#1 Hiring Podcast Designed Specifically For Startup Founders & Entrepreneurs Tuesdays @12PM (PST), LIVE on LinkedIn, YouTube, & Facebook Our mission is to enable values-driven startups to win-win the strongest hires by sharing insights from top-performing entrepreneurs, game-changers, & industry thought leaders. www.hirepowerradio.com www.rickgirard.com
Episodes
Thursday Jan 16, 2020
Thursday Jan 16, 2020
Making a strong hire starts with attracting the right people. Knowing who the right hire is the first step. But in order to attract the right people there needs to be a message that resonates with the individual and motivates them to respond.
Today we are talking about hacking your hiring through the use of communication profiles.
Today’s Quote:
"Hacking involves a different way of looking at problems that no one's thought of." - Walter O'Brien
CEO of Scorpion Computer Services and executive producer of the TV series Scorpion
I’m Rick Girard and welcome to the Hire Power Radio Show. Our mission is to help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and provide proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Christopher Hadnagy, CEO of Social-Engineer, Inc.
Chris Hadnagy is a professional social engineer, author of 4 books, and keynote speaker. He’s the CEO of Social‐Engineer, LLC, a company who serves some of the globe’s largest organizations. Additionally, Chris provides free resources, including the world’s first Social Engineering Framework, via Social-Engineer.Org, and heads the Innocent Lives Foundation, a non-profit that unmasks anonymous child predators.
So Christopher knows hacking! Which makes Christopher a perfect expert for today’s topic.
Christopher, Welcome to the Hire Power Radio Show today!
Today we are going to discuss:
- Identifying the right person
- Crafting the right messaging to attract
- Logical steps to weed out the obvious
Problem
- Really bad hires!
- People look great on the surface
- Not showing up for work
- Quitting fast
Why am I having an issue getting good employees?
- *** realize how much time you spend on the back end when you hire with the wrong people
- Aftermath
- Lost over 100 hours and thousands of dollars
- Killed company morale
- Outline the type of person you want before you start interviewing
- Thinking about the work that needs to be accomplished
- Defining expectations up front
- Managing your own expectations- avoid unreasonable tasks
- Experience expected to have
Rick’s input
-
- Create messaging around the personality profile of a successful hire
- Pain, Desire & Impact
How do we fix it?
- Determine the best communications profile first
- Write the job description with keywords that attract the right people
- Describe the words and language to attract the right person.
- Detract the wrong people.
- Logic steps to weed out the obvious
- A list of questions to determine the right fit, video interview to whittle down to 3
- Give the disc test - confirm communication style
- Weed out the wrong cultural fit
- Confirm what is really needed with who the person is
How does one determine the right messaging?
- Disc profiling roles (general)
- D- management, leadership, - Aware D - understands how they communicate
- I- Sales, public speaking, Training
- S- HR, support role,
- C- Accounting, office management - detail & organization
Rick’s Nuggets:
- One size fits all messaging does not work
- Create messaging with a call to action to minimize
- Performance metrics attract the right people
- Plan and put process in place
Key Takeaways:
- Time invested in the prework saves thousands of dollars for the company
- Define what it is that a person must have
Thursday Dec 12, 2019
Is Fractional Leadership The Key to Startup Growth? with Matt Spooner of GigX
Thursday Dec 12, 2019
Thursday Dec 12, 2019
Seasoned leaders are out there and they are willing to work with your startup at more than just an advisory level. They are called fractional leaders and they are easier to find than you might think.
Consider the possibility that in this hiring market, seasoned veterans maybe your best hiring option for building your company!
Today’s Quote:
"We came into a broken world. And we're the cleanup crew." - Kanye West
Our guest today: Matt Spooner, Fractional Chief Business Development Officer for GigX
Matt has nearly two decades of experience within the arenas of Marketing, Sales, Business Development, and Account Management. He has built and led high-performing teams within both the for-profit and nonprofit sectors. His cross-industry, cross-function experience allows him to approach opportunities and issues from a unique and valuable standpoint.
Fun fact, Matt is an avid endurance athlete who has completed 3 ultra-marathons!
Prior to joining GigX, Matt worked in the world of retained executive search. His role as a Vice President at McDermott & Bull has kept him close to hundreds of C-Suite leaders and hiring managers. Matt is plugged into the senior-level executive community - he understands what they bring to the table...and how organizations can best attract and leverage them.
Today we are going to cover
- The benefits and drawbacks to fractional leadership
- where to find fractional leadership
- How to evaluate and Hire them
Problem
What is Fractional Leadership?
Why is this important?
- Budgetary issues and/or concerns frequently limit companies from hiring senior-level leadership; This is an acute pain point for SMBs and early-stage organizations
- Frequently, these companies don’t consider and/or realize that their issues re: talent can be solved by exploring “independent” options such as fractional talent
- Even when these companies have a desire to explore fractional leaders, it’s challenging for them to find this type of talent
- There are a lot of misconceptions re: senior-level talent. Here are a few:
- SMBs and early-stage companies can’t afford them
- They only want full-time roles
- They’re too set in their ways
- They’re not as nimble
- They’re not current
How do we fix it?
- Fractional talent is the answer
- Why it is beneficial?
- Most fractional leaders are senior-level executives who’ve pivoted in their careers and are now serving multiple organizations simultaneously
- Fractional leaders bring their numerous business connections/relationships with them; In many ways, they serve as de facto Business Development professionals for the organizations they work for
- They show-up on Day 1 with an immense amount of acumen and skill
- They’re less of a “flight risk,” as their desire is to serve on a long-term basis
- Their experience, talent, and connections allow them to do the work of multiple team members
- Companies can get the acceleration and acumen that they need, and only pay a fraction of the price for it
- Steps to hire someone
- The first (and most important) step: Pursue the in-transition population! Why? Because this population represents a talent market that’s highly-skilled and readily-accessible, yet largely underutilized.
- The second step: Know the time commitment that you’re asking for. Why? This will show the fractional executives you speak with that you understand one of their top criteria for engaging with a prospective client: How much of their “bandwidth” are you asking for.
- The third step: Collaborate on expectations. Why? Because you’ll only be engaging with your fractional executive during a portion of any given week/month/year, you’ll want to have clear KPIs that you’re moving toward and monitoring. Similarly, you’ll want to set expectations around how often you’ll be “seeing” each other - whether it’s in-person and/or via a platform like Zoom, Skype, or FaceTime
Key Takeaways:
- Fractional leadership is an affordable and powerful way to bring C-Level execs into your organization
- There are thousands of overlooked, undervalued senior-level leaders that can be leveraged immediately for fractional roles
- The key to success with fractional leaders: Create clarity early-on re: time commitment, KPIs, and when/how to connect
Thursday Dec 05, 2019
How to Pipeline Talent Without a Talent Brand with Jack Copeland of Staffing Future
Thursday Dec 05, 2019
Thursday Dec 05, 2019
How are you going to attract the strongest talent for your company when people have no idea who you are? The truth is, you are not! Passive talent and those who are not on the open job market will just ignore you because you are just another me-too company.
This is why you will rely on the “I know someone” method to hire Your best source for talent is referrals. What if you can gain awareness before you reach out to someone
Today we are talking about How to pipeline talent when you don’t have a talent brand
Today’s Quote:
“Brand is just a perception, and perception will match reality over time. Sometimes it will be ahead, other times it will be behind. But brand is simply a collective impression some have about a product.” - Elon Musk
Our guest today: Jack Copeland, Founder & CEO of Staffing Future
Staffing Future, a website development, and technology stack consultancy, with expertise in building, developing and managing technology solutions. The team has built over 600 staffing Agency websites and deployed innovative technology solutions with a multitude of third-party apps to create a holistic sum of their parts.
Jack has worked and consulted with dozens of recruiting software providers who are inclined to augment and develop the industry, they include top tier originations like CareerBuilder, and Tracker RMS.
Today we are going to cover
- What is a talent brand & why it is important
- Framework to build your talent brand
What is a talent Brand:
The message you want to provide to potential talent about who you are, what it’s like to work for you and why they should work for your company.
