#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
Friday Apr 05, 2024
When HR Takes Away The Nerf Guns With Steven Freidkin
Friday Apr 05, 2024
Friday Apr 05, 2024
People like to join small organizations because they are challenging and fun. There are few rules to follow and very little red tape.
As the company grows, it becomes necessary to formalize business processes. With process comes rules and before you know it… Poof someone gets shot in the eye and the Nerf guns get taken away.
Some might view this as a good thing, but the high performers who built the business do not. Take away the fun and they will just go somewhere else.
Guest Bio:
Steven Freidkin is the Founder and CEO of Ntiva, Inc., a full-service technology firm offering managed IT services including cybersecurity, strategic consulting, cloud solutions, and business process automation. Founded in 2004, Ntiva now has over 450 employees who serve over 1400 clients.
Steven is an active member of a multitude of boards and organizations including Young Presidents Organization (YPO). He is a big believer in purpose-driven organizations and leads Ntiva with this in mind.
Problem:
Challenge?
- The employee was shot in the eye
- Solving the problem without taking the fun out of the workplace
- Out-of-the-box ways to keep things light, fun and enjoyable
- Create cultures and environments that make things fun
Why is this important to the company?
- The people team is to support and keep the company fun
- Rules cannot be the default-
- Manage issues as exceptions
- Decisions made understanding our purpose of growing people and our core values
- Care
- Ownership
- Responsiveness
- Excellence
- Original mistakes are okay if made under this framework
Rick’s Nuggets
- People appreciate the small things much more than work
- When fun is a core value, it must be protected!
How do we solve the problem?
- Existence is to grow people
- Core values are the framework
- Keeping the company fun
- Being intentional
- Being tolerate of only the outcome you want
- As you scale, naturally create more structure/rules to limit liability
- Limit the rock star talent because you are telling people they have to follow rules
- Other ways to solve the problem
- The best talent comes from company referrals 114 referrals in 2023
- Stories become things talked about and create referrals
- Retained longer
Rick’s Nuggets
- Retention is more important than compliance
- Attrition happens when people feel like they start feeling restricted and are no longer growing
Key Takeaways that the Audience can plug into their business today!
- Question every requirement- what are the other
- You win talent by differentiating yourself from the competition
- Aligned motivations around the why & purpose
Guest Links:
- LinkedIn: Steven Freidkin
- Company: Ntiva
- Facebook: Ntiva
Host Links:
- LinkedIn: Rick Girard
- Company: Intertru, Inc.
- Podcast: Hire Power Radio Show & Podcast
- Book: Healing Career Wounds (Amazon)
This show is Powered by Intertru, Inc.
Thursday Oct 20, 2022
How Your Company Can Hire Like Amazon with Steve Anderson of Catalyit
Thursday Oct 20, 2022
Thursday Oct 20, 2022
Amazon’s leadership principles (Core Values) have been the most critical element in their unprecedented success. Value alignment first, and skills second.
So why is this not a standard practice among all up-and-coming startups?
The reason I believe is that leaders then become accountable for their actions when they misbehave. Without values, it is easy to hide. It is easy to rationalize bad decisions and easier to deflect blame when the shit hits the fan.
This is why 9 out of 10 startups fail. Without the right people, your company will not be able to execute. And the right people are attracted to more than just money. They want growth, structure, and purpose.
When your company demonstrates that none of these elements are present, the A-players run! And what you are left with are the people who are willing to take the job.
Guest Bio:
Steve Anderson is the CEO of Catalyit. He has spent decades shaping the insurance industry through a deeper understanding of emerging technologies and how businesses today can best integrate and leverage them.
Steve is a sought-after speaker and influencer. He is also the author of the widely-anticipated book The Bezos Letters, where he reveals 14 principles for business growth based on the ideas and patterns that emerged when he examined Jeff Bezos’ 21 annual letters to Amazon shareholders.
TODAY WE DISCUSS:
- Balancing need with patience to get the right hire
- How to put the right structure in place to land them
HIRING STORY:
- Hired an operations manager, who seemed like a good fit. Terminated after 3 months. Hired too fast! Pressure to move fast from start to offer in 3 days. The person already had an offer.
- He didn't follow his own advice.
Challenge?
- Balance need with hiring the right person
- Miscasting a hire
- Don't hire when you rushed to fill a position
- The interview process is not intentional.
- Not having a hiring process, hiring questions (winging it)
Rick’s Nuggets:
- Problem: Pacing is determined by the candidate
- Clue that the person just needs the money
- Mitigated by disclosing your hiring process & timeline
- Intention: purpose of the interview?
How do we solve the problem?
- Structure
- Have a good job description
- Have a good hiring & interview process
- Intentional interviews
- Amazon
- Will you admire this person?
- Will this person raise the average level of effectiveness of the group
- Along what dimension might this person be a superstar
- Don't cave into the pressure
- Candidate pressure
- Own need pressure
- Find short term solutions while the interview process is moving along
- Be willing to fire fast
- Not fully committing or fully focused
- Not understanding urgency
Rick’s Nuggets:
- Evidence trumps assumptions
- Pacing determined by the process, not the person
- No need to fire, when you have hired the strongest person
Key Takeaways that the Audience can plug into their business today! (Value):
- Process is key to success
- Need a place to start - Use Amazon’s hiring questions
- Culture fit might be more important than skills.
Guest Links:
- LinkedIn: https://www.linkedin.com/in/stevetn/
- Personal: https://thebezosletters.com/
- Company: https://catalyit.com/
- LinkedIn: https://www.linkedin.com/company/catalyit/
- Twitter: https://twitter.com/SteveTN
- Facebook: https://www.facebook.com/SteveAndersonNetwork/
- Instagram: https://www.instagram.com/steveanderson/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- Startup: www.intertru.ai
- HireOS™ inquiry: rick@stridesearch.com
Show Sponsor:
- www.intertru.ai
- www.stridesearch.com
Thursday 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:
Wednesday Oct 05, 2022
Wednesday Oct 05, 2022
Every interview that happens in your company needs to have a purpose.
There is a specific purpose for the phone screen, which is positioning & quality of the individual.
The onsite interview’s purpose, does this person align with our company values and finally, the skills interview’s purpose is to determine if the person has the capacity to thrive in the role.
Too often the directive is given to “have a conversation to find out if you would like to work with this person”. And it is in this non-structured format that bias and discrimination fester because the interviewers don’t understand the interview’s purpose.
Guest Bio:
Robert Hudock founded Hudock Employment Law Group in 2015 to deliver tailored legal services to California companies that thrive in vibrant, creative work environments. His clients are often companies looking at new markets and competitive opportunities, that want to recruit the best talent available while avoiding distracting workplace issues or lawsuits.
Robert is also a competitive triathlete, which requires careful planning, attention to detail, and dedication. He uses those characteristics in his professional life for his client's benefit.
TODAY WE DISCUSS:
- Employment law issues in the hiring process you may not know–but should.
Challenge?
- The 3 most common recruiting and hiring functions in which employment-related issues can arise are: (1) job posting/advertisement, (2) interviewing, and (3) assessing fitness for a position (e.g., any criminal history, drug screening, physical capabilities, psychological health).
- California’s anti-discrimination laws explicitly apply not only to employees and termination of employment, but also to applicants and “refusing to hire” based on a characteristic protected under the applicable antidiscrimination laws (e.g., age, disability, gender, race, etc.).
Why is this important to the company?
- Consider a scenario where your company spends significant time and resources on employment law compliance and protecting itself from lawsuits, only to be subject to an employment-related claim that could have been prevented but for a gap in general knowledge and available preventative strategies relating to recruiting and hiring. Today we’re going to introduce you to the topic and some possible preventive measures.
How do we solve the problem?
- Interviewing: any non-job-related inquiry that "expresses, directly or indirectly, any limitation, specification, or discrimination as to” any protected characteristic is prohibited
- Common implicated categories: age, disability, national origin
- Some examples may surprise you - you may have been asked such questions and you answered without a second thought, the questions are relatively common, or are common topics of conversation:
SUBJECT |
ACCEPTABLE |
UNACCEPTABLE |
Age |
Virtually nothing - but allowed when law requires it |
|
National Origin |
Inquiries re verification of legal right to work in US |
|
Marital Status/Family |
Virtually nothing |
|
Religion |
Statements re regular days, hours, or shifts of the position |
|
- Identify and define, BEFORE interviewing, any legal justification for discriminating with respect to a protected category
- As with job postings, antidiscrimination law does not categorically preclude any and all inquiries into matters relating to protected categories, or lawful discrimination. For example:
- AGE: When a law specifically requires a certain age for job, or requires keeping records re employees’ ages or related information
- RELIGION: When an inquiry directly or indirectly relates to any religious belief or practice does not have any “exclusionary effect”
- DISABILITY: An inquiry re physical capabilities legitimately related to ability to perform an essential job function
- Proper education and training of all interviewers
- How to respond when applicant volunteers information
- Let’s say an interviewer and interviewee are discussing where the interviewee obtained his/her undergraduate degree
- The interviewee, making friendly conversation, says tongue-in-cheek: “...that’s hard to remember for an old guy like me, but I’ll never forget these seemingly endless stairs going up to where I met with my “Campus Christians” group. It was like running a marathon once a month because of my knee injury” → just that short aside references three protected categories (age, religion, and disability)
- In these types of circumstances, the interviewer should (1) steer the discussion away from references to any protected category, and (2) and at some point identify the company’s commitment to equal opportunity
- E.g., “Interesting. That story makes me think about how this company supports equal opportunity and has a strong policy against discrimination.” Let’s move on to your work experience.”
Rick’s Nuggets:
- Teach your people the purpose of each stage
- What data are they expected to gather during the conversation
- Provide a script to each person
- Behavioral interviews
- Tell me about a time when…
- How did that work?
- Walk me through that…
- What steps did you take…
Key Takeaways that the Audience can plug into their business today! (Value):
- Develop job descriptions and use them as a foundation for interviews; this can help interviewers remain focused on job qualifications and duties
- Education/training of anyone who will be conducting an interview; e.g., covering the topics we’ve been discussing today
Guest Links:
- LinkedIn: https://www.linkedin.com/in/hudockemploymentlaw/
- Company: https://hudockemploymentlaw.com/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com | www.intertru.ai
Show Sponsor:
- www.stridesearch.com
Thursday Sep 22, 2022
Top 3 Offer Mistakes when Hiring with Rick Girard of Intertru Inc.
Thursday Sep 22, 2022
Thursday Sep 22, 2022
It has been decided that we want to hire a person who made it through our interview process. Yay!
Now we invest the time to have the “offer conversation” about what it is going to take for you to join us. Eagerly, we present our case, discuss our benefits & perks, and divulge our rationale behind what we would like to pay our hot new employee.
The only problem is, that having this conversation now, is too late.
When the stakes are low, people are the most open and truthful. And the stakes are lowest at the beginning of the relationship. The first conversation is the most important time to have the offer discussion.
Before the interview even happens!
Today we’re going to discuss:
- The 3 most common offer mistakes
- How to remedy them for offer acceptance
Challenges today?
- Gathering information too late
- The end of the interaction is the worst place to start developing the relationship with the person
- Candidates feel like they are being sold- which they are
- “Now that I passed your tests, you want to know me better”
- Candidate is now totally focused on the money
- Highest offer blinders
- Offers based on general assumptions
- Shallow focused interview
- I've demonstrated I can do what you need
- One sized-fits-all
- Shallow focused interview
- Offer acceptance
-
- Shop your offer to other suitors
- Time to think about the offer means:
- I don't believe what you are trying to sell me!
Why is this important to the company?
- Excessive interviewing & offer turndowns are a tremendous waste of time
How do we solve the problem?
- Gathering information too late
- Discovery call - First Contact
- Understanding the Pain, Desire (Positioning)
- Legitimate reason to move
- The type of company the person will thrive in
- Size, Role, Domain
- Understanding the Pain, Desire (Positioning)
- Impact
- A, B, or C player?
- Main Criteria for Decision
- Elements that NEED to be present for an offer acceptance
- Salary expectations
- What do you need?
- Discovery call - First Contact
- Offers based on general assumptions
- Everyone likes our benefits
- Benefits & perks do NOT attract or retain people
- Allow the individual to share what is important to them
- Discuss expectations
- What makes this important to you?
- Discuss expectations
- Everyone likes our benefits
- Offer Acceptance
- Feedback
- Engage in conversation about VALUE
- Are they sharing with you “why” they would like to join?
- Pacing
- Pacing too soon, too slow
- Only make an offer when there is obvious alignment
- They tell you: what your company offers is what I desire from my career
- Verbal acceptance
- Discuss and agree on terms
- Address anything that does not fit into desire
- Start date
- Formal written offer
- Autograph
- Start onboarding
- Feedback
Key Takeaways -Value:
- Gather information as soon as possible during the Discovery Call.
- Based on your first conversation, tailor exactly what's going to attract that person into your company to the content they gave you at the Discovery Call.
- Offer acceptance: make sure you pace it out, continuous feedback throughout the process, and get verbal acceptance first before you extend the written offer.
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 - Startup - Intertru Inc: www.Intertru.ai
- Technology: HireOS™
Show Sponsor:
- www.stridesearch.com
Thursday Aug 04, 2022
Instilling Values into Your Hiring Process with Ken Babcock of Tango
Thursday Aug 04, 2022
Thursday Aug 04, 2022
Do company values really matter? They do if you are looking to scale a business.
In order to scale you need the strongest people, but the strongest people don't need you…or your company.
What High performers need is to understand how your company brings value to their world, personally & professionally. And how we bring value through value alignment.
Value alignment is the catalyst for performance and retention. When a person is misaligned with the company values, they underperform and/or leave.
As a startup company, every person who is misaligned is a setback of 3-6 months of productivity. So, before you hire another person, incorporate your values into the interview to encourage the strongest people to join your company. Giving your business the fuel for success.
Guest Bio:
Ken Babcock is the Co-founder and CEO of Tango, which allows users to create beautiful step-by-step tutorials of any digital process without the performance art of video recordings.
Ken, along with his co-founders Brian Shultz and Dan Giovacchini, dropped out of Harvard Business School during the pandemic to start the company. Since then, the company has grown to over 150,000 users and 25 full-time team members.
Prior to HBS, Ken spent most of his career in the Bay Area at Uber, where he helped scale launch operations through playbooks and best practices.
TODAY WE DISCUSS:
- Why building your interview around your values is so important
- How to build your interview to gain evidence of value alignment
Challenge today?
- Bringing values into the interview process
- Defining how to show up for an interview
- Principles of how we evaluate people
- Training people on how to interview
Why is this important to the company?
- Every hire is important
- Critical that the process was not shooting ourselves in the foot
- Great experience brings great people
Rick’s Nuggets
- Defocus on skills.
How do we solve the problem?
- Framework for Evaluating for Values
- Define Your Values
- Training
- Defining what a good/bad answer is
▶️ Take Action
Avoid indecision and move past points of uncertainty. Value speed.
🚀 Aim High
Set uncomfortably ambitious goals. Reject mediocrity.
🌎 Embrace Diversity
Bring our true selves to work each day. Seek unique perspectives.
🌱 Leave It Better
Be an owner, not a renter. Cultivate a growth mindset.
✨ Customer Love
Serve the end user and listen closely. Make magic.
🏆 Team First
Winning as a team beats winning alone. Lift up others.
Training
- Develop a recruiting process document
- Shadowing
- Hot to operate during an interview
- Time, opener,
Initial Phone Screen - 30 minutes
Purpose: Determine whether a candidate’s experience is relevant to the role. Understand whether the role matches what they hope to do next (scope, career path, salary expectations).
🚀 Aim High. Set uncomfortably ambitious goals. Reject mediocrity.
- Attributes: Passion, Champion’s mindset, Ambition, Optimism
- Sample Questions:
- How do you think this role fits in with your career goals?
- What are you most proud of in your career?
- What’s your underlying motivator? What’s your why?
- Do you think you're ready to make the jump?
