#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
Thursday Oct 13, 2022
The Hire, Fire, Hire, Fire Cycle with Jason Sherman of Spinnr
Thursday Oct 13, 2022
Thursday Oct 13, 2022
There is nothing more disappointing than a hire that does not work out.
Especially when the person hired was someone you were convinced, would be a great hire!
Conventional wisdom says “hire slow, fire fast” but this almost never happens. Because we are too concerned with filling the role fast. Triaging our pain.
Maybe if we really hired slowly, the interview would produce much stronger results.
To break the hire, fire cycle we must ignore our assumptions about the person's resume and start by gathering evidence. Evidence that supports a proper decision that ensures a successful hire.
Guest Bio:
Jason Sherman is a successful innovator, award-winning filmmaker, published author, tech startup expert, and the co-founder of the video friendship app Spinnr.
Jason’s methodologies on entrepreneurship and data-driven decisions are his main source of education for those he helps worldwide. His startup book Strap on your Boots is the culmination of his life’s work to help other entrepreneurs succeed with a podcast of the same name, and is the focus of a class he created called Startup Essentials.
Jason is fluent in Spanish, is a classically trained violinist, and was a featured speaker on FOX’s Emmy award-winning Futurist TV Show: Xploration Earth 2050.
TODAY WE DISCUSS:
- Breaking the hire, fire cycle
Challenge?
- Finding people who are excited about the company vs just looking for a job
- Care about being part of something where your creative input matter
- Just there for the paycheck
- Uninterested, unenthusiastic, easy remote work paycheck
- A lot of time onboarding
- Time differences
Why is this important to the company?
- Bad hires impede growth
Rick’s Nuggets:
- Positioning
- Time
How do we solve the problem?
- Finding the excited people in the interview
- Install the app, try it out, and tell us what they think
- Give feedback
- website & social media content
- Smiling happy
- Have questions about the business
- Not focusing on payment/ paycheck
-
- Excited to learn they can earn stock options
- Ownership
- Get through the process to find the 4 people who worked
- What to do before the interview
- Share pitch deck to understand the company mission
- Have everything ready in a package for onboarding
- What have you done; share your work
- Filming content event
- Content creation hiring day
- Gig hiring
Rick’s Nuggets;
- Positioning
- Get it, want it, capacity to do it
- Do they really desire what you offer?
- A, B, or C player?
- Don't be the destination for a JOB (ie: paycheck)
- Interview with purpose
- Get to the truth
- Not sell
- Interview design
- Truth fast
- Empowered decision-making - Keep your people productive
- Evidence trumps gut
Key Takeaways that the Audience can plug into their business today! (Value):
- Finding the excited people who want to do what you do.
- Fully read & understand what your business is. Come with questions
- Don't discount onsite parties to hire people. Compensate people who show up
Guest Links:
- LinkedIn: https://www.linkedin.com/in/jasonsherman76/
- Personal: https://jasonsherman.org
- Company: https://spinnr.app/
- LinkedIn: https://www.linkedin.com/company/appspinnr
- Facebook: https://www.facebook.com/appspinnr
- Twitter: https://twitter.com/spinnr_app
- Instagram: https://www.instagram.com/spinnr_app
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:
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 Jul 14, 2022
It’s Never Too Early to Lead through Core Values with Marc Reinfenrath of Spinutech
Thursday Jul 14, 2022
Thursday Jul 14, 2022
Last week I had a conversation with a CEO who thought it was too early to establish core values because his company was only 15 people. His thinking was that things would just change anyway and he would have to do them all over again as the company grows.
But here was the ginormous problem: Two of his people recently quit, the last 4 offers he made were turned down and the candidate pipeline was drying up.
… And he thought it was about the money.
Today, more than ever, people desire to be in alignment with the values of the organization. If they aren’t in alignment, they leave.
Here’s the truth: your company has values whether you like it or not. Solidifying your values and making them a decision-making tool can never happen too early and will only fuel company growth.
Guest Bio:
Marc Reifenrath is the CEO & Co-founder of Spinutech, a full-service digital marketing agency with 165+ team members across the U.S.
Marc has helped Spinutech grow from a college start-up to one of the premier full-service digital marketing agencies in the country. The secret ingredient? Company values that are truly lived, including a commitment to “Get Better Every Day”.
In that capacity, Marc understands firsthand how critical a company’s culture is to achieving and maintaining success.
Today We Discuss:
- When to implement your company values
- How to weave them into the fabric of your company
Challenge today?
- Had unwritten core values but were not formalized
- Had a miss on 2 or 10 or 20.
- Talent outweighs the cultural fit
- Drawn in by talent and weeded out by the environment
- 2 people hired that within 90 days were gone. Instant misalignment
- -realized culture pushed them out
Why is this important to the company?
- From a hiring perspective, it is a really quick filter
- Not too aspirational. You have to own what you really are
- We take too long to make the decision
Rick’s Nuggets:
- Formalization attracts the right people and repels those who do not
- Notion that you want to attract everyone is WRONG
- Time!
- Interviewing kills the production of your team
- Assumptions, bias & personal motives… oh my!
How do we solve the problem?
- Leadership team development
- People who understand the organization
- Doesn't need to be perfect
- Needs to be honest
- *** needs to be authentic, not aspirational
- Values need to be actionable
- We get better every day: better myself, team & clients
- Work into a daily routine
- Core values onboarding
- Slack channel language is communicated
- Natural part of how they do business
- Lived every single day
- Leaders need to show core values in Action!
- Weekly video “get better every day”
- In every part of the business
- Without core values, a lot more problems.
- Stronger the core values the more you are prepared for growth
- Every person who onboards becomes less of an attack
- Inject DNA into people as quickly as possible
- Feedback on how to enhance the value
Rick’s Nuggets
- Be realistic about who YOU are
- Aspirational values are worthless
- North star for how everyone operates within the organization
- Build interview questions around core values
- Evaluate against values
- Aligned = hire
- Build an interview question library
- Assign interview questions to each interviewer
Key Takeaways that the Audience can plug into their business today! (Value):
- Honest about what your core values are, Lived not aspirational
- Actionable values -
- Stay patient in the hiring process. Don't just put a butt in a seat.
Guest Links:
- LinkedIn: https://www.linkedin.com/in/marcreifenrath/
- Company: https://www.spinutech.com/
- LinkedIn: https://www.linkedin.com/company/spinutech/
- Facebook: https://www.facebook.com/spinutech
- Twitter: https://twitter.com/spinuser
- Instagram: https://www.instagram.com/spinutech.llc/
- YouTube: https://www.youtube.com/user/spinutech
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 Jun 23, 2022
Thursday Jun 23, 2022
Why is the phone screen is the most underutilized tool in hiring today?
There is this perception or fear that the person making the call will say the wrong thing and screw up the chances that the person will show up. So the phone screen is treated like a used car sale.
Tell people all the great things about our company, gather some basic information and invite the person in to interview. And because we like them because look good on paper, we assume they will want to work for us.
Here’s the truth: High performing people do not want to work for your company based on your sales pitch. What people want is to be understood and to be positioned where they can deliver the greatest impact.
How do I get better with phone screens?
Today we’re going to discuss:
- Why Phone screens (Discovery calls) are critical to hiring A-players
- The most important question you need answered before you bring ANYONE in for an interview
Challenge today?
- Phone Screen! - Discovery call
- Often skipped
- Viewed as a time waster
- Real time waster is the interview
- 90% of the people that get interview will position themselves out
- The most important question:
- “What are 3 or 4 main criteria you need to see in an opportunity for you to accept an offer with a company”
Why is this important to the company?
- First impression of your company
- You need people to show up to your interview
- Understand how to close the person at the end of the proces
How do we solve the problem?
- Value the Discovery call
- Prioritize time
- Make the decision to call EVERYONE
- Basic screening eliminates the bottom 10% but also the top 10%
- A-players often hide
- Positioning before skills
- Pain, Desire & Impact
- Common info (skills, commute, interviewing, compensation expectations)
- Wrap up
- Main Criteria Question
- “3 or 4 main criteria you need to see in an opportunity for you to accept an offer with a company”
- Confirm if they desire what you offer
- How you can get me to join your company!
- Connect the dots
- Allows them to take ownership
- They show up, ready to succeed
Key Takeaways -Value:
- Prioritize the phone screen/discovery call
- Look for alignment of positioning for EVERY person you talk to BEFORE they are brought in for an interview
- Let the person ask for the interview
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 May 12, 2022
How Hiring the Wrong Person Eats Profits with Rocky Lalvani of Profit Comes First
Thursday May 12, 2022
Thursday May 12, 2022
We often hear data on how much bad hire costs you and your company. About 3x the person’s annual salary.
But how much did the interview process itself cost?
For a startup to make a hire, the company spends about 73 total hours interviewing. With the most significant cost being 30 hours of the production team's combined time. And this is assuming that 6 people make it through a full interview to get to the hire.
We have to ask ourselves, can we really afford to lose almost 4 days of productive activity to interview? Roughly $9,855 per role, not including candidate marketing or recruiting fees.
As a small business, the answer is NO!
Guest Bio:
Rocky Lalvani of Profit Comes First, serves as Chief Profitability Adviser for business owners. He teaches them how to ensure they get paid and make profit a priority! As a certified Profit First Professional he implements Mike Michalowicz's Profit First System.
Rocky started with nothing when his parents immigrated to the United States when he was two years old, and his parents were in their 40's. It was his parents' second time starting over in life as they moved here to experience the American dream.
In spite of a lot of struggles and his mom passing away when Rocky was 7, he has been able to achieve financial and life success. Rocky loves to share his journey and inspire others to achieve their dreams even faster.
Today we discuss:
- Why it is critical to understand what interviewing costs
- How to maximize your team's time with structure
Challenges today?
- Employees are the major cost for the business
- Employee should provide a return for the business
- Return of Cost of person (taxes, unemployment)
- Inefficiency does not show up anywhere on the p&l
- Wealth is built on the balance sheet!
Why is this important to the company?
- Costs to the company hiring
- Reduces morale
- Loose customer
- Nobody is tracking interview or training costs
- Hard costs that are very difficult to figure out
- As a client- doesn't want to do business with a company that hires wrong
- (leadership issue)
Rick’s Nuggets
- Team time waste!
- People who meet the team must be positioned properly
- Demonstrate strong leadership in protecting time
How do we solve the problem?
- Mission values purpose
- This is the step most business owners skip!
- Or in their head, but no one else knows
- Hire to it
- Have to live it
- Hire in alignment with mission, values, purpose
- Not who you like
- Having a interview process
- Understanding the real cost
- Bad Hire- Employee does not provide any value
- Mistakes
- Morale for everyone else
- Lose clients/ client trust
- Example Costco vs. Sam's
- Bad Hire- Employee does not provide any value
- Gross profit / Total payroll including taxes
- For every $1 in payroll returns x$ in gross profit
- Measure & Know
- Need to be making at least 2X payroll
- It all comes back to leadership!
We change the accounting formula of Sales - Expenses = Profit to Sales - Profit = Expenses. This ensures Profit comes first! (PS. It's not about money at all costs, people come before money!)
Rick’s Nuggets
- Values - most important
- Protect time costs
- Structure interview
- Each step is a decision
- Only progress value aligned, well positioned & accomplished people
- Decisions must have evidence to back
- Eliminate uncertainty
- Assign interview questions
- Prepare all for success
Key Takeaways that the Audience can plug into their business today! (Value):
- Is mission vision purpose written down & do your employees know it?
- Cost of a bad hire for you?
- How much profit do your employees bring you?
