult
- Without an operating agreement:
- You don't own and may have a non exclusive right to the IP
How do we solve the problem?
- Get this in place BEFORE you pay anyone!!!
- Components that protect you
- Outline the role/position
- Work for hire
- Fiver not protected
- CIAA
- Indicate when the relationship concludes
- Indicate that their role is either an employee or an independent contractor
- If they are employee, indicate the extent they can make decisions for the company or represent the company (or not), information they keep confidential, non-competes, etc.
- If they are an independent contractor, indicate that they are not an employee of the company, do not represent or make decisions on behalf of the company, the company doesn’t pay their insurance or taxes, they are a separate legal entity, shorter term arrangement, you don’t exert control of the contractor, etc.
- * Duty to assign the rights to you
- Whether they are an employee or an independent contractor, make sure to include a clause indicating that they have a duty to assign any materials, work product, patents, trademarks, copyrights, and so forth that they created. If they are an employee this includes any work product created during their employment and using any information or assets of the company. If they are an independent contractor, this includes any work product and intellectual property created while the independent contractor is working on the project.
- Whether they are an employee or an independent contractor, make sure to include a clause indicating that they have a duty to assign any materials, work product, patents, trademarks, copyrights, and so forth that they created. If they are an employee this includes any work product created during their employment and using any information or assets of the company. If they are an independent contractor, this includes any work product and intellectual property created while the independent contractor is working on the project.
- Exclusive rights
- To the extent that the employee or contractor maintains any rights to the intellectual property or other works, they give the business an exclusive license to the IP/works free of charge
Rick’s Nuggets
- Expectation Alignment
- Values Aligned (employee/founder)
- Clearly defined expectations
- timelines and deliverables
- Formal Service Agreement
Key Takeaways that the Audience can plug into their business today! -Value:
- Get agreements in place
- Know what the agreements cover
- Review/update the agreements periodically so make sure they still cover what you are doing
Guest Links:
LinkedIn: https://www.linkedin.com/in/millerip/
Company: https://milleripl.com/
LinkedIn: https://www.linkedin.com/company/miller-ip-law/
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: rick@stridesearch.com
Show Sponsor:
Criteria Corp: https://www.criteriacorp.com/
Thursday Jun 03, 2021
Your Strongest Hire is Gone in 8 Seconds with Henna Pryor of Pryority Group
Thursday Jun 03, 2021
Thursday Jun 03, 2021
You’re hiring and just are not seeing the quality flow of people responding to your job ads. A bit frustrated, you decide to launch an email/LinkedIn campaign targeting people from your competitors. You identify the people you want to talk to and start sending messages. Hopeful that you’ll draw in the strongest talent.
But the response is underwhelming at best. Why?
Because no one cares about your company, your job or you until you can demonstrate the value of “what’s in it for me?”. The selfish way you message is the #1 reason you fail to gain a positive response. Start with a person’s pain first, then you'll gain their attention.
Our guest today: Henna Pryor, President & Executive Coach for Pryority Group
After an explosive 14-year recruitment career working with top performers, growing managers, and C-suite leaders, Henna founded Pryority Group to realize a vision that access to coaching and development is the most important asset to any individual’s continued growth.
Henna prides herself on an "empathetic but no-nonsense" approach and has been recognized quickly as a secret weapon of companies ranging from fast-growing startups to Fortune 500. She has a dual specialty in working with high-achieving women and measurably improving the performance of sales teams and growing start-up businesses through her in-demand sales messaging training programs and strategic coaching.
Today we discuss:
- Why no one cares about your messaging today
- How to structure your digital communications to gain a positive response
Challenge today?
Reaching out to candidates digitally in a noisy marketplace - getting their attention and keeping it.
Problem:
- Peoples attention span is about 8 seconds in digital communication (goldfish)
- Initial outreach is usually operating from middle school English class writing techniques
- Subject line kills you (great opportunity)
- The spotlight is in the wrong spot. People start by talking about themselves right out of the gate. People don’t want to hear about you right away. They want to be the hero of their sales message first.
- People are motivated by
- Love
- Hate
- Fear of
- Vanity
- Pride
- Longing for
Why is this important to the company?
- Even in digital communication, people buy on emotion.
- People get 121 emails a day- most of which are deleted or ignored
- Most leaders have not been taught sales writing
Rick’s Nuggets
- Pain, desire, impact
How do we solve the problem?
- Subject Line
- Must induce curiosity
- Ie: You wouldn’t believe how we do this,
- Confidential mysterious confession- top open
- “That was a huge fail”
- What's something special? What’s something you want to get away from?
- The Content
- You Perspective (“I get you, I understand where you’re coming from, I relate”
- Here’s why it might be worth chatting with me for a few minutes (features + benefits, ideally at least 3)
- Call to action
- Very clear
- Low pressure, low commitment
Rick’s Nuggets
- Strike a nerve by identifying their pain
- Be specific (growth, management, work content)
- Desired outcome by alleviating the pain
- Performance Metrics (Impact they will make)
- How’s my telepathy?
Opener
- You have been eagerly anticipating my email, but I just received your telepathic message so I apologize for taking so long to get back to you ;-).
Acknowledge the Pain
- I understand you are pretty good at your job but your talents in XXXX (personalize) may be a bit underappreciated (or underutilized, under-challenged, over-managed) in your current role.
Key Takeaways -Value:
- Attention is a currency. You might have the best opportunity with the biggest runway, but none of it matters if you don’t have a rock solid digital communication strategy to catch the attention of the right people to engage the conversation further.
- Your value proposition alone isn’t enough to attract a good candidate in this marketplace. You need to express in your outreach that you understand THEM, and then walk them through the benefits that will make your message compelling enough to want to continue the conversation.
- Using the framework shared will give you a much more compelling message to attract the candidate and give you a much better chance of starting conversations with the top passive talent as well, not just the active talent.
Guest Links:
Henna Pryor: LinkedIn www.linkedin.com/in/hennapryor
Company: Pryority Group Facebook Instagram
This show is proudly sponsored by Criteria Crop
Thursday May 06, 2021
Thursday May 06, 2021
Assumptions are the #1 reason we fail in our expectations when hiring and raising capital.
Assumptions are drawn when we don’t invest the time to listen to all parties. Asking deeper questions to gather data to support an accurate decision is crucial. What is not uncovered is the reason we make bad hires. Because we inject our own assumptions, needs & bias where the evidence should be.
This especially holds true in your hiring process when our needs and desires cloud what is most important, the truth.
Our guest today: Brian Franco, Founder & Managing Partner of Meritage Partners.
Brian strives for excellence and fairness in deal structure and has a deeply intuitive understanding of the importance of company’s compatibility. He has represented and completed deals with an extremely diverse set of small and mid-sized businesses (SMB's), private equity groups and public companies in a number of industries and has significant experience working with companies in: architecture & engineering, healthcare, manufacturing, logistics, wellness, A.I., software and technology, and professional services.
Brian is an expert in aligning expectations in the M&A process.
Today we discuss:
- Managing Expectations with Market Conditions and Expectations when Fundraising & Hiring
- 3 step process to achieving expectation alignment
Challenge today?
- Capital raisers need to secure time to develop and bring their vision to market. In business as in life, Time is afforded by “capital” ILLUSTRATION: An airplane needs enough runway, a powerful engine or engines , and fuel to develop speed/momentum to get airborne. One without the other will result in catastrophic results
EXAMPLE: Amazon did not expect to make a profit for four to five years
QUESTION: Will you expect Capital Providers to wait months or years to return a profit?
- Does the investment opportunity meet the investors expectations?
- Time requirement
- Return on Investment
- Balanced Risk & Reward
- Is their alignment among the founders and the investors?
- Cultural alignment
- Is the founder/team coachable?
- Is the founder a “rebel” or a “cowboy/cowgirl”?
- Cultural alignment
- Is there TRUST, Is there a Perception of risk when it comes to the topics of:
- Operational Control
- Financial Control
- Investing in the PERSON or TEAM to execute the vision or the business plan
Note: Visionaries aren’t always the best integrators
STORY: Some of us are familiar with the story about Steve Jobs leaving Apple in 1985 for 12 years and then returning in 1997
- To manage you must first understand
- LISTENING
Why is this important to the company?
- Understanding alignment empowers us and allows us to understand how to meet expectations and then meeting those expectations leads to SUCCESS
- Qualified leadership team: is their personal goodwill or collateral in past successes?
- Relevant experience in leadership
Rick’s Nuggets
- Assume nothing- eliminate your needs, desires & bias
- Listening is the only way to understand
- Understanding is the key to truth
- Truth is the springboard to success
How do we solve the problem of managing expectations?
It is as simple as “Listening” and “Educating” ourselves so that we align and meet expectations of Capital Raisers and Capital Providers.
Identify what is Achievable
- Listening
Education
- Educating clients on what the ‘market’ is likely to offer them
- Aligning expectations to market practices or offerings (reality)
Plan & Equip
- Identify relevant investors
- Develop Pitch Deck and Memorandum to articulate a consistent message
- Experience and ability to Assembling the team and identifying strengths and weaknesses (don’t put the strongest person in any position simply because they are “strong” align their strengths with the organization because they are qualified and capable)
Rick’s Nuggets
- Understand the person the business needs
- Target:
- Research, network & connect with 5-10 potential candidates
- Execute
- Have conversations to determine positioning alignment
Key Takeaways -Value:
- Don’t get in the way of your vision (don’t be too rigid)
- Put an allstar team together
- Be coachable
Guest Links:
Brian Franco: LinkedIn Twitter
Company: Meritage Partners
This show is proudly sponsored by Criteria Crop
Friday Oct 23, 2020
Friday Oct 23, 2020
We are in the greatest time for opportunistic hiring! An unprecedented number of talented people are on the sidelines and now is your time to hire the people that will take your company to the next level. All it takes is some creative thinking and a plan.
Our guest today: Scott Hamilton, President & CEO of Executive Next Practices Institute (ENP)
Scott and his team of Nextworks partners provide executive and organizational programs around strategic planning & execution, internal innovation methods, performance management improvement and the pioneering use of “collective intelligence” alignment.