Hiring Manager Phone Screen - 30 minutes
Purpose: Determine whether the candidate would thrive on this team and whether the team would be up-leveled by this candidate
🌱 Leave it Better. Be an owner, not a renter. Strive to improve 1% each day.
- Attributes: Growth mindset, Humility, Ownership, Feedback-oriented
- Sample Questions:
- What are your development areas? How are you working to address them?
- Tell me about a project that fell short of expectations. What happened and how did you fix it moving forward?
- Fast forward five years - assume Tango was a great experience. Describe what might have happened.
- What's a tough piece of feedback you received recently? How are you working on it?
Technical Screen - 60 minutes
Purpose: Determine whether the candidate can execute in the role at a high level.
▶️ Take Action. Avoid indecision and move past points of uncertainty. Value speed.
- Attributes: Resourceful, Decisive, Problem-solving, Truth-seeking
- Sample Questions:
- How do you approach projects where the scope is overwhelming?
- Tell me about a time where you had to act on incomplete information.
- What's the first thing you'd want to do if you started tomorrow?
- Tell me about a project where your hypothesis turned out to be wrong.
Virtual Onsite - 30-45 minutes each
🏆 Team First. Winning as a team beats winning alone. Lift up others.
- Attributes: Mentorship, Collaboration, Communication, Gratitude
- Sample Questions:
- Tell me about a colleague or manager you admire. What qualities do you try to emulate?
- Tell me about a team dynamic that just wasn't working for you and others. What did you learn from that?
- What do you need from your team members in order to be successful?
- How do you pay it forward in and out of the workplace?
✨ Customer Love. Serve the end user and listen closely. Make magic.
- Attributes: Listening, Perspective-shifting, Humble, Creative
- Sample Questions:
- In prior roles, what have you learned about your customers?
- How do you incorporate the customer’s perspective into your work?
- Tell me about a time at work you made a mistake.
- What does it mean to you to deliver an “Aha Moment” to a customer?
🌎 Embrace Diversity. Bring our true selves to work each day. Seek unique perspectives.
- Attributes: Unique, Conscientious, Self-aware, Inclusive
- Sample Questions:
- You've just been notified you have to give a Ted talk in 15 minutes. What's your topic?
- What have you changed your mind about recently?
- Tell me about a time at work where you really thrived. What contributed to that?
- How do you incorporate feedback into your work?
Closing Interview - 15-30 minutes
Purpose: Sell the candidate on the company’s vision and the quality of the team. Answer any remaining questions.
- Sample Questions:
- How did today’s interviews go? What excites you most about the opportunity?
- What hesitations do you have?
- What timelines or competing processes should we account for?
- Are there any other questions I can answer?
Answer Quality Rubric
Weak |
Average |
Strong |
|
|
|
Decision
- Thumbs up or down
- Do not require unanimous thumbs up
- Debrief, revote
- verdict
Rick’s Nuggets
- 4 to 6 values is all you need
- Phone screen
- Working session
Key Takeaways that the Audience can plug into their business today! (Value):
- Integrate your core values into your hiring process and beyond! (performance management, operating cadence, etc.)
- For early-stage companies, you need to toe the line of “always be selling” and evaluating candidates
- Requiring unanimous decisions on candidates can actually force a regression to the mean and avoid taking risks on high-potential candidates.
Guest Links:
- LinkedIn: https://www.linkedin.com/in/kenbabcock/
- Company: https://www.tango.us/
- LinkedIn: https://www.linkedin.com/company/trytango/
- Twitter: https://twitter.com/bigredbabz
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
Thursday Jul 28, 2022
Thursday Jul 28, 2022
Doom & gloom is the impending economic forecast according to the media. Having flourished through two previous recessions, I have learned to look for the opportunity that comes with the adjustment.
And when it comes to hiring, the opportunities to thrive are bountiful!
One trend that I have personally observed throughout the years is that companies like Google & Facebook silently ramped up passive recruiting during those times and were able to come out of the adjustment even stronger.
Today I challenge you to recognize the opportunity that lies ahead and to commit to the growth of your people. This can and will only have positive results for them and the business.
Today’s Question:
- How do you build a stronger company in tough economic times?
Today we’re going to discuss:
- Why it is critical that you continue hiring activity
- How to hire effectively to increase the productivity & retention of your people
Challenge today?
- Keeping your High performers engaged
- Your best people are MORE valuable!
- They will be hunted by your competitors
- Hiring stronger people challenges & motivates the people you already have
- Your best people are MORE valuable!
- Growth through an economic downturn
- Look for the opportunity for your people
- People become fearful and move to more “stable” environments
- Recruiting remains a reactive activity
- We only hire when we feel the pain
- Hiring happens regardless if you chose to participate
- Participate
- Look for the opportunity for your people
Why is this important to the company?
- Downturns are opportunities for growth!
- The people onboard Fuel or Stifle growth
- Fear drives people to make poor decisions
- Poor decisions kill business
- Avoid being forced to hire anyone who is willing to accept your role… because they need a job
-
- Due to attrition
How do we solve the problem?
- Perspective
- Understand the value of continuously hiring
- Higher bar, less volume
- Opportunity to opportunistically hire
- Attract people who will elevate performance in the organization
- New ideas, new energy
- Understand the value of continuously hiring
- Increased Communication to retain your current people
-
- Career pathing
- Know the “What’s in it for me” for every one of your people
- Planned exits
- Promote purpose
- Engaging New People
- Dedicate 1-2 hours a week
- Passive talent engagement; NOT RECRUITING
- Reconnect with past talent
- Ask for new referrals
- “Get to know you for the future”
- Commit to 2 meetings a week with potential hires - Coffee ok
- Use Discovery Call script
- Purpose: positioning & value alignment
- Empower the hire
- Communicate timeframe and allow the person to be proactive
- Pull the trigger!
- Dedicate 1-2 hours a week
Key Takeaways -Value:
- Proactive hiring: Commit to 1 hour a week to expand your talent network
- Communication: Recognize the opportunity for your people and the business to thrive
- Action: When the opportunity arises to hire a high performer, embrace it. Allow the new person to fuel the energy of your team
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.stridesearch.com/hire-power-radio
- Authored: Healing Career Wounds (Amazon)
- https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
- HireOS inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
Thursday Jul 21, 2022
How to Avoid Hiring a Bad Actor with Becky Wanta of Q5id
Thursday Jul 21, 2022
Thursday Jul 21, 2022
We have all become painfully aware that cybercrime is at all-time record highs. Now the bad actors have figured out how to hack your hiring process.
Stories have been surfacing about people accepting roles remotely that are different people from the ones attending the interview.
Let’s face it, hacking the interview process is probably the easiest way to infiltrate your company and ultimately your data. When the interviewers focus on the skills and do not dig deep enough into the truth about the other person the result can be the opportunity that puts your company in jeopardy.
Guest Bio:
Becky Wanta is the CTO of Q5id and a highly accomplished global senior executive with more than 30 years of success in applying extensive IT experience to guide companies in a wide variety of industries to achieve their goals.
She has proven her ability to improve market share and profitability while establishing long-term business relations and recruiting and developing cross-functional and high-performing teams.
She has also been profiled by various publications, including Profile magazine and Bloomberg News. She is the holder of two US patents.
Today We Discuss:
- How bad actors can infiltrate your company
- How to avoid hiring those who can decimate your company
Challenge today?
- Not a guarantee that the person who you are hiring is who they say they are
- No prevent identity
- Billions are lost every year because of data breach
- background check does not guarantee that the person is who they say they are
- References, credit score,
- Remote workforce is giving rise to fake personas & identities
Why is this important to the company?
- Cost the company Millions of dollars
- The FBI just issued a warning on June 28 about fraudulent candidates applying for WFH positions and using deep fakes to hide their true identity. We can be sure this activity will increase, and we can be sure that these are professional criminals and foreign-state actors who want to hijack a company’s data. (source: https://tinyurl.com/mvsnz7bs)
- Background checks are often perfunctory, particularly if a candidate has presented well and you really want to hire this person
- if a person has an apparently clean record, but is a member of a criminal gang or a malicious state actor. Professional criminals are way ahead of you here.
Rick’s Nuggets
- Targeted and focused search
- Totally negates the issue
How do we solve the problem?
- Tighten up and expand pre-employment and background check processes to include a proven identity process which includes:
- Biometrics/personal identifiers that your employees control. This needs to include liveness checks, biometric and AI-driven models to ensure individuals are who they say they are
- Government ID checks
- 15 se Face-to-face live view
- Be Systematic
- So, companies need to keep the entrepreneurial spirit alive while building a distributed team, with everyone focused on the product. They must be systematic about finding specific skillsets and finding those skillsets in people who want to work with other people.
- prove their new employees are not working for someone who wants to break into your IT systems and steal everything they can.
- The FBI says cybercrime cost in the form of phishing and other scams and data breaches cost US businesses almost $7 billion last year. With more criminal organizations and state actors involved, and now deploying deep fakes, that number could go up exponentially if companies don’t address this problem urgently. (Source: https://tinyurl.com/yc7abcht)
- CEOs, C-suites, and Boards to implement a program that can combat deep fakes, I’d make sure my Board has at least one person who’s familiar with enterprise-grade security, and I’d make sure I have an A-team Chief Information Security Officer (CISO) on my team.
- Implement a proven identity method
- biometrics
Rick’s Nuggets
- Targeted hiring approach
- Identify & proactively develop a relationship with the person BEFORE you need to hire them.
- Referrals!!!
- Structured Interview process
- Behavioral Interview
- Train your interviewers!
- Evidence
- Values first, skills second
- BS meter
- References
- Verified Managers only
- Backdoor company references
- Behavioral Interview
- Decision Making
- “Hell Yes” or NO
Key Takeaways that the Audience can plug into their business today! (Value):
- Never compromise on finding the best people with the best-fitted skills
- Never forget you’re building a product for a specific reason and customer.
- But never be lax in proving your exciting new employees are who they say they are.
- Never be lax in finding out if your new employees are working for a criminal organization or malicious state.
Guest Links
- LinkedIn: https://www.linkedin.com/in/rebeccawanta/
- Company: https://q5id.com/
- LinkedIn: https://www.linkedin.com/company/q5id/
- Twitter: https://twitter.com/Q5idProvenID
- Facebook: https://www.facebook.com/provenidentity/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com
Show Sponsor: www.stridesearch.com
Thursday Jul 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
Friday Jun 10, 2022
Leveling the Interviewing Playing Field with Lee Rubin of Confetti
Friday Jun 10, 2022
Friday Jun 10, 2022
One big thing that we have learned over the past year is that employers no longer have control over the people they hire. The balance of power has shifted with the majority of people willing to walk away from an opportunity that does not align with their personal beliefs or values.
Many companies are left scratching their heads as to why. So, the thinking has evolved into “it must be the money” so let’s increase compensation & benefits. Hoping this will solve the problem. But it hasn’t.
The interviewees today are the one’s making the selection, not the company.
The interviewees are the ones evaluating the company for more than just the paycheck.
And the interviewees are the people who have a lot of options, not the companies.
So to get people to choose your company to join you simply need to level the playing field by understanding “what’s in it for them”.
Guest Bio:
Lee Rubin is the Founder and CEO of Confetti. A platform that helps companies build stronger culture by providing shared experiences for a distributed workplace. Their holistic tool empowers HR and other team leads to quickly discover, plan and book from a catalog of exclusive experiences that optimize corporate culture and employee’s professional growth.
Lee is a visionary culture leader with a decade of experience in B2B sales. She's one of the world's experts on remote event planning and has built her company from 0 to 60 employees in just 3 years!
TODAY WE DISCUSS:
- What the field really looks like today
- How to stand out as an employer of choice through your interview process
Challenge today?
- Differentiate the company
- Higher chance of closing the person
- Taste of the culture
- Demonstrating a healthier dynamic
- Not posting salary to optimized offer
- Win-win scenario
- Interests here aren’t aligned obviously (one wants the higher and one wants the lower). I once heard the phrase “Good deals can’t happen with bad people” and have kept hold of it. Brings me back to leveling the playing field…
Why is this important to the company?
- You don’t want your people to feel under-valued monetarily
- People feel respected because they get what they ask for
- Not over spending on talent
- We close 80-90% of the people we really want join
Rick’s Nuggets
- Optimize for remote vs. onsite
Authenticity - As you know from your book “healing career wounds” people are literally traumatized from their job and don’t want to make the mistake again of joining a company they don’t like. So how do you get to know them authentically, make them feel comfortable and close the deal better?
How do we solve the problem?
- Getting people to feel comfortable
- Body language, casual talk: friendly
- Excited to speak to you! casual conversation
- Vibe fit
- Learn about our culture
- Showing respect
- One of their core values
- 2 Minute Intro
- About you, improvised
- Listen for concise,
- Pay attention to the time in the presentation
- Coherent
- Able to express their resume in the form of a story?
- What did they learn? brother/sister, primarily professional
- Assignment
- Prepared with job posting
- Each job has a different assignment
- Core elements of the job
- Ie: Customer success- create a customer response email
- Negotiation
- Negotiate respectfully
- How much are you “hoping” to make
- Tap into a person's dreams = context
Rick’s Nuggets
- Values driven experience
- Get them to talk first
- After emotional engagement
Key Takeaways that the Audience can plug into their business today! (Value):
- Optimize for people you want to go through the shit with
- Optimize for those who share your same values
- Academia is overrated
- Loyalty is the #1 currency
Confetti Offer: *This special promo expires on July 9th
Redeem a $150 discount on your first event by sending an email (see below) to plan@withconfetti.com with the Subject line: HIRE POWER Confetti Discount
----------
Hello!
I'm a listener of HIRE POWER and am looking to redeem the exclusive HP150 discount to run my first team building experience with Confetti!
I’ve signed up to Confetti with the following email: USEREMAIL.
Could you please let me know once the discount has been applied?
Thank you!
----------
Guest Links:
- LinkedIn: https://www.linkedin.com/in/rubinl/
- Company: https://www.withconfetti.com/
- LinkedIn: https://www.linkedin.com/company/withconfetti/
- Twitter: https://twitter.com/withconfetti
- Facebook: https://www.facebook.com/withconfetti
- Instagram: https://www.instagram.com/with_confetti/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
- Company: https://www.stridesearch.com/
- Podcast: https://www.hirepowerradio.com
- YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
- Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
- HireOS inquiry: rick@stridesearch.com
Show Sponsor:
- www.stridesearch.com
Thursday Mar 31, 2022
What Makes People Stay or Jump Ship with Nicolas Vandenberghe of Chili Piper
Thursday Mar 31, 2022
Thursday Mar 31, 2022
In 2021 38 million people left their jobs and found new ones. This accounts for 57.3% attrition for US-based companies. It seems as the trend continues as 4.3 million people quit in January of this year as well.
A lot of companies are experiencing turnover today and It makes one wonder, who is winning?
The companies that are winning today are those that focus on their people. Focusing on setting systems to enable productivity, fostering personal growth, career-pathing, and quite frankly, listening to what their people want.
Gone are the days of providing free snacks and providing a ping pong table. What people want is much deeper now and requires more effort. what are you doing that is improving their lives and professional growth? If you are unwilling to provide it, they’ll just go somewhere else.
Guest Bio:
Nicolas Vandenberghe is the co-founder and CEO of Chili Piper, a SaaS platform helping B2B companies double their inbound conversion rates. Since its founding in 2016, the SaaS platform has thrived with a 100% remote work culture.
Nicolas is a four-time serial entrepreneur, in diverse verticals from consumer software to biometrics. He builds his companies under the principles of flexibility, professional growth and communication.
Today we discuss:
- What makes people stay or jump ship
- How to make your company sticky for retention
Challenges today?
- Great resignation
- People quit managers
Why is this important to the company?
- Internal promotions keeps people growing
- Teaching management
- Avoid hostility in communication
- Non violence communication training
- Especially applicable to managers
- Avoid conflict without avoiding disagreements
- Conflict around the disagreement- NOT GOOD
How do we solve the problem?