What’s the difference between a proactive and reactive Talent Brand?
Most small and medium companies don’t even think about what their Talent Brand is but a proactive Talent Brand is taking the time to understand your message, providing a platform for potential hires to engage before speaking to you and pipe lining potential hires.
Problem
- What is a reactive talent brand:
- Persuade people why you are the right company to join
- You are selling to them
- Happens late in the game
- Spend money to get people through the door
- Eliminated access to Heavily sought after talent
- Not responding, applying or know you
- No idea who you are or your value
- You have no perceived value
Rick’s input
- Talent brand is not as important as answering “what’s in it for me”
- About solving an individual problem
How do we fix it?
- Optimizing the website to maximize attraction offering a place to engage for potential candidates
- Solidify your message around who you are, what it's like to work for you and the ethics and values of your business, make sure your management team and business goals align with these internally
- Identify your target ‘finite’ talent and implement strategies to engage and nurture proactively
What are three practical things I can do:
- Understand who you are? Take the time to evaluate your business. Why would I want to work here? Why would I want to stay here? What kind of people are your looking to engage and fit with your culture? How can you retain and attract them. What kind of people are not a good fit? What is our culture and what do i want out culture to be. Summarize this
- Provide a platform for people to engage on your social and website, allow a place for people to understand your business without talking to you and your team. You have no idea who isn't taking your call, applying to your jobs or responding to your recruiters. It’s a marketing exercise to engage potential buyers just like the product you sell. If you have this is can help your convert taken to the top of the funnel if you don't have this it's a red fag.
- 3. Be proactive. For most SMB companies there is a finite resource of available talent in their location and market. E,G Python developers in Portland. How can you get them to understand you exist? Connect with potential hires on LinkedIn before you ate hiring at a C-level and have an open door policy, push out social content but focusing on working for your company and it’s values, attend or host career fairs and speak to relevant colleges. Find a meaningful way to tap into your employees network.
Rick’s Nuggets
- Perks, benefits and free lunch are not attractors
- Companies rely way too much on perks to retain people
- People development needs to be the focus
- Humanize the messaging
Key Takeaways:
- Understand who you are what your message is
- Provide a platform for highly sort after talent to understand who you are
- Be proactive in pipe lining and reaching your core talent in most cases it;s a finite resource.
Friday Nov 29, 2019
Referrals Vs Applicants with Ladan Davia of Beeya
Friday Nov 29, 2019
Friday Nov 29, 2019
According to Linkedin, the #1 way to discover a new job is through a referral… and referrals are the top source of quality hires.
Look, there are good people responding to posted jobs but most likely, they are being passed over. Why?
Our guest today says “The answer is serving up less to maintain more” when looking for talent. Using AI and machine learning can help target the right applicants to diversify your talent pool to find the right hire.
Today’s Quote:
“If opportunity doesn’t knock, build a door.” - Milton Berle
I’m Rick Girard and welcome to the Hire Power Radio Show. Our mission is to help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and provide proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Ladan Davia, Founder & CEO for Beeya
Beeya, is a meta-search engine for jobs that hosts all jobs on the internet, in one place. It is the only platform that uses artificial intelligence and machine learning to accurately match candidates to jobs they are qualified for, solving the faulty keyword issue other online platforms serve users.
Ladan has been featured in publications such as the New York Times, Fox Business, and The Wall Street Journal, and is using her influence to help young entrepreneurs, especially women, break through the tech industry.
Which makes Ladan a perfect expert for today’s topic.
Ladan, Welcome to the Hire Power Radio Show today!
Today we are going to cover
- Referrals vs. applicants -benefits to each
- Other options for hiring
- How to level the playing field and bring the right talent forward regardless of where they came
Why it is wrong to focus on referral candidates?
- Unfair advantage to people who are connected
- Not based on merit
Why employers are losing good people?
- Just because someone is in transition does not mean they are bad
- Referrals are not necessarily the best hire
Why it costs employers more?
- They are not hiring the right people
- Taking the easy out by hiring the easy way.
Rick’s input
- Time is the big factor here
- Referrals take less time and are partially vetted
- Not putting the right amount of diligence in the interview process
- Other options
- 3rd option - targeted recruiting
- More time-intensive, allows you to stack the deck with A-players
How do we fix this hiring issue?
- Different ways of filtering applicants
- Keyword filtering does not work (no buzzwords)
- Needs to go
- What do we focus on then if not keywords??
Time issue?
- How to replace the keyword with AI & ML
- Challenges: the AI can become bias
- Need to eliminate name, age & gender
Rick’s Nuggets
- Applicant Filtering
- Performance metrics in the job description
- Eliminate buzzwords
- Call to Action in the JD to self filter… answer to 3 questions
- Time issue
- Utilize the phone screen
- 30-45 minutes will save hours in the long run
Key Takeaways:
- Look for alternative ways to hire and stay away from a keyword match
- Don’t be so open to referrals. Open your mind to other people
Thursday Nov 21, 2019
Thursday Nov 21, 2019
Telling a story is the quickest way to gain a person’s attention. The challenge in recruiting is telling a story that is compelling to the person you need to hire. And to top it off your story is just like everyone else and it is all about you!
What if we wrote each story differently than everyone else. Would we get better results? Damn right you will, and today my guest and I are out to prove it!
Today’s Quote:
"Storytelling is the essential human activity. The harder the situation, the more essential it is." - Tim O'Brien
Our guest today: Michael Goldberg, Founder & CEO of Hiring Transformed
Recruiting Strategist, Talent Finder, and Hiring Manager Whisperer all describe Michael who advises and coaches Talent Acquisition Leaders through roadblocks. The biggest obstacle is the ability of both recruiters and Hiring Managers to tell stories that are authentic and engaging. Michael also assists talent organizations with strategies to increase productivity, create strong recruiter/hiring manager partnerships, and lead change management initiatives.
Today we are going to cover
- The importance of storytelling in recruiting
- How to tell a better story and the framework for recruiting success
Why is storytelling important?
- Give me people now, make sure they are qualified and let’s just get them in the door and we will be able to close them.
- Don’t take the time to engage, just jump in and let’s go
- Don’t know how to kick off relationships.
- Jump right into it about the position
- Most people are not responded
People don’t respond to your messages... Why?
- Very overwhelming
- 4-5 times a day
- Information overload
- The same exact message
- Timing
- Area of interest
- Miss-targeting, misinformed
Rick’s Input
- Text, email, social feeds (paid media)
How do we do it?
- Start with a Story
- The story is told voice to voice!
- Humanize it
- Don’t run the story at 30,000 feet
- Capture their attention in a job posting or messaging
- Could be done as a video or as a blog
- Goal is to get to a phone call
Structure of the story
- Create the Hero- someone within the company
- A successful employee
- Should be a peer
- Makes it more relatable
- Mission or goal and share the obstacles are/were (targeting)
- Immediate and concrete to create rapport to create a connection
- “Have you been in a situation like this before?”
- Resolution (get over the obstacles & hit goals… or it didn’t work out, what would you do differently
- About showing, not just telling
- “Imaging yourself just completing X. You have worked with Sally and Joe and were able to overcome these major obstacles. You were able to deliver X with your team....Like selling a car “Imagine yourself behind the wheel of…”
Rick’s Nuggets
- The story should not be about you
- Try to make the person you are trying to recruit the hero
- Design the story to a specific pain that the person may have
- Make it relatable to that specific person
- Tool for crafting messaging
- Crystal Knows- messaging
Key Takeaways:
- Build trust through strategically crafted stories and will help recruiters differentiate themselves from others.
- Storytelling can take different forms depending on where the storyteller plans on sharing info. Videos, Blogs, & Social Media posts but videos prevail because it is the best way to create trust between the recruiter and the candidates.
- Storytelling should be told throughout the recruiting process. Not only by recruiters but by hiring managers and would-be peers
Thursday Oct 31, 2019
Thursday Oct 31, 2019
In honor of Halloween, we are sharing interview horror stories. We all have heard campfire stories of a crazy interview or even a scary hire. Today we are going to help you identify crazy on both sides of the coin to help you avoid a tragic nightmare.