Today we discuss:
- Why to start executing your talent strategy next year Today
- The 3 critical elements to building your hiring plan - executing in a targeted way
I find the biggest challenge today is that business leaders have not recognized the tremendous opportunity we have in front of us. That opportunity is displaced talent.
Challenge today?
- Getting lost in the covid fog
- Getting disconnected
- Employment brand message is getting lost in all the noise
- Lost in person networking
- Need to force connections in a different way, that you don't know
- Expanding your network channels
Why is this important to the company?
- Business value proposition, new ideas come from outside our industry
- Talent: High quality talent in other arenas
- Have skills, aptitude & capabilities to be successful
- Transparency & increase communications in our marketplace
- Be found easily and understand the value in working for your company
- Diversity, Equity (level playing field) & Inclusion
Rick’s Nuggets
- Leaders are still unclear about the opportunity we are in right now!
- Disrupting your own business through
How do we build it into your company?
- Bottom up strategy
- Tap the collective IQ
- Clear on mission
- Shared purpose
- Not just say it, but live it
- Culture of learning
- Community Partner
- Talent Skills
- Valuing adaptability
- Ideation - create
- Culture that allows people to step up & take risks
- People who have good judgment
- Execution skills
- Execution
- Acting with measurable intent
- Knowing KPI’s & OKR’s
- Pace & Rhythm
- Faster cycle to fail fast, learn fast
- 30-60 days (smaller projects to allow for testing)
- Reward & recognition for hiring - referrals
Rick’s Nuggets
- Target and connect
- Build a strong referral strategy
- Communicate needs daily
- Ask for names & contact information of top performers
- Contact yourself
- Do NOT pitch your job/company/yourself
- Treat as a “get to know you” call
- Take your time
- Hire for value alignment / cultural alignment before skills
- Value growth
Key Takeaways:
- Get started now on 2021
- Business value creation
- Talent value creation
Guest Contact/Links
Friday Sep 18, 2020
Friday Sep 18, 2020
Our guests today: Anne-Marie & Chuck Lerch, Co-Founder & CXO’s of HI Tech Hui
Chuck heads up Cybersecurity. been the CIO and CTO at numerous companies with great emphasis on security. His passion for secure networks is what led him to his love and vision to bring cybersecurity solutions to the Hawaiian islands.
Anne Marie is the CXO & Head of Counting Beans. Her love for business strategy and technology is what inspired her to start a consulting company in Hawaii. She specializes in project management for software development projects.
Today we discuss:
- Why it is important to secure your at home workforce
- Steps to take to mitigate the risk of being hacked
What are the security risks we are experiencing today with a remote workforce?
- Cyber crime is up over 650%
- Most office workers are working from home
- Companies and workers are ill equipped from a
- Culture Impact
- Technology Impact
- Depression
- Kids at home at same time
- Workers are can be less productive and not pay attention to what they are doing
Why is this important to the company?
- Money Loss
- Vendor hacks
- Moral Issues
- Productivity Issues
- Management Issues
- Home Issues
How do we secure our remote workforce?
- First we need to answer some questions and create a plan with our vCISO’s, CTO’s and Project Managers
- Understand what is at stake
- A hack can cost you millions of dollars!
- Depends on Company Budget and Industry
- HITRUST?
- CMMC
- NCUA, FFIEC -
- Healthcare ?
- Business with the Federal Government
- Banking
- Gap Assessment
- What are the weaknesses
- Corporate policies must align with security policies
- Cybersecurity hygiene
- Passwords -every login needs to have a different password!
- Remediation
- MFA- multi factor authentication
- Education & Monitoring
Key Takeaways:
- Implement education - security training, be aware so you don't get jacked
- Multifactor
- Securing the cloud infrastructure . secure the endpoints (computers) - configure against shady sites
- Monitor traffic
Guest Contacts:
Websites: HI Tech Hui, LLC or Cyberuptive
Thursday Sep 03, 2020
Your Local Hiring Market is Going to Disappear! Bradley Clark of RecTxt
Thursday Sep 03, 2020
Thursday Sep 03, 2020
Local hiring market is now gone! Guess what! Today, your best people will be hired outside your geographical location.
Our guest today: Bradley Clark, Co-Founder & Product Strategy of RecTxt
Bradley Clark, who is both a recruitment leader and an actual entrepreneur himself. He’s the Co-Founder of Rectxt, a text recruiting platform, and after a long consulting career working with organizations like Samsung R&D, Boeing Labs, Plenty of Fish, Best Buy, he’s now leading recruitment at Article.
Being on both the front line and talking to a number of companies and recruiters, with COVID and Work from anywhere - he’s seeing this rapidly emerging trend of where top local talent is getting scooped up from outside the market.
Today we are discussing:
- Why your local talent pool will continue to dry up
- How to counter this trend and give your company a competitive edge
Challenge today?
- Candidate experience is consumer behavior. People do have a lot of buying power right now. With remote, you are able to buy anywhere right now.
- Hiring local talent is now more competitive. Remote work will decimate your local hiring market. Already seeing it happen. Organizations say - work anywhere! Precedence to work anywhere led by tech giants.
Why is this important to the company?
- The best people in your local area, are going to be out of your market
- Transactional market/process will out bid you!
- Disrupt smaller markets
- Local discount is over
Rick’s Nuggets
- Work from home has opened the flood gates
Adjust your mindset and start adjusting your processes:
- Focus on growing your own talent
- Finding ways to build your own people
- Making them committed to you
- Rewards & recognition (your cool office, and office based perks are no longer valuable, mental health is important)
- Focus on Keeping them
- Engagement
- What the work looks like and the meaning of that work
- Flexibility & shift to output based
- Interview process as a promoter rather than a bouncer
- Mindshift change
- Rather than no… who do I say yes to?
- Speed & decisiveness
- Pre-interview process
- Understanding what the problem really is that they are trying to solve.
- What skills are needed to solve that problem
- Define what the person is really needed to do
- You need to be able to identify the “what and why”
- Interview process
- Focus on the “how & when”
- Selling the problem, how it is good for them
- Identify people that want to be a Big fish in a small pond
- Be decisive
- Communication
- Improve both the Speed of communication and keeping an open channel of communication. Get off email, this is why we created Rectxt.
Rick’s Nuggets
- Whats in it for me (not you) needs to be all you are con
Key Takeaways:
- Understand they’re no longer competing locally for top talent, so they’ll have to change to compete (business can’t be the same as always)
- Interview well with knowing what you want, then be decisive
- if/ when possible grow your own talent, then do everything you can to keep them
Guest Contact:
LinkedIn: Bradley Clark
Website: RecTxt
Thursday Mar 19, 2020
Thursday Mar 19, 2020
With the drastic changes in the current work environment we are pivoting a bit from hiring for today’s episode. We are discussing how to transition your staff to a “work from home” force by conquering some of the IT challenges.
Today’s Quote:
“Intelligence is the ability to adapt to change.” - Stephen Hawking
I’m Rick Girard and welcome to the Hire Power Radio Show. We help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and providing proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Collin Mitchell, CEO of Monster VoIP
Collin Mitchell is a serial entrepreneur who is passionate about technology and his mindfulness practice. His first entrepreneurial project was with his wife in their apartment living room which they bootstrapped together to 5 million dollars of revenue within 26 months. Most recently, he has been working on Monster VoIP, a nationwide unified communications provider that gives enterprise features at an SMB price. Personally, Collin is an early riser, consistent meditator, and swimming enthusiast.
Collin runs a virtual organization that is thriving! Which makes Collin a perfect expert for today’s topic.
Collin, Welcome to the Hire Power Radio Show today!
Today we are going to discuss
- Why it is important to pivot your workforce to work from home
- How to set up improve productivity and security
- Why Pivot to remote work now?
What are the basics of what is needed?
- Strong Internet Connection
- Is home internet strong enough.
- Minimum internet connection - 50 mb.
- Depends on provider
- Offering a stipend to cover the cost of upgraded
- Laptop
- Dual core or higher with 4 gigs of ram north
- Phone
- Voip
- Company provided cell
- Proper noise canceling headset
- Possible Backup internet connection - overseas
- Tools
- Productivity
- Tracking Software- works as a time clock and checking employee productivity
- Messaging Apps for collaboration
- Security
- Active directory
- Jumpcloud - cloud based active directory
- Antivirus/malware up to date
- Online Training Software
- Well Being
- Getting dressed everyday
- Have a plan/schedule
- Taking breaks
- Meditation
- Short Walks
- Standing Desk
Rick’s Nuggets
- Clear performance metrics
Key Takeaways:
- These Things are all easy to implement
- They are not too expensive
- Focus on security and productivity by using tracking software and cloud AD
Thursday Jan 16, 2020
Thursday Jan 16, 2020
Making a strong hire starts with attracting the right people. Knowing who the right hire is the first step. But in order to attract the right people there needs to be a message that resonates with the individual and motivates them to respond.
Today we are talking about hacking your hiring through the use of communication profiles.
Today’s Quote:
"Hacking involves a different way of looking at problems that no one's thought of." - Walter O'Brien
CEO of Scorpion Computer Services and executive producer of the TV series Scorpion
I’m Rick Girard and welcome to the Hire Power Radio Show. Our mission is to help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and provide proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Christopher Hadnagy, CEO of Social-Engineer, Inc.
Chris Hadnagy is a professional social engineer, author of 4 books, and keynote speaker. He’s the CEO of Social‐Engineer, LLC, a company who serves some of the globe’s largest organizations. Additionally, Chris provides free resources, including the world’s first Social Engineering Framework, via Social-Engineer.Org, and heads the Innocent Lives Foundation, a non-profit that unmasks anonymous child predators.
So Christopher knows hacking! Which makes Christopher a perfect expert for today’s topic.
Christopher, Welcome to the Hire Power Radio Show today!
Today we are going to discuss:
- Identifying the right person
- Crafting the right messaging to attract
- Logical steps to weed out the obvious
Problem
- Really bad hires!
- People look great on the surface
- Not showing up for work
- Quitting fast
Why am I having an issue getting good employees?