- Flexibility
- High performers - no barriers
- Anywhere in the world
- No schedule requirement (exception) scheduled meetings
- Open & accepting of everyone
- Unlimited vacation schedule
- *** Professional growth- formailized
- Quality of the work focus
- Okr’s - not kpi’s- Actions to yield to projected outcome
- Avoid ultimatums, were expectations correct
- Hired 3 coaches
- Developing a piper plan
- Getting it out to eht puclic
- Abolish performance review
- Proactive
- Communication hostility avoidance
- Method to rethink your engagements
- Training everyone on the book
Rick’s Nuggets
- Career pathing - Huge retention
- Link everything to help- core value
Key Takeaways that the Audience can plug into their business today! (Value):
- Professional development. Work on the foundation
Guest Links:
- LinkedIn: https://www.linkedin.com/in/nvandenberghe/
- Company: http://www.chilipiper.com/
- LinkedIn: https://www.linkedin.com/company/chilipiper/
- Twitter: https://twitter.com/chilipiper/
- Facebook: https://www.facebook.com/TeamChiliPiper/
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 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 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 Dec 16, 2021
The Reality of Recruiting for Your New Startup with Craig Conlee of Braid Theory
Thursday Dec 16, 2021
Thursday Dec 16, 2021
Finding the right people for your ground level startup is really hard!
As every startup founder can attest, there is just no playbook to getting the right people to join your team. It is about just getting anyone with the right skills to join the team. Often resulting in an unsuccessful endeavor.
So what’s missing? …. Positioning & expectations alignment.
Positioning is rooted in what the person you are considering, really DESIRES their professional growth. Are they a builder? A Improver? Or a maintainer?
Expectation alignment is how well the person aligns with your company values and what your expectations are for performance:
Step 1. Document your values and share them with each person. Allow them to lean in or bow out.
Step 2. Document how both parties view the responsibilities & performance standards.
Step 3. Then come to an agreement on how to keep each other accountable.
Our guest today: Craig Conlee, Executive Advisor & Former Founder & CEO of Zealr
Craig Conlee has over 25 years of selling enterprise software for giants like IBM and HP with over $110M in total software sales. In 2015, Craig decided to startup a ML/AI B2B SaaS company to solve a problem he faced as a sales person. Craig graduated from the University of California at Berkeley with a major in Political Science. As a student athlete, Craig is still the shortest rower in the 150 year history of CAL Crew.
Craig Conlee grew up in Newport Beach, CA where he met his wife. Currently, he is living in Orange County with his family.
Today we discuss:
- Why alignment is so critical when hiring
- How to align with people so they lean in to your opportunity
Challenge today?
Getting people that understand the work involved with a startup
- Around location, mindset
- Maybe a social thing?
- A lot of people want to join a startup but want to be paid
- Don’t understand equity
- Right mindset,
- Easy to check out
- Your not paying them
- Let people join the team that don't fit the values
- All equity based
- Guilt for asking them to do work because you are asking a lot
Why is this important to the company?
- Gravitate toward people who understand
- A lot of education of the reality
- You have to be very upfront as to where you are in the stage of my startup.
- Which allowed me to clearly understand if they want to join or not.
How do we solve the problem?
- Process in which you get to know people better
- Repeatable & consistent way of interviewing
- Every conversation was different
- The good hires were just “lucky”
- Remove the luck from hiring
- Worst gambler, yet a startup founder
- Understanding what they want and what to expect
- What they want
- Avoid
- Leading the witness
- Selling rather than listening ***
- Expectations
- High risk of not succeeding
- Equity as compensation
- People getting offended by perceived value
- Want a mix of cash & equity
- Hire slow, fire really fast. Have knowledge base centralized for quick transition
- What they want
- Don't let yourself be held hostage
- Avoid paying salary & equity balance- if they leave you have to start all over again
- Balance keeping them from leaving
- Conflict of interest in terms of valuation
- Equity only
- If it doesn't work out, it wasn't meant to be
Key Takeaways that the Audience can plug into their business today! - Value:
- Have a sound, repeatable process of interview hiring
- Hire slow, fire really fast.
- Don't be held hostage!
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
Guest Links:
LinkedIn: https://www.linkedin.com/in/craigconlee/
Twitter:https://twitter.com/velocitydata
Show Sponsor:
Criteria Corp: https://www.criteriacorp.com/
Thursday Dec 02, 2021
Thursday Dec 02, 2021
We all have bought into the belief that following hiring best practices will ensure that we make the correct hiring decisions. Yet those best practices really do not produce consistent results. Why?
First, “best practices” are guidelines that trickle down from the big name-brand companies who all have the advantage of a much fatter wallet… And they are Transactional!
Second, what works for large companies does not work for startups. The truth is that you are needing to hire totally different people. Startup companies need “builders” to fuel company growth. And builders are not all about the $$money. They are about personal & professional growth.
This requires that you approach these people in a way that is counterintuitive to “best practices” and centered upon answering the question, “what’s in it for me”.
For those of you who are new to the show or don’t know me yet:
- Cut my teeth as an Executive Recruiter for Tech Startups in the Silicon Valley
- Coached leaders, candidates & helped to build over 200 tech companies
- Black belt in BJJ, F1 aficionado & adrenaline junkie
Today we discuss:
- Why it is critical to break away from hiring best practices
- Process to create your Own “best practices” that crush your competitors
Challenge today?
Beliefs
- There really is NO right way to hire
- Hiring Fails are acceptable (50% success rate)
- Cost of doing business
- Copy those who are already successful
- Google today is much different than Google at your stage.
- Evaluate for cultural fit… you evaluate for skills
- People from name brand companies are great hires
- They may be…. If they are builders
- Most people that are willing to leave big companies are not high performers
- High performers have “golden handcuffs” - best to rent
- More candidates give me a greater chance of success
-
- More candidates = time loss
- Target
- 1-3 people per position into the Interview process
Focus
- Top of funnel
- Reliance on job boards
Execution
- Interview training
How do we solve the problem?
What to believe
- Strong hires come from someone in your network
- Positioning before Skills
- Positioning is in a person’s DNA
- Builder, Improver, Maintainer
- Only builders will help you grow the company
Focus on the interview, not the funnel
- The Interview process is what wins hires, not the number of candidates
- Current best practices are:
- 10-15 minutes on a “screening call”
- Selling the company
- Selling the job
- Gather requirements
- Schedule an interview
- 10-15 minutes on a “screening call”
- Importance of the Discovery call
-
- Biggest time investment is to be made
- Determines a person's positioning (builder, improver, maintainer)
- Invaluable insight into a person’s pain, what they desire
- Impact they have brought into their current organization (key indicator of a builder)
Make Interviewing your strongest talent
- Solidify your process
- Timing
- from first contact to offer acceptance
- Timing of each interview (45-1 hour)
- Rules
- Interviews start and end on time!
- No meandering
- Timing
- Steps - Discovery call, Interview (video, onsite) -number of interviewers
- Content- pre determine & assign interview questions
- Questions must be designed to surface evidence of value alignment
- Not about asking questions but having conversations
- Broadcast your process
- Make it known that the interview is challenging
- Hire for Value Alignment first!
- Make it known that you foster growth for “builders”
- No Evidence, no vote
-
- Interviewers need to be trained!
- Roleplaying
- Recording conversations
- Bias has no merit
- Either a “Hell Yes” or a no
- Decision must be supported by evidence
- Interviewers need to be trained!
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
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/
Friday Nov 26, 2021
Friday Nov 26, 2021
Emotional Intelligence is defined as the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.
Over the past year, EQ has become less important to companies because of the NEED for someone to fill the seat. This is just creating more problems, as less care is invested into uncovering the fit into the organization.
We need to understand that high performers are taking their time to find the right opportunity. So this is your wake up call to SLOW down!
Now, more than ever, it is critical to cultivate our own emotional intelligence & implement intelligent hiring practices into your organization.
Our guest today: Nada Nasserdeen, Founder of Rise Up For You
With over 10 years of experience as a college professor and former top executive for an education corporation, Nada understands the importance of fusing education, empowerment, and leadership together as she works with her clients and speaks to audiences worldwide.
Her company, Rise Up For You has been featured and worked with brands such as CBS, Google Next 19, and various Fortune 500 companies as well as small businesses.
Nada has been awarded 40 under 40 professionals in Orange County, California, and Women of Influence for Entrepreneurship in 2021.
She is a #1 Best Selling Author on Amazon, Leadership and Career Confidence Coach, and 2x TEDx Motivational Speaker.
Today we discuss:
- Emotional Intelligence and Why it needs to be front and center
- How to activate emotional intelligence into your hiring process
Challenge today?
- Building technology at such a fast rate
- Learning is not catching up
- Result: Huge gap in human skills
- Most values are human skills
- Not looking as values as a benchmark to hire
- Fostering the culture of human skills in the company so you can embrace
- Social skills are creating problems for the organization
- Active values
Why is this important to the company?
- Result
- Executives who implement Emotional intelligence in hiring
- Practicing EI- when things opened up 87% of her team, others were at 12%
- Sales increase of 325%
Rick’s Nuggets
- Feeding frenzy from the company end
- NOW is the time to SLOW down.
- Candidates are taking their time
- Easy to manage the timeline through communication
- Must progress through to conclusion
How do we solve the problem?
- Vales need to be activated around EQ
- Take each value 1 by 1 and figure out how to activate it in the culture.
- Steps to put values into action plan
- Create a value campaign
- Plan to execute the value
- Coach, train and provide development on these skills
- On going, not a 90 minute
- Enough training to be able to trainer, you no longer need a consulting company
- 6 month engagement
- Skills don't grow overnight
- Accurate company analysis
- Gauge on where the company is as far as strengths and weaknesses
- Can not make an impact unless you know the truth
- Survey to uncover where the work needs to be done
- Looking for evidence
Rick’s Nuggets
- Making the values a language
- Decisions made by the north star
- Emotional intelligence needs to be tied directly to your values
Key Takeaways that the Audience can plug into their business today! - Value:
- Do an assessment - understand who and where your company is
- Reevaluate the values and create a strategic map around implementation Ongoing training around soft skills to build the muscles within your team
Guest Links:
LinkedIn: https://www.linkedin.com/in/nadalena/
Company: https://www.riseupforyou.com/
LinkedIn: https://www.linkedin.com/company/riseupforyou/about/
Facebook: https://www.facebook.com/RiseUpForYou/
Twitter: :https://twitter.com/riseupforyou?lang=en
Instagram: https://www.instagram.com/riseupforyou/?hl=en
YouTube: https://www.youtube.com/c/RiseUpForYou/featured
FREEBIE: https://calendly.com/riseupforyou/freetraining
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Rick’s Book - Healing Career Wounds:
https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
Thursday Nov 04, 2021
Hiring 101: A Lesson in Peer Learning with Darrian Mikell of Qualifi
Thursday Nov 04, 2021
Thursday Nov 04, 2021
The reason we do this show every week is to dispel the commonly held belief that “there is no right way to hire”. Most entrepreneurs & investors believe that you just have to find the right skills and “trust your gut”. Hoping that the person works out.
The consequences of this thinking results in countless sleepless nights, missing project deadlines, unstable mental health, increased capital burn and ultimately company failure. Which is NOT good for investors, leaders or the people who follow us.
Here’s the truth... There is a right way to hire! It just requires that you learn from your peers who come on to share their hiring success. They all have developed a structure and a process that allows them to stand out from their competitors.
Lead a person through an impressive process that allows you to gain evidence of impact and you will build an amazing team.
Our guest today: Darrian Mikell, Co-Founder & CEO of Qualifi, A SaaS platform that powers the fastest phone interview experience in the world and helps recruiting teams hire great candidates faster than ever before.
Darrian graduated from Indiana Wesleyan University in 2013 with a Bachelor's Degree in Entrepreneurship and Finance. Darrian was a 2-sport athlete in both Basketball and Track & Field and was a national champion in the Long Jump. He is based in the Indianapolis area and is a dedicated husband and father of 3.
Darrian is building a ridiculously successful business because he already conquered his hiring challenges.
Today we discuss:
- Why it is important to care about your interview structure
- Two Components you need to successfully hire and sleep better at night
Challenge today?
- Candidates have options
- Options are unlimited - a lot of remote options
- Workforce has expanded from local to global competition
Why is this important to the company?
- Not hiring the right people limits growth
- Hiring the wrong people -
- Wrong people take you down the wrong path
- When people doesn't work out - back to the drawing board
- Case study- grew to 73, hired over 100 people and is now 21 people.
- $7mm wasted!
- Major money waste
- 25% hiring success rate
- Wrong leaders, wrong investors
Rick’s Nuggets
- You must stand out to draw people in
How do we solve the problem?
- Planning out hiring
- Proactive to get someone in the seat on time
- Gap analysis- Knowing the gaps on the team
- Problems that need to be solved
- Structured approach to the hiring process
- Pre-planning your process and mechanics
- Use the Qualifi tool for screening
- Phone interviews
- Automated phone screen
- Pre-recorded, audio-based questions
- Every candidate gets same exact experience (makes the review process more consistent)
- Time is a huge factor in recruitment and efficiency can be an advantage
- First to candidate can be important factor
- Pre-scripted live interviews
- Assigned interview questions (round robin)
- Each person takes notes throughout the interview
- Real time feedback with the team to make a decision quickly
Rick’s Nuggets
- Phone screen (discovery call) is the biggest missed opportunity
- Opportunity to understand the person.
- Critical - positioning (what the person desires)
- Interview- eliminate bias
- Consistent plug n play- same questions for every person
- Decisions made based on evidence, not opinion
Key Takeaways that the Audience can plug into their business today! -Value:
- Proactively plan
- Understand who you need to hire, when you need to hire them, and how long it will take
- Plan your strategy and what each step looks like
- Plan your interviews
- Create an interview script and get agreement on it with your team before the interview starts. Be prepared to iterate.
Guest Links:
LinkedIn: https://www.linkedin.com/in/darrianmikell/
Company: https://www.qualifi.hr/
LinkedIn: https://www.linkedin.com/company/qualifihr/
Facebook: https://www.facebook.com/qualifihr
Twitter: https://twitter.com/DarrianMikell
Instagram: https://www.instagram.com/darrianmikell/
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Thursday Oct 28, 2021
Why Employees are REALLY Leaving Your Company with Leilani Quiray of bethechangeHR
Thursday Oct 28, 2021
Thursday Oct 28, 2021
We are in full swing of this “Great Resignation” and a record 4.3 million people quit their jobs in August.
If you are one of the business leaders who have been losing people, please realize that it is not them, It is YOU! People are quitting because they no longer align themselves with your company values … especially the mandated policies in and around the pandemic.
Right now, there are much better options in the form of growth and career satisfaction. Which is why people are taking their time in locating the opportunity that they really want.
So, if you want to stop the attrition and be able to hire strong people, get solid on your values and focus on what each individual is desiring in terms of their personal career growth.
Today we are discussing exactly what you need to do to become an employer of choice to start winning great people!
Our guest today: Leilani Quiray, Founder & CEO of Be The Change HR
A conscious company and social enterprise, providing HR support for small-to-medium sized businesses in any facet of HR from pre-hire to post-term and everything else that happens in between. Her and her team also teach free job readiness courses and provide free coaching to individuals who’ve been trafficked, homeless and veterans in transition. Her team is not only HR Pros, they are Life Changers.
Today we discuss:
- What people really want today from their careers in this great resignation
- The elements you need implemented in your company to successfully hire the strongest people
Challenge today?
- Why employees REALLY are choosing new employers?
- How to become the employer of choice today?
- People think they know what people want, but they don't know
- Money
- Benefits
- Perks
- Unrealistic vision (modeling google)
- What the owner wants (I like X so they’ll like X)
- What is it that people REALLY want?
- “Experts stress that people are leaving their jobs as workers across the country are demanding higher pay, better employment conditions and critical support in their daily lives.”
Why is this important to the company?
- Companies need humans
- ethics/moral duty to have a healthy workforce
- ROI
- More engagement = more profitable of a company
Rick’s Nuggets
- Flexibility: Personal freedom is a real issue!
- Attrition is happening due to continued company vaccine policies
- Both for and against
- “Don't want to be micromanaged”
- What does not matter … as much
- Compensation
- Benefits & Perks
How do we solve the problem?