How not to get hired or have someone accept your job offer
Today’s Quote:
"If God treats you well by teaching you a disastrous lesson, you never forget it." - Ray Bradbury
Our guest today: LeiLani Quiray, Founder & CEO of bethechangeHR
LeiLani has a fiery passion for both Human Resources and philanthropy. She believes people are a company’s most valuable asset and they should be cared for as such but no only on a level where the business truly cares but a quantifiable basis where we measure the effectiveness of the programs we put in place to foster a healthy work environment.
be the change HR, Inc., a conscious company and social enterprise, provides fractional HR executive support, strategy and service to businesses in any facet of HR from pre-hire to post-term and everything else that happens in between.
"Be the change you wish to see in the world." - M. Ghandi
Yup...she's doing just that!
- Scary Things people do in interviews
- What scares People from your company
- Avoiding your own horror stories
Warning signs of an upcoming bad interview
- Showing up late, without a phone call
- Typos in the resume- the devil is in the details
- customer experience
- fast paste environment
- Heavy Perfume
Two Stories
- Schwane Schwiley
- Rejection Letter & his response (I have one of the emails!)
- “My Truck was Stolen (and hit by a train) - A case of a negligent hire
Rick’s Input:
Company Fails
- Lack of clarity & setting performance metrics
- Constant re-scheduling
- Unstructured interview process
- Arrogant interview process
- Setting the environment to maximize a person’s performance in the interview
- Group whiteboard test designed to make you crack
- Adversarial
- Erase work while answering questions
Two Story Conclusion
- Schwane Schwiley
- Swifter involvement to protect employees (myself)
- Crazy is out there and you can’t control it
- “My Truck was Stolen (and hit by a train) - A case of a negligent hire
- Background checks are key
- Overlooking criminal history = negligent hiring
What do we need to pay attention to?
- The frame of mind (desperation, urgency)
- Over aggressiveness
Rick’s Nuggets
- Diligence in the phone screen
- Uncover the truth & the crazy
- Focus on the person, not the skills
- Skills-based hires breed horror stories
- Pain, Desire & Impact
- 3 behavioral-based questions designed to get under the hood
- Beware: taking credit, playing well with others & the blame game
Key Takeaways:
- Watch out for warning signs in the very beginning
- Sometimes sh!t just happens but you MUST take action quickly
- Background checks are important!
Thursday Oct 24, 2019
Thursday Oct 24, 2019
The purpose of the interview is to get the truth of who a person is and how they can bring value to the business. Common or conventional tactics do very little to do more than scratch the surface of the individual and so we still make hiring decisions based on likability and bias. Which is why we make bad hires!
The questions that you ask, are the questions that hurt you. Because they are unimpressive and do very little to showcase your organization as outstanding.
This show is proudly sponsored by Vidoori
Today’s Quote:
“Experienced managers interview to qualify. Inexperienced managers interview to disqualify” - Mark W Boyer
Guest Bio:
Robert Davis is the CEO of Communities for Cause. He is a seasoned CEO and entrepreneur who enjoys the challenges involved in trying to run and scale companies. Building the structure and creating the company culture required to commercialize a company's passion and grow business by turning great ideas into concrete, actionable steps that yield revenue, repeat customers, and increased cash flow.
I’ve always been a transparent person who doesn't shy away from conflict. I find great satisfaction in working with teams to identify what may be missing and addressing those challenges head-on to effect positive change and rapid evolution.
Show Highlights:
- Preparing for the interview
- Conducting the interview
Why is it important?
- Interviews are riddled with assumptions - king of all F-ups!
- Creating a judgment by the assumption
- Bias
Interview preparation
Create questions on the front end and determine “why” you are asking that question
- Filter down to the questions the most applicable
- Taylor the questions specific to the position
- Wants don’t count in the interview process
Qualifications
- Personality- can be a qualification
- Make sure there is a fit
- Skills/experience
- View of where you want someone to go from and to.
- Growth, mutual path and where the person will fit
- Remove likability from the ultimate decision
Preparation
- What does the business need?
- Align with company values
- Prepare questions designed to understand WHO the person is
- Amazon Behavioral method
- Do not use the resume as your guide!
- Prepare the interviewee on what to expect in the conversation!
Conducting the Interview
- Don’t treat interview casually
- (no cup of coffee at Starbucks), or meet for dinner alone.
- The Start and the stop need to be formal
- Perpetuate bad interview practices unknowingly
- Group meals are fine
- Personal questions- don’t ask (anything about personal lives) If they share, fine
Rick's Nuggets
Interview
- Be organized!
- Put into practice a formal structure, stick to the time, provide feedback
- Structure
- 3-5 people for onsite, 45 minutes per person
- Predetermined questions 3-4 max
- Challenging & Take out of comfort zone
- Eliminate questions that elicit canned response
- Behavioral questions are the most revealing… follow up with why, why, why?
- Amazon does it!
- Sample Behavioral question
*Do you consider yourself to be Lucky? (Positive or Negative outlook on life)
- Explain
- Or Why?
Key Takeaways:
- Be clear and concise with yourself on the information you need to extract
- Don't make it very personal from your perspective
Thursday Oct 10, 2019
The Challenges & Benefits of Hiring Refugees with Chris Chancey of Amplio Recruiting
Thursday Oct 10, 2019
Thursday Oct 10, 2019
We are in a negative unemployment market and there are just not enough workers on the open job market. The solution might be taking a different avenue... Hiring Refugees.
There is great value to expanding beyond your scope of the limited talent pool into unfamiliar waters. Consider people who are motivated, engaged and reliable to elevate company performance.
This show is proudly sponsored by Vidoori
Today’s Quote:
"We must find a way to balance our tradition as a state welcoming of refugees while ensuring the safety and security of our citizens." Bruce Rauner - Former Governor of Illinois
Guest Bio:
Amplio Recruiting is a staffing agency placing refugees into jobs across the US. Chris Chancey launched Amplio in 2014 after moving into a refugee community outside of Atlanta, GA and now leads a team that has placed over 5000 refugees from 40 different countries into full-time employment at over 300 US companies.
As a social entrepreneur, venture capitalist and author of Refugee Workforce, a book articulating the economic impact of refugees in America, Chris believes in leveraging business to create greater stability for the 70M displaced people around the globe.
Show Highlights:
- Why refugees make great hires
- Dispel some of the beliefs
- Provide a How-to guide to locate and hire
Why is this a good pool of talent?
- Legal to work
- High retention (80% @ 3 months & 70% after 1 year)
- Drug-free- zero
- Increase of productivity - high growth mindset
- Company's reporting back double quota
- Mostly Congo, Burma, middle east
What does a company need to know about hiring refugees?
- Language barrier
- They learn English faster when they have a job
- Software to help train
- Transportation
- Rely on public trans
- Mostly blue-collar
- Only 10-20% have advanced skills
- Cultural Awareness
- Diversity welcome
How does a company tap into the Refugee pool?
- First, open the culture to diversity thinking
- Are safety and other relevant signs posted in the native languages of employees to assure a full understanding of a safe environment?
- Do you have an intra-company multicultural calendar to avoid scheduling important events or meetings on major cultural holidays?
- In the onboarding process, are materials offered in both English and the employee’s native language?
- Are meet-and-greets, building tours, team lunches, and other activities in place to ease the new employee into a comfortable atmosphere?
- Are training materials or presentations reviewed before introducing them to employees of different cultures to see if anything needs to be modified or explained in a different way?
- Top-down approach
- Promote inclusivity: the focus is not diversity, the focus is inclusivity
- Specific examples:
- Systems in place to accommodate onboarding:
- Slow onboarding time: What you would typically cover in two days, with a traditional employee, spread it out over a week or so. It’s better to over-communicate on the front-end than have to make amends for lost time, resources and relationships on the back-end.