- *** realize how much time you spend on the back end when you hire with the wrong people
- Aftermath
- Lost over 100 hours and thousands of dollars
- Killed company morale
- Outline the type of person you want before you start interviewing
- Thinking about the work that needs to be accomplished
- Defining expectations up front
- Managing your own expectations- avoid unreasonable tasks
- Experience expected to have
Rick’s input
-
- Create messaging around the personality profile of a successful hire
- Pain, Desire & Impact
How do we fix it?
- Determine the best communications profile first
- Write the job description with keywords that attract the right people
- Describe the words and language to attract the right person.
- Detract the wrong people.
- Logic steps to weed out the obvious
- A list of questions to determine the right fit, video interview to whittle down to 3
- Give the disc test - confirm communication style
- Weed out the wrong cultural fit
- Confirm what is really needed with who the person is
How does one determine the right messaging?
- Disc profiling roles (general)
- D- management, leadership, - Aware D - understands how they communicate
- I- Sales, public speaking, Training
- S- HR, support role,
- C- Accounting, office management - detail & organization
Rick’s Nuggets:
- One size fits all messaging does not work
- Create messaging with a call to action to minimize
- Performance metrics attract the right people
- Plan and put process in place
Key Takeaways:
- Time invested in the prework saves thousands of dollars for the company
- Define what it is that a person must have
Thursday Nov 21, 2019
Thursday Nov 21, 2019
Telling a story is the quickest way to gain a person’s attention. The challenge in recruiting is telling a story that is compelling to the person you need to hire. And to top it off your story is just like everyone else and it is all about you!
What if we wrote each story differently than everyone else. Would we get better results? Damn right you will, and today my guest and I are out to prove it!
Today’s Quote:
"Storytelling is the essential human activity. The harder the situation, the more essential it is." - Tim O'Brien
Our guest today: Michael Goldberg, Founder & CEO of Hiring Transformed
Recruiting Strategist, Talent Finder, and Hiring Manager Whisperer all describe Michael who advises and coaches Talent Acquisition Leaders through roadblocks. The biggest obstacle is the ability of both recruiters and Hiring Managers to tell stories that are authentic and engaging. Michael also assists talent organizations with strategies to increase productivity, create strong recruiter/hiring manager partnerships, and lead change management initiatives.
Today we are going to cover
- The importance of storytelling in recruiting
- How to tell a better story and the framework for recruiting success
Why is storytelling important?
- Give me people now, make sure they are qualified and let’s just get them in the door and we will be able to close them.
- Don’t take the time to engage, just jump in and let’s go
- Don’t know how to kick off relationships.
- Jump right into it about the position
- Most people are not responded
People don’t respond to your messages... Why?
- Very overwhelming
- 4-5 times a day
- Information overload
- The same exact message
- Timing
- Area of interest
- Miss-targeting, misinformed
Rick’s Input
- Text, email, social feeds (paid media)
How do we do it?
- Start with a Story
- The story is told voice to voice!
- Humanize it
- Don’t run the story at 30,000 feet
- Capture their attention in a job posting or messaging
- Could be done as a video or as a blog
- Goal is to get to a phone call
Structure of the story
- Create the Hero- someone within the company
- A successful employee
- Should be a peer
- Makes it more relatable
- Mission or goal and share the obstacles are/were (targeting)
- Immediate and concrete to create rapport to create a connection
- “Have you been in a situation like this before?”
- Resolution (get over the obstacles & hit goals… or it didn’t work out, what would you do differently
- About showing, not just telling
- “Imaging yourself just completing X. You have worked with Sally and Joe and were able to overcome these major obstacles. You were able to deliver X with your team....Like selling a car “Imagine yourself behind the wheel of…”
Rick’s Nuggets
- The story should not be about you
- Try to make the person you are trying to recruit the hero
- Design the story to a specific pain that the person may have
- Make it relatable to that specific person
- Tool for crafting messaging
- Crystal Knows- messaging
Key Takeaways:
- Build trust through strategically crafted stories and will help recruiters differentiate themselves from others.
- Storytelling can take different forms depending on where the storyteller plans on sharing info. Videos, Blogs, & Social Media posts but videos prevail because it is the best way to create trust between the recruiter and the candidates.
- Storytelling should be told throughout the recruiting process. Not only by recruiters but by hiring managers and would-be peers
Thursday Oct 17, 2019
Thursday Oct 17, 2019
Founders, the quickest way to attract investment is to already have a team in place and the wheels in motion. People will join your startup prior to raising capital when they are committed to you as a leader and the mission of the company.
You do not need money to hire exceptional talent. You need to know who the business needs first. Then bring value to them personally and/or professionally based on their pains & desires.
Today’s Quote:
"Teamwork makes the dream work, but a vision becomes a nightmare when the leader has a big dream and a bad team."
- John C. Maxwell
Our guest today: Carey Ransom, President of the newly formed OC4 Venture Studio & Host of Accelerate OC
Carey is an entrepreneurial thrill seeker and company builder, serving team members and customers along the way. He has a founder attitude, even when he joins a business already underway, or take over the reins of a company. Carey excels in business and corporate development, technology and product strategy, marketing, sales, and channel partner development, and has led many startup-to-growth companies to successfully pursue breakthrough business opportunities. He’s done millions of dollars of business via LinkedIn as well!
Today we are going to cover:
- Why you should build your team BEFORE you try to raise capital
- How to recruit people when you have no money to pay them
Why is it important to build your team before you start to raise capital?
- -Sell the idea, gets people excited about it.
- Convince people to join, but the employee experience on the inside suck
Where do Entrepreneurs get stuck?
- Pretending you have it all figured out is really dangerous
- -the opposite of the strong figurehead, being vulnerable
- -we are looking for help and we are willing to listen
Rick’s Input:
- Best way to prove your company has legs is to have a team
- Allow people who are involved to become invested by active participation
- Utilize their talent and keep engaged
- “Once I get the Money” syndrome
Mindset:
- High ego to start,
- Be selfless as you can and give it away.
- Want everyone to be a founder in their mind
- Being transparent & vulnerable
- Not having to make every decision
- Not always having to be right
How does one build a team without having the Money?
- Create a Safe Environment for people to take risks without penalization
- Encouraging risk - leader fails first- set the example
Rick’s two cents:
- Network
- Get to know your teammates before you approach to hire
- Understand their career pains & desires
- Look for alignment (do not force it…. Nurture Campaign)
- Plant seeds
- Seize the Opportunity
- Ask for help!
- Gain involvement (advisory to start)
- Communicate and keep involved
- Allow the relationship to grow & evolve
- Create the ecosystem for each person lean in
- Give what you can
- Equity
- Title
- *maintain high integrity
Key Takeaways:
- Look at every single person as an investor. Be open to different types of arrangements
- Be careful to not oversell/overstate your advisor involvement
- Find people who will be really real to keep you grounded. Ultimately the best team wins!
Thursday Aug 22, 2019
Thursday Aug 22, 2019
We are talking today about the importance of keeping your people informed about what hiring is taking place and allowing your people to become brand ambassadors!
The benefits of keeping your people informed are tremendous as employee referrals harness the highest ROI. Reduce time to hire (55%), Cost of Hire ($3k), improve the quality of hire by 88% and increase retention @45% (after two years).
This all starts with continually marketing internally first, then expanding outward!
Today’s Quote:
"Internal marketing is probably much more important than external marketing. That's even more true today than it's ever been."
- Tom Stewart
Guest Bio:
Angelo Ponzi is the Founder & President of The Ponzi Group. He is a marketing and branding strategist that works with small to middle-market companies as their fractional Chief Marketing Officer in defining market opportunities, developing competitive profiles, audience personas, brand realignment, and strategies, to strategic, integrated marketing plans that help businesses compete in an ever-changing marketplace.
He focuses on three strategic pillars for success: Insights, Brand, and Plan to develop effective and efficient programs for building enduring brands and sustainable business growth.
Angelo is also the host of the radio show/Podcast, Business Growth Café.
Show Highlights:
- Employment Marketing
- What is it? Why is it important
- How to Structure a solid marketing campaign
What is Employment Marketing?
- Promotion of the company’s mission, values, products/services to its own employees
Why is it important?
- Improve employee engagement
Problem
What are the challenges facing today
- In most companies, this is non-existant
- Marketing is left up to recruiting
- When it comes to marketing, companies focus externally and do not educate everyone internally.
- Internal marketing
- Creating brand ambassadors for hiring
- Everyone has a role in marketing, and need to get involved in what is happening. Get everyone to embrace what they are doing.
- Huge risk of alienating potential hires because they do not know how to market the company. Internal communication, internal operations, functionality
- Avoid potential issues
Who’s responsibility is it?
- C-suite & Marketing
- Recruiting
Rick’s Input:
- Internal referrals are your strongest source of talent
- Informed employees are continually on the lookout
- Required Talent Acquisition & Marketing collaboration
- Cultivate a referral program
- Brand messages reached 561% further when shared by employees vs the same messages shared via official brand social channels (Source: MSLGroup)
- Content shared by employees receives 8x more engagement than content shared by brand channels
Ingredients for good candidate Experience
- How to deploy an internal marketing program
- Set up a monthly meeting- internal chat or social platform to
- Get information to everyone
- Make the messaging visible as possible
- Internal email
- Exposure to marketing materials
- Educate employees on how the work they do fits into the overall business to build a better understanding of their contributions.
Steps for executing a plan - Process
- Conduct an internal survey to better understand the level of knowledge
- Develop an internal marketing plan, similar as you would for external marketing
- Empower an individual to be the internal marketing champion...not just an additional duty, but true responsibility with KPI’s
Rick’s two cents
- Align recruiting & marketing
- Cultivate a referral initiative
- Encourage promotion through social channels (Gamify)
Key Takeaways:
- Incorporate information about the company, markets and brand into the on boarding process
- Update employees at least once a quarter, if not monthly on any changes that can impact their jobs and/or give them the ability to talk about the company beyond their function
- Make sure employees are marketed to first, so they are aware of campaigns prior to the external marketing activities. This builds loyalty and inclusiveness among the staff.
Friday Jul 19, 2019
Friday Jul 19, 2019
The usefulness or uselessness of AI & Employment branding in Recruiting.