Guest Links
- LinkedIn: https://www.linkedin.com/in/rocky-lalvani/
- Company: https://profitcomesfirst.com/
- LinkedIn: https://www.linkedin.com/company/profit-comes-first/
- Twitter: https://twitter.com/rockylalvani
- Facebook: https://www.facebook.com/richersoul/
- Instagram: https://www.instagram.com/richer.soul/?hl=en
- Blog: http://richersoul.com/
- Podcast: https://podcasts.apple.com/us/podcast/profit-answer-man-implementing-the-profit-first-system/id1508245322
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ/featured
- Facebook: https://www.facebook.com/rick.girard.5
- Twitter: https://twitter.com/rick_girard?lang=en
- Instagram: https://www.instagram.com/rickgirard1/?hl=en
Show Sponsor:
Thursday Mar 17, 2022
Thursday Mar 17, 2022
How does one evaluate a subject matter expert when you have limited knowledge or expertise in that discipline?
Most individual technical/skills based interviews last about an hour. Where time is wasted quizzing on subject matter that may or may not be relevant to the actual role itself. Scratching the surface on the level of depth that is brought to the table.
Consider another option. What I like to call a “working session”.
Invite the person to collaborate on a real problem that is relevant to the opportunity. This gives you unbridled insight into how a person thinks, communicates and solves problems within the context of real life.
This allows you to really drill down to gain evidence to support the hiring decision either way.
Today we’re going to discuss:
- Why should I care about a working session
- How to structure and execute a working session/ skills interview in your company
Challenge today?
- Skills not matching up to what someone claimed (faker)
- Or... Claimed to be able to handle more than capable (over exaggerator)
- Or… Just here for the perks & paycheck (freeloader)
- What's happening?
- Hiring Maintainers for builder or improver roles
- Testing
- Outdated concepts - learned in college
- Focusing on irreverent problems
- How many quarters can fit in a VW van
- Smart is good, smart with people is much better
- Going too shallow
- Not knowing what to ask
- Not digging deeper to discover the truth
Why is this important to the company?
- Too shallow conceals the truth
- Smart doesn't ensure success
- Relevant skills give evidence of alignment
How do we solve the problem?
- Build Interview Structure
- Only need one technical/skills based interview
- Timing
- 2 hours- ½ day
- Pay for their time (optional)
- Who’s involved?
- Co-workers, direct team, anyone in close interaction
- Define the problem to be solved
- A current problem that needs to be solved (reason to compensate $)
- 3 components (key hires)
- Goals review- understand expectations of KPI’s
- Data or Gap Analysis- how does the candidate interpret data/requirements/etc
- Collaboration- Review the details of the problem. Work to solve!
- Example
- Goals review - (5 minutes max)
- Data Analysis / Gap Analysis - (10 minutes max)
- Marketing Plan & Strategy (1: 45 minutes)
- Let’s discuss the marketing plan starting with what you feel is the best strategy
- Really try to dig into the "Why" How would you bring this plan to life? Based on what you know, what would be your recommendations for reaching the goals? Why? What other angles can we take? What would be the priority? Why?
- Preparation for Candidate & Team
- Candidate
- Let them prepare. Send details in advance
- Set expectations and discuss next steps
- Team
- Coach to be open minded and bias free
- Ignore opinions, praise evidence
- Work true - how they act daily
- Execute to core values
- Everyone should act as to the standards of the company values
Key Takeaways -Value:
- Build a working session for each role. Becomes really easy when you get used to doing it.
- Prepare the candidate for success
- Team collaboration & buy in based on evidence not “uncertain feelings” - bias
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
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
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 Feb 03, 2022
Hire Faster by Interviewing Deeper with Kison Patel of MAScience & DealRoom
Thursday Feb 03, 2022
Thursday Feb 03, 2022
As an entrepreneur, we all share one thing in common. Every single one of us has made a bad hire.
Let’s define what a bad hire is. A bad hire is what happens when our need to fill something quickly overrides our logic. The interview process gets rushed, red flags get overlooked, and… Just like that, you have hired a person who is nothing more than a seat filler. We all hope that the person will work out but we know deep down we just made a bad hire.
Here’s the truth: You can still hire quickly when you slow down your interview process. Less steps, more quality time. Going deep is the only way to uncover the fit of the individual into the culture of the organization.
Today we discuss:
- Why we continually make bad hires & when to break the cycle
- How to go deeper while moving faster
Kison’s Hiring Story:
- Hired the first 5 people who responded to his craigslist ad
- Flannel shirt, BO guy who sent video rants.
- Went through a year and a half of harassment.
Challenge today?
- Hiring across functions
- Organic vs outside leaders
- Be proactive about letting people go
- Talent you need with goals your trying to achieve
- 1 of 8 hires was a bad hire in 2021
- Development function & Marketing is really mature, low attrition
Why is this important to the company?
- Learning
- When to take a passive hiring approach
- Knowing key roles, CFO, Demand Gen… get to know those people and courting
- Centralizing the hiring
Rick’s Nuggets
- My bad hire story
- Friend no more - The relationship ending was on me!
- Expectations Alignment document (write it down!)
- Friend no more - The relationship ending was on me!
- Root of the issue: expectation alignment
- Not sharing the same values
- Process allows people to take you seriously
- Interview: less questions, more depth
How do we solve the problem?
- Accountability
- Shifted from founder hiring to leaders
- Stepping back and optimizing leads
- One person that didn't work out came through a search firm
- Being systematic
- Pragmatic in having a comprehensive scope
- Do more passive recruiting
- Test project 24 hours
- Closing people
- Ended to end in 10 days
- Keeping things compressed
- *** Write the offer letter on the phone with the person
Rick’s Nuggets
For critical hires:
- Create an expectations document (Positioning & Accountability)
- Why (pain)
- Desire (do we both want the same thing?- positioning)
- “Positioning is the single largest influence on the buying decision.” -Geoffrey A. Moore, Crossing the Chasm
- Impact (growth plan)
- Outline & communicate your process
- People check out with time & poor communication
- Provide active feedback
- Timing
-
- Time + communication + feedback = Hire
- Less time, more depth
- Empower each person to be a decision maker
Key Takeaways that the Audience can plug into their business today! -Value:
- Identify and build your company's core values
- Utilize your referrals and be proactive with recruiting
Guest Links
LinkedIn: https://www.linkedin.com/in/kisonpatel/
Company: https://www.mascience.com/
LinkedIn: https://www.linkedin.com/company/mascience/
Twitter: https://twitter.com/dealroominc?lang=en
Website: https://kisonpatel.com/
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
Episode Sponsor: Criteria Corp: https://www.criteriacorp.com/
Thursday Jan 20, 2022
Thursday Jan 20, 2022
Sourcing talented people is a HUGE challenge right now. Over 38 million people quit their jobs in 2021. And a lot of them are not coming back.
Then we have the divide over pandemic policies that has driven people away from corporate America. Making it more difficult to retain good people.
But sourcing is not the biggest challenge in today’s hiring landscape. Engagement is. It is important that we utilize every viable avenue (ie: boards, postings & direct recruiting) with the objective of just starting intentional conversations. By intentional, I mean, not selling. But understanding the desires of the person first… Because It's not about you. Intentional conversations lead to engagement. Engagement leads to the hire!
About the Guest: Kelly Robinson, CEO of RedDotMedia
Kelly founded Broadbean.com Inc 2001, which was acquired by CareerBuilder in 2014. Now he leads RedDot Media, a recruitment advertising agency with a particular skill in programmatic advertising campaigns.
Kelly has spent the last 25 years in recruitment and recruitment technology, during which time he has grown, integrated, bought, and sold businesses in both the UK and US. Kelly is the goto industry expert in all things job posting
Today we discuss:
- The current job posting landscape
- How to best utilize the tools available to maximize your hiring outcome
Challenge today?
- Everyone is having a staffing crisis
- Not about the job posting.
- It is about making a connection
- 14k recruiter jobs got added Friday!
- 100% more jobs available,
- 3 % of the workforce has just … quit in just one month!
- Meaningful work!
Rick’s Nuggets
- Structure is winning over $$
- What no one is talking about
- vaccination policy of the company
How do we solve the problem?
- Posting
- Depends on the position
- Indeed
- Ziprecruiter
- Linkedin-sourcing/outreach
- Sales people, marketing, recruiters
- Dice, Angel list
- Write a great ad
- Nothing’s Free - It’s all paid
- Algorithm distributes jobs equally
- PPC has gone away. Can't define what you pay per click
- Need to spend at least $250
- Should translate to 10 applications
Rick’s Nuggets
- Active Reach Out!
- 1 hour a week
- Discovery call- where the magic happens
- Buy in/opt out
- Referrals - HUGE VALUE
Key Takeaways that the Audience can plug into their business today! -Value:
- Yesterdays ideas dont work today
- Cant do things cheeper
Guest Links:
LinkedIn https://www.linkedin.com/in/kellyjrobinson/
Company: https://reddotmedia.co/
LinkedIn: https://www.linkedin.com/company/reddotmedia/
Facebook: https://www.facebook.com/reddotmedia.co
Twitter: https://twitter.com/kellyjrobinson
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/
Wednesday Jan 19, 2022
Wednesday Jan 19, 2022
We are neck-deep into a highly competitive job seeker’s market. What this means is that the feeding frenzy for talent has created a perfect storm for people to ask for a lot… and get it. The interview process has been plagued with bait and switch tactics, ridiculous compensation renegotiations (after the offer has been accepted), and outright ghosting once an offer is accepted.
The root of the issue is the transactional way your interview is being run. Evolving your phone screen into an in-depth “Discovery Call” is the first step to eliminate the huge time sink that results in a turned-down offer.
Today we are going to discuss the pivot that must take place in your hiring practice to align with what people really want. And it all starts with your first interaction.
Today we discuss:
- The changes in candidate attitude and positioning
- How to eliminate the frustration & engage people at a more human level
- Approach evolution
- Here's what I am hearing from a lot of entrepreneurs
- A lot of dishonesty
- People are being unreasonable when it comes to their demands
Challenge today?
- People are lying on phone screens
- Not showing up for interviews
- people asking for ridiculous stuff
- Problem:
- We still approach people with an “About us first”
- Educational approach with selling
- Needs to be done at the end of the phone screen
- Practice of not negotiating
- Negotiating mitigated when people want it
Why is this important to the company?
- Losing great talent
- It keeps you awake at night
Rick’s Nuggets
- I believe that a lot of the challenges are coming from two places:
- Speed
- Not taking the time to understand before selling
- Need
- Need to get this filled / off my plate
- Speed
How do we solve the problem?
- Your phone screen (aka: discovery call) sets the tone for the relationship
- If your transactional, expect that from the relationship
- If your adding value, expect that from the relationship
- Adding value:
- Seek to understand a person’s WHY (Career Wounds)
- What's broken in their career that you can fix
- What does this person want? (besides a job)
- Environment in which they will thrive
- Can they make an impact?
- Past performance is a key indicator of future performance
- Do they align with your opportunity?
- Where do they fit, where they do NOT fit
- How you solve their career wounds
- Let them connect the dots for you
- Seek to understand a person’s WHY (Career Wounds)
Host Links:
LinkedIn: https://lnkd.in/dEWWWEq
Company: https://lnkd.in/dG5aMUxY
Podcast: https://lnkd.in/gyG9YDuD
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: rick@stridesearch.com
Show Sponsor: Criteria Corp: https://lnkd.in/g8YbdsH
Thursday Oct 14, 2021
Hiring Your First 10 People with Jeremy Parker of Swag.com
Thursday Oct 14, 2021
Thursday Oct 14, 2021
Growing your company from 2 to 10 people is the most critical time in your company's life cycle. The reason for this is every single hire that is made can make or break the company.
Every founder I meet has a story of “we hired a person that we thought was going to be a rockstar and it turned out to be a disaster”.
So where do things go wrong when a bad hire is made?
The interview was run from a position of need; where we focus on selling the opportunity. So excited to get this new rockstar on board that we totally forget to take the time to understand if the person aligns with the values of the organization.
The good news is there is a solution to avoid these sometimes deadly mistakes and it just requires structure and developing your listening muscle.
Our guest today: Jeremy Parker, Co-Founder and CEO of Swag.com
Swag.com is the best place for companies to buy and distribute quality swag that people will actually want to keep. We work with 5,000+ companies including Facebook, Google, Amazon, Netflix, Spotify and Tik Tok.