- Don’t leave anything to chance: Communicate, communicate, communicate. Be direct with instruction and don’t assume the other person immediately understands. Overstate tasks and ask questions to assess comprehension. Avoid demeaning tones and be patient with questions, and don’t assume employees understand even the most basic cultural norms.
- Second, search “refugee organizations near me” on google to connect with local non-profit refugee agencies. They will be willing to educate you on the community and can invite you to local community events. If you share a job description with them, they can help refer to potential candidates.
Key Takeaways:
- Recognize the value of refugee community (buy the book)
- Connect with your local refugee community
- Consider ways you can employ refugees at your company
Friday Sep 13, 2019
Tapping into Veteran Talent Pools! with Brian Erickson of Vidoori
Friday Sep 13, 2019
Friday Sep 13, 2019
A lot of companies shy away from hiring veterans because they don’t understand the value that they may bring to the table.
Amazon, Google, Microsoft, Cisco & Walgreens have programs in full force but the majority of startups have yet to really get on board. The diversity in thought that comes from hiring a vet may be the competitive edge that your startup needs to propel your business ahead of your competition.
This show is proudly sponsored by Vidoori
Today’s Quote:
"We hire military veterans because they make great employees. They bring proven technical and leadership skills. They understand teamwork, and they're adaptable. Bottom line, hiring veterans is good for business."
Randall L. Stephenson - CEO of AT&T
Guest Bio:
Brian Erickson serves as the Vice President, Strategy and Solutions at Vidoori, Inc. He leads company expansion strategies bringing the Vidoori brand to the west coast. Brian has over 26 years of experience in Naval Aviation, Cybersecurity, Information Technology, Information Operations, Strategic Programs and sourcing/acquisition. Brian is a retired Senior Naval Officer (Captain/O6) with proven experience and expertise across numerous technical domains bringing a warfighters perspective to Vidoori’s mission of delivering excellence.
Brian holds a Bachelor of Arts Degree in Economics from San Diego State University, a Master of Business Administration (Financial Management) from the Naval Postgraduate School, a Master of Science (Information Technology) from the Naval Postgraduate School and an Executive Management Certification from the University of Virginia Darden School of Business. Additionally, Brian holds numerous defense and industry related certifications to include: CISSP, GSLC, CISSO, CISSM, DAWIA Level 3 PM, DAWIA Level 3 IT, CKM, ITIL.
Show Highlights:
- The benefits of hiring veterans
- Challenges in the crossover
- What is needed to hire veterans today
Why hire veterans?
- Advantages of hiring veterans
- Hard workers
- Trained
- All the same, competencies that civilians do +1
- Life experience
- Much harder workers, disciplined
Why do companies not hire veterans?
- Language Translation - understanding of Military terminology
- Skills Mismatch -
- Negative Stereotypes / Bias - too rigid, formal, chain of command
- “Alpha” mentality
- Aggression / PTSD / disability fears
- Cultural Fit
- Fear of future deployments
Rick’s Input:
- Military ranking & conditioning
- Diversity in thought
- Requires a shift in mindset
- Impactful behavior transfers
How to Successfully hire Veterans
Preparation is Key!
- Process & Structure
- Checklist oriented
- Understand rigidity in the government process
- Outline the Framework, Training & Direction
Rick’s two cents
- Embrace the differences in Mindset
- Seek to understand the mindset
- More important to have a structured interview process
Key Takeaways:
- Have an established interviewing team that works well together; bring in a technical “ringer” as required to round out the depth and breadth of conversation.
- Hire military...highly technical, lots of experience, trustworthy, bang for your buck
- Transactional vs relational (stick with relational)
Thursday Sep 05, 2019
Thursday Sep 05, 2019
Have you ever looked at a resume and thought this person is perfect! Only to find out after you have hired them that the person is a total mismatch to your organization. This is the result of being “Shopping Hungry” for the hire.
This is totally avoidable! By keeping the interview process consistent regardless of who the person is, where they came from you will serve you well!
NEEDING to fill a seat is not enough evidence to warrant making a hire!
Today’s Quote:
"If you take shortcuts, you get cut short." - Gary Busey
Guest Bio:
Kevin Castle is the Managing Partner and Co-founder of Technossus. He is responsible for motivating and leading an organization of technology experts who are laser-focused on exceptional client outcomes.
A highly engaged entrepreneur, Kevin has driven the Company’s strategy and supported the expansion of Technossus’ footprint from one office in Irvine to three worldwide. The firm has been recognized three times by the Orange County Business Journal (“OCBJ”) as one of the best places to work and four times by INC 5000 as one of the fastest-growing companies in America.
Show Highlights:
- The pitfalls of being “shopping hungry”
- How to avoid this pitfall
- A process to cure being shopping hungry
What is “Shopping Hungry” for last-minute hire? Why does this happen?
- Challenge - at the time you need to hire someone, you scramble to find them, make a hasty decision and do not go through all the of the checks and rigor to make sure they are the true long term fit and strategic hire for you
- Short cut the interview process
Why is it important not to shortcut the interview process when hiring?
- Hiring the right culture Fit
- Challenge - you hire someone who has the skills, knowledge, experience - but fails to make sure that they are the right culture fit. Hard to deal with, hard to get them out, and often can have a lasting impact of damage made with internal and with external people who interact with your company.
- Personal - hired someone that was not rooted in the same values - meaningful relationships, trust, sincere kindness.
Rick’s Input
- The purpose of the interview… The Truth!
- Short cuts get cut short … like the quote
How do we solve this problem?
- Acknowledge that you were the culprit of the mistakes made
- Solution - spend 5-10% of your week passively recruiting. Meet key persons, spend time networking and reaching out to people to learn more about background, desires. When you need to bring someone in, then a couple of friendly calls can get you moving quickly. Networking with people who may know other people like you may hire is a key strategy to get some great referrals
- Side benefit - a great way to get market aware (can teach you a lot). Also helps to give you a broader breadth of the skills in the market for the position.
- Solution - be clear
- Important - to only hire people that represent your values
- Trust your gut
- Incident - several years back. Hired someone that I just knew was not going to work well. Did not click with me, and could not get through and understand why. I could not articulate what it was that made us not connect. The team was ecstatic in interviewing this person, all thumbs-up, and ultimately hired this person.
- What happened - It completely did not work out. Had to let them go and nobody was happy in the end. Did not get the job completed, trust was an issue from the start, had to let them go.
- Important - to click with the people who work for you. To start off with a genuine interest in someone is critical for them to be successful.
Having to let someone go who is loved by all - but is not performing
- Solution - having metrics-based performance tracking - we have this @ every single level in our organization - where goal setting, outcome, performance can be quantified - at times this ends up having to trump likability which is very difficult for people, companies, for us all.
- Have specific questions around the culture.
Rick’s two cents
- Performance-based metrics.
Key Takeaways:
- Passive recruiting- Network 5-10% of your time
- Cultural alignment matters
- Trust your gut
Wednesday Jul 31, 2019
Ryan Malone: Building a High Scale, High Performing Remote Company!
Wednesday Jul 31, 2019
Wednesday Jul 31, 2019
Today we are talking about building a high scale remote company. Try this on for size, a 75-person company without an office! The advantages are different than you might think yet you really must be mindful of who you are hiring.
A remote workforce is a time to talent advantage not a save money advantage
Today’s Quote:
“Most of us spend too much time on what is urgent and not enough time on what is important.” — Stephen Covey
Guest Bio:
Ryan Malone is the CEO of SmartBug Media, which he founded to give clients amazing results and employees a lifetime of memories. Before SmartBug, Ryan ran marketing at several venture-backed and public companies. Ryan enjoys the gym, live music, people watching, and playing terrible guitar. He lives in Orange County with his wife and two amazing daughters.
Show Highlights:
- Challenges & benefits of a remote organization
- The importance of cultural fit
- Interview structure for hiring remote employees
Challenges:
Why??
Building a business is hard enough. Why make it more difficult by building a remote business?
- Be part of the team and be part of the family
- Hire better and faster by being able to hire talent from around the country
- Only option to build the tribe
Talent Strategy:
- Recruit ahead- create a waiting list. Always interviewing.