Today’s Quote:
"This is what Steve Jobs understood: Brands are defined not by the best thing on the product but by the worst thing."
- Robert Scoble
Guest Bio:
MJ Shores is a Chief Marketing Strategist and technology trends analyst. With a rich and diverse professional background in public policy, business, and technology, she is sought out for her far-reaching, cross-industry and cultural insights. MJ has been a panelist and keynote speaker at industry and special interest events around the globe. She has been featured in Business Week, Financial Times, Wall Street Journal, MSNBC, China Post, and other media.
MJ developed her expertise through a career that spans working as a policy analyst at a think tank, serving in leadership roles at top global business schools (e.g., Wharton School of Business, UCLA, University of Moscow – Russia), and leading marketing efforts at technology firms (e.g., SaaS software, digital streaming or OTT), and others. She is involved in the local business community, where she is an acting Senior Strategic Advisor for Executive Next Practices (ENP).
Show Highlights:
- The role AI plays in employment branding & hiring
- What works & what doesn’t
- A road map of where & how to invest your time
Problem:
Challenges:
What is the relationship between AI & employment branding?
- Your brand is created by the experience people have with your brand. AI helps you determine the truth between your perspective and what the market thinks.
- How you brand your company and serve your prospects.
Where is it working?
- Routine functions *** open up time for HR to engage with People ***
- Extracting data
- Automated process for scheduling & auto response
- Monitoring your brand for good/bad feedback
Where does it now work?
- Tasks that require judgement
- Inferences between intent and keywords
- Still really in beta, not quite ready for primetime
Rick’s Input:
- Administrative tasks
- Resume screening- Both fail here
- Does not engage people
Solutions:
How to best use AI
Roadmap
- Spend $ on Training HR to identify and use technology.
- Rely on IT to identify and recommend tools. But IT does not understand Recruiting problems
- Start with a simple chatbot to automate scheduling and response to website querrys/candidate questions
- Social listening tools- candidate identification/sourcing
- Red flag/background check piece as a final step
- ethics & morality of this step
Rick’s two cents
- AI cannot replace human interaction!
- You still need to pick up the phone and find out the truth
- Do NOT rely on tools or resumes to filter people in our out!
Key Takeaways:
- Brands are No Longer Owned by Companies (in an era of skepticism of companies and traditional marketing, the voice of potential candidates and the public are central to your brand)
- AI Enhances the Candidate Experience & Talent Acquisition
- AI Will Enable HR to Become Human Again
Thursday May 23, 2019
Marinela Gombosev: An Alternate Route for a Startup to Hire Salespeople
Thursday May 23, 2019
Thursday May 23, 2019
Alternative ways to hire salespeople when your company is getting started. Sales are the lifeblood of a company but what do you do when you need to grow revenue but have a limited budget? You get creative. Today we are talking about an interesting alternative to driving sales in the form of Independent sales reps.
Today’s Quote:
"Pretend that every single person you meet has a sign around his or her neck that says, 'Make me feel important.' Not only will you succeed in sales, you will succeed in life." - Mary Kay Ash
Guest Bio:
Marinela Gombosev is the President & COO of Evoke Neuroscience, a commercial-stage diagnostic company focusing on early detection of Alzheimer’s and other dementias with a vision of ultimately eradicating dementia. Marinela is a roll up the sleeves leader who strives to work across all levels of the organization, lead from a place of authenticity, and effectively represent the company to its clients, partners and investors.
Over 50,000 patients have been assessed using Evoke’s technology and under Marinela’s leadership, the company has twice been ranked in the Inc. 500|5000 fastest-growing private companies.
Show Highlights:
- The good bad & ugly of hiring independent sales reps
- How to hire them in the most efficient manner
Problem:
Why hire Independent sales reps?
Independent manufactures reps?
- Upside
- No money to spend, a great way to get growth
- Don't pay anything until they close a deal
- Fast
- Rephuner.net
- Downside
- Control or visibility
- Way to monitor, don't want to be managed
- Misunderstand the product, regulations, Get burned a lot
- Can put you in a legal liability
- Misrepresentation of contacts & skills
Solutions
How do you hire them?
- Dirty secret: You are buying their relationships
- Hiring because they are trained. Many are pretty bad. Where she has been successful are the ones with relationships. Once they sell their relationships.
- Similar types of products.
- Who are your call points? Personal network? Other reps that work with you?
- Place an ad and make sure profile is written for reps
- Who are you selling to, what are you selling, how much $ am I going to make
Schedule call
- Evaluate call points
- Level of interest
- Product Understanding
- Amount of time they can invest
- How many other clients they have
- Where am I on the priority scale
Hire
- Sign NDA
- Disclose comp plan
- Sales rep agreement
Comprehensive Training Plan
- On boarding program & test
- Access to all the training materials
Rules
- No exclusive territories
- Lead registration program / lead protection
- Demo product
- Short term play once the network is exhausted they usually burn out
- Internal expertise helps to close leads
- *One to Two phone call hire
- 3-4 hour time investment per person
- Product margins to support it
- A revolving door of recruiting. Have to constantly recruit
- Need 50 because most of them are not selling
- 80/20 rule
- *** Prepare for a love/hate relationship
Friday Apr 12, 2019
Anthony Camacho- Sniffing Out Excellence When Hiring Salespeople
Friday Apr 12, 2019
Friday Apr 12, 2019
The average annual turnover in sales is 25 to 30%. That is the equivalent of hiring & training the entire Sales organization every 4 years! How do you know you are hiring a good salesperson? Why you look for evidence of success that is transferable to your organization. Today we are going to really help you sniff out the correct information to hire the right talent.
Today’s Quote:
"There are worse things in life than death. Have you ever spent an evening with an insurance salesman?"- Woody Allen
Guest Background:
Anthony Camacho is the Founder & CEO of Top Producer Factory. Having worked with start-ups to $40 million ‘small businesses’, Anthony is a sales and performance mentor to everyday entrepreneurs as well as Fortune 500 companies. He has personally cold called millions of dollars in sales, using techniques and strategies which he freely shares from the stage. A former Dale Carnegie Coach and certified sales coach through the Institute for Professional Excellence in Coaching, Anthony, 37, has 20 years of experience in cold calling, generating new prospects, bringing in new business, closing deals and managing sales teams.
Working with corporate clients, executives and small business rockstars; Anthony is currently on tour in the United States and Australia, delivering sales and leadership seminars and keynote talks.
Based in Southern California, Anthony – a father of four girls – is also a yogi, pursuing the lifestyle of Bikram Yoga in his downtime.
Anthony is the Author of 3 x best-selling books (Buy them on Amazon.com ») Anthony Camacho® has presented at more than 500 live events including TedEx style talks, workshops, seminars, Expos & industry-specific conferences. He has been a speaker/emcee for:
- Habitude Warrior Conference (Erik Swanson)
- Evolution Seminars (Matt Brauning)
- Free to Bounce (Paul Cummings Worldwide Enterprises)
- Guest lecturer (University of California, Riverside)
- Miss West Coast Beauty Pageant
- Corporate America including Fiesta Insurance Corp and Excellence Real Estate Empire
- REEMA Beauty Charity Events
- Various Chamber of Commerce
Show highlights:
- How to identify great salespeople
- How to sniff out the frauds
- What to do in the interview process
Problem:
How do we identify great salespeople
Both parties need to be prepared. The interviewee should be asking about growth, opportunity, and professional development. Rate people on the quality of questions they ask.
How they interview? No structured interview process. Sometimes they just want a body… mentality about hiring the right person… run on Turn & Burn. Companies don't consider how much how much they really lose by making the right hire. Ultimately, hurts the company morale and customer base. Referral hires - no shortcuts.
Managers take a Narrow view or let complacency set in
- Unrealistic High bar…. Looking for “rock stars”
- Status quo is a business killer
***Sales management -The reason bad sales hires are made, bad leaders hiring bad people. The biggest challenge is Mid-level Management. Mid managers are delegated.
*** Making people managers without training. How do I duplicate myself?
- Letting middle managers learn & grow… giving someone a shot. (hope strategy)
- Clarity on job description/expectations or even a clear compensation plan (not defined or clear)
- How they get paid…. They lose their enthusiasm
Is the C- level is setting people up for failure?
Rick’s Two Cents:
- Be wary of Stars!
- Research indicates an A player at one company doesn't necessarily transfer to another
- Train your leadership before they start hiring. I failed miserably when I was promoted to manager
- Test answers
Solutions:
What to do in the Interview process
- First prepare people & be prepared
- What to bring, and prepared questions to have for us
- Show the person that you are serious.
- Private office, punctual (preferred early),
- Observe how they present themselves, time frame.
Note: Starbucks & Denny’s are for MLM pitches.
What to look for: Anthony’s Ingredients of a good salesperson
- Integrity- trust with the customer
- Above and beyond in serving the customer
- prior job experience/history
- Loves door to door salespeople- most grueling job ever
- Manual labor- if they know how to sweat, making a phone call is easy
- Life goals, financial goals/aspirations = hungry for themselves
- Closing ratio/formula to make a sale. Day to day sales activities break down (know their numbers, how do you get to that?
Hiring Management:
- Promoting managers- good salespeople need to be trained to be a leader.
- Training received before becoming a manager. Time to learn before accepting the responsibility- learn how to delegate, motivate, lead
- Get a curriculum for leadership
- Companies managers/ not leaders
Rick’s Insight
- Focus on behaviors- Look for evidence
- Understand how customer relationships are developed
- Hire for core Values Alignment
- Cultural fit
- Look for transferable skills to provide growth opportunity
- Locating transferable skills requires creativity
- Training
Key Takeaways:
- Benchmarks •Know your closing ratio and understand the closing ratio for your team
- Desire •Does your sales professional and the team have a “BIG WHY” You can teach everything but you can’t teach desire
- Buy-in •Sell the objective to your sales team
Friday Mar 29, 2019
Special Event: Erik Huberman from TiECon SoCal
Friday Mar 29, 2019
Friday Mar 29, 2019
Erik Huberman, Founder and CEO of Hawke Media, Managing Director of Nest Equity Partners, and Operating Partner of Arrowroot Capital Management
Wednesday Mar 20, 2019
Special Event: Brian Frankel from TiECon SoCal
Wednesday Mar 20, 2019
Wednesday Mar 20, 2019
Brian Frankel, Marketing Consultant of Ignite.Consulting, TiE Charter Member, and Founder, of Mentor Matchmaker
Thursday Mar 14, 2019
Erik Huberman: Dissecting a Hire Gone Wrong
Thursday Mar 14, 2019
Thursday Mar 14, 2019
The mistakes we, as entrepreneurs and hiring managers, make when building our companies. Often our need to fill overrides our logic in determining the fit between both parties and as result Core Values are often ignored. Assumptions, unclear expectations, and lack of diligence make for a perfect storm of a disastrous hire.