- Ask your people
- Needs are different
- Use buckets core values & data on why people choose companies/stay at companies
- Survey your people unanimously
- Use data to make decisions
- Communicate back - low morale and distrust if you do not
- Job requirements reasonable? (also think DEI and diverse hires)
- Education and where (Harvard?) - biggest hurdle
- Opens the hiring pool to disadvantaged candidates
- Compensation Analysis
- Market Value
- Free tools BLS
- By demographics too
- Market Value
- Employer branding
- What do you look like publicly?
- Core values shine?
- How awesome you are should show!
- Evil Glassdoor (aka the Yelp for employers)
- Get ahead of the bad reviews by getting good ones
- Damage control and a look at ones own org if you already have bads ones
- Take a look at who you are hiring
- Core Value Work
- Do you have them?
- Assess them
- Tool?
- Book?
- Live them
- Weave them into everything
- We ask “are we living our core values?”
- Language within the company and how decisions are made
Rick’s Nuggets
- Are your values real?
- Job requirements need to be eliminated and replaced with performance metrics
- Form of conscious bias
- Performance Metrics = Accountability
- Interview for core value alignment
- Value alignment is the only true measure to ensure performance and tenure
- No reason to move when you provide everything a person desires
Key Takeaways that the Audience can plug into their business today! -Value:
- Do Pulse Check Surveys!
- Rethink your recruiting strategy: job requirements, your online presence, comp analysis
- LIVE your core values!
Guest Links
LinkedIn: https://www.linkedin.com/in/leilaniquiray/
Company: https://bethechangehr.org/
LinkedIn: https://www.linkedin.com/company/bethechangehr/
Facebook: https://www.facebook.com/bethechangehumanresources/
Twitter: https://twitter.com/bethechangehr
Instagram: https://www.instagram.com/bethechangehr/
YouTube: https://www.youtube.com/channel/UCqsQa5CXid2I0xQwiVyE2nw/featured
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
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 Sep 23, 2021
How to Stop Sucking at Hiring Sales People with Joseph Fung of Uvaro
Thursday Sep 23, 2021
Thursday Sep 23, 2021
Hire slow, fire fast is a motto we have all heard as startup founders. It makes logical sense but what really happens is quite the opposite. As entrepreneurs we shift into panic mode when we have a need and move quickly to fill the role. Completely missing all the evidence that this person will be a bad hire.
Once the person is in the seat, the dread of having to refill a role often leads to concessions made to the detriment of the business.
Hiring Slow means investing the time to really make sure the person will be a strong hire. Therefore there should be no need to fire fast. Especially if you really understand who the person is and gain evidence of the value they add to the company.
Think of each person you hire as being worth $2 million dollars to the company. Changes your perspective, right?
A lot more care and a higher talent bar would be prioritized over just “filling the seat”.
Our guest today: Joseph Fung, Founder & CEO of Uvaro
A tech sales career accelerator, and of Kiite, a sales enablement platform purpose-built to provide sales teams with the information they need when they need it. Joseph’s a repeat Founder & CEO, and with multiple successful exits, and speaks frequently on the topics of sales leadership, diversity, and corporate social responsibility.
Joseph is an expert in sales, startups and building scalable culture.
Today we discuss:
- Our mentality around hiring sales people
- How to effectively attract & hire high performers
Challenge today?
- Hiring for software skills rather than problem solving skills
- No internal training- want someone who already doing what you need done
- Rely on stereotypes and gut
- Need people who can speak to a bigger variety of customers
Why is this important to the company?
- Fix the problem, you can triple the production of 1st year sales reps
- 8 months to ramp, average sales rep only achieves 60% of quota
- Ramp in ⅓ time and drive production to 80% - Training
- Churn & burn kills morale
- Cash costs are immense on the back end
How do we solve the problem and hire the strongest people every time?
- Throw out your job description
- Translate ideal customer to sales job description
- Ideal Customer Profile- go granular
- Choosing what & who to hire
- Invest in Revops & sales enablement
- 50:1 ratio Rep to SE is a start => move to 20:1
- Mindset
- Treating the organization with respect
- Thinking is you solve the problem by hiring more people
- Interview
- Culture fit interview - “Is this someone I want to have a beer with?” not
- Turn it into a behavioral interview - what behaviors demonstrate values alignment
Rick’s Nuggets
- Performance metrics are most critical component today for job descriptions today
- Accountability up front
- Understanding a person’s positioning
- Transactional Sale VS. Enterprise/Solutions Sale
- Resources available
- Builder, Improver, Maintainer
- Uncovering the impact that has been made in their current/former position
- Save time, increase revenue
Key Takeaways -Value:
- Throw out your job description . Copying others is just propagating bad habits
- Stop asking people to sell like the founders - it won’t work
- Re-think your culture fit interviews...write behavioral questions
Guest Links
LinkedIn: https://www.linkedin.com/in/josephfung/
Twitter: https://twitter.com/josephfung
Instagram: https://www.instagram.com/josephfung/
Company: https://uvaro.com/
LinkedIn: https://www.linkedin.com/school/uvarolife/
Twitter: https://twitter.com/uvarolife
Facebook: https://www.facebook.com/uvaro.life
Instagram: https://www.instagram.com/uvaro.life/
YouTube: https://www.youtube.com/uvaro
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Thursday Sep 16, 2021
Hiring for Talent Optimization with Mike Zani of The Predictive Index
Thursday Sep 16, 2021
Thursday Sep 16, 2021
“There is work that needs to be done and I just need someone good to do the work”
*** sigh ***
This is what we tell ourselves when we decide to hire someone. But it is so much deeper than just getting a butt in the seat!
Growth is the most important factor here. So, we must start with the end in mind to avoid making HUGE hiring mistakes!
Yes, we need to get the work done but will this person really help your company grow? And more importantly, can your company provide the growth that the person you want to hire desperately desires?
Our guest today: Mike Zani, CEO of The Predictive Index.
Mike Zani, the Wall Street Journal best selling author of The Science of Dream Teams, is CEO of The Predictive Index, the leader in talent optimization. Prior to The Predictive Index, Mike served as president of LEDCO, a manufacturer of rugged computer peripherals. It was at LEDCO where Mike, a customer of The Predictive Index, developed his passion for the company’s vital management tools.
An avid sailor, Mike began his career in marketing and sales with Vanguard Sailboats and was a coach for the 1996 U.S. Olympic Sailing Team. He holds a B.S. from Brown University and an MBA from Harvard.
Today we discuss:
Hiring for Talent optimization
- What is talent optimization
- How to hire for it
Challenge today?
How to you hire well within the context of time & risk
- What risk are you willing to take on bad hires?
- Systems in place to support the risk
- 30, 60, 90 day check ins to support
- Do you just want t body in a seat
- Persona
- A talent optimized system allows you to train & develop
- Need to develop the programs to support
Why is this important to the company?
- We are 30 years behind sport in bringing analytics for hiring
- What is sport doing now?
- TA is the single most important function in the organization
- Need to take a maniacal approach to hiring.
- Fantasy league hiring takes more time than hiring to companies
- Data drives success
- Performance measurement
Rick’s Nuggets
- Getting the right person the the bus is FAR more important than getting work done
- If the work is that important, hire a contractor
- The mistake made is the optimism of the founder
- Assumptions
- Hire on their potential (assumed), bias (assumed) & need (get it off my plate)
- Zero time is taken to understand what the other person desires, other than a paycheck
- Consider this: The cost for every bad hire is $2M
How do we solve the problem?
- Top of funnel strategy
- Clear mission
- Hiring brand that attracts talent
- Palpable culture - Strong enough that it disqualifies people
- Great referral strategy - cash after 6 months,
- Bottom of funnel strategy
- Hiring systems
- Strong assessments -behavioral , cognitive, analytics
- Hiring process, structured interviewing
- Training- especially on cultural interview aspects
- interviewer grading, scoring, developing
- Remove people who are bad interviewers
- Post hire Strategy
- Benchmarks
- Performance systems - 30,60,90 day
- Hire for buoyancy!
Rick’s Nuggets
Mid Funnel Strategy
- The Interview
- Structured & timed
- Values aligned
- Challenging
- Does the interview produce evidence to support the decision
- Is the evidence supported by the assessment?
Key Takeaways -Value:
- Need a post-hire system!
- Can take more risk
- Need to have a feedback loop to add/subtract people from the interviewing process.
Guest Links:
LinkedIn: https://www.linkedin.com/in/mikezani/
Company: https://www.predictiveindex.com/
Twitter: https://twitter.com/predictiveindex?lang=en
Facebook: https://www.facebook.com/predictiveindex/
Instagram: https://www.instagram.com/thepredictiveindex/?hl=en
YouTube: https://www.youtube.com/channel/UCexehrVsBrP9SiNeBm4pY7Q
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Thursday Aug 26, 2021
Thursday Aug 26, 2021
You are at the point in your business where the company is ready to hire the first person to head up a department (i.e.: sales, marketing, engineering). You are excited and terrified at the same time. You’re thinking “I have to get this right”... and you are right, you do!
How do you evaluate a person with an area of expertise that you are NOT familiar with?
The answer, my friends, is being prepared, digging deep and really listening! Step outside of your first impression and be aware of your tendency of confirmation bias.
Shift your focus on gathering concrete evidence and the outcome will be the correct decision every time.
Our guest today: Liam Rose, Founder of Catalina Seven Ventures.
Liam is the founder of Catalina Seven Ventures, a Southern California consumer software startup. Before forming C7V, he managed the sales team for an Orange County-based entertainment startup. As a result of his own challenges trying to juggle health, academic obligations, and personal relationships while attending the University of Richmond, Liam created a new approach to life scheduling built to enable better balance. During his time at the Robins School of Business, he was selected as a 2019 Innovator Under 25.
Catalina Seven Ventures' first product, HORUS Life Schedule, is now available for Beta testing on iOS and Android (access available through the company website)."
Today we discuss:
- How to effectively make your first departmental hire
Challenge today?
Hiring the first person within a department
- How do you make that hire
- How do we know if the person is good
- What's the barometer
- First tech person, marketing, HR or finance person
How do you know if the person is the best person do the job at the current stage
- Culture & environment fit
- Metrics & deliverables
- How well they can make the connections between metrics and the outcome
Why is this important to the company?
- They will be the departmental cultural lead
- Top quality people hiring more top quality people
- The greatest impression people get is from the interview process itself
- Set the tone on how you are going to manage the person based on the interview process itself
- Improved interview process results in a higher level of talent
- Demonstrates the ability to understand the individual
- Ignorance of the process
Rick’s Nuggets
- Every hire is critical at every stage of your start up!
- Hire slow, fire slower-er-er
- Firing fast is negligence & kills culture (reduces trust, increases anxiety)
- Cult creation- Steve Newcomb (https://medium.com/cult-creation/cult-creation-a44303564f21)
- Firing fast “kills innovation, ownership and trust”
How do we solve the problem?
- Signaling - feel a unique attraction to our company
- Job Advertisement
- Distributed via word of mouth/referrals first
- The step beyond who we are. Bold- unapologetically ourselves
- Demonstration of understanding
-
- Interview process
- Realistic expectations
- Show that people can succeed
- Difficult but not impossible
- Show professional empathy
- What is going to make you most happy?
- What does the individual want?
- Communication preference, invest in every core operation of the company
- Calling the Hotline
- Advisor de-risk
- Outside influence to identify the obvious
Rick’s Nuggets
- Prepare yourself by adopting process, engage in interview training & experience
- Process: must have a flow and timing- Start on time, end on time
- Discovery call (45 minutes)
- Interview #1 Cultural (60 minutes)
- Deeply tied to corporate values/principles/culture
- Interview #2 Working Session - judge skills (60 minutes - ½ day)
- Live example of how we work together, problem solve, communicate
- Process: must have a flow and timing- Start on time, end on time
- Interview Training
- Behavioral interviews produce EVIDENCE to uncover the TRUTH
- Assign interview questions to the individual interviewers
- Prepare the candidate for what to expect
- Experience (not yours, theirs)
- A-players are attracted to excellence
- Leave everyone feeling good about their time investment
Key Takeaways -Value:
- Their language, not your language
- Gets you the people you want rather than the people you can get
- Use experience to de risk: everyone in your network. What you should avoid with absolute certainty
Guest Links:
LinkedIn: https://www.linkedin.com/in/liamwrose/
Company: http://catalina7ventures.com/
Twitter: https://twitter.com/c7vinc
Instagram: https://www.instagram.com/catalina7ventures/
This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Thursday Aug 19, 2021
The Great Resignation & Struggle Learning with Sam Caucci of 1Huddle
Thursday Aug 19, 2021
Thursday Aug 19, 2021
The key to retention is growth. With looming fears of “the great resignation” company’s are unsure as to how to structure the organization. Forcing a state of flux that is not healthy for the business.
The poles tell us that at least 40% of people will quit if forced to go back into the office full time. Will your company have a mass exodus? If you have not put your people first…. Most likely.
Companies who have been fostering personal & professional growth through leadership will experience far less separation because they have put their people in front of the transaction.
Our guest today: Sam Caucci , Founder & CEO of 1Huddle
A workforce tech company that upskills, trains, and motivates employees through science-backed, quick-burst mobile games.
Sam founded 1Huddle on the belief that every worker deserves access to the job training, support, and coaching needed to win on the job. Put simply, 1Huddle is making training more fun, effective, and accessible for the entire workforce.
Sam is also the author of the #1 bestseller, Not Our Job: How College has Destroyed a Generation of Workers and How to Fix it. Sam is an expert in workforce engagement and development.
Today we discuss:
- Why struggle based learning is the key to retention
- How to build learning into your culture
Challenge today?
- Training
- Do unto others as it was done to you
- Struggle is important to learning
- Leverage technology to increase outcomes
Why is this important to the company?
- Middle management job function is more important than ever
- How do we arm them to be better coaches to the front line
- 55% of workers are Millennials & GenZ
- They like structure
- Coaching up and development
- Struggle based learning
- Game based learning 45% faster!
- “Make it Stick” -Peter Brown
- "It's the Manager” Only 15% or workers are engaged (before pandemic)- Gallop
- #1 driver to engagement is having a coach
How do we solve the problem?
Struggle based learning
- Content Audit
- What do you have now?
- Gaps - Where are the business problems?
- Finding content: buy vs. build
- Selecting Technology (learning management system)
- Accessibility, Outcomes &
- Authoring
- What kind of staff is required to manage it
- Wrap learning in a game format
- Mobile first
- 52 week calendar (never ending game)
- Continual development
- Up-skilling (stop siloing workers)
- Reskill & re-onboard
Key Takeaways -Value:
- Workforce technology is making it easy to more effectively onboard every worker from frontline to full time
- Effective skill building and retention requires struggle
- Managers need better tools and strategies to onboard, develop and engage workers.
Guest Links:
Sam Caucci:
LinkedIn: https://www.linkedin.com/in/samcaucci/
Twitter: https://twitter.com/samcaucci
Company:
1Huddle: https://1huddle.co/
Twitter: https://twitter.com/1huddle
Facebook: https://www.facebook.com/1huddle/
Instagram: https://www.instagram.com/1huddle/
YouTube: https://www.youtube.com/user/SalesHuddleAcademy
Author of the #1 bestseller: Not Our Job: How College has Destroyed a Generation of Workers and How to Fix it (Amazon)
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Aug 05, 2021
Balancing Quality & Speed as You Hire to Scale with Brian Breth of Fair.com
Thursday Aug 05, 2021
Thursday Aug 05, 2021
It is time to change our mindset on how to really attract and hire the strongest people. The answer is not having the greatest recruiters or tools. It is not about having strong “employer branding” or compensation plans. The answer is really simple... It is about gathering the evidence in the interview to support the decision without assumptions & bias.
Leadership drives hiring , not recruiting or HR.
Mic drop moment: There are two critical components to your people function. Recruiting & Hiring. Recruiting is run by, well, recruiters and Hiring is run by hiring managers, executives & founders.
To land the strongest people for your organization both functions must have structure, synergy and adequate training to be successful.