Building a Marketing culture:
- People are bought in when they join
- Structure work culture
- Deep challenging relationships
- First people hired should be a marketing/pr person. Attract people who are already qualified to the process.
- Peer-based reference reviews prior to the interview. Inbound recruiting, skill survey
- Video submissions
Benefits of building a remote workforce:
- The talent pool is vast
- Work/ life integration-
- Flexibility
- The world will not end if you are not at your desk
Interview process:
- Inbound resume flow (into ATS)
- No headhunting
- ATS- kicks out instructions to make a video to submit
- Schedule an interview
- All video interviews, mix of behavioral interviewing
- One person focuses on skills, values, tools, cultural
- Look for Clean work environment, evidence of value, perseverance, curiosity
- Are you an additive to the culture?
Interview structure:
- A 30-minute call with everyone on the team
- Flexible work model
- Psychological permission be available for your customers/ team but the schedule
Key Takeaways:
- Hire marketing & pr first
- Use video as a screening tool
- Reference peer review early in the process
- Designate people to be experts in the interview process
- Always be interviewing
Thursday Jul 11, 2019
Ben Mones- Need to Fill VS. Cultural Alignment
Thursday Jul 11, 2019
Thursday Jul 11, 2019
The Battle between your Need to fill a role vs. hiring for cultural alignment.
More thought needs to go into “Who” you are going to hire than “What” you are going to hire. Meaning proven performers with transferable skills, not shiny objects.
Today’s Quote:
“Acquiring the right talent is the most important key to growth. Hiring was - and still is - the most important thing we do.”
- Marc Bennioff, Founder, Chairman and co-CEO of Salesforce
Guest Bio:
Ben Mones is the co-founder and CEO of Fama, an AI-based solution that identifies problematic behavior among potential hires and current employees by analyzing publicly available online information. He founded Fama in 2015 to address the needs of organizations everywhere that are grappling with the challenges of protecting their workplace culture and preventing harassment.
Prior to Fama, Ben held a number of executive roles at a variety of startups in the Bay Area, including Acceleprise, an independent accelerator focused on enterprise technology, where he served as Entreprenuer in Residence as well as Lanetix, a leading provider of cloud-based customer relationship management platforms as director, revenue operations. He also spent two years at content analytics and insights company Chartbeat. Ben has been tapped as a guest lecturer at MIT Sloan School of Management, UCLA Anderson School of Management and USC Marshall School of Business, and has also been featured in CNBC, Fast Company, Los Angeles Times, TechCrunch and the Wall Street Journal. He holds a Bachelor of Arts from Vanderbilt University and is based in Venice, California.
Show Highlights:
- Why & How culture shapes your business
- Ego over common sense- Hiring rock stars
- Lessons learned and a structure to follow
Problem:
Why is it important to invest in culture?
- Shaping the culture of your business.
- Human behavior drives business outcomes.
- The virtue of power, ability to destroy or drive excellence
- When you need a function desperately filled, how do you balance your need to fill with the cultural value
- People want to align with products and services that they are passionate about
Why does Ego make decisions over common sense?
Anybody with a legitimate amount of responsibility makes a difference.
Rockstar engineers, leaders, need to fit into the organization, not the other way around
*** first-time founders Story:
- They decided to bring in some rockstars. Someone to groom.
- Didn't really fit the culture, demographics, hustle & grit. They went for the big dog name!
- Knew almost immediately and he took a position of superiority
- Hostile, no empathy… what they thought was not the reality
Lesson Learned
- Hired but got rid of that person quickly.
Rick’s Input:
- Cultural alignment/values alignment increase productivity
- One wrong egg
- Hire Performers, not “Rockstars”
- Rockstars
Solutions:
What road map should leaders follow?
- Get to know yourselves first. What is important to your business to ensure your success, mission & values to drive success. Team-based decision
- Structured interview process. Strong candidate experience, all voices/perspectives are heard in the decision process… treat each person like a new hire from the very moment they get in contact with you
- If you think you have talked to enough people, talk to a few more.
- Confirmation bias
- Be swift. Hire slow, intervene quickly! A closer look on the first 60 days. Course correct early on! With more transparency
- Driving synergy is more important than putting a rockstar in a seat
Rick’s Framework
- Treat each Person as if they are your only person
- mindset eliminates bias
Key Takeaways:
- Human behavior drives business outcomes
- Before identifying the talent that can help drive your business forward, critical to dig-in and understand the values and culture drivers within your business.
- Intervening and course correcting is an easier option than you might think...terminating a person is a last resort.
Friday Jul 05, 2019
Lorraine Ladd: Learning Your ABC's. Always Be reCruiting!
Friday Jul 05, 2019
Friday Jul 05, 2019
That's right people, today we are talking about our ABC’s!
The reality of the talent market. Creativity and Contact are the keys to winning talent. We are going to clue you in on where the gold nuggets are and why you are missing out on great people.
Today’s Quote:
"Great vision without great people is irrelevant." - Jim Collins - Author: Good to Great, Built to Last
Guest Bio:
Lorraine Ladd is the Associate Director of Talent Acquisition for alliantgroup.
She is an experienced sales and Talent Acquisition executive with a demonstrated history of working in the staffing and recruiting industry. Strong professional skilled in Customer Acquisition, Sales, Executive Search, Customer Relationship and Executive Coaching. Lorraine started her career while in college in radio and was a successful radio morning show personality before deciding to go into the world of staffing and recruiting.
Show Highlights:
- Why you should always be recruiting
- The Truth about responding to your job postings
- Where to find great people now!
Problem:
Bold Statement: Recruiting is easier today than it ever has been!
Why is it important to be continuously recruiting?
Creative ways to recruit talent
- Not enough talent - Why?
- Low unemployment, not tapping into the right pools
- Active candidates
The Truth: where you are missing people … about responding to Ads
- There really is enough talent, people are just not tapping into it
- A lot of people that are out of work 50-65 can't really find a job as a white male.
- Perception: Less flexible , set in their ways
Rick’s Input:
- Requirements are FLEXIBLE
- Look for reasons to screen people IN
- My experiment…. Sent out resumes
Solutions:
Where to find good people now?
- Unexpected places to recruit talent
- Retail, cold calling, conferences
- Using every tactic you can
- Pick off the 50-65 talent pool
Rick’s Answer
- You are missing the people closest to you
- Applicants, former applicants, former employees
- Target Passive Talent
- Requires different positioning
- All about “what’s in it for them”
Key Takeaways:
- Always be Recruiting
- Hire people, not roles
- Network
Thursday Jun 20, 2019
Dr Deena Brown: The Hiring Power of Relationship Capital! Or You’ve Been Cat-fished
Thursday Jun 20, 2019
Thursday Jun 20, 2019
Offers do not get turned down because of the MONEY… They are turned down because you failed to Understand who the person is and then demonstrate a mutual alignment of career & personal goals to your organization.
The Truth is People turn you down because of the lack of care!
Today’s Quote:
"Truth is, I'll never know all there is to know about you just as you will never know all there is to know about me. Humans are by nature too complicated to be understood fully. So, we can choose either to approach our fellow human beings with suspicion or to approach them with an open mind, a dash of optimism and a great deal of candor." - Tom Hanks
Guest Bio:
Dr. Deena C. Brown is the founder and CEO of DC Brown International, a leadership and growth company created to pioneer innovative strategies that transform organizations into culturally diverse ecosystems.
Dr. Brown’s trademark C3 Blueprint for Success provides a strategic roadmap for organizational leaders to communicate and connect across a multi-generational workforce. Dr. Brown’s body of work includes identifying and remediating leadership gaps that are barriers to innovation and growth.
After identifying a significant deficit of women in key leadership roles, Dr. Brown founded The Leadhershift Movement. The Leadhershift Movement is designed to help women shift the way they think about themselves as women and how they develop and respond as leaders. The Leadhershift Movement provides a safe-space for professional women to get clear about their Why, confident about the What, and consistent about the How.
