Chris Dyer: How to Analyze and Hire For Your Company Culture

August 30, 2018

Culture has a profound impact on company performance, often there is a disconnect between what management thinks the culture is and how your people perceive the culture. Most business leaders don't understand it so they are disconnected from their people. What is your culture?

Today's Quote:

“There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.”

Richard Branson, Founder, Virgin Group

Show Guest:

Chris Dyer is a recognized performance expert. Constantly intrigued by what makes some businesses and individuals more successful than others, Chris has dedicated years of research to uncovering what drives productivity and profits. As a sought-after speaker and consultant, Chris works with leading organizations to help them transform their cultures to boost performance and gain an even greater edge in the marketplace. A certified SCRUM Master, Chris is highly adept at helping teams work through obstacles and find solutions quickly and effectively. He leverages this experience in all aspects of his work.

Chris is the author of The Power of Company Culture, which was released in 2018 (Amazon.com). He is also the Founder and CEO of PeopleG2, a background check company that has appeared on the Inc. 5000 list of the Fastest Growing Companies.

A passionate talent management enthusiast, Chris is the host of TalentTalk, a popular business podcast that features interviews with top executives about their strategies for hiring and promoting talent.

Chris strongly believes in community involvement, and he is active with a number of organizations. He regularly serves as a judge at entrepreneurial showcases and contests, such as Miller Lite Tap the Future. Additionally, he runs two book clubs for Senior Level and HR Professionals in Southern California. Chris also serves on the board of Working Wardrobes, a non-profit organization that empowers people who are overcoming difficult challenges, such as abuse or homelessness, to confidently enter the workforce and achieve self-sufficiency.

In his free time, Chris enjoys traveling with his wife and kids, and playing live music with his band. He resides in Orange County, California.

Episode highlights:

  • Explaining what culture is
  • How to analyze your culture
  • How to attract the “right” people to your organization

What is culture?

  • Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires.
  • 7 pillars of culture:
  • ****Transparency- the most important element of a GREAT culture
  • *Positivity
  • Listening,
  • **Recognition 
  • Uniqueness
  • Mistakes
  • *Measurements terrible decisions are made because of lack of data
  • The Weinstein Company vs. General Motors
  • Every company has a culture, good or bad

Ways to analyze your company culture:

  • Great team (according to Google)

    • Determine what makes a success, what equals a failure and how do you deal with conflict
  • Employee Survey -one question a week! Will impact the results
    • How is the CEO messing up your job?
  • Open your eyes!
  • There is nothing wrong with having a bad culture (just hire accordingly)

Changing your culture:

  • Exposing to the 7 pillars
  • *Transparency- more you give the better off things are going to be. Holding information breeds bad ideas.
  • *Recognition
  • *Positivity
  • Weekly improvement with a weekly survey

Embracing your culture:

  • If you have a harsh culture, hire harsh people
  • Plenty of successful companies with harsh cultures (Weinstein, Wall Street, *Kraft, sears, Xerox, Forever21 -Huffington Post
  • Own it
  • Amazon - Nice but intense, side of intense
  • Not all cultures need to be serendipitous - They need to be honest
  • Hire for fit into your culture

 

 

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Matt Charney: “Me Too” Messaging Does Not Attract People to Join Your Company

August 23, 2018

It all comes down to your messaging in everything from your job descriptions to how you contact people. Today we are tackling this issue!

Today's Quote:

"Words empty as the wind, are best left unsaid" -Homer

The problems with messaging, specific to recruiting

  • Hard part is getting a response
  • How to not be boring
  • *** Messaging.
  • Pure copyrighting... translating HR speak into people speak
  • Getting your message right
  • Job Descriptions are taken from compensation documents - messaging is not getting people to convert
    • why?
  • Positioning
    • zig when everyone else zags. learning agility.
  • Move in the opposite direction
  • Key is getting someone to opt in to communication.
  • Client: the two most effective searches were billboards & radio.
  • Another was linkedin.