Jeremy was named to Crain's NY 40 under 40 (Class of 2020) and Swag is #218 on the Inc 500 (2020) and #368 (2021)- Fastest growing private companies
Today we discuss:
- The importance of the first 10 hires
- Process to avoid making the wrong hire
Challenge today?
- Hiring for the resume
- People who have done it in the past
- Not about the skills but the culture
- One bad hire can destroy a business
Why is this important to the company?
Story: First 2 years just the founders. Then scaled quickly to 14 people
- Who you hire in the early days is super important. Need to be the right fit, for the right time. They could be a great person and extremely talented but if they are not the right fit for the time it can go sideways.
- Up to 70 people now and everyone is ability is important, skills not as important, as culture
How do we solve the problem?
- Stop micromanaging
- Guide & teach & trust that people will get it
- Allow people who are hiring to do the job
- Right mentality & Right focus (embracing failure)
- Failure is ok
- Embrace it!
- 4 rounds of interviews
- First meet with Department Head. If that goes well, meet with someone who is currently in that same position in the company, to make sure they feel this person can do the job well.
- If that goes well, meet with the COO,
- if that goes well, meet with CEO.
- If the candidate gets through all rounds and everyone feels they could be a good fit, we get at least two reference checks. Someone who they worked under and someone who they worked alongside.
Rick’s Nuggets
- Evaluate everyone around your values
Key Takeaways -Value:
- Being ok with failure! Nothing can go wrong when you are ok with it. Failure will get you where you need to go.
Guest Links:
LinkedIn: https://www.linkedin.com/in/jeremyianparker/
Company: https://swag.com/
LinkedIn: https://www.linkedin.com/company/swag.com/
Twitter:https://twitter.com/promotewithswag?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor
Facebook: https://www.facebook.com/promotewithswag/
Instagram: https://www.instagram.com/swagdotcom/?fbclid=IwAR1TnFCOQ8kv-chtsiP5wKexliw55YISu2rESPCLGUu86tEynikmspBy9xc
This show is proudly sponsored by Criteria Corp
Thursday Oct 07, 2021
Thursday Oct 07, 2021
4 Million Americans quit their jobs in July of 2021 , according to the U.S. Bureau of Labor Statistics. What this means is that you have a tremendous opportunity to upgrade your talent base in your organization.
The pandemic has magnified people’s career wounds in a way that every business will be impacted.
While many reasons are given as to the cause of this mass exodus, the root of the fall out is that the people leaving are no longer in alignment with the company’s values.
Value alignment is now more critical than ever to attract and hire people. Because when people align with the actual company values, they find meaning & discover their purpose.
And their purpose is far more important to them than your profits.
Today is a special episode due to the massive number of requests from our audience about this little problem called the great resignation
We discuss:
- Why it is critical to own your company values
- How to prosper in Hiring - TODAY!
Challenge today?
- My people are getting poached!
- We have come to a point where people want meaning & purpose in their lives.
- Perks, compensation & benefits no longer matter
- People are questioning their “why”
- Imbalance
- Stress & heartache
- More flexibility is not the real issue
- Inc Article https://www.inc.com/jessica-stillman/great-resignation-work-meaning-esther-perel.html
- Demonstrating meaning & the company cares about them as “human beings”
Why is this important to the company?
- Who’s leaving?
- Mid- career employees have the highest resignation rates! (30-45)
- You are positioned to heal a person's career wounds.
- When you align with values and provide a solution to heal, both parties WIN
- People are expecting win-win relationships with their employers
- The Great Opportunity!
- Easiest time in history to engage A-Players!
- Raise the performance bar in your organization
4 Steps to Win-Win Talent in this Great Resignation
Get solid on your Values
- Key to attracting top performers
- Who you are
- how you lead
- how people act
Understand your Recruiting Process
- Recruiting is how you identify people & get people to talk to you.
- Just because you recruited someone great, doesn't mean you should hire them
- Or that they will even accept your job offer
- What is working today
- Target and Contact & Reconnect
- Do not sell, listen
Understand your Hiring Process
- Start with an in depth Discovery call (phone screen)
- Does this person’s desires align with the company (correctly positioned)
- Not skills
- Vision for the environment in which they will excel
- Timed & structured Interview
- Values alignment first
- Skills second (working session)
- Nurture a proactive flow - allow the person to have a voice in what happens next
- What would you like to do next?
Heal the Career Wound
- Growth, Content of work, Management
- Value Alignment
- Progression, learning, flexibility
- If you cannot provide a path to the individual, don't hire
- Someone else will thrive in the role
- You will be just a paycheck (if the person joins)
Key Takeaways -Value:
- The “Great Resignation” is real and you need to be capitalizing on the opportunity that has been presented to us!
- Get tight on the company values… They are the key to a successful hire
- Don't confuse a recruiting process as a hiring process. They are two separate activities.
Rick's Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.stridesearch.com/hire-power-radio
Book: Healing Career Wounds - https://www.amazon.com/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360X
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Thursday Jun 17, 2021
Thursday Jun 17, 2021
People do not want to go into the office on a daily basis anymore!
In fact, the last search we completed had an overwhelming number of people that would only be interested in a hybrid or fully remote work situation. Quality of life has become far more important to people than the paycheck.
We have all had to pivot in the past year but we really should embrace & capitalize on the opportunity that has been presented to us. That opportunity is the ability to raise the bar of talent within your company that is outside your geographical locale.
Our guest today: Nick Iovacchini, Co-Founder & CEO of Kettlespace.
Nick Iovacchini is a serial founder with a proven track record of building successful ventures across a wide range of industries. Companies founded by Nick have grossed $70MM+ in revenue, sold 10MM+ consumer products, and provided hospitality to 1MM+ patrons. Nick is currently a co-founder of KettleSpace, a company enabling smart hybrid work solutions with software, workspaces, and expertise. In his role as CEO at KettleSpace, Nick oversees product, operations, and growth.
Today we discuss:
- Why the hybrid model is here to stay
- How to run an effective hybrid hiring model
Challenge today?
- Gen Z- values freedom
- People enjoying the upside to working from home
- 40% of workers will quit if they have to go back
- Operationalize hybrid & gather the right data to know if it is working
Why is this important to the company?
- Value talent- talent concern
- Power dynamics between worker and boss have changed
- Worker is in a stronger position of negotiation
- Apple revolt-
- Global shakeup
Rick’s Nuggets
- Target the strongest people -nation wide
How do we solve the problem?
- Gather task force of people
- HR, c suite,
- Look at new paradigm
- Employee input
- Establish KPI’s, Objectives & Steps to take (# days in the office)
- Success Metrics -- Engagement & Productivity Measurements
- General “Direction” for Hybrid - 50/50 vs 3 days a week vs. self-select all remote, all in-office, hybrid
- Set timelines
- Plan for Change Management / Communications
- Operationalize
- Tooling
- Decisions / policies
- Implementation
- Data Collection /
- Monitor and iterate
Rick’s Nuggets
- Target hiring: cross industry/competitors
- Personal contact information
- Performance metrics for each role- 90, 180 days
- Run HireOS
Key Takeaways -Value:
- According to McKinsey 90% of companies plan to be hybrid, but nearly 70% don’t have a plan or the tooling yet to implement it -- need to move towards solutions
- The key is accepting the fact that this environment will be changing, need to adopt a test/learn approach -- plan for adaptation
- Whether you are early or late to the hybrid party, at the end of the day this is what the talent wants and over time the majority of the workforce will demand -- early adopters will have advantages to retaining and attracting top talent
Links
Nick Iovacchini: LinkedIn
Company: Kettlespace Facebook Instagram Twitter YouTube
This show is proudly sponsored by Criteria Crop
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
Friday May 21, 2021
Diversity Hiring Fire Drills with Venesa Klein of Calibre One
Friday May 21, 2021
Friday May 21, 2021
It is no secret that diversity sparks innovation and fuels business growth.
But diversity for the sake of image or social pressure is dangerous. It needs to truly be embedded into the fabric of the corporate values in how people interact. It is not just checking off a box to satisfy outsiders.
This is most dangerous when someone is hired simply for their gender or race without any consideration of what the individual is positioned to contribute. Values are misaligned, expectations miscommunicated and voila …. Let the nightmare begin.
Costly mistakes that result in wrongful terminations, and hostile work environment lawsuits.
Our guest today: Venesa Klein, Executive Recruiter & Partner for Calibre One.
Since 2007, Venesa has helped some of the world's most successful companies build out the critical leadership teams that drive their success.
As Partner at Calibre One, Venesa founded its Purpose-Driven Practice, which focuses on placing executives in growing organizations seeking to create innovation with meaningful impact. Her empathy forward personality along with her strategic thinking has enabled her to successfully build diversity programs for her clients.
Today we discuss:
- Why diversity may not be right for your company
- How to correctly implement a diversity program
Challenge today? Having a real diversity strategy
- Implement a long term strategy that develops people into leaders
- Diversity in leadership to fill a role - check off the box
- Oh Shit, we need to hire a woman because we are an all male leadership team
- the structure to give opportunity to diversity
- Vanity hire
Why is this important to the company?
- Real change and a more diverse workforce equals growth & innovation
- Companies
- The reality is that a woman
- Diversity of perspective: Will the person really be valued
Rick’s Nuggets
- Hiring for core values alignment eliminates bias, promotes diversity
- Just filling a seat for diversity sake, dangerous
- Value aligned
- Empowered to thrive
How do we solve the problem?
- Bottom up approach
- Add people at the most jr level first
- Development plan
- Way of identifying people who are doing well and offering opportunity to continuously grow
- Promote into leadership
- Incentivizing organization to develop those around them
- Leadership accountability
- When you have to go out to search
- Leadership team in agreement
- Think through the obstacles in recruiting within the criteria
- Ask Why?
- Needs to be a level of honesty -that is not happening
Rick’s Nuggets
- Build your interview process to eliminate bias first
- Value alignment first
- Values come in every flavor of person
- Positioning before Pitch
- Understand the person’s desires
- Path to success
- Heal their career wounds with your opportunity
- Value alignment first
Key Takeaways -Value:
- Bottom up approach
- Strategy around developing diversity in the organization
- Looking through the lens of diversity
Guest Links:
Venesa Klein: LinkedIn Twitter
Company: Calibre One Facebook Twitter
This show is proudly sponsored by Criteria Crop
Thursday Jan 21, 2021
Thursday Jan 21, 2021
One bad hire in your startup negatively affects your balance sheet and is the fuel to future boardroom conflict.
Often, we entrepreneurs feel the pressure to fill our roles at the expense of elevating our people's performance. This disintegrates the company values and results in the exit of your strongest players.
Today is about hiring “gravitators” and avoiding the “disintegrators” that will surely be the subject of boardroom conflict.
Our guest today: Rod Robertson, Founder & Managing Partner of Briggs Capital.
Rod is an international entrepreneur and co-author of the book The Human Vector. He has conducted business in over 15 countries while focusing on developing small-to-medium-sized businesses and taking them to market worldwide.
Robertson’s career in transaction experience and entrepreneurship includes guest lecturing around the globe at institutions such as Harvard Business School and other top-flight MBA schools as well as business forums and news outlets worldwide. He sits on numerous boards, guiding firms to streamline operations and make businesses more profitable before selling.
Today we discuss:
- The difference between hiring a gravitator vs a disintegrator
- Why this is important to your board of directors
- How to gain evidence to support hiring the right person - a Gravitator
Challenge today?
- Companies have no room for error in hiring
- Hiring folks that can contribute to increased value of the firm
- Boards are looking at the income statements & balance sheet
- Are they cohesive with growth strategies?
- How to assess quickly to unload non performing employees
Why is this important to the company
- In 2021 the PPP bailouts have run their course - no margin for error
- Your hires must stick - no “numbers game” in hiring
- The co culture equal to individual go
Rick’s Nuggets
- A speedy hire often results in a miss hire
How do we fix this issue in your company?