Show Highlights:
- Our approach
- How we humanize the process to gain greater engagement
- Process to Engage
Approach to talent
What is the problem?
- Ignoring the root of hiring. The human factor, the relationship capital
- Mindset
- Ignore the obvious
- Organizational view- transaction
- We need to fill the hole
- Disconnect on the level of importance for the person they are hiring.
- Simple things are ignored…
- Dealing with a new population of employees that are looking for more than just a paycheck
Why Offers are really Accepted or Turned Down
- We lie
- Arrogance & Ignorance
Rick’s Input
Our approach is Selfish
- We have become conditioned to believe that the company is the PRIZE
- Not the case in this market
- Positioning is a one size fits all …. Centered around perks & benefits
- Listen to understand, not to respond
Solutions
- Being aware
- transparent
What have we done about this?
- Training
- Using the data to support the discussion
- Awareness
- Brought to the attention & proper training
- Learning to remove ignorance
- Identify the gaps (pain)
- Education shift in mindset
The 3 C’s
- Clarity in Vision, Mission, and Organizational Values that paint a clear picture for potential hires.
- Consciousness about what today's workforce values such as authenticity and relatability which is more influential than a paycheck.
- Consistency in regards to expectations and responsibilities of your workforce.
Rick’s Contribution
- Engagement starts before the hire is made
- Too much focus on the money & perks
- What a person desires is far more powerful
Key Takeaways:
- Care about the Human relationship
- Having clear values … are you who you say you are
- Provide growth opportunities to augment or improve a person’s life
Thursday Jun 13, 2019
Ken Middleton: Thank You for Ghosting Me During Your Interview Process
Thursday Jun 13, 2019
Thursday Jun 13, 2019
Ghosting has come full circle now that it is a talent-driven market! There is no excuse for ghosting someone on either end of the hiring spectrum. It is a vicious circle that just breeds ill will.
Frankly, as a recruiter, company ghosting helps us to lure your best people out of your company.
Why do companies engage in such behavior? We are going to figure that out today!
Today’s Quote:
Your brand is your public identity, what you're trusted for. And for your brand to endure, it has to be tested, redefined, managed and expanded as markets evolve. Brands either learn or disappear.
Lisa Gansky
- She was the co-founder and CEO of Global Network Navigator, the first commercial website, which was acquired by America Online
Our guest today: Ken Middleton, DevOps Recruiter of yourdevopsrecruiter.com
Ken M. Middleton spent 10 years working for the largest IT staffing company in the world before deciding it was time to bet on himself. He started YOUR DevOps Recruiter to focus on connecting the best DevOps candidates to the best DevOps companies while evangelizing DevOps to the masses.
One way he accomplishes this is through his YouTube channel, The Dhub Repository, in which he posts weekly DevOps career tips, rants on what bugs him about the recruiting industry, and interviews DevOps SME's on different DevOps topic, in a segment known as DevOps Defined.
I have heard Ken rant about ghosting which is what makes him a perfect guest for today’s show!
Today we are going to cover
- What Causes Ghosting?
- How to Stop Ghosting
What is the problem?
- Clients ghosting candidates.
- No feedback or super slow feedback after long extended amounts of time with no updates along the way.
Why might companies’ ghost?
- Litigation fears
- Running too fast to pay attention
- Just lazy, inconsiderate or Arrogant …
What are the causes?
- HR representatives being overworked with numerous positions.
- Not considering quick and timely feedback is important to the candidate experience.
- Not have a clean process in place to follow up with ALL candidates, not just the ones they want to hire.
- Not giving a sh*t about candidates who they don't want to hire and just letting it fall by the wayside b/c of a feeling of superiority and snootiness towards candidates that apply to them. (i.e. they came to us for a job, right?)
Rick’s Two Cents
- Communication
- Ghosting occurs on the company side when companies are unsure about a person.
- Interviewers do not know the right questions to ask, how to dig so they did not gather enough evidence to make a decision.
- The key indicator of a bad hiring process.
- No clear structure on the information that needs to be extracted
- Without direction, people fall back on what they know.
Side Note: Your Bad Glassdoor reviews are a recruiter's best friend… How to treat people interviewing at your company
Solutions
- Stop having your HR representative work on so many positions at one time - Prioritize what's important...not what you MIGHT need down the road or later.
- Create an automated process to respond to applicants - There are CRM's that have this functionality where you can send multiple emails to candidates. Avionte, what I use, is able to do this.
- Create a better follow up process for quick feedback - Schedule the feedback meeting within 24 hours of the interview. Don't let it happen by chance. It needs to be planned and everyone has to understand the importance of it.
- Create standards for feedback to all candidates and an update process/rhythm - Just because you don't have an answer doesn't mean you shouldn't communicate with your candidates. At least once a week is a good rhythm that will keep them engaged and protect your company's brand to not be a "ghoster."
- Give a sh*t - Not Just because it's the right thing to do but because it protects/helps your company's brand and ability to recruit in the future. Understand that feedback is part of the candidate experience (some would argue the most important since primacy and recency (first and last) is often what people remember about most experiences)
Rick’s Process to eliminate ghosting
- Eliminate the transactional mentality
- Protect your company brand
- Understand the Reality of the Talent Market
- Breed the right culture
- Communication, gather feedback quickly *** Realtime Feedback!!
- Process for quick decision making & feedback
- Lead person monitoring the interview (founder, HR, Recruiter, Admin)
- Build in Knock-Out questions
- Debrief each interviewer as they exit the interview. (Max 10 minutes) - add that to the managers calendar
- Evidence to support a “No”
- If they dont pass the knockout, let them go
Key Takeaways
- Feedback (good or bad) is super important to candidates and if you want to attract the best talent and protect your company brand you need to get great at delivering this in a timely manner.
- This doesn't happen unless you make it a priority as part of your candidate experience process, and if you don't think you have a process, you actually do and I'm pretty sure it's BAD.
- We all need to CARE more. Looking for a job is sometimes one of the hardest and most difficult times in someone's life, and we need to treat people with that in mind in relations to our interactions, as opposed to just focusing on fill another job for your company.
Thursday May 30, 2019
Thursday May 30, 2019
Attention comparison shoppers... waiting to see a “few more people” to compare before deciding to hire? Bad Idea, Time kills hires!
Riddling your interviews with randomly placed hurdles is just madness. Making the interview process challenging is essential but there is a correct order to the journey you create. Each step in your interviewing process must be intentional.
Today we are going to help you bring order to your interview process.
Today’s Quote:
"Comparison is a thug that robs your joy. But it's even more than that - Comparison makes you a thug who beats down somebody - or your soul."
- Ann Voskamp
Guest Bio:
With the resurgence of Big Data and AI, Shane Bernstein realized the tools needed to scale the effective outreach approach were finally available! His C-level customers were continuously frustrated with no viable and consistent solution, and unable to build the teams they needed in order to have the global impact each of their businesses required. So Shane founded Rolebot.
Utilizing the power of AI, he and his team have developed software enabling companies and staffing firms to reach their goals and measure ROI. As a result, Rolebot eliminates the way in which we traditionally pre-qualify talent, from days/weeks to seconds, and increases recruitment output and engagement results by 10x.
Show Highlights:
- What is making it impossible to hire Great people
- Over Interviewing- How much is too much
- Efficient Solution to come to a decision quickly
Problem:
Over interviewing is a direct result of Not having a solid hiring Structure
- Clarity of Intention
- Clarity of Values, Cultural & Skills Alignment
- Not Knowing how to ask the RIGHT Questions to gather clear evidence to support a decision
Where are the Obstacles?
Over interviewing makes it harder to get the hire.
- Timing (time kills placements)
- Too much time kills interest.
- Time allows time for competitors to steal… not an if, but a when
- Feedback channel
HR prescreens
- HR assesses for culture fit.
- The Team should screen for culture, not HR
- Take home assignments- Give BEFORE you get… mentality
- Pre-screen is a big waste of time.
What is Over Interviewing?
