Meredith Fish: Transforming Your Leaders Into Talent Magnets

June 28, 2018

As an Entrepreneur or business leader, it is crucial in this market, to brand yourself to attract talented people! One company is developing their managers to become thought leaders and influencers. A fantastic example of how your company can increase engagement and retention.  Making your company safe from guys like me!

 Show highlights:

  • Your journey @ Alteryx
  • Why it is important to brand yourself as a hiring manager
  • How to make yourself attractive to talented people

What were the challenges you faced when you joined Alteryx?

  • Lack of candidate flow, people not responding
  • Low awareness
  • Lack of engagement felt it was a TA problem not a business problem
  • Did not know what to do with people when they had them in for the interview
  • Managers not involved in the hiring process, not engaged, not sharing, not networking- not taking an active role in hiring & attracting
  • Disjointed

Internal/organizational solutions:

  • Candidate flow- posted jobs to get recognition
  • Ownership of glass door
  • Updated LinkedIn recruiter page, moved careers on the website to show the importance of careers
  • Open houses- the Wrong time of day. First one bombed. Changed to a networking event for developers- Huge success- resulted in 6 hires.

Leadership alignment. Making yourself attractive to the talented people you NEED to hire!

  • Start by listening! Demonstrate high EQ
  • Helped to understand through education & enablement that TA is a joint effort.
  • Marketing yourself
    • Leveraging networks, networking as a tool for talent attraction & career development
    • Communicate: Linkedin & employee referrals- let everyone know
    • Develop a Thought leader mentality- sharing content, pictures of the team in a team meeting, sharing ideas, etc.
    • Personal Brand- thinking broadly about the needs of the company, not just their roles.

 Career Focus:

  • Own your career development, 20 minutes a week to share interesting content, pictures, write new content.
  • Elevate those around you to achieve more!
  • Partnership with other thought leaders- both parties are interviewing each other. Successful managers connect people.

Strong Process:

  • Tight interview plan, no overlapping questions, interview team prepped, own and respect the process.
  • Structured, Timed & Impressive

Meredith Fish is the Global Director of Talent Management for Alteryx, Inc (NYSE: AYX). With over 15 years of Human Resources experience, Meredith has worked in a variety of industries and organizations including retail, finance, real estate, and information technology companies. She has the proven ability to build strong relationships and obtain organizational results. Meredith is an approachable and effective leader who motivates employees to maximize productivity. Her areas of expertise are Talent Acquisition, learning, and development and employee relations.

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Mark James: Preparing for Your Interview is the Key to Winning a Great Hire!

June 21, 2018

Today’s show is all about Preparation! Preparation is the first step in conducting an effective Interview. Both interviewer and interviewee parties need to be prepared. Just showing up without an idea of where you are going is the quickest way to lose an opportunity. An Interview without Preparation is really just PreparationH! In this episode we stressed the importance of preparation and how it needs to happen.

Show Guest:

Mark James is the Founder and President of Hire Consulting Services and the author of his new book, “Keys to the C Suite”. (Amazon.com) Mark is a Certified Personnel Consultant and has been providing executive career transition coaching and executive search consulting services for over 20 years. He is also a Certified Partner with the Predictive Index suite of behavior assessments. Mark coaches executives in career transition on a daily basis which makes him an expert in today's topic.

Episode highlights:

  • Interviewee/candidate preparation
  • Hiring manager preparation
  • Provide a process for how each party needs to prepare

 Why is it important to prepare for an interview?

  • Preparation puts you in the right MINDSET … sets the tone, eliminates surprises
  • Set proper objective - get the offer/make the hire
  • Being prepared = being impressive- demonstrates success

 Interviewee:

  • Research the company to determine something that the company may not know themselves
  • Not prepared to tell their story
  • Ask for the interview schedule & format

 Hiring Manager (company):

  • Research the person
  • Knowing what needs to be accomplished
  • Prepare your interview team

 The dangers of not preparing for the interview:

  • Wasted time, frustration
  • Inaccurate picture of who you really are
  • Lose the person
  • Increase the likelihood of making a bad decision

 How to best prepare to get hired:

  • Self-assessment, presenting yourself, researching the company
  • Research company
  • Ask targeted questions
  • Know how to showcase your accomplishments to make them relevant to the company mission
  • Proactive