Our guest today: Brian Breth, Riot games alumni & former VP of Talent Acquisition at Fair
Brian is a talent acquisition leader and US Marine Corps veteran with 20 years of experience forging, adapting, and applying best practices to complex business challenges in recruiting. He has a proven track record as an entrepreneurial leader whose ability to align teams, enact change, and build sustainable frameworks enables businesses to attract top talent and become more efficient, productive, and competitive.
Specialties: Global talent acquisition strategy and operations, leadership coaching and development, team-building and communication, process development and implementation, networking.
Brian was responsible for scaling Rubicon Project from 200 to almost 800 people in two years.
Today we discuss:
- Why Quality is more important when you scale
- How to scale without sacrificing quality
Challenge today?
- Scaling quickly without sacrificing quality
- Mindset
- Lets get people as fast as we can
- Competing for talent
- Finding the best people
- Not clear into what the values are then translating it to others
- Managing the expectations of investors
- Growth at whatever cost is dangerous
Why is this important to the company?
- A startups evolution
- Culture is the most important element for founders
- Desire for culture conflicts with the investors desires for rapid growth
- To become a competitor you NEED the best people
Rick’s Nuggets
- Understanding what you are up against today
- Flip the funnel upside down
- Work referrals at scale
How do we solve the problem?
- Acquisition
- Understand that hiring people needs to be understood by leadership
- A commitment from leadership
- Cannot just set it & forget it
- Just as important as your new product pipeline
- Alignment at the executive level as to where and how they want to compete for talent
- Realistic on what you can pay
- Value prop - speaking to what is important to the person from a more intrinsic value. What’s important to me?
- Build out the people function
- Retention
- Invest internally to retain them
- Value - a future to live into
- People leave because they no longer see a future for themselves
- Develop leader to provide the future for each team member
Rick’s Nuggets
- Understand each individual’s pain, desire & impact
- Invest in the discovery call!
- 45 minutes saves hours in the long run
- Crucial checkpoint
Key Takeaways -Value:
- Founders look at what you are investing in your people function
- What you invest in talent acquisition you should be investing into leadership training to get them really good at hiring
Guest Links:
Brian Breth: LinkedIn
Website: Riot Games Fair TechRecruit Conference
This show is proudly sponsored by Criteria Crop
Thursday Jul 15, 2021
Thursday Jul 15, 2021
Listening is the most critical interview tool you have. Not listening to respond (which we all do) but listening to understand.
Think of the interview as an opportunity to gather evidence to support your decision and when you understand a person’s pain & desire first, you can accurately position your opportunity as the answer to their problems.
Why do you need to understand the person before you hire them? Isn’t it enough that you know that they have the skills that are needed?
Because not understanding the values of the individual is what ultimately results in bad hiring decisions.
Our guest today: Casey Welch, Co-Founder & CEO of Tallo.
A digital platform and app that connects 1.3 million+ students and professionals to opportunities offered by colleges, companies, and organizations. Since its inception, Tallo has pioneered early talent engagement, facilitating career discovery and guidance for a diverse talent pool.
Under Casey’s leadership, Tallo serves as a virtual ecosystem leveling the playing field for all students and job seekers, regardless of traditional geographic and economic barriers. Casey is a leading expert on Generation Z in higher education and the workforce, and his insights have been featured in Forbes, FastCompany, ZDNet, and SHRM.
Today we discuss:
- The importance of proper positioning when hiring
- How to build understanding into your interview process
Challenge today? (Reactive hiring and approach to talent)
- People want to find careers that are purposeful
- After more than a year of grinding stress, workers are increasingly looking to find new jobs. In fact, according to research by Monster, 95% of workers are thinking about finding a new job, and 92% would consider switching industries for a new position.
- Gen Z agrees with this overall sentiment. According to Tallo’s recent survey of over 1000+ Gen Z individuals, 69% of Gen Z said over the past year it's become more important to find a job that is personally fulfilling.
- Products that will help people, change peoples lives
- Gen Z wants a career that brings them purpose and meaning, not just a job. They also want to make a social impact with their career, not just work the 9-5. Tallo data found that one of the three most important factors for Gen Z when thinking about their future work environment includes making an impact socially and economically (47%)
- In order to attract members of Gen Z, employers need to show prospective new employees will bring a positive change from a social and economic standpoint. This is an opposite mindset from their predecessors Millennials, who focused more on company name recognition
- Finding the workforce that is going to stay
- The top three most important factors for Gen Z when thinking about their current or future work environment include:
- Having a fair and ethical boss (72%)
- The ability to be heard (61%)
- Making an impact socially and economically (47%)
- Hybrid work environments are key: 63% of Gen Z is interested in working in a hybrid setting, while 27% want to work in the office full time and 8% want to work remotely full time.
- The top three most important factors for Gen Z when thinking about their current or future work environment include:
- Pandemic changed people's views
- More than one out of every three Gen Zers reported in a Tallo survey that they are reconsidering their career choice due to certain industries being negatively impacted by the COVID-19 pandemic.
- Culture & environment are far more important
- The three biggest factors that motivate Gen Z to take a job include salary (78%) interest in work (70%) and work life balance (58%).
- Addressing social issues + diversity equity and inclusion in the workplace is vital. Tallo data found that Gen Z listed the following as the most important DEI initiatives they look for in an employer:
- Women in leadership (59%)
- Training and discussions (58%)
- People of color in leadership positions (53%)
Why is this important to the company?
- Understanding what the modern employees wants and needs are, and then meeting those needs is critical to improve retention and reduce turnover.
- People are leaving their companies faster than the employers can fill, which is why there’s a high demand for jobs but no supply of experienced candidates. In order to fill these positions, employers must begin a double-pronged approach of employee retention and employee outreach – and focus their efforts on Gen Z.
- When asked about future workplace settings, only 8% of Gen Z want to be fully remote. 63% want hybrid and 27% would want to be in the office full time
Rick’s Nuggets
- Understanding leads to truth
- Every person has a different set of values
- Evidence eliminates
- Assumptions
- Bias
How do we solve the problem? (Creating a proactive approach and system to hiring)
- Mindshift
- Away from transactional relationship (Two people can want to get married, doesn’t mean they want to get married to each other)
- Care more about experience and about people
- Using tools for measurement
- Purpose & Meaning - what they like and want to do
- Skills - What they CAN do
- A focus on reskilling, upskilling and learning & development (L&D) opportunities:
- Employers need to provide all their employees with new and innovative ways to reskill and upskill – especially when it comes to soft skills.
- 74% of Gen Z think soft skills (such as critical thinking, analysis, problem solving, leadership, and communication) are more critical for success in our current economy.
- Some different L&D opportunities employers can explore include:
- Technical (science, technology, engineering, software development, and design);
- Leadership (communication, management, and critical thinking);
- Learning new languages; and
- Agile (collaboration, user experience, experimentation, and continuous learning).
Rick’s Nuggets
- Mindset : who are you really?
- Blind conversations are the most fruitful & eliminate bias
- Interview questions that surface value alignment
- Behavioral Interview that is tied to values!
Key Takeaways -Value:
- Employers must place a heightened focus on recruiting the next generation of leaders into the workplace: Gen Z
- The most important factors to drives people to come work for you include considering a hybrid work environment, addressing and emphasizing the important of diversity, equity and inclusion in the workplace and providing a means for employees to reskill + upskill
- Employers must fully understand what today’s modern employee wants – from salary to benefits to work environment – and meet those expectations
Guest Links:
Casey Welch: LinkedIn
Company: Tallo Facebook Twitter Instagram
This show is proudly sponsored by Criteria Crop
Thursday Jul 08, 2021
The Right Formula for Proactive Recruiting with Eric Dahan of Open Influence
Thursday Jul 08, 2021
Thursday Jul 08, 2021
Do you have a target list of the people you desire to hire?
It is easy to plan the roles you need to hire but the “who” is what matters most. A very simple hack is to just create a spreadsheet and every time you hear of someone good, add them to your list.
Now here is the important part… reach out and seek to understand. Simply reaching out and listening to their desires is all it takes to attract a well positioned player for your company.
Our guest today: Eric Dahan, Co-Founder & CEO of Open Influence
A premiere influencer marketing company with clients that include Disney, Google, Amazon, Facebook, and Under Armour, among others. The company is also a leader in Machine Learning and Artificial Intelligence within the ad industry thanks to its predictive analytics tools and entire influencer taxonomy, which contains over 10B data points. Eric is a Forbes 30 Under 30 recipient and Inc. 30 Under 30 honoree.
Eric has hired over 100 people for Open Influence and has a strong proactive program in place.
Today we discuss:
- Why you should always be interviewing
- How to run a proactive hiring campaign
Challenge today? (Reactive hiring and approach to talent)
- Cascade risk of people getting burned out and demoralized
- Takes time to train new people
- An ounce of prevention
- Avoiding the “oh shit” moments
Why is this important to the company?
- From a p&l standpoint, building a more lucrative business
- Retaining the best and brightest that they have worked so hard to to build up
- Attracting, building, training and elevating the best people
Rick’s Nuggets
- People are harder than ever to attract
- Building a passive talent pipeline allows you to constantly raise productivity
How do we solve the problem? (Creating a proactive approach and system to hiring)
- Planning
- This is the structure
- Getting the team to buy in
- The why
- Accomplish more by delegating
- Create a strong feeder of young candidates
- In network referrals
- Inbound, through website
- Industry niche focused
- Building relationships with professors in college
- Elevate and create a management layer
- Empower managers to
- Giving a bit more time to go out and find people
- Budget for strong hires
- Role creation for strong talent
- Elevating from within
- Hired HR director to help with recruiting and building out better processes
-
- A lot of time saved with onboarding
- Point person for planning & vetting
Rick’s Nuggets
- Dedicate 1 hour a week to talent development (first 20)
- Adopt a policy of opportunistic relationship building
- ie: hackathons, hosting events
- Understand the person’s pain & desire
- Start interviewing 2 months prior the role becoming available
- Value alignment is key!
- Judge on values, not skills
Key Takeaways -Value:
- Think about the ideal structure and what is going to make you scale. What is the break point? How do you make sure you bring it to life?
- Think of hiring as something that you will always have to do
- To really scale, make hiring continuous
Guest Links:
Eric Dahan: LinkedIn
Company: Open Influence Facebook Twitter Instagram YouTube
This show is proudly sponsored by Criteria Crop
Thursday Jul 01, 2021
How Collaborative Negotiation Attracts Talent with Beerud Sheth of Gupshup
Thursday Jul 01, 2021
Thursday Jul 01, 2021
Knowing at least one attribute that is shared by everyone in the organization is critical to nail down before you start hiring. This one thing becomes the cornerstone of your corporate values which shapes the company culture, attracts the right people and fuels growth.
Ask yourself, what is the one trait that is critical to the organization? Write it down, start talking about it and encourage it to grow. Allow it to be the compass by which you will evaluate the right fit.
Our guest today: Beerud Sheth, Co-Founder & CEO of Gupshup
Gupshup is the global leader in cloud messaging and conversational experiences. He previously founded and led Elance (now Upwork, a publicly listed company), the pioneer of online freelancing and the gig economy.
Beerud has built world class organizations and hired hundreds of talented people throughout his career.
Today we discuss:
- Minimizing the difficulty in hiring the right people
- How to identify your one thing to enable you to make the right hiring decision
Challenge today in finding & hiring the strongest people?
- Putting the jigsaw puzzle together
- The right set of people
- Hyper growth
- don't rush into the hire
- Make due with what you have, be opportunistic
- Collaborative Negotiation
Why is this important to the company?
- Very jr, part time roles were able to demonstrate grit & hunger and have evolved to very senior roles in the organization
- People who get stuff done
Rick’s Nuggets
- It starts with leadership!
- What is your most crucial attribute
- Define it
- Live it
How do we solve the problem?
Find Highly flexible people
- Goal oriented
- Sense of humor; not take themselves too seriously
- Missionaries, not mercenaries
- How they negotiate is key
Right people, right seat
- Give broad opportunities
- *collaborative negotiation is key
- Constructive conflict resolution
- Teamwork is all about negotiation
Empower them within the role
- Expand the scope of the opportunity
- Personalities aside
- Flexibility, teamwork, focus on the big picture
Rick’s Nuggets
- Referral network
- Content
- Evaluate people for Value Alignment
- Do they live your value??
Key Takeaways -Value:
- Business requires flexibility
- Collaborative Negotiation enables flexible execution and innovation
- Flexible teams win
Guest Links:
Beerud Sheth: LinkedIn
Company: Gupshup Facebook Twitter
This show is proudly sponsored by Criteria Crop
Friday Jun 25, 2021
4 Steps to Hiring Full-time Offshore Talent with Eris Verne of Alfinder
Friday Jun 25, 2021
Friday Jun 25, 2021
Are you considering hiring a team of experts offshore?
We all know that this option can give you a lot more bang for your buck. But does it really? The communication challenges, cultural differences and time variations may prove too much to manage for some entrepreneurs.
It’s important to consider this as an option only when the organization has the tools & structure to support successful communication of expectations. When aligned with company values, these hires can bring the added diversity that is needed to fuel innovation.
Our guest today: Eris Verne, Founder of AIfinder.
Eris started programming at the age of 14. While in college he started an algorithm based company which solved the problem of internet filtering called APKN. The company was acquired two years later.
After the exit of APKN, Eris discovered a flaw within a multidisciplinary field which intersects marketing, data, and behavioral analysis. So he founded Alfinder to be the most flexible behavioral data analysis solution, enabling industry leaders to predict market behaviors and learn audiences. He currently leads a team of 11 talented offshore employees who have been extraordinary since day one.
Today we discuss:
- Why to hire offshore talent
- How to effectively acquire the right teams for your company
Challenge today?
- Big risk to hire local
- Costs
- Commitments, legal issues
- Locating people for technical roles very difficult
- Taking a big gamble
- Problems faced:
- Knowing what to do with the offshore team
- Cultural alignment
- Quality
- Need a technical person to manage
Why is this important to the company?
- Frees your time to hand off work
- Offshore are in their own habitat - only need one person here to project manage
- Must be a technical founder!
Rick’s Nuggets
- Communication is the biggest hurdle
- Contracting makes sense
How do we hire offshore talent effectively?
- First Determine what you need
- It’s best to find a technical person to assist you with this
- Do not hire individuals! Hire through an agency
- Identify an agency
- They might not be technical people themselves so make sure they understand your needs.
- Agencies usually have a way of tracking their candidates, ask as many questions as needed to understand the details of how the do so
- The agency you choose should be ok with you changing, adding and removing candidates from your team regularly
- Don’t fall into the trap of letting them handle your team and get your own project manager
- Interview & Hire
- Feel free to set up your interview as you would normally
- Understand candidates backgrounds and challenge them with technical questions
- Make sure there is NOT a language barrier or move on
- Do not spend days on hiring and going through 5 interviews with a candidate
- Hire Fast, Fire Faster!
- Set everything straight
- Try not to share internal news with them
- And don’t expect them to learn a new technology while working for you
- After you find fit candidates for your needs, try to work with them on a technical level only
- Monitor their everyday work
- Set the bar as you would normally
Key Takeaways -Value:
- If you’re not a technical founder make sure you to have a technical person on your team
- Focus on the people who benefit from your software/solution rather than the people who are making it
- Hire Fast, Fire Faster
Guest Links:
Eris Verne: LinkedIn
Company: Alfinder Facebook Instagram
This show is proudly sponsored by Criteria Crop
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 May 27, 2021
How Your Book Can Attract Talent with Alicia Dunams of Bestseller in a Weekend
Thursday May 27, 2021
Thursday May 27, 2021
With everyone struggling to hire, companies are looking for a competitive edge in being able to attract talented people. But the answer is not compensation & benefits. Contrary to what most people are preaching right now.
What draws people to your company is NOT the transaction. It is the substance behind what is in it for me!
Today we are discussing how your book can have a surprising effect in drawing talented people to your company by simply allowing people to understand who you are.
Our guest today: Alicia Dunams, Founder & CEO of Bestseller in a Weekend.