- Bring on more outside Board of Advisors (not traditional Boards) to analyze and share the responsibility of hiring and layoffs
- Human Vector
- Systematic approach to maximizing employee performance
- GRAVITORS can change employees “angle” to the” Vector”
- INTEGRATOR -manager who accelerates integration of employees
- FUNNEL OF VECTORS acceptable deviation of employees from company values
- DISINTEGRATORS a disruptive employee
- Attributes as they relate to the goals of the company
- Management hiring and termination based more then ever on cash flow
- Quantitative analysis trumps culture for now
- $1.9B stimulus will prop up economy for six months then economic slide predicted for balance of 2021 thru 2022
- Small to medium size businesses must pivot quicker then ever
- Using outside Board members or advisors to make quantitative decisions should be utilized
Rick’s Nuggets
- Behavioral Interview
- Tie interview questions to your company values
*Knockout:
- Tell me about your most difficult Customer interaction (give wow)
- What were the circumstances that led to the difficulty?
- Break down the steps you took to resolve the problem
- What was the root of the customer issue?
- What solutions did you come up with?
- How were you able to calm them down?
- How were you able to deliver beyond their expectations?
- How did the interaction end?
- Why was their view important to you?
Key Takeaways:
- During these difficult times, systematic hiring and termination most adhere to a firm’s financial
- Outside Advisory input can bring clarity to growth and/or scaling back strategies
- It’s a perfect time to shake up your roster!
Guest Links:
LinkedIn: https://www.linkedin.com/in/roderickrobertson/
Website:www.briggscapital.com
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Dec 24, 2020
The Pivot to a Remote Interview Process with Vince Thompson of MELT
Thursday Dec 24, 2020
Thursday Dec 24, 2020
Please, please, please wear pants during your video interview! Both parties, not just the person being interviewed.
Just yesterday, Jessie filled me in on the horror story of her last interview. The interviewer spilled his coffee, jumped up really quickly to reveal he was in his holiday boxers. While it makes for a hilarious story, it did not win the hire for the company...
Our guest today: Vince Thompson, Founder & CEO of MELT
One of America’s most successful sports marketing and branding agencies, and author of Build Brand You .
Vince has been named one of Atlanta Business Chronicle’s “Most Admired CEOs,” among the “500 Most Influential Atlantans” by Atlanta Magazine, the American Diabetes Association’s “Father of the Year,” one of Sports Business Journal’s “Power Players,” and was listed by BizBash as one of the top 1,000 people in the event industry.
Today we discuss:
- An impressive Pivoting story doing
- Building a virtual hiring process
Challenge today?
- Business collapsed overnight on March 16th
- Overnight NCAA canceled everything
- Nobody knew what was going to happen
- Had to furlough dozens of employees within weeks
- Breakdown in demographics
- Fear & unrest
- Pandemic, unrest, election …. Oh my
- Made the shift to 100% remote
- The liability gap is HUGE
- Mitigating the litigation dream
Silver linings
- Positive forward facing manner
- Reposition the company - opportunity to showcase what they are doing
- Career development
Why is this important to the company?
- Shifted /evolved the company into a multimedia & event company
- Overnight the market shifted to buyers market
- It will kill the “bounce” mentality
- Prepare for the next evolution
- Good will is good business!
How do we build into your company?
- Building a virtual hiring process
- Bring the heat (first impression)
- Wear something nice
- Know everything about the company, job & the person you are interviewing
- Get a good feeling for the chemistry before diving in
- Trust your gut
- Cease the opportunity to really have a more thorough vetting process
- Improve the process
- What did they do for themselves & others during Covid?
- What did you do to enhance yourself?
*during this time, if nothing was done for self or others…. Not something you want to hire
- Look at the big picture of “Who” the person really is
- A whole different set of ways in which you can
- Can't coach desire & attitude!
- Put something out that is positive, and
- No bad ideas to pitch in the marketplace
- Go from crazy to genius overnight
Key Takeaways:
- Pursue any crazy idea that might have been shelved
- Use a lot more discretion in hing as it is now a buyers market
- Shift in hiring for chemistry & culture to allow us to make more value based decisions
Guest Links:
LinkedIn: Vince Thompson
Website: MELT
Email: vince@meltatl.co
Twitter: vinnyinc
This show is proudly sponsored by Criteria Corp
Friday Oct 16, 2020
Friday Oct 16, 2020
Consider the possibility that giving may be the answer that propels your business through challenging times.
There is nothing more alluring to talented people than a leader who finds cause to support. Especially when most businesses are hanging by a thread.
Today we are talking to four business leaders who are giving back to the community and experiencing tremendous engagement from those they serve.
Our guests today:
Charles Antis, Founder & CEO of Antis Roofing & Waterproofing
Eric Morley, Co-Founder & COO of Blue C. Creative Marketing Agency
Wendy Ellis, Strategic & Creative Partnerships at Meruelo Media - KLOS FM
Wing Lam, Owner of Wahoo’s Fish Tacos & Co-Founder of CA Love Drop
These Four business moguls came together in April of 2020, to start up a charity called California Love Drop. The California Love Drop delivers meals and treats to our well-deserving Front Line Heroes and community neighbors in need. In October 2020, California Love Drop celebrates their 100th Drop!
Today we discuss:
- The importance of finding a cause & giving now
- How to build giving into your culture to spur abundance
Now more than ever people need help. It is easy to forget this when so many of us are focused on keeping our businesses afloat.
With this uncertain business environment, your strongest talent is most likely “keeping their options open” so shouldn’t we be doing everything we can to keep them engaged and productive?
Challenge today?
- Thinking about giving when we are treading water
- Finding people that align
- Charity is the best way to find great people
- Giving philosophy
- Nothing going on so no excuse to not give
Why is this important to the company?
- Not afraid to try things and fail
- Time to do good
- Shine a light on good
- It becomes not about price but it is now about Value!
- Elevate yourself above your competition
Rick’s Nuggets
- Cause attracts winners (people who will thrive in your company)
- People desire more than a transactional relationship
How do we build cause into your company?
- Find a cause
- Alignment with your company that you hold a strong passion
- Doing something for your people that allows them to be proud of giving back
- Join it, promote it within your company
- Allow your people to own the success
- Become involved
- Participate consistently
- Make your story compelling
- Celebrate & Openly talk about your cause
Rick’s Nuggets
- Start with what is important to you and your team
- Hire for cause / culture alignment (passion to the cause)
- Build in a knockout question in your interview process related to uncovering evidence as to the real passion for the cause
Key Takeaways:
- Just say yes to helping people
- Continually show up
- Indirectly network to spur opportunity
Cause Links:
Hire Power + Working Wardrobes T-Shirt Fundraising
Today's episode made possible by Criteria Corp
#hirepowerradio #giveback #calovedrop #rebuildcareers #workingwardrobes #mixonesound
Thursday Sep 24, 2020
Thursday Sep 24, 2020
To Cultivate Employee Engagement Focus on Performance Management & Personal Development
Our guests today: Michael Caito, CEO, Management Action Programs
Michael and two business partners launched Restaurants on the Run (ROTR) with a mere $6,000. His company experienced explosive growth after Michael attended a workshop hosted by Management Action Programs (MAP).
After selling the business valued at 12x EBITDA, Michael seized an almost uncanny opportunity to purchase the very coaching firm that helped transform his own leadership and business development. He bought MAP in December 2017 and is now, serving as its CEO.
Michael both gives back and pays forward what he learns: He has been a member of Entrepreneurs’ Organization and has served as its past Global Chairman. The balance truly matters, too, fueling his unstoppable energy, direction and focus, a discipline that transpires into positive action, producing results both on the job and at home.
Today we discuss:
- Performance management & development: what is it? Why should it matter to me?
- 5 steps to building a stronger organization
The roots of a successful company (engaged team) start with your hiring process
- Snapshot of how things are done
- Demonstrates your commitment to performance
Challenge today
Staying focused on what is vital today & moving toward innovation
- First the focus was on cash
- Non market forces we can't control
- Moving toward growth & innovation
- It is all about process!
- Fake it till you make it (imposter syndrome)
- Accountability & focus alignment
Why is this important to the company
- If you are not focused, you are everywhere
- If people are not aligned, how are you getting the best self from your team
- Strategy and not chasing shiny objects
Rick’s Nuggets
- Growth must be known & demonstrated
- Promoting within first, then gathering referrals
- Focused and deliberate hiring process wins hires
How do we do it?
5 Step process to drive:
- Accepting reality
- Face the brutal facts of your business. You can't be hopelessly optimistic
- Look at what’s really going on. Outside forces
- Market & non market forces
- Having empathy with your team
- What are your people feeling?
- LISTENING!
- You may just have to fake it. Take the steps to show that you are listening
- Create an envisioned future that people can get behind
- Place that people want to get to
- Picture of where we are trying to go
- Engage your team
- Communication; work together
- Stability plan first, where are we going first
- Where we are going. Prioritize projects that move people forward
- Process in place to hold people accountable
- Cadence of accountability check ins
- Monthly check in at the minimum
- Problem solving exercises
- KPI’s & cascading goal setting system
- Everyone sets goals
- Leader has to have the system in place to align the company. EOS, Gazelle,
- Map One page business plan
Rick’s Nuggets
- Reality - great companies find a way to grow through difficult times
- Listen - to the people you interview. What’s important to them is what ensures a strong hire
- Engage- coordinate delivery & feedback
Key Takeaways:
- CEO needs to deep dive on themselves. 360 degree feedback to understand yourself and be vulnerable enough to share. Creates psychological safety with your team. Allows people to bring their best selves.
- Need a goal setting system in your company. Habits
- Have a coach to hold you accountable. “It takes a village”
Guest Contacts:
Website: MAP Email: map@mapconsulting.com
TAGS
#Michael Caito, #MAP, #Leadership, #Manager, #Howto, #Tedxspeaker, #EO, #Entrepreneurs, #Organization
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
Saturday Jun 20, 2020
Hiring Trusted Talent with AJ Bruno of QuotaPath
Saturday Jun 20, 2020
Saturday Jun 20, 2020
Why you need to hire trusted talent to build and scale your startup. Referrals are still the strongest way to stack the deck with talent for your organization. But you cannot shortcut the interview process. Just because a person worked well in another organization does not mean they will be successful at yours. Diligence in gathering evidence of value, growth and cultural alignment must be gathered to avoid making a bad hire.
Our guest today: AJ Bruno, CEO & Co-founder of QuotaPath.
AJ leads the QuotaPath team as CEO & Co-Founder. Prior to QuotaPath, AJ spent 6 years at TrendKite, the company he founded and was president of in Austin Texas. At TrendKite, AJ led the go-to-market and sales strategy/execution and took that team from initial product inception through $20+ million ARR and 250+ employees. TrendKite was acquired by the public company Cision for $225 million in January 2019.
AJ is religious about vetting and hiring talent and has made over 300 hires in his career
Today we discuss
- Why trusted talent is the best option to build and scale your startup.
- What to do when you don't have a strong network
- The steps to take to hire through referrals:
Why is hiring “trusted talent” the best route
- Look into your own network of people you have previously worked with or go to a trusted source to help build the team you need to take you to the next level.
Why is this important
- Avoid running into bad hires
How do we do it?
- Reverse engineer your network
- Looking for trust and loyalty
- A lot of back channeling (connect with at least 5 people)
If you know the person?
- He needs to justify why for both parties
In the Interview process
- Disqualification questions- do you know who Elon Musk is?
- Tie questions to the importance of the role
Rick’s Nuggets
- Knock out questions
- Provide a growth path to avoid a transactional experience
Key Takeaways:
- Backchannel with at least 3 references if the hire is very strategic (the first hire in their position or respective position)
- Create a consistent process (with knockout questions or frameworks) if it will be a hire you will make multiple times (sales reps).
- Ensure that the person is sold on working with you and learning from you as much as possible if it is a strategic hire.