Today’s Quote
"Hiring people is like making friends. Pick good ones, and they'll enrich your life. Make bad choices, and they'll bring you down." - Jason Fried
Show Guest
Erik Huberman is the founder and CEO of Hawke Media, the fastest growing marketing agency in the United States. Launched in 2014, Hawke Media has serviced over 1000 brands of all sizes, ranging from startups like Tamara Mellon, SiO Beauty and Bottlekeeper to household names like Red Bull, Verizon Wireless and Alibaba. Hawke Media has taken home numerous industry awards including inclusion on the Inc. 5000 2017 list of “Fastest Growing Companies”, Fortune Magazine’s “50 Best Workplaces in Southern California” and Forbes’ “Content Marketing Companies to Check Out in 2018."
"Prior to Hawke, Erik founded, grew and sold two successful e-commerce companies. Huberman is the recipient of numerous awards including Forbes “30 Under 30,” Inc. Magazine’s “Top 25 Marketing Influencers,” and Best in Biz North America’s “Marketing Executive of the Year.” A regular contributor to major publications like Forbes, Entrepreneur and CS Q. Huberman is also a well-known keynote speaker.
Episode Highlights
- Break down one of your early hires and talk about the decisions that were made and why
- What we learned and how you can avoid making our mistakes
Making a wrong Hire: Walk through the story
- Hired an executive, all-star, great background
- “Why would you buy a dog if you're the one barking on the corner”
- Discussing expectations, but not the HOW.
- Had a budget, revenue numbers, really clear…
- Takes time for executives to ramp up
- Hired from a large company- a different mindset
- Taking people through a more formalized process.
- Properly frames the mindset as a professional environment
- You are taken more seriously
- *Onboarding Process
- Didn’t have a process. Throw people to the wind
- Unprofessional entrance + people didn't view it professionally
- Made the mistake of selling perks
- Hired 7 people in the beginning, only one stayed past 6 months.
- Bridging the gap with the business.
* Post hire, you are not done once you made the hire. Once someone is hired, real-time investment into their success.
Rick’s Hiring Mistake
- Hiring Friends without clear expectations
- created an expectations document
Key Takeaways
- Stick to a hiring process - It must be Professional
- The more senior the hire, the more time investment to align expectations - May take up to a year to come up to speed
Thursday Oct 25, 2018
Sherry Benjamins: Build a Strategic Plan to Avoid Costly Hiring Mistakes
Thursday Oct 25, 2018
Thursday Oct 25, 2018
Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world!
Today's Quote:
“Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.”
― John C. Maxwell
Show highlights:
- Why you hire poorly
- A structure to build a strategic hiring plan
The problems with a reactive hiring process (why you can't hire):
-
- Transactional
- Paying too much for people
- Not solving a problem
- Your company is just a paycheck
- High failure rate
- 67% of people earning $100K+ plan to make a job change in the next 12 months.
- Companies in React mode all the time
- Forecasting recruiting like you forecast your finances
Creating a Strategic Plan for Talent
Five elements you must have to develop a solid strategic plan:
- 1) Define your value agenda –
- what is the source of value in your business? Is it in operations
- How you structure the teams,
- Where the highest value resources are in the organization?
- How are you dealing with automation, big data, AI, innovation, customer satisfaction.
- 2) What is your leadership agenda?
- Do you have the right people in the highest impact roles
- 3) Strategic priorities –
- what is the hottest priority for success given where the value will be most critical?
- Does the leadership team agree on these?
- 4) A Winning culture – with this focus, is everyone ready and believing and behaving in what it takes to win?
- Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain
- 5) Road map
- Specific & Actionable… Need to get some early wins
- Send a message to the organization
- Accountability & results
Ricks Input:
- Know who you are- Company values
- Break down the work that needs to be accomplished & timeline
- Establish Performance metrics 90/180 day
- Establish Interviewing strategy and process
- -Closing the hiring managers and candidates for mutual success
Sherry Benjamins has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business.
Sherry is the President of S.Benjamins & Company. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions. Her experience includes work in the HR corporate world, P&L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.
Thursday Sep 20, 2018
Shawn Andrews: What Is Emotional Intelligence And How Is It Relevant To Hiring?
Thursday Sep 20, 2018
Thursday Sep 20, 2018
Why should we care about Emotional Intelligence when building a company today? People with high EQ, work better with others, manage customers more effectively and cultivate an accepting company culture.
Today's Quote:
“Emotion is more powerful than logic” - Albert Einstein
Show Guest:
Dr. Shawn Andrews is a keynote speaker, organizational consultant, and the founder and CEO of Andrews Research International. She serves as adjunct professor at Pepperdine Graziadio Business School, where she teaches courses on Organizational Behavior, Women in Leadership, Diversity in Organizations, and Leadership and Ethics. She was the 2017 Diversity & Inclusion columnist for Training Industry Magazine, and is the author of the book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide (Amazon.com)
Episode highlights:
-
- EQ, What is it?
- How to you get it?
- Incorporate into your hiring
What is EQ?
Set of emotional and social skills that collectively establish how well we:
- Perceive and express ourselves
- Develop and maintain social relationships
- Cope with challenges, manage stress and make decisions
- Use emotional information to guide our thinking and action
- Managing emotions
- Manage stress
- Overcome obstacles
- Inspire toward collective goals
- Self perception, Self expression, interpersonal, decision making, Stress Management
- Tied into core company values
Why is it Important?
- Low Emotional Intelligence breeds bad cultures
- “Hire hard, manage easy”
What if you don’t have EQ? How do you get it?
- Get EQ assessment
- Read a book
EQ for different roles:
Leadership:
- Interpersonal relationships
- Assertiveness
- Self-awareness
Sales:
- Self-actualization
- Assertiveness
- Happiness
Marketing / Creative:
- Optimism
- Reality testing
- Independence
Customer Service:
- Stress tolerance
- Assertiveness
- Happiness
Product Development /Manufacturing:
- Flexibility
- Problem solving
- Independence
Interviewing for EQ
- Behavioral Interviewing
- Comfortable candidate- feel conversational, warm & informal
- Start: difficult challenge that was solved, commend… then go granular
- “Hire hard, manage easy”
- Deep reference checking
- Evidence of low & high EQ behaviors
Thursday Sep 13, 2018
Darrell Gurney: Breaking Bad, Career And Hiring Habits!
Thursday Sep 13, 2018
Thursday Sep 13, 2018
Why is it that we put more thought into lunch choices than we do our career or hiring decisions?
Today we are going to discuss the top three bad habits that both candidates and companies do throughout the hiring process that kill their ability to make a smart decision.
Today's Quote:
“To change habits, we must study the habits of successful role models.” – Jack Canfield
Show Guest:
Darrell Gurney is a career expert, executive coach and authority in supporting people through successful transitions. He brings back the power of social connection by teaching professionals that you’re simply one face-to-face relationship away from your dream job life.
He is the author of the Amazon bestseller “Never Apply for a Job Again: Break the Rules, Cut the Line, Beat the Rest."
As founder of both CareerGuy.com and TheBackForty.com, Darrell’s motto for both career and life is, as Frank Sinatra sings, “the best is yet to come, and won’t it be fine!”
Episode highlights:
- The top 3 bad habits we need to stop right now!
- Why these habits are so detrimental
- Good habits to replace the bad
Hiring bad habits from both sides:
Darrell’s top 3:
- 1. Looking to see what jobs are available & Going through the front door by applying for open positions.
- Take charge of their career path vs be at the effect
- Get out of your box: the house, the computer screen, the phone, and get in front of people.
- 80% of all jobs are filled before they are ever advertised by the people in the know bringing in the people they know
- 2. Failing to develop relationships beyond the job search process.
- Never submerge in your job or your life. Get out, be making connections, be talking to people about your interests and passions
- 3. Not treating yourself like a business
- Realize that you have your own business, and you always have -- you simply lease out your employable assets
- A business owner is always concerned first and foremost about two measures: ROI (Return on Investment) and ROE (Return on Equity). You want to similarly always watch, manage and monitor your own Return on Individuality and Return on Effort.
Rick’s top 3:
- Winging it-
- company values -clueless
- Not clear on what the business needs
- Work that needs to be accomplished
- Listening!
- Interview Process
- Not clearly defined
- Following the pack -
- Accepting the Status quo
- Testing people before engaging
- Transactional relationship
- Not understanding the person across from you
- Focus on skills
- Protective of the culture
Why are these habits bad?
- How can you get where you are going when you don’t know where you are?
How do we fix these habits?
- Winging it- not clear on what the business needs
- Build preparation time into your schedule
- Define what the business needs (not your wants) and who you need to take you there
- Interview Process
- Structured, Organized, Timed & Purpose Driven
- Get to the Truth!
- Transactional relationship
- Heal the person’s wound with your opportunity
Thursday Sep 06, 2018
Thursday Sep 06, 2018
Founders need to build the cultural foundation before building the product! Building the right team is more important than just any team.
Today's Quote:
“Alone we can do so little; together we can do so much” ― Helen Keller
Show highlights:
- The importance of taking the time to select the right team
- Recognizing the team challenges
- How to set the right foundation for building a great team
Challenges we see with teams:
- What you really need in a team...Taking anyone is not the right thing to do
- Hiring anyone or for skills dramatically increases the likelihood of failure.
- Founder need to develop their muscles to make smart hiring decisions
- The foundation- transparency & culture
- Purpose- What's in it for me?
- How and who makes decisions?