Alicia has helped over 2000 people become bestselling authors through her Bestseller in a Weekend® course and professional ghostwriting author services and coaching company.
Additionally, as a leadership trainer, executive coach and certified peacemaker/mediator who has worked with clients including CBS, Gap, GEICO, and Capital One, Alicia uses the foundation of healthy conversations and storytelling as the bridge to overcome conflict in the workplace and beyond.
Alicia is an expert at bringing a book to life and elevating personal & professional brand!
Which makes Alicia a perfect expert for today’s topic.
Today we discuss:
- Why a book may be the competitive edge
- How to create a book to elevate your professional brand
Challenge today?
- Can't attract the right people
- People don't want to go back to the grind
- Want flexibility in being able to work from home
- Competing from a lifestyle perspective
- Companies are competing in the same pool
- Not attracting the passive people
Why is this important to the company?
- Publicity
- Clear company story
- Insight into who you might be working for
- Shows company values
- Branding
- Omnipresence
- Sales/recruiting channel (24x7)
People who resonate with the message of your book will be drawn to the company
Rick’s Nuggets
- Powerful insight into who I will be working for
- How do one write a book while building a company?
- Determine what do you want to accomplish with book
- Outlining the target audience
- Their pain point and providing solution
- Positioning it for recruiting attraction
- Examples of culture and stories of the people who work for you
- Hire a Ghostwriter
- Find someone who resonates with you - someone who captures your voice, finding your voice
- Contact a service, like The Book Funnel ,or Authors Unite, where a book coach can pair you with a ghostwriter, and handles all the project management and author services
- 6-12 months
- Traditional Publishing Route
- Contact me
- Timeframe 18months
- Connect with a Book Proposal Writer (describe what is a book proposal)
- Contact Agent - they also have a list of book proposal writers
- Your book will be Shopped around
- Book Marketing - make your book a bestseller
Key Takeaways -Value:
- Write a book on workplace culture to attract the right people.
- This book becomes a playbook and operating procedure for your company.
- This also could be a requisite read for new hires/interviewees.
Guest Links:
Alicia Dunams: LinkedIn Website Facebook Instagram
Company: Best Seller In a Weekend YouTube
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 May 06, 2021
Thursday May 06, 2021
Assumptions are the #1 reason we fail in our expectations when hiring and raising capital.
Assumptions are drawn when we don’t invest the time to listen to all parties. Asking deeper questions to gather data to support an accurate decision is crucial. What is not uncovered is the reason we make bad hires. Because we inject our own assumptions, needs & bias where the evidence should be.
This especially holds true in your hiring process when our needs and desires cloud what is most important, the truth.
Our guest today: Brian Franco, Founder & Managing Partner of Meritage Partners.
Brian strives for excellence and fairness in deal structure and has a deeply intuitive understanding of the importance of company’s compatibility. He has represented and completed deals with an extremely diverse set of small and mid-sized businesses (SMB's), private equity groups and public companies in a number of industries and has significant experience working with companies in: architecture & engineering, healthcare, manufacturing, logistics, wellness, A.I., software and technology, and professional services.
Brian is an expert in aligning expectations in the M&A process.
Today we discuss:
- Managing Expectations with Market Conditions and Expectations when Fundraising & Hiring
- 3 step process to achieving expectation alignment
Challenge today?
- Capital raisers need to secure time to develop and bring their vision to market. In business as in life, Time is afforded by “capital” ILLUSTRATION: An airplane needs enough runway, a powerful engine or engines , and fuel to develop speed/momentum to get airborne. One without the other will result in catastrophic results
EXAMPLE: Amazon did not expect to make a profit for four to five years
QUESTION: Will you expect Capital Providers to wait months or years to return a profit?
- Does the investment opportunity meet the investors expectations?
- Time requirement
- Return on Investment
- Balanced Risk & Reward
- Is their alignment among the founders and the investors?
- Cultural alignment
- Is the founder/team coachable?
- Is the founder a “rebel” or a “cowboy/cowgirl”?
- Cultural alignment
- Is there TRUST, Is there a Perception of risk when it comes to the topics of:
- Operational Control
- Financial Control
- Investing in the PERSON or TEAM to execute the vision or the business plan
Note: Visionaries aren’t always the best integrators
STORY: Some of us are familiar with the story about Steve Jobs leaving Apple in 1985 for 12 years and then returning in 1997
- To manage you must first understand
- LISTENING
Why is this important to the company?
- Understanding alignment empowers us and allows us to understand how to meet expectations and then meeting those expectations leads to SUCCESS
- Qualified leadership team: is their personal goodwill or collateral in past successes?
- Relevant experience in leadership
Rick’s Nuggets
- Assume nothing- eliminate your needs, desires & bias
- Listening is the only way to understand
- Understanding is the key to truth
- Truth is the springboard to success
How do we solve the problem of managing expectations?
It is as simple as “Listening” and “Educating” ourselves so that we align and meet expectations of Capital Raisers and Capital Providers.
Identify what is Achievable
- Listening
Education
- Educating clients on what the ‘market’ is likely to offer them
- Aligning expectations to market practices or offerings (reality)
Plan & Equip
- Identify relevant investors
- Develop Pitch Deck and Memorandum to articulate a consistent message
- Experience and ability to Assembling the team and identifying strengths and weaknesses (don’t put the strongest person in any position simply because they are “strong” align their strengths with the organization because they are qualified and capable)
Rick’s Nuggets
- Understand the person the business needs
- Target:
- Research, network & connect with 5-10 potential candidates
- Execute
- Have conversations to determine positioning alignment
Key Takeaways -Value:
- Don’t get in the way of your vision (don’t be too rigid)
- Put an allstar team together
- Be coachable
Guest Links:
Brian Franco: LinkedIn Twitter
Company: Meritage Partners
This show is proudly sponsored by Criteria Crop
Thursday Apr 15, 2021
Thursday Apr 15, 2021
It’s no secret that I feel that employer branding is bullshit. Mostly because it is focused on perks and selling a “utopian” environment that is not what the company really is at all.
Messaging is focused on being the greatest place to work. But we all know that if you are a small to mid sized business, you are at best, a “hot mess”.
Clarity in who you REALLY are as an organization is the one thing that will propel your business forward and attract the strongest people to your company.
Our guest today: Eric Morley, Co-Founder & COO for Blue C Advertising
Eric has been helping companies across both B2B and B2C segments create brand strategies, campaign development, strategic design, content creation, and digital marketing strategies with a goal of outperforming the competition.
Eric and the Blue C team have been honored to work with some truly innovative and impactful brands that keep them constantly pushing and evolving their exclusive BrandPWR Platform.
Today we discuss:
- The truth about what branding is
- The elements for a true branding initiative
According to Wikipedia: Employer brand describes an employer's reputation as a place to work, and their employee value proposition
- EVP-a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization
Challenge today?
- Not having your messaging down
- Retooling messaging for a covid friendly world
- The world has changed in the last year
- Equally important to communicate to your customers as well has your future employees
Why is this important to the company?
- A players have seen it all before and can smell a skunk a mile away
- Laser focused messaging creates massive clarity
- Sales side, it affects revenue
- Employees- will view you as the same as…. Just getting by
Rick’s Nuggets
- Branding is not perks, puffing your chest (ego) or the product
- Today’s employer branding focus on transactional components
- Not about “what’s in it for me”
How do we solve the problem?
A 360 degree process- brand clarity
- Discovery
- Pull everything apart
- Question
- Verbal Messaging
-12 point process
- Vision
- Mission
- Positioning
- Brand pillars
- Brand promise
- Values
- Brand personality
- Voice & tone
- Mantra
- Tagline
- Visual Messaging- Recognition
- Website, social media, external marketing, inbound marketing
- Transcend from written to visual
Rick’s Nuggets
Pain
- Why
- Desire (what’s in it for you)
- Problems to be solved
- Performance metrics
Impact
- How you grow
Key Takeaways -Value:
- Strategy first - roadmap to the promise land
- Create laser focused messaging
- Massive clarity in the minds of your employees, future employees
Links
LinkedIn: https://www.linkedin.com/in/ericmorleybluec/
Websites: https://bluecusa.com/
Facebook: https://www.facebook.com/BlueCAdvertising/
Instagram: https://www.instagram.com/blue_c_usa/
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Apr 08, 2021
Are You Really an Entrepreneur? With Gino Wickman of EOS & Traction
Thursday Apr 08, 2021
Thursday Apr 08, 2021
As Leaders, we spend a lot of time wondering if we have the right person in the right seat. But how often do we question if we are the right person in the seat?
Entrepreneurs have a special challenge, in that, some of us don’t choose to be entrepreneurs, it is just who we are. But what if you are really an entrepreneur who is in a J O B… or not an entrepreneur at all but have been forced into that role due to life circumstances.
Today we discuss the core of what makes a business successful, the entrepreneur and how to recognize if you are the right person in the right seat.
Our guest today: Gino Wickman, Founder of EOS Worldwide, Author of Traction & Creator of Entrepreneurial Leap.
An entrepreneur since the age of 21, Gino has had an obsession for learning what makes businesses and entrepreneurs thrive.
Gino set out to help entrepreneurs and leaders get what they want from their businesses. Based on his years of real-world experience, he created the Entrepreneurial Operating System (EOS), a practical method for helping companies achieve greatness.
His new mission, Entrepreneurial Leap, is to find all of the entrepreneurs-in-the-making, at any age, wherever they are—to help them realize their purpose and live the life they were born to live.
Today we discuss:
- How to discover if you are really an entrepreneur
- The steps to take to launch your entrepreneurial journey
Challenge today in people being in the wrong seat?
- Are Your eyes open
- Did you make the right decision to become an entrepreneur
- Forced entrepreneurs - won't be the next Elon Musk
- Hype around being an entrepreneur
- Not everyone can be
- Career choice for 4% of the world
Why is this important to the person?
- Clarity, certainty, peace of mind, self confidence
Rick’s Nuggets
- Too often the person leading the company is just “running the business”
How do we discover your true entrepreneurial nature?
- Confirm
- Take the assessment
- Know when you on the entrepreneurial range
- Know whether you are or aren't
- Not is not a death sentence
- Glimpse
- What you are built for
- The type of business is right for you
- Day in a life- heaven & hell
- Perfect business for you (my bizmatch)
- Path
- Showing guide post to avoid ½ the mistakes they are going to make and greatly increase the likelihood of success
- Mentor
- Discipline
- Stages of building the company
Key Takeaways -Value:
- 1,2,3 roadmap-
- Assessment - https://e-leap.com/assessment/4
- MyBiz match, vision clarifier
Links:
LinkedIn: https://www.linkedin.com/in/ginowickman/
Websites: https://e-leap.com/
Facebook: https://www.facebook.com/readLEAP/
Instagram: https://www.instagram.com/readleap/
YouTube: https://www.youtube.com/channel/UCg1fRlytBObtuIIAa46B_cg
Entrepreneurial Leap: Do You Have What It Takes to Become an Entrepreneur? Available for purchase through all major retailers: Order on Amazon
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Apr 01, 2021
Thursday Apr 01, 2021
We can all agree that the only way to 10 or 100x your company is to hire the strongest people. So, what are the strongest people?
The strongest person for your company is a person who aligns with your values first. They understand the mission and they have a strong desire to impact the business because it benefits them first.
Understanding the person across the table does not happen by chance but by a systematic approach to your interview that is designed to gather concrete evidence.
The smartest companies know that cultural alignment is far more critical to a successful hire than merely a person’s skills.
Today we discuss:
- The value & pitfalls of a hiring system
- How to implement a hiring operating system into your company
What is a hiring operating system? The step by step process by which your company successfully hires.
Challenge today?
- In any market, care needs to be taken when hiring
- Right person, Right seat … Jim Collins - Good to Great
- Time pressure
- Hiring is a guessing game
- Likability/commonality
- Skills
- Bias - educational background, company history (assumed success)
- People hired are not properly positioned for your unique company
- Builder, Improver, Maintainer
- Hiring Process is common, weak or unorganized - Key indicator of how the business is run
- People are systems resistant.
- Systems are the key to success
Why is this important to the company?
Operating Systems
- Save time & money
- provide structure & clarity
- Build accountability
- Build effective practices
- Attract talent
- A- players are drawn to successful opportunities
- Systems Win
- Business operating systems (EOS, scaling up, Strategic Coach, MAP)
- IDC: Companies lose 20-30 percent of revenue each year due to ineffective business practices
- https://www.entrepreneur.com/article/286084
- https://www.forbes.com/sites/jeffboss/2016/11/01/5-ways-your-business-processes-could-be-hurting-your-business/?sh=6b39e50452e9
How do you build your hiring operating system?
Foundation
- Values first
- Own it- embrace the truth
- Be transparent about the Good & Bad
- No one believes your company is perfect
- Build Interview Question Library
- Craft Behavioral questions (2-3)
- Determine **Knockouts
- Agree on questions
- Establish Interview Structure
- Timeline Commitment
- Define Format
- Outreach / Application
- Intake Process - discovery call
- Interview
- Assessments/Tests (not too soon)
- Decision
- Build Job Description Template
- Understand Performance Metrics
- Build Call to Action Questions
- Assign Questions
- to Interviewer position (order of importance)
- Assemble Interview Team
- 3 teams of X
Execution
Rules of engagement
- Discovery/Screening call
- Assessment over Resume
- Time up front saves pain in the end
- non-transactional
TRAINING!!!
- Behavioral Interview
- Bias annihilation
- Knock Out’s
- Role playing exercise
- Interview question tweaking
- Iteration of follow up questions
- Solidify questions
- Logging data
- Wrapping up interview & Handoff
- Gather feedback
- Dismissal
- Role Playing wrap up
Key Takeaways -Value:
- Systems -breed success and eliminate all the things that keep you up at night
- Prioritize owning a hiring operating system that attracts the strongest people to your business
- Train your people how to interview to gather evidence to support the hire
Links
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Websites:
https://www.stridesearch.com/hire-power-radio
https://www.stridesearch.com/rick-girard
Facebook: https://www.facebook.com/HirePowerRadio/
YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Mar 25, 2021
Thursday Mar 25, 2021
If hiring right is so critical to the organization, why is interviewing the one action that is entirely left up to chance? It has been my experience that virtually zero small companies invest in training their people how to interview.
This was the experience of an extremely successful executive, Jeff. Who at the C-level had only attended a one hour session of interview training in his whole career…. 10 years ago.
It is assumed that most leaders already know how to interview but the truth is that they don't. Most of us know how to talk skills and look for likable traits. But the process is riddled with bias and assumptions. Missing the evidence that is so critical in hiring the strongest person for the role.
Our guest today: Adam Stonehocker, Head of Sales at Gemini
Adam is the head of Sales at Gemini, a data visualization company that helps executives make key decisions involving their most important asset, their people. He has led sales teams for Peek, Google, Twitter, Pandora Radio, and AdRoll, EBay.
Adam has hired over 500 salespeople throughout his career and trained his leaders to interview with purpose.
Today we discuss:
- Why you need to invest in training your people how to interview
- How to train your people to interview effectively
There is a belief that there is no right way to interview and in the end it all comes down to “trusting your gut” and pulling the trigger... So wrong in every way!
Why don't companies invest in interview training?
- Attrition was 20% per month with poor hiring
- Team only hit 85% of goal for the year
- Culture was terrible
- Top performers said “your hiring anyone who can breathe”
Why is this important to the company?
- Without recognition & change top performers would have left
- Interview team has no idea how to identify the right people,
- You have to get the right people on the bus
- Upper management not happy
- Costs a lot of money when you have a leaky bucket
Rick’s Nuggets
- Every company should prioritize training everyone who interviews for the company
- Systems put in place maximize productivity & efficiency of your employees
How do we solve the problem?
- Identifying core values & culture that you want to hire for
- Make sure everyone is on the same page
- Hiring managers, recruiters,
- Structuring the Interview guide
- Gauging the competencies in the interview guide
- Coachable: Role play exercise to implement feedback from prior interviewer
- Training
- Values we’re looking for
- Interview guide gauges those values or competencies
- Role playing with each other
- Using the interview guide as a script
- Feedback loop and discussion from the group
- Reps/future managers take part in calibration and interviews
- Quarterly calibration
- Continually updating the interview guide
- Have your needs changed?