Thursday May 07, 2020
IT Infrastructure in a Remote Work Environment with Greg Keller of JumpCloud
Thursday May 07, 2020
Thursday May 07, 2020
The remote work mandate is still proving to be challenging for a lot of companies. Work from home is here to stay and we have to embrace the changes - there’s more to it than just making sure your employees are getting the job done. Today we are discussing how to get your IT infrastructure dialed in to increase performance in your business.
Our guest today: Greg Keller, CTO of JumpCloud
Greg Keller is the Chief Technology Officer at JumpCloud. He was responsible for productizing and launching the company’s initial directory service product offering to market in 2014. Greg is a career product visionary and executive management leader with over two decades of product management, product marketing, and corporate development experience ranging from startups to global organizations.
Today we discuss
- The challenges of IT in our new ‘corporate’ normal
- Some of IT related Hiring challenges
- How you can get your company ahead of the curve
What are the IT challenges companies are facing right now?
- The brittle on prem It workforce is now forced to move to the cloud
- Security when outside the ‘brick and mortar’ offices
- For those that still *can* hire, interviewing and onboarding is challenging
IT challenges in the hiring process?
- Obvious - you’re not physically with them
- Video Interviewing
- Time demands required over Hangout/Zoom
- Panel, with follow up 1 on 1
- Typically done in 1 day in person
- COVID = smaller chunks over 2 or 3 days if needed
What IT structure needs to be in place?
- DIY
- A patchwork of tools and write own automation
- Access control- active directory
- Be able to manage remote machines
- Governess to maintain compliance- devices
- Remote to on prem servers (VPN)
- Get clients on the machines
- Jumpcloud - onboarding through productivity
- All in one access control software
Hiring process?
- Onboarding
- HR systems (bamboo, workday, etc)
- Manage access to systems relevant to your role
- Formats the computer direct from the vendor
Key Takeaways:
- For IT in the new normal: Think ‘forever remote’ - Consolidating vendors will be key, as will ensuring the tooling will provide an ability for the employee to have zero dependencies to a brick and mortar office.
- For hiring remotely: Think ‘Culture must shine through a Zoom meeting’ - Engineering managers and those responsible for engaging the candidate beyond ensuring their skills match or exceed the job need, must ensure they understand that employees motivations, behaviors, etc, in the context of not being physically near a team
- For the state of employee mental health: Think ‘We owe our workers latitude and empathy to balance their new realities’ - Two adults at home - screaming kids, at home schooling, work pressures all add up to a degraded and intense life experience. The place of employment should do its part to assist the employee with getting through this.
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
Wednesday Mar 18, 2020
Wednesday Mar 18, 2020
How to evaluate for good discretion in the hiring process. Discretion is defined by Merriam Webster as an “Ability to make responsible decisions”. This is a quality that all leaders expect from their people but as we know, this is not always the case. How do you interview to uncover good discretionary habits?
Today’s Quote:
"A sound discretion is not so much indicated by never making a mistake as by never repeating it." - Christian Nestell Bovee
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: Joseph Hopkins, Founder & Senior Managing Partner of The IPRESTIGE Emerge Fund, LLC
Joseph is a thought leader in AI, authentication and security technologies, He leads an innovative emerging technologies firm that serves as a proprietary first-mover advantage IP incubation model that concentrates on growth opportunities in digital identity protection, security and advance encryption technologies.
Prior to Joseph’s AI and digital identity security work, he served in key executive management roles for Fortune 500 companies, including Kaiser Permanente, 3M, GSK, Allergan, and KPMG. He has hired Hundreds of people throughout his career.
Which makes Joseph a perfect expert for today’s topic. Joseph, Welcome to the Hire Power Radio Show today!
Today we are going to discuss
- Why it is important to Connect with people while adding value
- How to evaluate for good discretion in the hiring process
Connecting with people to add value
- Listening skills
- No one wants to hear about your problems
- Pick up on a person’s cadence
- What makes the person tick as a person
- Navigate how you engage as to their preference
- If you miss the connection, you’ll never get it back
- Pick up folks who miss the 9-5 mentality
Rick’s Input
- No one cares about the words coming out of your mouth
- While hiring it is critical to be more concerned about the other person than filling your role.
How to evaluate “good discretion”
- Trusting the gut, instincts
- Less tricky the older the person is
- More experience, the less risk
- Interest or passion in the work
- Experience
- Clear signs around eye contact, body language, smile while talking, taking themselves too seriously, jovial.
- Education - important to him.
- Live your life based on what you have learned rather than the exceptions
The ingredients that keep people engaged in an
- Balance of coolness and professionalism
- *Discretion - overly doing something can affect the relationship with the client
- The more the client is comfortable the successful the interaction will be.
Rick’s Nuggets
- Opener “open to hearing about something career advancing”
- Don’t pitch your job, company or yourself
- Find out what’s happening with you?
Key Takeaways:
- Empirical stuff- education, background & skills
- Interpretative- talk to people that have worked with you. Subjective perspective
- His Gut instinct- in conjunction with the other two
Thursday Mar 05, 2020
Building A Company On The Back Of The Gig Economy with Keith Ryu of Fountain
Thursday Mar 05, 2020
Thursday Mar 05, 2020
The grind of being a startup entrepreneur is riddled with rejection and heartache. It is often thought that you need the money before you can build your company… And that’s just not true!
The truth is there are so many ways to self fund when getting started and today we are dissecting a case study of how one company utilized the gig economy to fuel their company growth.
Today’s Quote:
"It's not the lack of resources that cause failure, it's the lack of resourcefulness that causes failure." - Tony Robbins
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: Keith Ryu, Founder & CEO of Fountain
Keith is quietly fueling the future of work. As CEO of Fountain, the Series A-backed hiring platform for hourly workers, the Forbes’ 30 under 30 member holds the keys to the secret engine powering the gig economy. Each month, Fountain processes nearly one million applicants and enables companies like Airbnb, Chick-fil-A, Uber, and Safeway to make over 130,000 hires. Keith initially funded fountain by capitalizing on the gig economy.
Today we are going to discuss
- Why utilizing the gig economy is a great option to get your company started
- How to fund your company through problem solving.
- Story of Fountain
How do you hire when you have no funding?
- Found a problem that customers had and started building solutions while funding the work
- Challenges with creative financing
- Creative hiring through upwork
Rick’s Input
- Project based bootstrapping solution
- Take on consulting projects
How were you able to build your company?
- Capitalized in 2 ways
- financed the company initially by selling services
- found backup engineers on upwork
- Found someone to hire. Brought in work through upwork and gave the work to their engineer to pay her
- Emailed people who raised money on techcrunch. Offering to provide solutions for their business.
Key Takeways
- Be resourceful - upwork, email lists, etc.
- Do the hardwork - be relentless
Thursday Feb 27, 2020
Thursday Feb 27, 2020
The value of being able to directly text or call a person you are needing to recruit for your company is staggering. Want people to give you the opportunity to recruit them? Then you need to contact them where they will respond. Hint: It is not through email or LinkedIn.
Today’s Quote:
"Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time." - Thomas Edison
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: Shafiur Rahman, Founder & CEO of Chatterworks
Shafiur has been the right-hand to founders and has built out the operational infrastructure for several companies, including Airbus Aerial, Specright and Connectifier ( acquired by LinkedIn February 2016) . He has extensive experience driving the day-to-day and long term requirements to ramp up a successful, high-growth startup.
Shafiur’s new startup helps you reach potential hires with their personal contact information!
Today we are going to discuss
- Why direct contact is critical to your recruiting efforts
- What contact information is most important
- How to find the contact information of the people you need to hire
- Typical scenario - What most do… industry best practices
Why do we need to find people's contact information when hiring?
- Low likelihood of response rate through the LinkedIn platform.
- Most people are not daily or even weekly on LinkedIn
- Passive people are not logging on at all
- People respond to Text directly. Much more than email.
- Limited to what LinkedIn offers/shows
- Have to work under their platform
What data is most useful
- Social intelligence
- Personal phone, email
Rick’s Input
- Text messaging has the highest response rate
- Open & Response rates
- 45% SMS, 8% email response rates
- 98% of texts are read, compared to 20% email
- Text messages has a 750% response rate over email
How do we find contact information?
- Hire a PI
- Background Check companies
- Build your own tech stack
- Piece together the various social platforms and cross reference data
- Your own personal aggregation
- Super labor intensive
- Can waste 30-45 minutes on just one person.
- Can still not get their direct contact information
Aggregate contact information?
- Build crawlers
- Buy public data
- Find tools
- Only gives you listed information, like home phone, no email
- If you want cell phone info, you have to pay for it
- Whitepages.com
- ZoomInfo - just business data
- spokeo
- ChatterWorks
- Swordfish
Key Takeaways:
- First identify who it is you want to hire
- Then get there personal contact information
- Where people respond the most, like start with text messaging
- 3rd- have my messaging down to ensure I’m touching people the right way. Not selling them, how can you help them in a career, how your job solves there problems.
Thursday Feb 13, 2020
Thursday Feb 13, 2020
The truth is most of the good players are on the sidelines. Great people are inundated with mindless spam therefore most messaging is getting ignored. Here is the good news, Gallup reports that 7 of 10 people are open to something stronger.
Today’s Quote:
“Great people want to work on things that matter. Inevitably, a great person working on imaginary work will turn into an unsatisfied person.” - Jason Fried
Our guest today: Marc Hutto, Founder & CEO of Reveal Global Intelligence
Marc is the chief architect of Purpose-Driven Recruitment . This methodology focuses the talent acquisition process on the people who are hiring and being hired - as it should be. Revealing hidden and highly-valued talent in this way also aligns to Marc's stated vision for the company of delivering evidential value to every life we touch.
Today we are going to discuss
- Why you believe you can't find people
- The truth behind the myth (79 % of people on LinkedIn, polled, will not see a posting)
- A script to successfully find the people you need - A “pattern interrupt”
Why is the view that company’s can’t find people wrong?
- You can easily believe this because most people are not responding to job postings.
- Mindset - most people need to be approached.
- A lot of people approaching them
- A lot of noise, people not responding
- Only 21% of people are looking at a job posting
Reach out
- Outreach and response is the main challenge
- A lot of the same messages
- Get rid of the hooks and talk to the person
- Pitching the job is the wrong mentality
- Get into career coaching mode as quickly as possible
Rick’s Input
- Treat people all the same, regardless of where they came
- Hit people at their pain point first.
- What could be better?
How to recruit passive talent?
Mindset
- Approach people who did not come to you
- You have to be proactive
- Business owners and leaders take great care when investing in hard assets (equipment, supplies, inventory, etc.) - should we not have the same mindset when investing in a new colleague?
Reach out
- Don't pitch the job (it’s presumptuous)
- Digital video job description (digi-me.com) 1 minute
- Polite, professional, persistent - it differentiates
Coaching call
- Talk to people about them- their career/career drivers
- Look for the opportunity to provide career coaching
- Start a conversation around career drivers
Incumbent interview - document
- Why did you come here?
- Why do you stay?
- Challenges you encounter?
- Want someone to understand what it is like to work for your company?
Reasons why people stay (career drivers)
- Compensation & benefits
- Impact of the work
- Environment - culture, people, space,
- Personal & professional growth
- Leadership or management
Rick’s Nuggets
- On average 7-10 calls to get in touch a person today
- Write 5 email sequences
- Top Desires: Growth, Content of Work, Leadership
Key Takeaways:
- Hiring and being hired are big deals. Keep them humanized. Focus on Career Drivers.
- If you are an employer, you are in sales mode for top talent.
- Post and Pray has to give way to Polite, Professional Persistence.
- Purpose Driven Recruitment Toolkit: revealglobal.com/hirepower
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 Oct 10, 2019
The Challenges & Benefits of Hiring Refugees with Chris Chancey of Amplio Recruiting
Thursday Oct 10, 2019
Thursday Oct 10, 2019
We are in a negative unemployment market and there are just not enough workers on the open job market. The solution might be taking a different avenue... Hiring Refugees.
There is great value to expanding beyond your scope of the limited talent pool into unfamiliar waters. Consider people who are motivated, engaged and reliable to elevate company performance.