Framework for fixing your messaging

  • Marketing perspective
  • Turn hr speak to plain English.
  • Targeted messaging.  *** 1 shot to attract a person.
    • crafting 121 communications.
    • Headline & lead matter most... read the first 140 characters.
  • Topic header- Twitter
  • Text messaging - sms automation tools!
  • Use of Humor
  • ***Opening a wound
  • Performance metrics
  • The actual content of the work (Uniqueness)
  • Call to Action
  • Pick up the phone and call- differentiator!
  • Managed perception on both side
  • Tools: Spokeo, Icims, text recruit
  • Takeaway- volume is not a good thing.
    • Talent trends are real

Matt Charney is the Executive Editor and Partner for Recruiting Daily and the Chief Content Officer at Allegis Global Solutions, the largest staffing and recruiting firm in North America. Matt focuses on the intersection of human capital and technology; his blog, Snark Attack, was named one of the top 20 business blogs in the world by WordPress, and his work has appeared in publications such as The Wall Street Journal, Wired.com, The Harvard Business Review, Outsourcing Magazine, HR Magazine.

 

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Lori Torres - Diligence and Vetting are Critical in Building an Outstanding Company

August 16, 2018

Invest the time to really get to know the people you are going to hire. Especially in the beginning stages of your company. Be picky! Your companies success hinges on your ability to hire people who will help push the car uphill. Do not let your need to hire override the fit for both parties.

Today's Quote:

"Chaos is inherent in all compounded things. Strive on with diligence." 

-Buddha

Show highlights

    • Experience hiring at the early stages
    • Hiring challenges as you grow
    • Provide solutions for hiring through the various stages

Your experience when you first started hiring & received the funding, what happened next?

  • Hard to hire- Keys: networking & due diligence
  • First 60-70 people came from referrals
  • Plan out company needs
  • Build, cultivate and maintain a candidate pipeline
  • Utilize your Referral network

The challenges you faced

  • Attraction in a tight job market
  • Company’s mission vs. $$
  • Think in a bigger way
  • Ignoring people’s bias
  • Ways to measure ownership in an interview
    • needed big thinkers & doers
  • Desperation takes over & bad hires result
  • Your need overwhelms your reason sometimes
  • Hired a person hastily, due to desperate need and it was not a good fit for either party. 

Start with your Core Company Values

  • Why these values?
  • Integrity
  • Comradery
  • Customer Centric
  • Relentless
  • Solution finders
  • Knowing & Living your company values!

Interview process:

  • Garnering accurate information! -The Truth! 
  • Interview process:
  • Interview tools for vetting-
    • culture index
  • Interview- multiple times, 3+ interviews-* test endurance  … up to 5 people interviews - own agenda.
  • Due diligence & vetting
    • Checking references!
    • Backdoor references
  • Leading people down the path
    • Betterment of both parties -healing a wound
  • Preparation for the desired outcome

 Take Aways

  • Use outside resources to hire
  • Ask for help... people are willing help you!
  • Believe in and listen to your Gut
  • Planning for the desired outcome
  • Hiring is not a sprint, it is a marathonResult of proper veting is a great company

Lori A. Torres is the founder and CEO of Parcel Pending, the nation’s leading provider of innovative package management solutions. Prior to Parcel Pending, Lori was SVP of property operations at The Irvine Company.

She has been recognized on multiple occasions for her leadership, including being named 2017 “Innovator of the Year” by the Orange County Business Journal and chosen as one of 13 entrepreneurs admitted into the EY Entrepreneurial Winning Women™ 2017 North America class.

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Erin Wilson: The Power of Feedback in Your interview Process Stops Ghosting and Glass Door Fears

August 9, 2018

Don't underestimate the power of giving and receiving feedback in the interview process. Feedback helps your company improve your hiring process and it provides a positive “candidate experience” for the interviewee!