- Most importantly, How does the team solve problems?
- Develop the EQ to have the difficult conversations
Framework for Building the Right Team from the Beginning:
- Establish mission, vision & values (as a team)
- Communication standards
- Foster transparency
- Business Model Canvas (product driven)
- Establish process
- Define who you are BEFORE you make your first hire
- Only hire people who mirror your core values and align with your vision
- Great things often come out of conflict
Takeaways:
- Culture first
- Transparency
- Hire people who will take you where you want to go
Melinda Kim is the Executive Director, co-founder of PeopleSpaceOC, an incubator and workspace located in Irvine, Ca. She is a proven executive/entrepreneur who facilitates collaboration and innovation between developers and business entrepreneurs from around the world.
Aside from her responsibilities, Melinda is also a Startup Weekend Facilitator and NASA Space Apps Lead. She specialize in Statistics Driven Product Analysis, Business Strategy, Growth, Community and Social impact.
Friday Jul 27, 2018
Friday Jul 27, 2018
According to Wikipedia, Gamification is the application of game-design elements and game principles in non-game contexts. Gamification commonly employs gamedesign elements to improve user engagement, organizational productivity, employee recruitment and evaluation, and more.
We are all used to being gamefied. In fact, our lives have been programmed to do things based on reward. Everything from our GPA to buying a new iPhone pulls from principles of Gamification. A lot of Companies Gamify pieces of the organization, mainly those associated with revenue. It is not commonly implemented throughout the whole organization, especially the operational side of the organization. Full organizational gamification has increased employee engagement by 92% and productivity is hitting record strides!
Today's Quote:
“The Game gives you a Purpose. The Real Game is, to Find a Purpose.”
Show highlights:
- Discuss the benefits of gamification to your business
- What's needed to gamify your company?
- The structure to implement gamification into your company
Why did your company decide to gamify?
- Our lives are gamified
- Isn't gamification a form of behavioral modification or conditioning?
- Skinner’s Radical Behaviorism or Pavlovian response
- Benefits to the company?
The gamification you use at iPlace. How does it work?
- Launchpad
- Customer, Employee & Company goals
- *Launchpad: each person earns a star each week for successfully completing tasks. Each week mini performance review- Agile sprint?
- 40 stars = pay raise, 120 stars promotion.
Why does gamification work in terms of Engagement?
- Build a culture of performance and healthy competition
- UNDERPERFORMERS CAN NOT HIDE
- Put management on auto pilot. Unscheduled leaves have declined over 93% since they have eliminated by escalations (they and all of team loses stars)
- Sets expectations up front
Hank Levine is the President and CEO of iPlace USA, which is widely regarded as the highest quality company providing professionally managed sourcing and recruiting services for US-based companies from India. Over the past twelve years, he has helped over 240 American companies establish offshore recruiting operations.
Hank spearheaded the development of a very innovative “company operations system” based on gamification. He was the keynote speaker last May at the StaffingTec conference where he spoke about how progressive companies are using gamification to scale their operations, align company and client goals, improve the health and wellness of their employees, and even eliminate performance reviews.
Friday Jul 13, 2018
Anita Kanti: Abolish the Resume!
Friday Jul 13, 2018
Friday Jul 13, 2018
A majority of the most talented people have terrible resumes. Why? Because they are busy making things happen!
Companies miss out on great people because they never make it past the resume screen. Automating the process and screening for buzzwords is just not an effective tool for finding the right people for your business. We are in the people business when we recruit. So, pick up the phone and judge based on your conversation and not the resume.
Today's Quote:
"Insanity is knowing that what you're doing is completely idiotic, but still, somehow, you just can't stop it."
- Elizabeth Wurtzel
Show highlights:
- Positive points of resumes
- Everything wrong with a resume
- Alternate solutions to resumes - solve the resume black hole
What resumes are good for:
- Contact information
- Career History
- The “white space”
What is wrong with the resume:
- Keyword dependent -wrong keywords or no keywords
- Designed to match with wish list of skills
- Too heavily relied upon in the interview process
- People lie
Alternate options to a resume:
- Video clips
- Video talent snapshot (resume) - Why is this a good idea?
- -discrimination bias?
- - how can a 1 minute video give you an accurate picture?
- AI
- Actual assessment - conversation
- Wound, Desire, Accomplishment
Effective use of a resume and how to identify great people:
- Just a tool, not a wall
- A guide to formulate skills based questions - Transferable skills
Anita Kanti is the Executive Talent Manager of Huawei Technologises. She is a global business partner and senior manager supporting executive leadership deliverables' for leadership talent acquisition needs for the US and China marketplace.
As both a motivational life coach and strategic talent manager, Anita Kanti offers progressive solutions to help her company and clients optimize their strengths and create a pathway of success. Anita is a proven expert in talent recruitment, both in leading corporations such as Broadcom Inc., and United Healthcare, as well as building a company of her own, Anita K Solutions. Anita K has combined her expertise in talent development and leadership with her training in motivational techniques to create a unique and effective life coaching philosophy.
Thursday Jun 21, 2018
Mark James: Preparing for Your Interview is the Key to Winning a Great Hire!
Thursday Jun 21, 2018
Thursday Jun 21, 2018
Today’s show is all about Preparation! Preparation is the first step in conducting an effective Interview. Both interviewer and interviewee parties need to be prepared. Just showing up without an idea of where you are going is the quickest way to lose an opportunity. An Interview without Preparation is really just PreparationH! In this episode we stressed the importance of preparation and how it needs to happen.
Show Guest:
Mark James is the Founder and President of Hire Consulting Services and the author of his new book, “Keys to the C Suite”. (Amazon.com) Mark is a Certified Personnel Consultant and has been providing executive career transition coaching and executive search consulting services for over 20 years. He is also a Certified Partner with the Predictive Index suite of behavior assessments. Mark coaches executives in career transition on a daily basis which makes him an expert in today's topic.
Episode highlights:
- Interviewee/candidate preparation
- Hiring manager preparation
- Provide a process for how each party needs to prepare
Why is it important to prepare for an interview?
- Preparation puts you in the right MINDSET … sets the tone, eliminates surprises
- Set proper objective - get the offer/make the hire
- Being prepared = being impressive- demonstrates success
Interviewee:
- Research the company to determine something that the company may not know themselves
- Not prepared to tell their story
- Ask for the interview schedule & format
Hiring Manager (company):
- Research the person
- Knowing what needs to be accomplished
- Prepare your interview team
The dangers of not preparing for the interview:
- Wasted time, frustration
- Inaccurate picture of who you really are
- Lose the person
- Increase the likelihood of making a bad decision
How to best prepare to get hired:
- Self-assessment, presenting yourself, researching the company
- Research company
- Ask targeted questions
- Know how to showcase your accomplishments to make them relevant to the company mission
- Proactive
Best preparation practices to attract the right talent:
- Schedule time to prepare - assuming all else has been covered
- Review assessment notes, LinkedIn profile, social channels, resume- look for commonalities, interests & data points to cover
- Prepare interview team- provide targeted behavioral questions
Look for cultural fit, evidence of success & transferable skills:
- Performance Metrics- what needs to be accomplished
- Have a plan: Connect the dots- competitive advantage
- Give & receive feedback -in real time
Friday Jun 15, 2018
Nicole Arvizu: Human Resources VS. Recruiting. Who Will Come Out Victorious
Friday Jun 15, 2018
Friday Jun 15, 2018
We are putting on the gloves in an epic showdown today. Answering the age-old question of Why we can't just get along.
3 rounds for the undisputed Podcast championship:
- Round 1: What Human Resources dislikes about Talent Acquisition
- Round 2: Recruiting issues with HR
- Round 3: Solutions to get the two working together
Round 1: Issues that HR has with Recruiting
- Fixing problems or adding to the problem
- Spray & Pray
- Transactional
- Low hanging fruit
- Clear expectations of what is acceptable
- Understanding our business
Round 2: Recruiting perception of HR
- HR doesn't really understand or care about hiring
- Relationship with Hiring manager(s)
- No understanding of the Job description
Failure to Communicate:
- Blame game
- Market conditions (low unemployment)
Round 3: Working effectively together
- Control
- Restructuring HR bonus structure (cost per hire)
- Separating responsibilities
- Trust
- Structure
Nicole Arvizu is the Chief Human Resources & Compliance Officer for MeriCal, Inc. She is a very progressive and disruptive HR leader! Nicole is a change Agent who joined Merical in January 2017 and has done an amazing job of transforming the organization to bring in HR as a business partner rather than an administrative arm.
She loves to geek out with her quest for scientific knowledge and is also a surfer!
Wednesday Jun 13, 2018
Event Interview:Paul Pickle From Octane OC's Technology Innovation Forum
Wednesday Jun 13, 2018
Wednesday Jun 13, 2018
Paul Pickle, Former President & COO, of Microsemi & MC of Octane OC's 2018 Technology Innovation Forum. We discussed the future of Semiconductor and whats on the horizon.
Monday Jun 11, 2018
Event Interview: Ryan Permeh From Octane OC's Technology Innovation Forum
Monday Jun 11, 2018
Monday Jun 11, 2018
Ryan Permeh, Co-Founder & Chief Scientist of Cylance! I had the pleasure to sit down with Ryan for a quick interview at Octane OC's Technology Innovation Forum Event. He shared some great Insight on Leveraging the Cybersecurity hub in SoCal.
Thursday Jun 07, 2018
Thursday Jun 07, 2018
Picking the right recruiter partner is not easy. Today’s episode is all about the different options available and how to find a search firm who has your company’s best interest at heart. Start by establishing the following.
Show highlights:
- Defining & understanding your company - values, culture, & plan
- Expectations of your team, company goals, needs
- How to evaluate a search firm and chose the one that best fits with your organization
Begin with the root of where we should start. As a company, who are we?
- Company’s core values
- Culture
- Plan for success
Understanding your Company’s “Needs” and defining expectations:
- Needs vs. Wants - your company needs trump ego
- Speed vs. quality
- Recruiting mentality Driver vs. Order Taker
Determining the best type of search for your specific needs:
- Staffing
- Contingency
- Retained
- In House
How to pick the right recruiting partner:
- Process
- Cultural & Business understanding
- passion
Tom Chaparro is the Executive Vice President and General Manager of The Newport Group - Executive Search Consultants.