This show is proudly sponsored by Vidoori
Today’s Quote:
"We must find a way to balance our tradition as a state welcoming of refugees while ensuring the safety and security of our citizens." Bruce Rauner - Former Governor of Illinois
Guest Bio:
Amplio Recruiting is a staffing agency placing refugees into jobs across the US. Chris Chancey launched Amplio in 2014 after moving into a refugee community outside of Atlanta, GA and now leads a team that has placed over 5000 refugees from 40 different countries into full-time employment at over 300 US companies.
As a social entrepreneur, venture capitalist and author of Refugee Workforce, a book articulating the economic impact of refugees in America, Chris believes in leveraging business to create greater stability for the 70M displaced people around the globe.
Show Highlights:
- Why refugees make great hires
- Dispel some of the beliefs
- Provide a How-to guide to locate and hire
Why is this a good pool of talent?
- Legal to work
- High retention (80% @ 3 months & 70% after 1 year)
- Drug-free- zero
- Increase of productivity - high growth mindset
- Company's reporting back double quota
- Mostly Congo, Burma, middle east
What does a company need to know about hiring refugees?
- Language barrier
- They learn English faster when they have a job
- Software to help train
- Transportation
- Rely on public trans
- Mostly blue-collar
- Only 10-20% have advanced skills
- Cultural Awareness
- Diversity welcome
How does a company tap into the Refugee pool?
- First, open the culture to diversity thinking
- Are safety and other relevant signs posted in the native languages of employees to assure a full understanding of a safe environment?
- Do you have an intra-company multicultural calendar to avoid scheduling important events or meetings on major cultural holidays?
- In the onboarding process, are materials offered in both English and the employee’s native language?
- Are meet-and-greets, building tours, team lunches, and other activities in place to ease the new employee into a comfortable atmosphere?
- Are training materials or presentations reviewed before introducing them to employees of different cultures to see if anything needs to be modified or explained in a different way?
- Top-down approach
- Promote inclusivity: the focus is not diversity, the focus is inclusivity
- Specific examples:
- Systems in place to accommodate onboarding:
- Slow onboarding time: What you would typically cover in two days, with a traditional employee, spread it out over a week or so. It’s better to over-communicate on the front-end than have to make amends for lost time, resources and relationships on the back-end.
- Don’t leave anything to chance: Communicate, communicate, communicate. Be direct with instruction and don’t assume the other person immediately understands. Overstate tasks and ask questions to assess comprehension. Avoid demeaning tones and be patient with questions, and don’t assume employees understand even the most basic cultural norms.
- Second, search “refugee organizations near me” on google to connect with local non-profit refugee agencies. They will be willing to educate you on the community and can invite you to local community events. If you share a job description with them, they can help refer to potential candidates.
Key Takeaways:
- Recognize the value of refugee community (buy the book)
- Connect with your local refugee community
- Consider ways you can employ refugees at your company
Thursday Sep 26, 2019
Thursday Sep 26, 2019
The work you must-do if you want to see innovation and growth. This work involves letting your inner kindergartner come out. Because this is when people do their best work!
This show is proudly sponsored by Vidoori
Today’s Quote:
"The Universe is one great kindergarten for man. Everything that exists has brought with it its own peculiar lesson."
- Orison Swett Marden (Founded SUCCESS magazine in 1897)
Guest Bio:
Summer Anderson is the Managing Partner of MiROR Partners. She has been spearheading executive search around the globe. With a proven track record of shaping executive-level leaders, guiding leaders to immediate clarity, and simplifying complex organizational matters, she is a trusted advisor to senior executive clients and candidates at Fortune 500 security, technology, and fast-growth companies. She is known for her solid network of long-standing relationships and as a catalyst for funding partnerships.
Today we are going to cover
- Why it is important to let your inner Kindergartner take the lead
- How to create an innovative environment
- The 3 step process to foster innovation
Why is this Important?
- When working together a group of kindergartners outperforms a group of MBA's!
- CEO- out of comfort zone. Anytime we are in default, we are not in their best selves,
- big mistakes are made outside of our comfort zone and operating in default.
- Trust on team is more attractive to everyone
- Superstar hired will stay when the environment is safe
- Curiosity, wonder, sparks innovation
To create the right environment for amazing things to happen
- Have to be willing to prep the soil
- Get minds clear enough to operate as a kindergartner.
- Being willing to empty yourself rather than fill your head with too much.
- Listening with care. I'm gonna get curious about what you said
- Squeeze all the nuances out of it
Innovation Codified
1) Build Courage: Leadership must lead with courage in order to inspire trust neither #1 or 2 will occur. If thinking differently and openly sharing ideas isn’t safe, it will never happen. The change begins with you.
2) Review Sacred Cows: Get your team to talk about the taboo topics. Examine your thinking. Get an outside party to facilitate and get to the bottom of ‘why’ things are the way they are. It’s more about thinking different. Apple was excellent about bringing this the forward. This is more about different perspectives. You
3) Add Diversity of thought. Take a long look. Is your team thinking differently? Or are you hiring just to increase your ratio of diverse team members?
Rick’s two cents
- Stay true to who you are: If you are a jerk, hire other jerks who can challenge you.
- Your best people will leave when they feel unheard
Key Takeaways:
- Be willing to look within and start with yourself
- Be willing to grow, get ready to help your people grow
Thursday Sep 19, 2019
Thursday Sep 19, 2019
Today we are taking an honest look at your hiring record. Data does not lie!
The success or failure of your hiring is a direct result of your interview process. Everything from the messaging, the experience of the first contact through to the way the interview is conducted determines your hiring outcome. It is NOT money!!
A shift in mindset is needed to understand that people have options and your company is not as special as you think. You need to stand out. You can do this by providing growth.
This show is proudly sponsored by Vidoori
Today’s Quote:
"You have to create a track record of breaking your own mold, or at least other people's idea of that mold." - William Hurt
Guest Bio:
David Patterson is the Founder and Managing Director of The Kineta Group and TheSAPRecruiter.com, and also a member of Sanford Rose, a top-10 ranked world-wide retained search firm (Executive Search Review).
He is The SAP Recruiter, and helps CIOs, IT Execs, and Talent Acquisition Pros hire and retain the best SAP talent in the known Universe. In his 15 years as an SAP Recruiter, David estimated that he personally interviewed between 5,000-6,000 candidates for all levels to include Architect up through the C-Suite.
Show Highlights:
- Why it is important to really dissect your hiring record
- Understanding what success should look like
- Evolve your own unique process into an experience that attracts the right people
Why is it important that you take an honest look at your hiring record
Your Hiring record is the result of your interview process.
What data should be measured?
- Number of people interviewed to get to an offer
- How many people turned down your offer
- Last 10-20 hires
What a record should look like?
- Where people fell out… timing issues. The truth about taking too long, dropping the ball, the impressions you are leaving
- Self-actualization- following the pack,
- Different interview process- repel as much as it attracts. How can I scare people off? (the anti-sell) - The Crossfit sell
Rick’s Input:
- Retraction: Video interview is all good … one way video interviews- Bad Idea!
- Past performance is a key indicator of future performance
- TRUTH: Money is not the reason someone turned down your offer
- Data
- First Interview to Placement ratio
- Offers extended
- Accepted / Rejected
How do we fix a broken Hiring record?
Use the strategy to drive the message.
- Be polarizing to attract the people who love you
- The majority of people don't get what you do, the ones that do become believers
- Finding that career wound…the pain that they have become habituated too. That’s where you pivot!
- (but you need to first find those common pains that most candidates in your industry have, as well as develop the skill to elegantly bring that out in people during interviews)
Create a “Special Sauce” where you attract the people you want.
- Cult-like following. Special tribe
- Don't be afraid to repel the wrong people.
- People who are attracted to the mavericks
Assessment of why you hire the way you do.
- Not seeing all the right people out there
- Based on the job descriptions
- View on the JD flows into how to recruit
- How you onboard/retain them
Rick’s two cents:
- Understand your Candidate
- Accept that you are one of many
- Fill the gap in the person’s career
- Provide a growth road map
- Target specific people and nurture
- 4:1 Interview to placement ratio
Key Takeaways:
If you don’t want to be just another commodity employer, you need to:
- Be willing to take a step back and figure out, fundamentally, the pains, fears, and dreams that drive the people you want to hire (and recognize that you are selling a product that solves a pain)
- Be willing to draw pain and dreams out of the people you are interviewing (to see what makes them tick, in their heart)
- Be willing to be polarizing and repel as much as you attract, if not more so!
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 Jun 27, 2019
Thursday Jun 27, 2019
Engagement!
Well, not the type of engagement you might be thinking of.
Engagement in the business sense. Employee engagement is the one critical element that leads to the success of your business! Which I believe starts from the first point of contact with your organization… yes before someone is hired!
Today’s Quote:
“Not what you say, not what you do but how you make people feel.” - Maya Angelou
Guest Bio:
Steve Higginbotham is the Branch Manager of Volt Workforce Solutions. As an executive business partner and inclusive leader, Steve brings two decades’ of experience leading organizational transformations with leading companies. Changing the way Staffing Companies engage with their customers is vital. Having a deep connection with your business and an inclusive approach will continue to add value through a Total Talent Management partnership. Steve has expertise in Technical Recruiting, Business Development, Technology Consulting and Human Capital Solutions. He continues to deliver immense value to companies and business leaders through his strategic partnerships. Steve believes in a customer service approach for business success.
Steve has experience leading multiple types of organizations from Fortune 100, mid-market, private equity, & VC backed start-ups. In addition, Steve has developed 15 different divisions within eight different businesses while managing large business units & increasing enterprise accounts. His track record includes leading, coaching, mentoring and developing people into highly successful business leaders.
Steve has spent his career aligning business professionals with career opportunities. The value that he brings to companies identify with their strengths and opportunities for growth. Steve's experience coaching individuals helps improve communication. He has also conducted numerous presentations to board members and C-Level professionals with highly respected clients and industry associations.
A people oriented leader who drives business collaborative to maximize team performance while mentoring & coaching individuals through aligned approaches to achieve desired results.
Show Highlights:
- What Engagement is, what it isn’t
- Why engagement is critical today
- How to engage people to create emotional attachment!
What is engagement and why is it important? Engagement
- How you communicate with your company
Hiring managers - I want to hire the best talent, retain top talent
- What happens in the middle from what you want vs what you are getting
The company gave 3 hours of training, no orientation, on the job training.
- Employees responsibility - Who owns engagement??
Problem
3 sides of the engagement - Who’s responsibility is it these days
- If a person is not engaged correctly, they are going to bounce quickly… first 30 days.
- The company needs to train leaders to be better leaders
- The dual partnership between the company's & managers
People leave quickly or they stay and are just there because of the paycheck
Belief in mission, vision values.
Outlining issues that you cannot control
- Employee: losing engagement with the job… nothing more that is being contributed
Rick’s Thoughts
- Engagement starts with your job posting, email or phone call
- Critical in attraction & retention
- When you care, you win
Human Contact is the key
- 1:75 people call back.
- There has to be a personal approach.
Steps to maximize engagement
- Sources are not recruiters…
- Everyone with at least relevant experience NEED to be called
- train recruiters on what needs to be asked
- Discuss career worth
- Poor career planning. No mentoring, support or growth
Once they start:
- Not scaling back on your onboarding process
- Social media posts are not onboarding
- Clearly, have a process
Train your recruiters
- What information to gather
- The importance of a conversation
- Reward finding gold nuggets!
- Create a hiring bonus for people who were passed over because of a resume but are actually good
Pick up the phone and call people!
Key Takeaways:
- Differentiate yourself from the standard hiring process
- Create a structured and standardized interview process
- Train your employees to be Talent minded
Remember in engagement – how you make the candidate feel is more important – please be genuine in your approach, efforts and ensure timely and responsive feedback – always
Thursday May 30, 2019
Thursday May 30, 2019
Attention comparison shoppers... waiting to see a “few more people” to compare before deciding to hire? Bad Idea, Time kills hires!