Reality vs. Perception
- Comparison Shopping
- Hurdles - Mindset Issue (You are not the only pretty girl in the bar)
- Demonstrates weak leadership
- Feedback channel. Is slow when the process is slow
****people hire on gut feeling…
Rick’s Input
- Why? Company does NOT have a strong interview structure
- Treat each person as though they are your Only option!
Solutions
The Set Up
- Recruiter - recruit & ask questions
- Is the recruiter/hiring manager bringing value?
- Manipulate time to gain accepted offers
- Someone needs to own the process
Interview Process
Two step process
Phone interview - lead, manager (not recruiter or HR)
- Credentials
- Technical skills assessment
- Skills-based conversation run by a team member
Onsite
- Get it done in 1 day… do not bring them back
- Has to be vesting on both sides.
- Have a hiring team & a process in play
- Put the decision makers and the people who will have to work closely with them
- Make sure the people can sell the position & the company
- Be able to sell: Why should I take this role?
Rick’s Input
- What’s in it for me???
- Phone Interview Establish -Why, Cultural Alignment, Impact
- Point person (CEO, Founder, Recruiter (not a farmer)
- Onsite
- Timed
- Structured (3-5 person Interview team)
- Challenging
- Knock Out Questions- aligned with Core Values
- A decision in 24 hours!
Key Takeaways:
- Assess the current process, does it align with the current marketplace, what ROI does each component bring, what is % of rejected offers, etc…
- Figure out what must stay, what can be omitted, or moved around and integrated
- The goal is to strike the right balance for your organization
Thursday May 23, 2019
Marinela Gombosev: An Alternate Route for a Startup to Hire Salespeople
Thursday May 23, 2019
Thursday May 23, 2019
Alternative ways to hire salespeople when your company is getting started. Sales are the lifeblood of a company but what do you do when you need to grow revenue but have a limited budget? You get creative. Today we are talking about an interesting alternative to driving sales in the form of Independent sales reps.
Today’s Quote:
"Pretend that every single person you meet has a sign around his or her neck that says, 'Make me feel important.' Not only will you succeed in sales, you will succeed in life." - Mary Kay Ash
Guest Bio:
Marinela Gombosev is the President & COO of Evoke Neuroscience, a commercial-stage diagnostic company focusing on early detection of Alzheimer’s and other dementias with a vision of ultimately eradicating dementia. Marinela is a roll up the sleeves leader who strives to work across all levels of the organization, lead from a place of authenticity, and effectively represent the company to its clients, partners and investors.
Over 50,000 patients have been assessed using Evoke’s technology and under Marinela’s leadership, the company has twice been ranked in the Inc. 500|5000 fastest-growing private companies.
Show Highlights:
- The good bad & ugly of hiring independent sales reps
- How to hire them in the most efficient manner
Problem:
Why hire Independent sales reps?
Independent manufactures reps?
- Upside
- No money to spend, a great way to get growth
- Don't pay anything until they close a deal
- Fast
- Rephuner.net
- Downside
- Control or visibility
- Way to monitor, don't want to be managed
- Misunderstand the product, regulations, Get burned a lot
- Can put you in a legal liability
- Misrepresentation of contacts & skills
Solutions
How do you hire them?
- Dirty secret: You are buying their relationships
- Hiring because they are trained. Many are pretty bad. Where she has been successful are the ones with relationships. Once they sell their relationships.
- Similar types of products.
- Who are your call points? Personal network? Other reps that work with you?
- Place an ad and make sure profile is written for reps
- Who are you selling to, what are you selling, how much $ am I going to make
Schedule call
- Evaluate call points
- Level of interest
- Product Understanding
- Amount of time they can invest
- How many other clients they have
- Where am I on the priority scale
Hire
- Sign NDA
- Disclose comp plan
- Sales rep agreement
Comprehensive Training Plan
- On boarding program & test
- Access to all the training materials
Rules
- No exclusive territories
- Lead registration program / lead protection
- Demo product
- Short term play once the network is exhausted they usually burn out
- Internal expertise helps to close leads
- *One to Two phone call hire
- 3-4 hour time investment per person
- Product margins to support it
- A revolving door of recruiting. Have to constantly recruit
- Need 50 because most of them are not selling
- 80/20 rule
- *** Prepare for a love/hate relationship
Wednesday May 01, 2019
Mitch Balzer: Comparison Shopping has No Place in Your Hiring Process!
Wednesday May 01, 2019
Wednesday May 01, 2019
Not making a decision quickly is one of the biggest mistakes a hiring manager makes. Often the fear of making the wrong hiring decision leaves people in limbo and ultimately turns them off from working at your company.…....Wanting to see a “comparison candidate” is a clear indicator of a broken interview process!
Today’s Quote:
"Passion provides purpose, but data drives decisions." - Andy Dunn - CEO of Bonobos
Guest Bio:
Mitch Balzer is the Co-Founder & Executive Vice President of Agema Technology Inc, an Orange County based Professional Services focusing on enterprise business systems like Oracle and SAP, Virtualization, and IT Security. Since starting Agema in 2012 he has overseen many of the Fortune 500 clients in the Information Technology, Government, Insurance, Finance, Utilities and Oil & Gas industries ultimately delivering a 77th ranking on the Inc. 500. Prior to Agema, Mitch started his career with a national, publicly-traded technical services firm rising quickly through the ranks. In 2002 he helped start another staffing company driving revenue and delivering a top 100 Inc. 500 ranking before departing to cofound Agema. Mitch Balzer and Agema also hold a Secret Clearance.
Show Highlights:
- The Comparison Syndrome
- Why this is detrimental to your business
- How to structure your process to avoid this costly mistake
Problem:
Why is this important? FEAR
- Fear of a bad hire for a mid-level manager.
- Want to see another resume, comparison candidate
- **Making a decision on the hire - biggest mistake a hiring manager makes!
- Setting expectations- pre-commitment, you trial close a candidate (at least you should be) when you have them interview by asking will you take this job if offered? You need to do the same with the hiring managers, if a great candidate that fits X, Y, and Z comes in tomorrow can you offer them the job right away?
- Ham & Egg - one good resume with one the recruiter knows isn’t a great fit
- Resources
Why this is Bad for your business?
- Ramifications of waiting – time kills all hires
- Outcome - sent lesser people
- Prioritization of the roles – your openings will be a much lower priority whether its an external or internal recruiter
Rick’s Input
- Stalling the process kills Momentum, Interest & Engagement
- Result of poor planning
- Defining “WHO” is needed
- The reason you are unsure is due to the poor interview techniques/process
- Gathering the right EVIDENCE in the interview
Solutions:
How to Structure for a decision
- Who has the ultimate authority to make the decision?
- Disconnect in communication and should be involved in the process
- Clearly defined process. Get commitment to timelines on resume review, interview scheduling/process, and feedback and final decisions on a candidate.
- Feedback channel (ghosting)
- Pulling the trigger! Close, Close, Close
Everyone wants to go to heaven but nobody wants to die -Tom Delaney… you all want the best candidate but you can’t be afraid of making a decision.
- If you are not sure… try contract to hire or hourly w2 consultants
- Don’t treat people like everyone else. Keep it tailored to the individual
- As a recruiter or service provider ask your clients what turns you off and then make sure you don’t’ do that?
- Also, make sure you know how you can provide the most value to them.
Rick’s Input
- Mindset:
- Approach each person with Intention to Hire
- Only Choice
- Easier to say Yes than No
- Plan & Know what you need
- Structure the interview to surface:
- Cultural / Values alignment
- Evidence of transferable accomplishments/impact
- Skills
- Behavioral interview structure to make a data-driven decision
- Communicate: pace, timing & what happens next
- Unsure?... follow up call to address the issue (next day)
Key Takeaways
- The harsh reality is that all sales/hiring processes have a cadence. If you have properly qualified your target, and then stay within that cadence, there is a reasonable chance you’ll get to “yes.” But if not, you are almost certainly going to, eventually, get to “no.”