Today's Quote:

“Feedback is the breakfast of champions.” Ken Blanchard (one minute manager books)

Show highlights:

    • The Whys’ of interview feedback
    • Giving & receiving feedback
    • Provide the tools to create feedback channels into your Interview process

You must first have an interview process:

  • Feedback is process improvement
  • Candidate Experience
  • Time management &
  • Candidate Attraction

Feedback Challenges:

  • Don't have it - Go get it!
  • Have it but not sure how to deliver it
  • Companies not required to provide feedback
  • Legality of feedback - fear of litigation
    • Fear of Discrimination lawsuit
  • Not everyone can accept feedback - low EQ
  • CASE STUDY: 70% of  companies do not provide unselected job applicants with any feedback
  • Make feedback a constant throughout the process- give & receive
    • Is there any reason why you would not hire me
    • Is there any reason why you would not accept an offer with our company

*Mystery creates distrust

What you can and cannot give as feedback:

  • Skills
  • Problem solving abilities
  • Interview Preparation
  • Alignment with Cultural/Values
  • Evidence based feedback
  • Discriminatory in nature
  • Your too Old
  • Never give a woman feedback that she is not assertive enough
  • Body odor

Aaron’s process for giving & receiving feedback:

  • Balanced
  • Build in feedback time (10 minutes after the interview has ended)
  • Feedback based on competency - bullet points, not short stories

Rick’s process for giving & receiving feedback:

  • Feedback starts at the first contact  (gauge ability to give/receive feedback)

    • discuss concerns & fit between career & company goals
  • Ask Questions:
    • What are your thoughts?
    • How do you feel about that?
    • Why is that important?
  • Assign a facilitator of Feedback
    • Ie: recruiter or admin
  • Provide something constructive
  • Give & Get feedback in Real Time -interview wrap up

How to professionally release a person from the process:

  • Call Them!
  • A 5-10 minute phone call to ensure a positive image of your company.
  • Be specific. Facts without any value judgment.
  • Help people to learn. Focus on improvement & help them to find the right fit
  • Be empathetic.

The candidate experience: Integrity & Transparency in the hiring process creates less likelihood of a lawsuit, especially when you leave the door open.

Erin Wilson is the Co-Founder & Talent Engineer of Hirepool, Inc. He has personally interviewed more than 10,000 job seekers. Erin has helped build a company that exited for $640M, and just released a consumer Interview preparation software product (Hirepool.io) being used by job seekers around the world.  

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J.C. Ruffalo: Team Chemistry Either Attracts or Repels Investors, Customers and Top Talent

August 3, 2018

Today we are talking about the chemistry of your team! Look, you can have the greatest product in the world but without a strong team chemistry, your company will ultimately fail.

Today's Quote:

"Skills are Cheap. Chemistry is expensive" Mal Pancoast

Show highlights:

  • Why chemistry is so important
  • How to Monitor your team chemistry
  • What to do to encourage or change the chemistry 

Elements of good team chemistry:

  • Constructive Chemistry
  • *Good chemistry, Your brains produce more Oxytocin, which is the hormone that helps us feel more connected to other people. Higher levels of Oxytocin produce more pleasure, deeper trust, and stronger intimacy.

Warning signs of bad chemistry:

  • Destructive Chemistry
  • Identify bad chemistry early on… disrespectful, not being productive, dropping the ball, personal issues.
  • Adding value or afraid of adding value
  • Lieing,  false information or not saying anything.
  • Personal Issues- ie: How do you deal with someone involved with drugs? (JC’s Story)

Monitoring your chemistry:

  • Proactive, Honest
  • Best Monitor: Praise is the most important element of a team. People will give more because they feel valued
  • checks and balances, always questioning

Interviewing to uncover chemistry:

  • Understanding Yourself & Your business needs…. Vision - opposing working styles
  • How to identify in the interview - Wound, Desire, Accomplishment
  • Best job in vetting people. Honesty is not that common. People can turn in a heartbeat
  • Optimistic pessimism 
  • Behavioral Questions - Evidence & Knockouts!

Ways to omit bad chemistry:

  • Communicate
  • Identify & change with minimum impact to the organization
  • Hire slow, fire quickly 

J.C. Ruffalo joined the OCTANe OC team in June 2014 and is the Director of LaunchPad SBDC and Investor Relations. JC Mentor's hundreds of companies each year and has assisted LaunchPad companies to achieve over $750 million in capital infusion and, as a result, create over 3,500 new jobs in Southern California.  

Prior to Octane, JC co-founded a small startup (Double Splash Media), which was involved with email marketing. He also worked for LKQ, a large corporation that is the world’s largest supplier of automotive replacement parts, as a buyer and general manager.

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