Riddling your interviews with randomly placed hurdles is just madness. Making the interview process challenging is essential but there is a correct order to the journey you create. Each step in your interviewing process must be intentional.
Today we are going to help you bring order to your interview process.
Today’s Quote:
"Comparison is a thug that robs your joy. But it's even more than that - Comparison makes you a thug who beats down somebody - or your soul."
- Ann Voskamp
Guest Bio:
With the resurgence of Big Data and AI, Shane Bernstein realized the tools needed to scale the effective outreach approach were finally available! His C-level customers were continuously frustrated with no viable and consistent solution, and unable to build the teams they needed in order to have the global impact each of their businesses required. So Shane founded Rolebot.
Utilizing the power of AI, he and his team have developed software enabling companies and staffing firms to reach their goals and measure ROI. As a result, Rolebot eliminates the way in which we traditionally pre-qualify talent, from days/weeks to seconds, and increases recruitment output and engagement results by 10x.
Show Highlights:
- What is making it impossible to hire Great people
- Over Interviewing- How much is too much
- Efficient Solution to come to a decision quickly
Problem:
Over interviewing is a direct result of Not having a solid hiring Structure
- Clarity of Intention
- Clarity of Values, Cultural & Skills Alignment
- Not Knowing how to ask the RIGHT Questions to gather clear evidence to support a decision
Where are the Obstacles?
Over interviewing makes it harder to get the hire.
- Timing (time kills placements)
- Too much time kills interest.
- Time allows time for competitors to steal… not an if, but a when
- Feedback channel
HR prescreens
- HR assesses for culture fit.
- The Team should screen for culture, not HR
- Take home assignments- Give BEFORE you get… mentality
- Pre-screen is a big waste of time.
What is Over Interviewing?
Reality vs. Perception
- Comparison Shopping
- Hurdles - Mindset Issue (You are not the only pretty girl in the bar)
- Demonstrates weak leadership
- Feedback channel. Is slow when the process is slow
****people hire on gut feeling…
Rick’s Input
- Why? Company does NOT have a strong interview structure
- Treat each person as though they are your Only option!
Solutions
The Set Up
- Recruiter - recruit & ask questions
- Is the recruiter/hiring manager bringing value?
- Manipulate time to gain accepted offers
- Someone needs to own the process
Interview Process
Two step process
Phone interview - lead, manager (not recruiter or HR)
- Credentials
- Technical skills assessment
- Skills-based conversation run by a team member
Onsite
- Get it done in 1 day… do not bring them back
- Has to be vesting on both sides.
- Have a hiring team & a process in play
- Put the decision makers and the people who will have to work closely with them
- Make sure the people can sell the position & the company
- Be able to sell: Why should I take this role?
Rick’s Input
- What’s in it for me???
- Phone Interview Establish -Why, Cultural Alignment, Impact
- Point person (CEO, Founder, Recruiter (not a farmer)
- Onsite
- Timed
- Structured (3-5 person Interview team)
- Challenging
- Knock Out Questions- aligned with Core Values
- A decision in 24 hours!
Key Takeaways:
- Assess the current process, does it align with the current marketplace, what ROI does each component bring, what is % of rejected offers, etc…
- Figure out what must stay, what can be omitted, or moved around and integrated
- The goal is to strike the right balance for your organization
Thursday May 09, 2019
Lee Caraher: Boomerang Hires Knock Out All Others!
Thursday May 09, 2019
Thursday May 09, 2019
Is it a good or bad idea to hire former employees back? In today's job market, people may exit a company to experience life at a startup, change industry, or even go back to school. So why would you have a no-return policy?
Jack Dorsey left Twitter to found Square between his two stints as CEO of Twitter. And Steve Jobs was a boomerang hire. We need to start treating departing employees as future brand ambassadors, potential customers, hiring references, and even boomerang — returning employees.
Today’s Quote:
"There is nothing like returning to a place that remains unchanged to find the ways in which you yourself have altered."
- Nelson Mandela
Guest Bio:
Lee McEnany Caraher is the founder and CEO of Double Forte PR & Digital Marketing, a 15-year-old national agency that works with beloved and up- and-coming consumer,technology, and wine brands. An acclaimed communication strategist, Lee is known for her practical solutions to big problems. Lee has a reputation for building cohesive, high- producing teams who get a lot done well and have fun at the same time. She is a straight talker who doesn't hold too many punches, although she does her best to be pleasant about it. Her big laugh and sense of humor have gotten her out of a lot of trouble.
The author of Millennials & Management: The Essential Guide to Making it Work at Work, Lee based the book on her experience with epically failing and then succeeding at retaining Millennials in her business. Her second book, The Boomerang Principle:Inspiring Lifetime Loyalty From Employees, published in 2017, is a pragmatic and actionable guide to creating high-performing work cultures ready for the future (available on Amazon).
Lee is a popular guest expert on leadership, intergenerational workplaces, public relations, crisis communications, social media and integrated marketing. She splits her time between San Francisco and New York City, and puts her medieval history degree to work every day.
Show Highlights:
- What a boomerang hire is
- Why you should absolutely integrate this practice into your talent acquisition process
- How to acquire boomerang hires
Problem:
Why would you hire someone again?
- If they come back to you it means they liked it there
- Not going to hire them for the same job
- They will be even more valuable to your company the second time bring something of value to your company
- Take less time for them to come up to speed 2-4 months (up to 12 months for new hires)
- Boomerangs are the highest performing hires at google
- More than 45% of millennials say they would absolutely return to a former employer
What would make someone eligible for rehire?
- Anyone who leaves in good standing
- Building loyalty beyond employment
Rick’s Input
- Already familiar with the culture
- Boomerang trend pioneered by millennials
- Rehires are less risky-
- would not choose over someone outstanding (rockstar)
- The decision should be made based on the exit interview
Solutions:
Mindset:
Understanding why people left
- Take a long view
When they leave
- Be happy for them
- Never counter
- Ask “how can I help you?”
Steps to create a re-hire program:
Create a program or environment - keep in touch with the people who left on their own volition
- Set up an Alumni program (company run) facebook group (not a Linkedin group)
- Content engagement
Keep the universe up to speed with what you are doing….media relations
- Birthday card
- Share wins
Interaction… stay close to the universe of potential
Hiring- share new roles with the alumni group letting them know that hey can came back.
How is Onboarding different?
Rick’s Input:
- Why did people leave in the first place
- One survey found 70% of employees say job related training and development opportunities — or lack thereof — impacted their decision to stay at their job.
- Growth & training
- Leadership does not have their back
- Trust - transparency, communication, investment (not perks)
- Consider re-hiring people who left due to a poor leader (toxic executive)
Key Takeaways
- If we aren’t open to hiring former employees you are SHRINKING your potential talent pool of great employees
- Everyone who leaves you can hurt you or help you. Do everything you can to let them help you! Help you find new employees, help you spread the word, help you find good partners.
- Take the long view – your business will be BETTER all the way around if your employees are loyal to you – NOT because you pay them but because they WANT to. And then every time someone leaves the company you are actually GROWING your footprint not shrinking it.
Friday Apr 26, 2019
Diane Lee: Interviewing Etiquette Brings Out the Truth
Friday Apr 26, 2019
Friday Apr 26, 2019
No longer can you, Mr. Hiring manager, get away with bad behavior in an interview and think you will be able to hire the person across the desk from you. When your offer gets turned down and you think it was because of a higher offer, know that was probably not the case. It’s you, not me!
Today’s Quote:
"Etiquette means behaving yourself a little better than is absolutely essential." - Will Cupp
Guest Bio:
Diane Lee is a foremost expert in providing professionals, specifically millennial workers, with the business etiquette best practices needed to successfully present themselves in the workforce. Diane founded Street Smart Etiquette in 2011 to empower millennials beyond the theoretical, offering hands-on workshops and individualized etiquette courses to help them master business soft skills, and ultimately achieve career success. She has conducted business etiquette classes on California State University campuses at Fullerton, Long Beach and Northridge, along with El Camino, Long Beach and Pasadena community colleges. Diane has been a featured speaker for many Los Angeles and Orange County community, civic and business organizations.
This venture builds on Diane’s successful career in journalism and business marketing. After graduating from California State University, Long Beach, with a degree in public relations and business, Diane made a career in Maui, Hawaii, where she played many roles in the hospitality industry and television, and was a freelance writer. In the consumer food product industry, Diane expanded the production and distribution of many Hawaiian brands throughout the Pacific Rim and western United States, and achieved millions in annual sales for her clients.
After relocating back to the Los Angeles/Orange County area in 2008, Diane found herself at the Disneyland Resort, where she discovered her passion for training and development in the Guest Relations department. That’s where the light bulb went off and the urgent need for interpersonal communication skills was identified. Diane earned her credentials as a certified trainer at The Protocol School of Washington, and is also a certified training designer through the Association of Talent Development (formerly ASTD).
Show Highlights:
- Why it is important to develop your interviewing etiquette
- Provide a checklist on what to do first
Problem:
Why is this important?
- The market is demanding it
- Evidenced by turn downs
How should you treat people in the interview?
- How do you get someone in the right mindset for your interview
- Get people comfortable
- Mindset: get the best out of the person by giving them the most
- Charismatic listing
- Good first impression & look credible
- Duschene smile - smile with your eyes!
- Offer a drink of water
- Be punctual:
- Discuss & contrast - 10 minute cutoff
- Story Bad experience:
- Kept waiting 45 minutes & had Dodger game on the whole time
Rick’s Input
- The people you are trying to recruit are the decision makers (Sellers Market)
- An accurate picture of what daily life is really like. Own your culture
- Be present
Solutions:
How does a hiring manager use Etiquette to their advantage?
Here is a checklist of what to do to maximize your interview experience.
- Greeting
- Personal presentation- etiquette is making the other person feel comfortable
- An air of credibility, one chance to make a first impression
- Remember the person’s name
- 5 minutes of small talk
- Ease the nerves
- Then get into the meat of the conversation
- Art of listening- leaning into the conversation
- Your Physical Cues
- Body posture, body language,
- 70% of people fail the interview due to lack of eye contact & smiling
- Charisma- everyone should walk out feeling like they really want to work for you
- Setting the person up for success - preparation, sending email re Parking.
Rick’s Input
- Approach each interview with Candor & Curiosity
- Hiring manager needs to set the example by being prepared
- No cell phone
Key Takeaways:
- Prepare for the interview, read & organize your info & questions. Check your personal presentation
- Make a genuine smile, positive body language, eye contact and active listening techniques automatic habits
- Get the most out of your time by ensuring the candidate is comfortable and you are relaxed & focused
- Set your candidate up for success with appt details, beyond time and place, such as expectations, as well as, traffic & parking tips to alleviate pre-interview stress
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 Apr 05, 2019
Friday Apr 05, 2019
Diversity & Inclusion is critical to your company’s success but it is not a strategy. Here’s why... D&I needs to be built into the DNA of your company instead of being treated with kid gloves. Besides, hiring like-minded people is bad for business!
Today’s Quote:
"Our diversity is our strength. What a dull and pointless life it would be if everyone was the same." - Angelina Jolie
About the Guest:
Mike “Batman” Cohen is the Founder of Wayne Technologies, a recruitment training and search firm. Mike has over a decade of experience placing technologists, recruiters, and business development professionals, and has conducted training for Corporate and Agency Recruiters.
Throughout his career he’s learned several things that he’s committed to paying forward:
- We can’t make it on our own - we need community
- There is no “secret sauce” - we should be sharing our skills, tips, tricks, etc. openly
- Data is extremely important
- Being a good human is more important than data
He has worked with a diverse group of clients ranging from GIPHY, Spotify, TripAdvisor, Digital Asset, MacDonald Miller, etc.
He contributes articles to SourceCon, has a chair in the Program Committee with ATAP, helps run SourceHouston, and is a Brand Ambassador for ERE.