- Are there questions that aren’t pulling the right competency
- Problem questions that most people stumble on?
- Feel of the interview, is it intense or laid back and fun? Your interview feel should match your culture
Rick’s Nuggets
- Write behavioral questions that uncover evidence to support your company values
- Write follow up questions for deeper digging
- Assign to each team member
- Role play
- Practice makes proficient
- How did that work?
Key Takeaways :
- Define your values/culture
-
- Everyone on the same page, looking for the right types of talent
- Only then can you ABR (Always Be Recruiting)
- Structure your interview guide to gauge value competencies
- Set up quarterly calibrations to refine interview guide, interview skills,
- This is where your team continually sharpens the saw,
- Feedback loop on interview process
Links:
LinkedIn: https://www.linkedin.com/in/adamstonehocker/
Websites: https://gogemini.com/
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Friday Mar 19, 2021
Friday Mar 19, 2021
Thinking about the people you hire as objects or obstacles to achieve your company goals is poison.
Often we venture into the hiring process with the mindset of “how can YOU help ME”. This is wrong in so many ways. Especially if your goal is to fuel the growth of the organization.
The truth is, the people you hire could care less about you and your goals. This is why people take your job simply for the paycheck and bounce at the first hint of trouble.
Understanding the other person’s pain & desires allows you to connect the dots, for both parties, of how they can bring maximum impact to their careers and the company.
Our guest today: Jonathan Domsky, Founder of Untangled Coaching
An entrepreneur since he was 24 years old, Jonathan uses many of the same tools as a traditional business coach—goal setting, accountability, best practices. But his purpose in life is teaching personal mastery.
Jonathan’s superpower is to distill this wisdom into practical, easy to understand, and simple to apply tools that will make your life more easy, meaningful, and joyous. To untangle the clutter in your business and life so that you can be your best, most authentic self. And most importantly—see a clear path on how to get from where you are right now, to living your beautiful future.
Today we discuss:
- Why you need to change your hiring mindset
- How to shift your mindset to fuel growth
Challenge today?
- Hiring manager hires people who are not a good fit for the company.
- Only thinking about what’s in it for me
- Not long term
Why is this important to the company?
- Behavior drives results. But what drives behavior? Training and incentives aren’t enough. The answer is mindset
- Outward mindset is a tool, a lens, that gets everyone on the same page
- Side steps personal issues to allow focus on the organization
- It allows space to find solutions to things that aren’t working
- Change success metrics (data point)
Rick’s Nuggets
- Shift from listening to answer to listening to understand
- Need to fill & ego drive hiring. Period
- Result 51% bad hires
How do we solve the problem?
- Seeing others as having needs, challenges & objectives of equal importance to our own
- First ask- what is needed?
- Remind yourself “am I doing what is in the best interest of all parties”
- Realize the impact that has been received by you in your career
- Can you state the top three goals and objectives of key coworkers?
- How does what you do affect other people in the organization?
- Adjust efforts to actually help them
- Make a list of the objectives, needs, and challenges that belong to the people you impact in the organization--peers, manager, direct reports, candidates. If you aren’t 100% sure, ask them. Evaluate how you are helping these people accomplish their objectives, meet their needs, and face their challenges. Make a list of ways you can improve
- If the success metrics and incentives in your organization are inward, then an outward mindset is unlikely to have a lasting impact. Change those metrics so that they are focused less on what you do and what you get, and more on how what you do affects others
- What are your current metrics around Selection and Onboarding--do job descriptions and training simply describe what the employee is hired to do? Or does it also explain why they do what they do, and what is the desired impact?
- Reporting Practices--are they used to control and monitor or to empower?
- Incentives and Compensation and Performance Management--Are people rewarded for individual performance, or for accomplishing group goals?
- What are negative effects of inward thinking in these areas? What are ideas to approach this with an Outward mindset?
- Measure results
- Check in to see that their needs were actually met. Adjust your efforts accordingly
Rick’s Nuggets
- First- Understand what the business needs, not your ego
- Second- Understand what the person needs for themselves
- Third- Connect the dots
- Value load every challenge into the person’s desires and allow them to make an impact
- Metrics: Time saved, interview experience
Key Takeaways -Value:
- Are the success metrics in your organization inward or outwardly focused? How could you make them more outward focused in order to experience less drama and conflict?
- Carefully consider this statement--As far as I’m concerned, the problem is me. I am the place to start.
- Who is one person who needs more from me than I am currently giving? What more could I begin to contribute today? How could I know that my actions made their life easier?
Links:
LinkedIn: https://www.linkedin.com/in/jonathan-domsky/
Websites: https://untangled-coaching.com/
Facebook: https://www.facebook.com/jonathan.domsky
YouTube:https://www.youtube.com/channel/UCCtBAgyPKr5_-boeLjQWFGA
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Mar 04, 2021
Thursday Mar 04, 2021
How many resumes do you need to see to fill a role? Let’s take it a step further. How many people do you need to interview to fill a role? If you guessed One, you are correct!
So, what is wrong with Gloria wanting to wait to interview other people before making a decision on the person that was just interviewed?.......Everything!
Waiting to interview other people is a ridiculously clear beacon that you have a weak interview process. Not being able to gather enough data and make a decision within 24 hours is not only a waste of your time, but the other person’s as well.
Comparison shopping is how bad hiring decisions are made.
Our guest today: Jodi Brandsttetter, Chief Talent Strategist of Lean Effective Talent Strategist, LLC
Jodi is passionate about talent acquisition and uses design thinking in creating selection and hiring processes focused on people and business. She is certified through IDEO U in design thinking.
Jodi is the CEO and founder of Lean Effective Talent Strategies which includes The Hiring Blueprint, talent acquisition consulting firm and Talent Acquisition Evolution, a community for recruiting professionals to connect, learn, and work together.
Today we discuss:
- The dangers of comparison shopping when it comes to hiring
- A plan of attack to enable quick decision making for each individual interviewed
Why do we feel like we want to see more people before we make a decision?
- The hiring manager lacks confidence in making a decision with just one interview.
- Being able to communicate the desire skill set and experience needed to find the best candidate
- Understanding the motivators
- Miscommunication between the manager and recruiter on the best candidate for the role
- Or no communication between the manager and recruiter
- Not everyone is the same person- shrug off bad hires
- Stupid Assumptions!
Why is this important to the company?
- Having confidence in pulling the trigger with the first person will lower time to hire/fill.
- By hiring the first person who is align with the role, there can be a positive impact on the business in a faster time frame.
- Builds a stronger relationship with the hr/recruiting team when a hiring manager knows what they need and able to make decisions in a timely manner.
People will judge you based on the quality of your questions. Therefore, your interview questions must be intentional and have a specific purpose.
How do we solve the problem?
- Recognize that you do not have the tools and experience in hiring to have real confidence in your hiring decisions.
- Join Hiring Managers Anonymous, a community for hiring managers who have a hiring problem.
- Step 1: Admit that you have a hiring problem
- Step 2: Believe that there are tools and training available to help you.
- Step 3: Find training and tools to help you become a confident hiring manager.
- Step 4: Start your learning journey with the training & tools
- Step 5: Make a Candidate Persona to understand who your ideal candidate is and focus on them.
- Step 6: Communicate with your recruiter/recruiting team so that they can find the ideal candidate for you.
- Step 7: Use the training and tools to make decisions while interviewing.
- Step 8: It is ok to fail. Shake it off and try again.
- Step 9: Be open to feedback and continue to improve.
- Step 10: Once you become a confident hiring manager, carry this message to other hiring managers and continue to practice these principles.
- 10 Step Program to Help Build Confidence in your Hiring Decisions
- In order to have the confidence, you need help.
- Join Hiring Managers Anonymous, a community for hiring managers who have a hiring problem.
Rick’s Nuggets
- Interview questions are the root of interview failure
- Questions must be tied to corporate values
- Linked questions have purpose & produce evidence
- Eliminates bias
- Promotes diversity in thought & experience
- Train your employees how to interview
- Assign interview questions
- Conversational evidence gathering
Key Takeaways -Value:
- Join Hiring Manager Anonymous and find training and tools that will help you have confidence in hiring.
- Use a Candidate Persona to create your ideal candidate.
- Communicate who your ideal candidate is to your talent acquisition team and work in collaboration with them.
- Be willing to fail. It is the only way you can learn.
Links
LinkedIn:https://www.linkedin.com/in/jodibrandstetter/
Websites: https://letscincy.com/index
Facebook: https://www.facebook.com/letscincy
Twitter: https://twitter.com/jodi_recruiter
YouTube: https://www.youtube.com/channel/UC2BNdy2kafFSs-cimLyBPBA
https://www.youtube.com/channel/UCToc02W0GAFHMhXWJZIbhxQ?view_as=subscriber
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.co
Thursday Feb 25, 2021
Beating The Job Description Dead Horse with Mark Herschberg of The Career Toolkit
Thursday Feb 25, 2021
Thursday Feb 25, 2021
Why do I need to waste my time writing a job description? You might ask.
The answer is: To save Time … & be able to Sleep
The Job Description is there to evaluate how successful the person you hired is in the role they were hired for. Consider it the essential evaluation tool to manage expectations... A syllabus for success.
Investing the time up front will allow you to set the performance metrics the person needs to achieve in the critical first 90 days. Thus cementing quantifiable data to ensure a successful hire.
And that just helps all parties sleep better at night!
Our guest today: Mark Herschberg, MIT instructor, CTO, & Author of The Career Toolkit
From tracking criminals and terrorists on the dark web to creating marketplaces and new authentication systems, Mark has spent his career launching and developing new ventures at startups and Fortune 500s and in academia.
He helped to start the Undergraduate Practice Opportunities Program, dubbed MIT’s “career success accelerator,” where he teaches annually. Mark helped create a platform used to teach finance at prominent business schools. He also works with many non-profits, including Techie Youth and Plant A Million Corals.
He was one of the top-ranked ballroom dancers in the country and now lives in New York City, where he is known for his social gatherings, including his annual Halloween party, as well as his diverse cufflink collection.
Today we discuss:
- Why Job descriptions are critical to the success of your company
- How to craft job descriptions that positively impact the organization
Challenge today with Job Descriptions?
- Vague
- Too much redundant information
- Missing information
- Break down what the tasks are ie:% of time
- Understanding the skills
- Defining soft skills
- Technical knowledge- not digging deeper
- Throwing up barriers
- Unclear job description leads to unclear evaluation of the interviewee
Why is this important to the company?
- We waste a lot of time interviewing the wrong people
- We hire for the wrong reasons
- Breeds a underperforming team
- Infects the culture
- Domino effect downgrading the business
- No compensation for a good teammate
Rick’s Nuggets
- A job description is not a wishlist of skills
- Job description and job advertisement should be the same document
How do we solve the problem?
-
- Working backwards
- Define the specific attributes that are wanted
- Uncover the why
- Similar mentality bread into the person
- Industry
- Write the job description
- Start with a selling point
- Getting everyone on the same page
- Define the interview questions
- uncover how the person fits the company
- Working backwards
Rick’s Nuggets
- What’s in it for me? (pain)
- Problems solved
- 90 day performance metrics
- Includes hard & soft skills
- About us
- Call to Action
- Homework before resume submittal
Key Takeaways:
- Step 1 of hiring: define the role, including the qualities you’re looking for, beyond just knowledge and experience
- Step 2: make sure everyone on the hiring team is clear
- Step 3: make sure the questions you ask align to evaluating on what you’re looking for
Links:
LinkedIn:https://www.linkedin.com/in/hershey/
Websites: https://www.thecareertoolkitbook.com/media
Facebook: https://www.facebook.com/TheCareerToolkitBook
Twitter: https://twitter.com/markaherschberg
Twitter: https://twitter.com/CareerToolkitBk
Instagram: https://www.instagram.com/thecareertoolkit/
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Feb 18, 2021
Thursday Feb 18, 2021
No one is interested in working for your ego. Just ask our friend …. Dick (name changed to protect the innocent).
Dick is a VP of a small, well funded start-up and very proud of what they are building. So proud that he has established a very high bar for the people he wants to hire. Let’s just say his expectations are a bit out of whack! He has Ferrari expectations on a Hyundai budget.
The way in which the interview is conducted comes across as adversarial. Dick comes across as a real, well you know…. Horses ass. As a result, some fantastic people have opted not to accept his offer and negative Glassdoor reviews are abundant.
Today is about how to NOT run off talented people in your interview, just like Dick.
Our guest today: Molly McGrath, Founder of Hiring & Empowering Solutions
Molly is a National Podcaster, decade long national blogger and 2 x Amazon #1 Best Selling Author. She has coached, consulted and directed presidents and founders of national organizations and over 4,000 small business owners in; executive-level leadership, continuous improvement and team empowerment initiatives to infiltrate new markets, leveraging partner ecosystems and producing profitability.
Today we discuss:
- How you come across as Dick
- How to fix the problem even if you are a Dick
Full disclosure: My dad’s name is Dick…. Sorry dad!
Challenge today?
- Entrepreneurs don't believe that is a employee market
- People are looking for an opportunity
- People need leadership
- No one needs a job for a paycheck
- Realize that you are not the prize
- Recruiting is 100% sales
- You can't hide the fact that you are an asshole
- You are responsible for the energy that you leave in every room
- The interview is reckless
- You have to be
Why is this important to the company?
- Mis-hires
- Brand Reputation Management
- Ability to hire
- Social Media, Glass door Reviews
- Greatly reduce your ability to hire
Rick’s Nuggets
- Own who you are
- No matter how great your company is, it is not the prize
- Means to an end & a Paycheck
- Two words: Improper screening
How do we solve the problem?
- Audit on current interviewing, onboarding, & training process
- Make it safe
- Name it and own it
- Be clear on who you are, prepare people for the interview
- Treat your interview like a client
- Brand reputation management
- End process gracefully
- Leave them better than when they entered
- Close the loop
- Feedback
- Honest & intentional feedback
- Be a coach, leader, mentor
Rick’s Nuggets
- Preparation for everyone in the interview process.
Key Takeaways:
- FINDING ROCKSTAR/Batteries Included EMPLOYEES-- hiring and recruiting is 100% sales. You are selling YOUR COMPANY. don't make the entry point harder than hacking the white house--- keep your ADS short/empowering- don't include salary….you might push away a superstar b/c your top pay is dollars short of what they are worth. You want to take EVERYONE….interview for mindset/emotional intelligence/core values and don't get seduced by the resume. You can always training knowledge & Skillset BUT the Human stuff is what destroys a team.
- KEEPING ROCKSTAR EMPLOYEES---Once you have a rockstar team-- don't get too cocky and think you're safe. Implement a quarterly “Employee Growth Plan'' for very employee in your business. This is the KEY to keeping and creating lifetime employees. Please feel free to email me and I will give you my process for free, as a listener of Rick’s. Nothing makes me HAPPIER as a recruiter when In box an employee and say “hey, are you happy & being treated well @ your current job or are you interested in hearing about a great opportunity…..” and then i get a response “I am VERY happy where I am, not interested!” i will immediately go check out the company they are working for and can IMMEDIATELY see the culture/values/ of that company and get so hopeful there are amazing companies finally understanding the value of team empowerment!
- PERSONAL GROWTH is MORE Important than Professional growth-- when you invest in your team and invest (pay for!!!) coaching programs, mindset programs and have them CONSISTENTLY enrolled & engaged in coaching and personal development & growth your employees wont leave! (I will elaborate on ALL of this more during the LIVE.)
Links:
LinkedIn: https://www.linkedin.com/in/molly-hall/
Websites: www.hiringandempowering.com
Twitter:https://twitter.com/HireAndEmpower
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Friday Feb 12, 2021
Friday Feb 12, 2021
Think what you may about the military but the truth is they hire better than you!
They developed and refined a process that, over time, has ultimately uncovered those individuals who exemplify the core values that are critical to the success of the organization and the mission.