As EVP & GM, Tom is responsible for firm-wide management of day-to-day operations and quality control, as well as providing leadership and training to managers and staff.
Mr. Chaparro combines deep, hands-on expertise in a variety of verticals, with an uncanny business insight for the international marketplaces in which his business partners operate. With proven executive search experience, and an unmatched knowledge of the real estate development, construction and oil & gas industries
Thursday May 31, 2018
Thursday May 31, 2018
On Average 20% of your company provides 80% of your value. Which poses the following questions that we covered on today's show:
- How many A&B players would you need to produce 100% of the productivity generated now
- If everyone in the company were A&B players what would be the capacity?
- Solutions to transform and/or hire top performers
On Average how many people at a company are A players?
- 20% produce 80% of the work…
- Startup should be flipped
Can we transform people by just moving them to a different seat? How?
- Aligning passion & growth
Why is important to shift people to a different seat rather than letting them go?
- Shows commitment to people in company and doesn't downgrade the morale of the company
If everyone in the company were A&B players what would be the capacity?
- Increase ROI by 300-400% with the same people every time. Just moved people in the right position.
- Most people are in the wrong seat
How do we transform current under performers into A players?
- Job description process: be able to show what is really needed in each role
- What needs to be accomplished and when it needs to be done
- Growth, Attitude & Passion
- Clear statement about the most important contribution will the person make and how much $ does that turn into with an A-player.
- Prioritize responsibilities & percent of time doing each tasks.
- Where are they, what do they have as tools, & the biggest task (4-5 kinds of tasks) of everyday-functioning at the task level
- Type of communication- break down (telephone, data)
- Who I am matched with these areas- deliver core value energy
- Weave CVI and detail the How
Lynn Taylor is the President and CEO of Taylor Protocols, Inc. He is a business optimization expert in the areas of human capital, C-level performance, executive coaching and organization design. Lynn is a creator of the Core Values Index (CVI), the only assessment to identify the unchanging human characteristics that dictate future job performance and align these with the responsibilities of a given role for guaranteed success.
Lynn stakes his company and his reputation around his “right person, right job” mission. He has performed more than 200 successful turnaround projects over the past 20 years.
Thursday May 24, 2018
Thursday May 24, 2018
Is your benefits strategy the right one to land great people? Highlights discussed on the show:
- How Benefits drive Retention
- Effective vs. Ineffective benefits
- How Benefits can help land Talent
How benefits drive retention
- Hard for employees to leave when employers demonstrate the value. Employee feels like they can not get as good of a package somewhere else.
- Total compensation statements- powerful tool
What benefits are Effective? Ineffective?
- What people expect & at what level?
- Strategy for different company sizes
- Botique benefits- pet insurance, Financial well being.
How do benefits help land talent?
- Reduces days to fill
- Impact cost to hire associate
- Strong release pitcher role.
- Medical needs
Ron Herrera is Vice President of Consulting Services with the Precept Group, a national employee benefits consulting firm and insurance brokerage. Precept offers a variety of services including health and welfare consulting, health management programs, benefits administration and technology, retirement plan services and more.
Ron partners with employers across the United States to reduce healthcare expenditures and stimulate organizational culture. Prior to joining Precept, Ron led Human Resources operations in Vice President and Director roles with multiple healthcare organizations.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday May 17, 2018
Richard Franzi:Unintended Consequences Of A Poor Hiring Process
Thursday May 17, 2018
Thursday May 17, 2018
Bad hires are the negative effect of a unstructured hiring practice and will manifest itself in the performance of your company. So how do you minimize the risk of bad hires? A hiring structure needs to be in place to drastically increase the chances of making a great hire.
Show Guest:
Rick Franzi is the Founder & CEO of Critical Mass for Business. He is the author of the best selling book “Killing Cats, Leads to Rats” -Mitigating the unintended consequences of Business Decisions.(Amazon.com)
Rick currently chairs CEO Peer Groups® throughout Los Angeles and Orange County, CA through his partnership with Renaissance Executive Forums. He is the host of Critical Mass Radio Show & Podcast here on OC Talk Radio.
He is a nationally recognized thought leader on the power of peer learning for CEOs and business executives. Rick's work has been featured in national media forums such as Forbes & Inc.com
Topics covered in “unintended consequences”:
- Symptoms
- Diagnosis: the disease is not Hiring with a process
- Secure Model for Hiring
- Prescription
What are the symptoms (issues)?
- Company’s hire for Skills
- Winging it
- Asking the wrong questions
- Down hiring
The diagnosis: disease is not having a hiring process. Why?
- Repels great talent (unstructured is unimpressive)
- Unstructured interview (only a 6% chance of making the correct hire)
- Bad hire will infect 30% of the people around that person - drop in performance
Prescription/solution - implementing the SECURE Model
- S stands for slow down the decision-making process.
- E stands for expand your knowledge.
- C stands for clarify the desired outcome.
- U stands for unify the team
- R stands for retain control of the process.
- E stands for ensure you stay outcome focused.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday May 10, 2018
Thursday May 10, 2018
True transparency maximizes trust and enables a company to thrive! Vincit promotes proactive leadership and a bottom up leadership approach. The results: a rediculously successful business with no attrition and incredible engagement and productivity.
Episode highlights:
- True Transparency- what it looks like to a company that is thriving
- Proactive leadership
- How this structure attracts outstanding people!
Explain what transparency looks like in you company
- Publish Salaries openly- colleagues nominate for raises. Twice a year
- Satisfaction guarantee for new employees. Pay people to leave within first two months
- Eliminated middle management
- Company credit card
How does transparency Maximize Trust?
- Bottom to top approach to leadership - focus on listening and reacting. Leadership as a service- created a platform. LaaS
- Increase Management workload? - lowers load because you are not predicting situations to handle situations. Individualize the model. People end up managing themselves
Transfer into your hiring process?
- What do they do in hiring?
- Screening to eliminate the mediocrity? they test interviews in teamwork based situations.
- Look for collaboration, skills and cultural fit. Have to be able ask questions, “having dialog”
Results?
- Attrition
- Engagement
- Productivity
Ville Houttu is the Founder and CEO of Vincit California, Inc. Previously, he helped to take it public in Nasdaq First North marketplace. After the IPO, Ville moved to California to start Vincit’s local subsidiary. During the first year of operations he built a team of 20 developers in Irvine and acquired OC’s hottest digital branding agency, XTOPOLY. The team operates in Irvine and Palo Alto, where they help companies such as Logitech and Yamaha to develop their mobile apps and digital services.
Ville is passionate about creating lean working environments and scaling operations without creating policies. He is also one of the few Ironman triathletes who plays steel guitar on several albums on Spotify.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Friday May 04, 2018
Friday May 04, 2018
We all have unconcious bias. It is important to recognize and identify them, especially in the workplace. When we acknowledge these biases, then they can be eliminated in the interview process, creating smarter hires for your business.
Episode highlights:
- What Unconscious bias is
- How to acknowledge it
- Eliminate it from the hiring process
What is Unconscious Bias?
- Relative to gender, race, age
- We all judge but the key is not to pass judgement until…
- Unconscious (or implicit) biases are learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behavior
How do we recognize and identify our bias?
- EQ, Self Awareness
- Roots
The value of Bias in the workplace
- Diversity in thinking
- Leverage Enlightenment
How do we Eliminate Unconscious bias from the interview process?
- Understand the value around bias in the workplace
- Harvard Business Review:
- Seek to understand- “Organizational conversation”,
- Job descriptions- perception words, gendered words-balance:”build and create”
- Blind resume review- ignore the name
- Accomplishment focus
- Structure Interviews
- Value fit
- Diversity goals
Chris Steely is the Managing Director of GPS Business Group. He is a transformational business leader, author, trainer, and business coach, who has trained thousands of business leaders worldwide on how to refine and apply optimal capabilities to their business. Chris focuses on delivering business effectiveness services to clients across the globe. He’s co-authored two books, and has been featured as a business expert on countless international stages.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Apr 26, 2018
Thursday Apr 26, 2018
Insights on Proper Interview Communication and the ways to incorporate them effectively for the Hiring Process:
- What are the broken issues in the Interview communication
- Fix the crucial areas
- Utilize Solutions and Tools that are available to enhance communication and overall candidate experience
With all the technology & tools available, Why is this still a problem today?
- We try really hard to take out the human element from the process
- Lost art
- Transactional
Where the challenges lie
- Recruiter & Interviewee
- Recruiter & hiring manager
- Interviewee & hiring manager
Forms of Communication & Issues
- Video interviewing vs phone interviewing, Video cons: implicit bias
- Chatbots- engagement /screening tool
- Text messages
How do we make interview communications effective?
- Recruiter & Interviewee
- Recruiter & hiring manager
Tools
- Interview Data/Evidence
- Remember your Conversations
- Reduce misinterpretation and bias
- Remove redundant interview steps
- Other Tools:videos, Chatbots
- Technical tests
- Take home tests
Nick Livingston is CEO of Honeit Software. He has been scaling recruiting teams and companies in San Francisco and New York City for 15 years. Nick started his career as a technology headhunter in NYC. After a successful IPO at TubeMogul (now Adobe) while attending business school at UC Berkeley, he co-founded Honeit Software to rethink interview communication and simplify the hiring process. At MTV, Nick was the Recruiting Director responsible for digital media and interactive technology talent. Nick worked at HR Technology companies Taleo and NextSource. He received his MBA from Berkeley, with BS in Applied Mathematics.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Apr 19, 2018
Todd Raphael:Hiring Practices That Are Driving Great People Away From Your Company!
Thursday Apr 19, 2018
Thursday Apr 19, 2018
Companies complain that they can’t find people yet they do a lot of alienating of potential hires through their actions. Identifying and fixing what drives people away in each stage of the interview process, looking at data of where the best hires are produced, and learning the trends in the Industry will increase the pool of better candidates for your business.
Episode highlights:
- What drives candidates away?
- How do we fix these issues
What drives people away?