Mike has spoken at:
- Talent42 (June 2019)
- TechRecruit Los Angeles (July 2019)
- TechRecruit Chicago (September 2019)
- HireConf (October 2019)
- HRTX Dallas
- RecruitCon
- ATAP Webinars
- TalentNet
- SourceHouston
- ERE
- HR Houston
- Scala Up North
- Scala.io
Show Highlights:
- Why Diversity & Inclusion is not a strategy
- How to embed diversity into your Company's DNA while staying true to your company values
Problem:
Why is Diversity & Inclusion such a hot topic?
-
- Diverse communities are growing and matriculating faster than any other
- Organizations are realizing that diverse thought doesn’t just come from people who went to different schools or studied different subjects, it comes from background, upbringing, etc.
- We all want females, minorities & orientations.
- Candidates are placing a large focus on organizations that put a value on D&I - if you want the best candidates - this is one of the things that’s important to them!
Why is this important to organizations?
- Are we hiring because of D&I to check off boxes?
- Shouldn’t we be looking deeper into diversity of thought rather than physical characteristics?
- Hiring people who are different from you and are included in your culture
Shouldn't we just be concerned with hiring the best person?
- Just start hiring people who make you uncomfortable
- Embrace the differences
- Hiring like minded people is bad for business
What about the alignment of core corporate values?
- Define corporate culture.
Solutions:
If Diversity & Inclusion isn’t a strategy, how do we accomplish it?
- You don't want to hire someone just because they are a certain classification
- It has to go beyond “skin deep” - this isn’t about the way someone looks, it’s about integrating all different walks of life or trains of thought or images into your brand.
- Not to diversify to make things different, but to create a culture where diversity is the norm - that is how you create inclusion
- The desire to have different people is not a business strategy
- It is a top-down mind-set as to how the business operates and what it considers important, successful, and a good fit
- Vetting issue- how does one determine who the best person is. Not the values or mission
- Grey area- Defining the gray area or you will fail.
- Focus for cultural alignment vs skills
- Perks that attract like-minded people, like Ping pong and foosball tables & kegerators, reduce D&I.
- The Strategies to achieving D&I are merely the execution of a goal.
- Companies aren’t built on strategies - they are built on vision and mission - Strategy is simply how we get there - is your company built on top of a foundation (mission and vision) that doesn’t celebrate diversity, but instead values it as a competitive advantage?
- These values and mission themselves should come with a very diverse perspective.
- The more avenues of thought the quicker and higher quality it will take you to that mission.
Rick’s two cents:
What should be your strategy?
- Hire People who perform
- Hire People who bring different perspectives
- Hire People who will challenge you
Key Takeaways:
- D&I isn’t a strategy, it’s a business mindset
- Dissonance is a good thing! Just be respectful
- Diversity is a mindset, Inclusion is turning that mindset into the norm
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
Thursday Mar 28, 2019
Special Event: Beerud Sheth from TiECon SoCal
Thursday Mar 28, 2019
Thursday Mar 28, 2019
Beerud Sheth, Co-Founder and CEO of Gupshup
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 Feb 21, 2019
Thursday Feb 21, 2019
Employer branding is a very hot topic! Today we are here to challenge conventional wisdom and say that people pitch their company and themselves wrong.
They pitch what the company does and the perks they offer rather than the problems they are solving first. Talented people want to solve challenging problems!
Now I am a huge believer in looking at what everyone else is doing and doing the opposite… it works for me!
Today’s Quote
"A problem is a chance for you to do your best." - Duke Ellington
Show Guest
As a global Keynote Speaker and Managing Partner of InfluenceTree, Ryan Foland helps executives harness the power of vulnerability and authenticity to build better, more relatable, more profitable brands. Recognized by Inc. Magazine as a Top Marketer and named a Top Personal Branding Expert by Entrepreneur Magazine, Ryan is the inventor of 3-1-3® Method, a discovery process that helps communicate ideas into three sentences, which is condensed into one sentence and then ultimately boiled down to three words. His book Ditch The Act: Unleash the Surprising Power of the Real You for Greater Success, will be published in October 2019 by McGraw-Hill. When he is not speaking, he is likely sailing.
Episode highlights
- Why the positioning of your messaging does not attract people to your company
- Share our methods for engaging talent to be drawn to your company
Problem
- No one cares what you do or who you are.
- Try instead promote the core problem you solve.
- Lack of Aspirational influence.
- People not Inspired by the impact your company will have on the world
Psychology
- The mindset of the person you are talking to when presenting your opportunity
- Reptilian brain- in charge of our survival
- Fight or flight, sexual behaviors, anger & fear reside
- Keeping people out of the fear zones
- Rick’s Switch theory
- The words that you chose to come out of your mouth either turn people on or off
Solutions
3-1-3 process - Tease out the problem you solve to uncover the actual pain! Solve the problem of.....
- 3-problem you solve in one sentence (problem, solution, market)
- 1- condense to 1 sentence
- 3- Words (Marriott of marketing)
Pain being solved by the position & pain of the company that they solved by their customers. Alignment of pain points.
Eliminates being another me too company
Example of a good 3-1-3
The difference between success and failure hinges almost entirely on a company’s ability to hire the right team. One bad hire can destroy the company. We provide a step by step process that eliminates wrong hiring decisions. Startups need a competitive advantage when fighting for talent.
Rick’s first step
- Open with a slap in the face by Locating a career wound!
- Locate the pain first. Match the problems solved with the solutions the person can gain by joining your company.
- Lead people down a path and let them draw their own conclusions
Key takeaways
- Nobody cares about the words coming out of your mouth
- People are attracted to the problems you solve
- Change your messaging! Problem, Solution and Market
Ryan's Social Media
Monday Feb 11, 2019
Monday Feb 11, 2019
Today we are discussing the Steps to building & scaling headcount in growth mode. Making sure that execution & time to fill are aligned.
Today’s Quote:
"Growth is never by mere chance; it is the result of forces working together." - James Cash Penney
Show Guest:
Brendan Rogers, Co-Founder & Leading Recruiting of Wag Labs, has raised over $360 million in venture capital, most recently $300 million from Softbank's Vision Fund. Wag! connects pet parents to dog walkers and is currently live in over 110 U.S. cities. He co-founded a social discovery service to meet new people which grew to over 50 million users in over 10 countries and was acquired by IAC in 2014.
Brendan's next big event will be speaking at the ERE Conference on April 22-24th.
Episode Highlights:
- How to ramp up from 0 to hero
- Steps to put in place to avoid making hiring mistakes
You company closes your first round of funding
- 10 -12 roles from Nothing
- no resources & no systems in place
- Spreadsheets, manual task-oriented, process
Preparation before go mode
- Building out pipelines, similar spaces, consumer-related companies.
- How to avoid making the wrong hire.
- How to scale for maximum impact
- Tools needed. Process in place, a foundation to scale.
- Get really good at identifying the right people, connecting the dots, sourcing- research
- He does a ton of research, knows his space.
- Strive to keep quality really high. Target specific businesses.
Action Plan & Execution
- First hire should be a recruiter
- Identify what is needed & write job descriptions
- Right messaging
- Tackled building pipeline, hired.com
- Spreadsheet
- Hired a recruiter, brought in an ATS (applicant tracking system)
First:
- Get an ATS system first! -like Newton, Google (hire with Google) Greenhouse, lever
- - take open requirements and intake with each hiring manager. Know the roles from top to bottom
Second:
- Build a pipeline, training managers on how to use the ats, become partners with the hiring managers
Third:
- Hire a recruiter only after 5+ open roles.
- Admin- for cost savings
- Having a foundation will only help you to scale.
Key Take-Aways
- Be best friends with your Hiring Managers
- Be on top of everything
- Always be available
- Invest in the right tools
Thursday Dec 13, 2018
Charles Antis: Discovering Your Company's Purpose
Thursday Dec 13, 2018
Thursday Dec 13, 2018
It’s all about Purpose... Why? Because if your model exists just to make money, you won’t be relevant anymore. What is your companies purpose? Today we are going to help you discover your purpose and share ways to build purpose into to your hiring process.
Today’s Quote:
“When you're surrounded by people who share a passionate commitment around a common purpose, anything is possible.” - Howard Schultz
Show highlights:
- Discovering your purpose
- Getting others to rally around your company’s purpose (super power)
- How to hire Purpose-driven people
Let’s start by talking about how you discovered your companies purpose
- Origin Story:
- Reason to exist other than making money
- you have to have a Why
- “We exist to keep families safe and dry” - Antis purpose
Why is it important to have a purpose?
- The purpose of a company is to make money!
- Involved in changing people’s lives
- Benefits of Purpose
- Retention
- Increased productivity
Hiring with Purpose
- Have a reason why
- Getting others to buy in
- Knowing your “Why” and building it from the inside out.
- Helping employees discover their “Superpowers”
Tribal leadership- when the culture goes wrong. survival
Demonstrating that as a leader, you are there to serve them
Interviewing for Purpose
- Messaging
- Clear and consistent with how the leaders lead
- Interview
- Core values alignment
- Hire for alignment over skills
- Discovery of superpowers in the interview
Results
- 20% culture lift in a month- gift card that they can donate to a cause that is near and dear. To someone who did
- Retain 93%
- Melt away silos builds a stronger bond between individuals and departments
Charles Antis, Founder & CEO of Antis Roofing & Waterproofing is a well-respected and widely known roofing expert, entrepreneur and humanitarian. Charles began his career as a roofing professional in 1984. Since then, he has become one of the most trusted names in the Southern California roofing industry, as well as an inspirational business leader championing social corporate responsibility.
Charles has been the recipient of many prestigious awards over the years and was recently honored with the 2017 US Chamber of Commerce Foundation Corporate Citizen Award, Small and Mid-Size Business. In 2017, he was also named as National Philanthropy Day Honoree, Outstanding Corporation or Business, Mid-Size; the Civic 50 Orange County Honoree; and received the top honor with the CNA Insurance/National Roofing Contractors Association (CAN/NRCA) Community Involvement Award.
Thursday Oct 18, 2018
Nicole Washington: You Closed Your First Round of Funding, Now What?
Thursday Oct 18, 2018
Thursday Oct 18, 2018
Congratulations! You closed your first round of funding, what's next? To scale, you better have a plan, a structure and commitments for who’s on board.
Today's Quote:
“If you're trying to create a company, it's like baking a cake. You have to have all the ingredients in the right proportion.”
- Elon Musk
Show highlights:
- The importance of having a structured plan
- Stick to the plan
- Layout structural elements
Stick to the defined plan!
- Cause, Mission, Vision
- Should have an active pipeline ready to go
- Key positions in place, partners, hr strategy in place
- Hiring without compromise- values and mission driven alignment
- Investors should have dig into core company values and compromise levels of hiring
- Just a bunch of people winging it… you won't be able to hire right in today’s landscape
Create a team that investors will continue to invest in
- No, no’s
- Knowing the difficulty creating a team
- Hard for people to find a good technical people
- Don't hang out in the same places
- Setting Expectations & writing them down
- What happens when it doesn't work?
Structure… Have everything lined up!
- Company values in cement
- Define your Road map
- Set the stage for what happens next
- All documents & agreements in place
- Getting people to join before you have funding or a product
- Leverage university talent, students, - easier to get people to resonate with them
- Students: finding the ones who are doing research in your particular field
- Develop the relationship with the professors
- Reach out directly to the student *attractive to investors
Takeaways:
- Do not make compromises!
- Goals of the company first
- Hire with the end result in mind
Nicole Washington, Director of Innovation and Growth of OCTANe OC, focuses on engaging with strategic partners to accelerate the growth of early to later stage ventures and small to medium size business throughout the entire Southern California Ecosystem.
She currently serves as Chair of the Academic Committee and Trustee of the Board of Education for Samueli Academy. A (STEM) high school that delivers state of the art education to a large population of underrepresented youth.
Nicole is a member of the Ohio TechAngel Fund, the 2nd largest Angel Investor Network in the United States, where she served as the due diligence team, technology lead for several years.
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.