 Best preparation practices to attract the right talent:

  • Schedule time to prepare - assuming all else has been covered
  • Review assessment notes, LinkedIn profile, social channels, resume- look for commonalities, interests &  data points to cover
  • Prepare interview team- provide targeted behavioral questions

Look for cultural fit, evidence of success & transferable skills:

  • Performance Metrics- what needs to be accomplished
  • Have a plan: Connect the dots- competitive advantage
  • Give & receive feedback -in real time

 

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Event Interview: Maryam Rofougaran From Octane OC’s Technology Innovation Forum

June 15, 2018

Maryam Rofougaran, Co-CEO/COO & Founder, Movandi Panel member on the topic of the Anatomy of Success.

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Nicole Arvizu: Human Resources VS. Recruiting. Who Will Come Out Victorious

June 15, 2018

We are putting on the gloves in an epic showdown today. Answering the age-old question of Why we can't just get along. 

3 rounds for the undisputed Podcast championship:

  • Round 1: What Human Resources dislikes about Talent Acquisition
  • Round 2: Recruiting issues with HR
  • Round 3: Solutions to get the two working together 

Round 1: Issues that HR has with Recruiting

  • Fixing problems or adding to the problem
  • Spray & Pray
  • Transactional
  • Low hanging fruit
  • Clear expectations of what is acceptable
  • Understanding our business

Round 2: Recruiting perception of HR

  • HR doesn't really understand or care about hiring
  • Relationship with Hiring manager(s)
  • No understanding of the Job description

Failure to Communicate:

  • Blame game
  • Market conditions (low unemployment)

Round 3: Working effectively together

  • Control
  • Restructuring HR bonus structure (cost per hire)
  • Separating responsibilities
  • Trust
  • Structure

Nicole Arvizu is the Chief Human Resources & Compliance Officer for MeriCal, Inc. She is a very progressive and disruptive HR leader! Nicole is a change Agent who joined Merical in January 2017 and has done an amazing job of transforming the organization to bring in HR as a business partner rather than an administrative arm.

She loves to geek out with her quest for scientific knowledge and is also a surfer!

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Event Interview:Paul Pickle From Octane OC’s Technology Innovation Forum

June 13, 2018

Paul Pickle, Former President & COO, of Microsemi & MC of Octane OC's 2018 Technology Innovation Forum. We discussed the future of Semiconductor and whats on the horizon. 

 

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Event Interview: Ryan Permeh From Octane OC’s Technology Innovation Forum

June 11, 2018

Ryan PermehCo-Founder & Chief Scientist of Cylance I had the pleasure to sit down with Ryan for a quick interview at Octane OC's Technology Innovation Forum Event. He shared some great Insight on Leveraging the Cybersecurity hub in SoCal.

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Tom Chaparro: How To Pick The Best Search Partner For You And Your Company (a somewhat biased perspective)

June 7, 2018

Picking the right recruiter partner is not easy. Today’s episode is all about the different options available and how to find a search firm who has your company’s best interest at heart. Start by establishing the following.

Show highlights:

  • Defining & understanding your company - values, culture, & plan
  • Expectations of your team, company goals, needs
  • How to evaluate a search firm and chose the one that best fits with your organization

Begin with the root of where we should start. As a company, who are we?

  • Company’s core values
  • Culture
  • Plan for success

Understanding your Company’s “Needs” and defining expectations:

  • Needs vs. Wants - your company needs trump ego
  • Speed vs. quality
  • Recruiting mentality Driver vs. Order Taker

Determining the best type of search for your specific needs:

  • Staffing
  • Contingency
  • Retained
  • In House

How to pick the right recruiting partner:

  • Process
  • Cultural & Business understanding
  • passion

Tom Chaparro is the Executive Vice President and General Manager of The Newport Group - Executive Search Consultants.

As EVP & GM, Tom is responsible for firm-wide management of day-to-day operations and quality control, as well as providing leadership and training to managers and staff.

Mr. Chaparro combines deep, hands-on expertise in a variety of verticals, with an uncanny business insight for the international marketplaces in which his business partners operate. With proven executive search experience, and an unmatched knowledge of the real estate development, construction and oil & gas industries

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