A strong commitment to We, before Me! …which is what your company needs
Today is about lessons learned from Special Forces that you can apply to your company, to ensure that you are hiring the people who also share your company's core values.
Our guests today: Michael Sarraille, Founder & CEO of EF Overwatch, & George Randle, managing partner at EF Overwatch & Head of Global Talent Acquisition of Forcepoint.
Mike Sarraille is a former Recon Marine and retired US Navy SEAL officer with twenty years of experience in Special Operations, including the elite Joint Special Operations Command.
George Randle is a former US Army officer, and Vice President of Global Talent Acquisition at Forcepoint, a human-centric cybersecurity company. George has more than two decades of experience in talent acquisition at Fortune 100 and Fortune 1000 firms.
Today we discuss:
- Why it is critical for values to align with the mission
- How to Model Military Special Forces in Hiring Talent
Can we all agree almost every core business problem can be traced back to a people problems?
Knowing this, why do we set ourselves up for failure by hiring the wrong people?
Challenge today?
- Companies are terrible at hiring
- Not the best leading recruiting
- Actions don't reflect people importance
- Wrong people leading people
Why is this important to the company?
- If you don't achieve strategic competitive advantage over people, you will fail
- Weak HR function- CEO’s need to empower HR to breed success
- Every business function starts with people
- Costs are 213-1500% for a senior executive bad hire
- Direct cost- 2-15x the person's salary ($3400 per every 10k in salary)
- Indirect cost- disengaged employees
- Run out your A-players
Rick’s Nuggets
- Disengaged employees are easier to pluck out of your company when leadership is compromised
How do we deploy into your company?
- Focus in talent management solutions
- Talent diagnostics
- Leading in talent management first
- Starts at the top
- Investing into your people
- Constant Training (less than 1% of companies do this)
Key Takeaways:
- Look in the mirror
- Treating your human capital as discipline, rigor & focus as you do on your financial?
Links:
LinkedIn:
https://www.linkedin.com/in/michaelsarraillemba/
https://www.linkedin.com/in/georgelrandle/
Websites:
Facebook:
https://www.facebook.com/efoverwatch/
https://www.facebook.com/talentwargroup/
Twitter:
https://twitter.com/MJSarraille
https://twitter.com/EfOverwatch
https://twitter.com/talentwargroup
Instagram:
https://www.instagram.com/efoverwatch/
https://www.instagram.com/talentwargroup/
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Feb 04, 2021
Remote Interviewing Done Right with Brenna Loury of Doist
Thursday Feb 04, 2021
Thursday Feb 04, 2021
The remote interview is still a HUGE challenge for a lot of companies. Especially for those of you who are lacking a formalized process.
Simply evaluating skills and heavily relying on “vibe” to influence decisions is producing even worse results in this work from home environment.
Too much is able to remain hidden because video is limiting on the non-verbal cues that happen in the interaction.
Assumptions, bias and misinformation have become the new plague in today’s interview.
Today is about nailing your video interviews to ensure the strongest hire!
Our guest today: Brenna Loury, Head of Marketing for Doist.
Brenna Loury knows that the road to success isn’t a path you find — it’s a trail you blaze.
Fueled by her unorthodox marketing efforts, Brenna left her PR firm and joined Doist full-time in 2014. She handles everything from overall marketing strategy, to HR duties, to writing website copy. She’s helped expand Doist’s remote-first team from 5 to 92 employees in over 30 countries, and her grassroots marketing strategies have helped bring the company over 25 million users globally.…And everyone is remote!
Today we discuss:
- Why the Video Interview is so challenging today
- How to master the video interview
Challenge today?
- Not meeting in person
- Touch points have gone away
- Video interviews - change in format
- Onboarding
- Hire based on core values
Why is this important to the company?
- 98% employee retention rate
- Benefited the business
- People are happy and the quality of work
- Willingness to go above and beyond
Rick’s Nuggets
- Limited view of subject
- Uncomfortable/unnatural interaction
- Breeding ground for assumptions & unconscious bias
How do we build into your company?
- Same interview process across the company
- Structure
- Hiring committee (3 people)
- 1 hour interview
- Add insight question for people who submit a resume
Cultural Interview - team manager
- What are the challenges that Doist’s products are trying to solve that most excite you? (did they do their homework?)
- How might you improve our landing pages/XYZ? (can they be radically candid?)
- Tell me about a time in your personal life or at work when you had to be very detail oriented.
- Tell me about a time when you completed a project 100% on your own. How did you get started and what was the outcome? (can they work autonomously?)
- What’s the last good book that you read? (interests/life outside of work)
- Favorite apps on your phone? (interests/life outside of work)
Technical- person assigned (senior people)
- Judging the skills
- Can you tell me about a company that you think does a great job at product marketing?
- What are the advantages/disadvantages of using CSS preprocessors?
Test Project
- Pay people to do the work
- Examples:
- Create a week-long social media plan
- Write a blog post about a product update
- Create a Hacker News style reader
Cultural Final - leader/executive
- Covers 5 core values: Mastery, Independence, Communication, Ambition & Balance, Impact
- Behavioral questions:
- What’s the difference between someone who’s good in your field versus someone who’s outstanding?
- Tell me about a time when you disagreed with a team member. How did you approach that situation?
- Tell me about a time that you went above and beyond what was expected? What motivated you to do so?
- Behavioral questions:
Rick’s Nuggets
- Phone Screen / Discovery Call
- Pain, Desire, Impact
Key Takeaways:
- Prioritize hiring for cultural fit – some technical skills can be learned later on the job
- Do everything you can to cultivate an environment that values trust over tracking
Links:
Website: https://doist.com/
Blog: https://blog.doist.com/
Twitter: https://twitter.com/doist, https://twitter.com/brennakL
Relevant blog posts:
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Jan 28, 2021
Thursday Jan 28, 2021
High performance teams don't just happen by chance. They are artfully built with an impenetrable culture at its heart.
The people who join are in alignment with the values and purpose of the organization. The result is unrivaled performance above and beyond your expectations.
Our guest today: Greg Besner, Founder and Vice Chairman of CultureIQ
A global company that helps organizations create high-performance cultures. He and his firm have assisted more than one thousand organizations and millions of employees strengthen their company culture.
Greg was an early investor in Zappos which inspired his commitment to organizational culture. In 2018, he was ranked in USA Today as the 8th best CEO in the United States among a pool of 50,000 companies. He was also named the EY Entrepreneur Of The Year®.
Today we discuss:
- Why, if you are serious about your business, you need to prioritize your company values as the heart of your hiring decisions
- How to deploy a process to enable your company to hire people who continually raise the bar for performance
I find that often the phrase “not a good cultural fit” is an easy cop out line for a company to pass on people. When asked “HOW” the conversation quickly disintegrates.
How can someone not really make that conclusion when they lack clarity on what their culture/purpose is?
Challenge today?
- Recruiting for purpose/ culture alignment
- Zoom interview
- Body language/ energy
- Human interaction
- Interact in the environment around them
- Fumbling with this new interview process
- Onboarding
- Energy of the office not really happening
- Interpersonal mingling
- Because the human interaction is missing
- Elevates chance of bias
- People are uncomfortable in a video interview setting
Why is this important to the company?
- Culture alignment
- Diversity of experience, perspective
- Recruiting process is opposite of what it is today
- Expensive to recruit & train
- Turnover is expensive
- Employees who are not aligned with the purpose are expensive
Rick’s Nuggets
- Bias is a two way street
How do we build into your company?
- First interaction is a 2 sided conversation- human interaction
- Experience of working in the organization
- Company go first
- Let the person give their elevator pitch
- What would allow them to be successful at the company
- Having a framework
- Notes should be taken, structured, & details on their values
- Mutual agreement on moving forward
- Letting the person know the next steps
- Transparency
- Closure
- Interviews
- Teammate or HR first
- Try not to replicate the interview!
- Multi-step process
- Split up to cover different roles
- values from skills
- No need to cover the same questions
- hire bar raisers
Rick’s Nuggets
- First interaction: Discovery call
- Understand Pain, Desire, Impact
- Listen to understand first
- Buy in through connecting the dots
- Presenting back what fits, & what does not
Key Takeaways:
- Bar Raisers-
- Structured Interview Process
- Transparency in Hiring Process
Links
Email: greg@cultureiq.com
LinkedIn:https://www.linkedin.com/in/gregbesner/
Websites:
http://theculturequotient.com/
http://getsunflow.com/
Facebook: https://www.facebook.com/CultureIQ/
Twitter: https://twitter.com/cultureiq
YouTube: https://www.youtube.com/channel/UCSECYe1wg_KxMi_yNi7KQbA?view_as=subscriber
Instagram:https://www.instagram.com/cultureiq/
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Jan 14, 2021
Thursday Jan 14, 2021
There needs to be a deliberate cadence to your interview process.
Just like a first date, you wouldn't say “hi, I'm Rick. before we start the date, I’d like you to complete this sexual survey and if I like your answers, we can continue the date.”
Now it may work on some people. But the question you need to ask yourself is who exactly are you weeding out? Answer… A-Players!
Today we are talking about the pros and cons of screening mechanisms and the proper order to deploy them to keep people engaged.
Our guest today: Joel Patterson, Founder of The Vested Group
A business technology consulting firm in the Dallas, Texas area, and ForbesBooks author of The Big Commitment: Solving The Mysteries Of Your ERP Implementation. In 2011, Patterson founded The Vested Group, which focuses on bringing comprehensive cloud-based business management solutions to start-ups and well-established businesses alike.
Joel has hired hundreds of engineers & consultants and has learned a lot about what works in an interview process.
Today we discuss:
- Why a proper cadence is so critical in keeping top talent engaged
- How to set the correct sequence to avoid triggering “fight or flight” in top talent
Challenge today?
- Saving your time with a video screen first
- Wasting a lot of time with interviews of unqualified people
- Need to be efficient with people's time- billable resources
- Elevated the quality of the people hired
- Not as many bad hires
- Missing out on good talent?
- Do people want to jump through hoops?
Why is this important to the company?
- Cost to replace a person
- 100-150k loss per person lost
- Culture impact of people coming and going
- Sunday test- call on a sunday
Rick’s Nuggets
- Are you losing the top 20% in your screening efforts
- Transactional
- Value driven
How do we build into your company?
- Video - one way
- Phone screen
- Video Interview
- 2 sessions
- Job score card
- Core value
- Case Study to do
Rick’s Nuggets
- Discovery call (Positioning)
- PDI (Pain, Desire, Impact)
- Interview
- Culture, skills, culture, combo
- Behavioral questions
- Assessments/Assignments/Skills test
- Prefer working session to determine skills
- Connect the dots
Key Takeaways:
- Core values drive hiring/firing decisions
- Interviewers represent cross section of experience and skills levels (AMA)
- Providing purpose quickly is critical to long term hiring success
Guest Links
LinkedIn: https://www.linkedin.com/in/pattersonvested/
Website: http://www.thevested.com/netsuite-provider-the-vested-group
Facebook: https://www.facebook.com/VestedGroup/
Twitter: https://twitter.com/TheVestedGroup
YouTube: https://www.youtube.com/channel/UCHDBLjRuMtER5yUrPhZYKkw
This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
Thursday Jan 07, 2021
Lessons Learned from Hiring Friends & Family with Wing Lam of Wahoo’s Fish Tacos
Thursday Jan 07, 2021
Thursday Jan 07, 2021
CEO campfire horror stories often start with “In the beginning, I hired a few friends of mine”... then the story digresses from there. Sometimes the situation works out but most of the time it is a disaster resulting in a severed relationship.
Today we are discussing lessons learned in hiring from your inner circle and how hiring for growth lands great talent.
Our guest today: Wing Lam, Owner of Wahoo’s Fish Tacos
Wing Lam is the eldest of the three founding brothers and the enigmatic character widely recognized as the face of the iconic Wahoo’s Fish Taco brand. A 30-plus-year restaurant industry veteran, he is often in the public eye participating as a panelist and speaker at global events such as the IEG Conference and guest lecturing for MBA programs at Yale, UCLA and USC.
Wing is Prolific & “rich in the currency of social good”!
Today we discuss:
- The pitfalls & benefits of hiring friends & family
- Two key components to hire successfully
Challenge in hiring friends & family?
- Setting precedence
- People did not take it seriously
- Stealing
- Can't allow people to take advantage of your generosity
- Corporate hires-
- Hired from headhunters for store managers (⅖ stayed over a year)
- Moved to growing from within
Why is this important to the company?
- Mistakes cost the company money, time & morale
Rick’s Nuggets
- Expectation Alignment
- Where we fail is in agreeing on expectations up front
How do we build into your company?
- Understand culture first
- Fit is more important than skills
- Up Hire
- Too much experience is good
- Opportunity to allow the person to do what they want to do
- Others intimidated by credentials
- Didn't feel like the person would take the job
- Personality, integrity, passion
- Translates to a good hire
Rick’s Nuggets
- Positioning determines the cultural fit
- Cultivating growth is what captures & retains talent
- People want to learn, grow and tackle new challenges
Key Takeaways:
- Referrals & dig deeper
- Really understand your culture & what fits
Links:
LinkedIn: Wing Lam
Website: Wahoo’s Fish Tacos
Organization: California Love Drop
This show is proudly sponsored by Criteria Corp
TAGS : #californialovedrop #wingdash #wahooswing #giving
Saturday Jan 02, 2021
The Reality of Vanity Hires with Greg Toroosian of Elevate Hire
Saturday Jan 02, 2021
Saturday Jan 02, 2021
“We really need to hire a person from xyz company and they need to be from a top tier school.” Words that make every recruiting professional cringe.
This criteria is the perfect storm for making the worst hire of your career. The Truth is, Your ego WANTS these things but the business needs a person with the RIGHT DNA to fuel company growth.
Our guest today: Greg Toroosian, Founder & Managing Director of Elevate Hire
Having worked for startups, globally recognized brands, and recruiting agencies, he brings a unique perspective, a fresh sense of understanding, and an elevated level of service to his clients.
He previously held the roles of Recruiting Manager for Virgin Hyperloop and Director of Talent Acquisition for Sweetgreen. Greg believes that recruiting and retaining talent is key to having a successful company.
Today we discuss:
- Setting expectations of what you can REALLY hire
- How to hire what you can Really hire
There are 2 ways to hire A-level talent
- Pay for them
- Be the solution to their career wounds
Challenge today?
- Overall value proposition
- Competitive market
- Hard to find or in demand roles
- Stage of growth
- Disconnect on what the market really is
- budget
- Clarity on what you are actually hiring for and why
- Coming back to earth on what is really needed
Why is this important to the company?
- Impact time to hire
- Help to hire the right people
- Think through their recruiting strategy
- Help with financial planning
How do we build into your company?
- Build your value proposition
- What is it to your employees
- Cultural element
- How to communicate you culture
- Honest and open about What your culture really is
- Allow people to opt in/opt out
- Business element
- What the work is
- Product/ service
- Social good, clean energy, industry
- Clear about how it is different from their competitors
- Personal/Professional element
- What’s in it for me?
- What will I learn?
- What will this do for my career?
- Clarity On what needs to be done
- What really needs to be done?
- First hire??? Now what?
- Clarity helps to target the right people, industries, competitors
- Gain clarity on what success looks like for this role
- Understanding the competitive market
- Clarity on what you are hiring for and why
- Common complexity of what is being built
- Reality check on what you NEED to be paying this person
- Who else you are in competition with for that person
- Solutions if the role cant flex
-
- If the person you need is unhirable?
- Competition, salary, location, level of skill, small pool
- Training & molding a person intro the role
- Contractor, fully remote,
Key Takeaways:
- Craft and solidify your EVP - at least for your company. Use the cultural, business, professional buckets to help.
- Be mindful of the market you’re hiring in and self aware of your company's positioning.
- If hiring the people you want or the way you want aren’t currently realistic, then consider creative ways of making your offering more attractive or creative ways of getting the work done.
Guest Links:
LinkedIn: Greg Toroosian
Website: Elevate Hire
Twitter: Toroosian
Email: greg@elevatehire.com
This show is proudly sponsored by Criteria Corp
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