- Job description- selfish, not engaging,
- First contact - too selling job focused
- Interview - prepared, structured, Format
- Follow up process
Hurdles in Applicant tracking systems/Interview process
- Tests
- Missing human connection
Job boards are getting less traction
- Evolution of video interviews & ai… matching
- Candidate experience- cannot do @ scale
- Automated process & gaming
Look at your data. Where are the best hires produced?
- Changing the mix of were you recruit. *do the opposite of what you are doing now!
- Job ads- alienating people….need to Engage people, *contact & follow up
- Blind resumes? *eliminate bias
- Messaging- party environment
- Getting past bias
What needs to be fixed?
- Job description
- First contact
- Interview
- Follow up process
Trends in the Industry
- What’s working & What’s not
Todd Raphael manages global publications and conferences for ERE Media, a global community of recruiters and others in the talent field. He has appeared on Sirius XM, VoiceAmerica.com, Wall Street Journal, Time, Forbes, and more.
Todd was named DevSkiller's 2016 "50 Most Game-Changing Influencers In Recruitment." Named Glassdoor's "2015 HR & Recruiting Thought Leaders" and HR Examiner's "Top 100 Influencers" list in employment/human resources and its top 25 Online Influencers.
He was listed on Mike Vangel of TMP's "60 Or So True Influencers In Social+Mobile Media and/or Recruitment."
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Monday Apr 16, 2018
Monday Apr 16, 2018
Brenda Diedrichs, Chief Human Resource Officer and Hilda Gracia, Employee Relations Analyst of County of Orange
Monday Apr 16, 2018
Monday Apr 16, 2018
Ryan Logan, Certified Financial Planner & CEO of RAL Financial & Insurance Services
Thursday Apr 12, 2018
Thursday Apr 12, 2018
Leisa Reid: The 3 Keys To Transformation For Yourself And Your Business!
Thursday Apr 12, 2018
Thursday Apr 12, 2018
The 3 keys to transformation and how to apply them for success:
-Understanding of yourself (past)
-Awareness (present)
-Compelling vision (future)
Leisa Reid is a presenter with Productive Learning, a boutique personal growth company founded in 1992, and has trained thousands of people on the power of the mindset. After 20+ years of Management, Sales and Executive Leadership, Leisa dedicated her life to assisting others invest in their personal development. Why? Because she personally experienced the powerful results as a client of Productive Learning. She loved the company so much she joined them in the pursuit of living an extraordinary life.
Leisa is also the Author of the book “Manage to Success: A Guide to Cultivating Happy & Productive Employees” (Amazon.com)
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Apr 05, 2018
Thursday Apr 05, 2018
It is important to have a proactive talent strategy when planning and building your pipeline for your hiring process. Know when and how to tap into the pipeline. Developing a solid foundation, always recruiting by using your referral resources, and utilizing the tools and changes that companies can make promotes successful hiring searches.
Show Guest:
Ken Schmitt grew up in an entrepreneurial household with a father who was a Jack in the Box franchisee for 25 years, and a mother who left the accounting world to become a real estate agent. After spending 9 years working for a local boutique firm and one of the world's largest Executive Search firms, Heidrick & Struggles, he launched TurningPoint Executive Search in 2007. The past two Years, TurningPoint has been ranked one of the Top 150 Fastest Growing Private Companies in San Diego (SDBJ).
Ken is also the Founder and CEO of the Sales & Marketing Leadership Alliance (SMLA), and the annual Sales & Marketing Leader of the Year Awards (SMLYs). Ken is a thought leader in executive search and takes a high touch, concierge-style approach to placing first class talent. Which makes him the perfect guest for today’s topic! He is the Author of LinkedIn Hiring Secrets for Sales and Marketing Leaders. (Amazon.com)
Episode highlights:
- The importance of a proactive talent strategy
- Building your pipeline
- When & How to tap into the pipeline
The Why… Process is Reactive
- Starting at Ground zero (Avoid reinventing the wheel with each new search)
- Pre plan questions
- Organize- time, pace, resume/profile
Foundation - Developing The Plan
- Proactive mindset
- Always be recruiting (ABC….)
- Consistent message, not being transactional
- Look at recruiting as a revenue generating or sales process.
Building the pipeline. Always be Recruiting
- Employee referrals
- Industry leaders
- Top performers
Tools & Tweaks that companies can make to succeed
- Simple spreadsheet on excel
- Poor job of mining their own data.
- Someone owning the process.
- Employee referral program- on going notification
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Friday Mar 30, 2018
Friday Mar 30, 2018
What is needed to attract investors, the importance of a team, and how to enagage the right people for your company. Develope a plan that will scale. Hire the needed technical, marketing and leadership expertise to raise capital and to build the business.
Episode Highlights:
- What is needed to attract an investor
- The importance of the team
- How to attract and scale your team
The Foundation - What really needs to be in place to attract seed round investment?
- Pick up 1-2 key customers with a working prototype
- Seed round: Have team, some customers, some revenue, working model. & need funds.
What is typically the right scenario for a TCA investor?
- TCA- a 20-40% small percentage are open for execution delivery role.
- *Understanding, awareness & belief
What is the biggest hurdles you see from entrepreneurs?
- Giving up equity is often the big issue.
- Angel members open to teaming up as a co-founder.
Building the Team - How do we attract the right person?
- Resources
- How to scale a team. Long term engagement, needs of the business.
- Operator, needs to give up “control”.
- Use advisors to vet talent, first reluctant to bring in the help.
Scale
- When to start?
- Evaluation & Planning
- Analogy of championship sports teams- key pieces of the puzzle but not all the right pieces at the right team.
Hicham Semaan is an experienced CEO, GM, senior executive, angel investor, senior, and board member to CEOs, management teams, private equity, startup companies. He is a respected leader with strong vision, value creation, turn around, and acquisition expertise, and has successfully grown and exited businesses. Hicham is considered an expert in the technology, education, and real estate industries and has been a featured speaker at several industry events.
He is the newly elected Tech Coast Angels-Orange County President and has received the “Excellence in Entrepreneurship Award” from the OCBJ and was recently named “New Investor of the Year” by Tech Coast Angels.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Mar 22, 2018
Thursday Mar 22, 2018
All interviewees should be treated with the same positive hiring experience, rather they be an active or passive job seeker. When you eliminate pre-judging and biases, build rapport, and follow up with your candidates, it creates positive results: brings the truth, leads to referrals, and produces positive reviews.
Episode highlights:
- How to treat all candidates
- Contact & Feedback
- Results
What is a Active job seeker vs. a Passive job seeker?
Why do we treat an active job seeker and a passive job seeker differently? What are companies missing?
- Eliminate: Pre judging & Bias
- The Resume… laziness by not calling. Leads to referrals if not a fit.
Why no feedback when I apply to an ad?
- Eliminate: Pre-judging & Bias
Act as if you are the candidate… Process for relationship building.
- Looking for value in the conversation.
- Follow through… set timeline, being considerate
Results
- The truth
- Referrals
- Positive feedback (Glassdoor)
Deborah Kantor is the President of Kantor Sales Associates. She has mentored and trained countless sales professionals in her four-decade-long sales career path. Deborah has been a student in every aspect of the sales cycle, from prospecting to close, and in the building of trusted partner relationships along the way. She has been a top performer in the staffing and real estate industries prior to her current coaching/training business. Beyond the sales skills necessary to open doors, Deborah is passionate about knowing how to present VALUE PROPOSITION, and communicate the WHY.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Monday Mar 19, 2018
Monday Mar 19, 2018
What should a proper Interview Structure should look like, how to Prepare and Plan the candidates for the Interview, and the right way to Execute the interview process. Having the right hiring structure will audition the interviewee for the company's cultural fit and determine those that may or may not be congruent to your organization's core values.
Episode highlights:
- What a proper Interview Structure should look like
- Preparing & Planning for the Interview
- How to Execute an outstanding interview process
The Foundation - How should an interview be Structured?
- Timed with a person leading the process
- 3-5 individuals, auditioning for cultural fit
Preparation
- Pre plan questions
- Organize- time, pace, resume/profile
What does an interview plan look like?
- Share the plan with the candidate before hand
Executing the Interview
- Alleviate the pressure … keep congruent with your environment
- Conversational
- Knock out questions
- Testing & digging
- Wrap up… set timeline
Checking References & Referrals
- Challenge the white space
Scott Kuethen is the CEO at Amtec, Inc., a professional recruiting organization specializing in placing professionals in Contract and Regular-Full-Time positions with companies ranging from small entrepreneurial start-ups to the fortune 100. He is an avid teacher, and writer in the areas of talent acquisition and selection, organizational planning, and business management. Scott’s life purpose is helping people find meaning in their work.
In his spare time, Scott enjoys photography, SCUBA diving, swimming, drone flying, and other activities that keep him young-minded.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Mar 08, 2018
Thursday Mar 08, 2018
A 5x tech entrepreneur and his unique approach to hiring great people for his companies, using the 3 C’s: Culture, Capacity for Mastery, and Craft. Utilizing this interview methodology can take your company from good to great!
Episode highlights:
- What the 3 C’s are?
- Apply this methodology to your hiring for your company
A really unique approach to hiring, the 3 C’s
- Culture: Values- evolution of culture, Ethos (montrose), Traits
- Capacity - critical thinking & problem solving skills
- Craft- skills (not defined by)
How to apply this methodology
- Narrative arc interview
- White space interview
Jordan Ritter is an accomplished entrepreneur and technologist, having co-founded several companies including music company Napster, messaging security platform Cloudmark, labor-as-a-service platform CloudCrowd and most recently, personal digital search engine Atlas Informatics. He also served as the CTO of entertainment company Columbia Music Entertainment, as well as fan interaction platform Zivity. Jordan is also a regular open-source contributor, having authored free software commonly included in modern Linux distributions as well as Windows software licensed by Microsoft. Several of his projects have been featured in well-known publications and books, and incorporated into University-level curricula.
His works have won numerous nominations and awards spanning across Comdex, DEMO, SIIA, PC World, PC Magazine, and WIRED. Jordan speaks at technology conferences around the world on topics ranging across entrepreneurism, startup culture, AI, computer and messaging security, and the music industry.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.