Friday Apr 26, 2019
Diane Lee: Interviewing Etiquette Brings Out the Truth
Friday Apr 26, 2019
Friday Apr 26, 2019
No longer can you, Mr. Hiring manager, get away with bad behavior in an interview and think you will be able to hire the person across the desk from you. When your offer gets turned down and you think it was because of a higher offer, know that was probably not the case. It’s you, not me!
Today’s Quote:
"Etiquette means behaving yourself a little better than is absolutely essential." - Will Cupp
Guest Bio:
Diane Lee is a foremost expert in providing professionals, specifically millennial workers, with the business etiquette best practices needed to successfully present themselves in the workforce. Diane founded Street Smart Etiquette in 2011 to empower millennials beyond the theoretical, offering hands-on workshops and individualized etiquette courses to help them master business soft skills, and ultimately achieve career success. She has conducted business etiquette classes on California State University campuses at Fullerton, Long Beach and Northridge, along with El Camino, Long Beach and Pasadena community colleges. Diane has been a featured speaker for many Los Angeles and Orange County community, civic and business organizations.
This venture builds on Diane’s successful career in journalism and business marketing. After graduating from California State University, Long Beach, with a degree in public relations and business, Diane made a career in Maui, Hawaii, where she played many roles in the hospitality industry and television, and was a freelance writer. In the consumer food product industry, Diane expanded the production and distribution of many Hawaiian brands throughout the Pacific Rim and western United States, and achieved millions in annual sales for her clients.
After relocating back to the Los Angeles/Orange County area in 2008, Diane found herself at the Disneyland Resort, where she discovered her passion for training and development in the Guest Relations department. That’s where the light bulb went off and the urgent need for interpersonal communication skills was identified. Diane earned her credentials as a certified trainer at The Protocol School of Washington, and is also a certified training designer through the Association of Talent Development (formerly ASTD).
Show Highlights:
- Why it is important to develop your interviewing etiquette
- Provide a checklist on what to do first
Problem:
Why is this important?
- The market is demanding it
- Evidenced by turn downs
How should you treat people in the interview?
- How do you get someone in the right mindset for your interview
- Get people comfortable
- Mindset: get the best out of the person by giving them the most
- Charismatic listing
- Good first impression & look credible
- Duschene smile - smile with your eyes!
- Offer a drink of water
- Be punctual:
- Discuss & contrast - 10 minute cutoff
- Story Bad experience:
- Kept waiting 45 minutes & had Dodger game on the whole time
Rick’s Input
- The people you are trying to recruit are the decision makers (Sellers Market)
- An accurate picture of what daily life is really like. Own your culture
- Be present
Solutions:
How does a hiring manager use Etiquette to their advantage?
Here is a checklist of what to do to maximize your interview experience.
- Greeting
- Personal presentation- etiquette is making the other person feel comfortable
- An air of credibility, one chance to make a first impression
- Remember the person’s name
- 5 minutes of small talk
- Ease the nerves
- Then get into the meat of the conversation
- Art of listening- leaning into the conversation
- Your Physical Cues
- Body posture, body language,
- 70% of people fail the interview due to lack of eye contact & smiling
- Charisma- everyone should walk out feeling like they really want to work for you
- Setting the person up for success - preparation, sending email re Parking.
Rick’s Input
- Approach each interview with Candor & Curiosity
- Hiring manager needs to set the example by being prepared
- No cell phone
Key Takeaways:
- Prepare for the interview, read & organize your info & questions. Check your personal presentation
- Make a genuine smile, positive body language, eye contact and active listening techniques automatic habits
- Get the most out of your time by ensuring the candidate is comfortable and you are relaxed & focused
- Set your candidate up for success with appt details, beyond time and place, such as expectations, as well as, traffic & parking tips to alleviate pre-interview stress
Thursday Apr 18, 2019
David Ferguson: Do Personality Assessments Create Lazy Interviews?
Thursday Apr 18, 2019
Thursday Apr 18, 2019
Do personality assessment tests really work? We are going to discuss the why, when & how to give assessment tests. Personally, I am not a big fan because they do nothing to develop the human connection which is so important in today’s hiring landscape.
Today’s Quote:
"Body language and tone of voice - not words - are our most powerful assessment tools." - Christopher Voss
Guest Bio:
Founder and original software developer, David Ferguson, was born into a manufacturing family by virtue of his father, the owner/operator of a fabrication job shop that still operates today. Now, with over 25 years of experience working in and writing software for the fabrication industry, David is considered an expert in the job shop arena. A sought-after speaker, he has consulted with numerous manufacturing companies around the globe, guiding them to become more efficient and cost-effective.
In the early 80’s, David created and sold his first computer program, Arrow Data Systems, a CAD/CAM system for the Apple IIe computer. During this time, he observed his father coming home late each night, only to begin the estimating process for his shop. David saw an opportunity to automate the estimating process using technology. As a result, the “Quote It” estimating package was born, becoming one of the leading sheet metal estimating packages in the world. Shortly thereafter, wanting to expand its capabilities, David developed the FabriTRAK Production Control Package. Over the years, it had been licensed to both METALSOFT and Amada America.
By the end of 2007, David had regained control of all FabriTRAK licensing agreements, completely re-wrote its production control offering, creating MIE Trak Pro. MIE Trak Pro is a state-of-the-art ERP system ideally suited to manufacturing businesses. It was designed to accommodate most production cycles and optimize the capabilities of repetitive, custom, quick-turn, and mixed mode operations. To launch his newly optimized program, he partnered with Don Clutter and founded MIE Solutions.
Since its inception, MIE Solutions has grown over 500 percent. In addition to North American sales and support locations, MIE Solutions operates offices in Australia, Mexico, New Zealand, South Africa, and the United Kingdom.
Show Highlights:
- Are personality assessments worth the time?
- What are the true results you can expect
Problem
- Personality Assessment Tests - Why should they be given
- Measuring against what you are looking for in a person.
- personality, Based on traits they think will be successful.
- Screening tool
- Do they damage the personal connection?
- Cultivate the transactional relationship?
- Create a lazy interview process?
- What if you are wrong about the traits?
- Judge against the company values?
Rick’s Input
- Assessments are not an identification tool
- The best tool is still a conversation
- Assessments are Transactional
- If used too early in the process, kills the human connection
- Personality traits do not ensure a successful hire
- Great to tell you how to manage after they have been hired!
Solutions
- Order in which tests should be given & Why?
- When should tests be given
- For skills, onsite after talking to a live human and engaged
- For personality, at the end.
- How should they be given
PXT test - cultural fit
Provides more confidence in the hire.
- Felt confident in a hire even though the personal side was not as clear
- Additive to what they feel they can do
- Flags people who give contradictory answers
Willingness to take the extra step has really amplified the level of quality and the people they hired
Results for David’s company
- Lower attrition
- Better employee treatment based on their understanding of the individuals
- Management tools for the tenure of the employee
- The exam is essentially the behavioral test?
Rick’s Input
- To Judge against a cultural fit, you must know your corporate values first!
- HUGE mistake - when company’s use it too early in the interview process.
- Must have a person emotionally engaged first
Key Takeaways:
- The assessment is just another tool in your arsenal
- If you are not comfortable with it, don't hire the person (rash decision)
- Don’t be rushed. Hiring is not an emergency
Friday Apr 12, 2019
Anthony Camacho- Sniffing Out Excellence When Hiring Salespeople
Friday Apr 12, 2019
Friday Apr 12, 2019
The average annual turnover in sales is 25 to 30%. That is the equivalent of hiring & training the entire Sales organization every 4 years! How do you know you are hiring a good salesperson? Why you look for evidence of success that is transferable to your organization. Today we are going to really help you sniff out the correct information to hire the right talent.
Today’s Quote:
"There are worse things in life than death. Have you ever spent an evening with an insurance salesman?"- Woody Allen
Guest Background:
Anthony Camacho is the Founder & CEO of Top Producer Factory. Having worked with start-ups to $40 million ‘small businesses’, Anthony is a sales and performance mentor to everyday entrepreneurs as well as Fortune 500 companies. He has personally cold called millions of dollars in sales, using techniques and strategies which he freely shares from the stage. A former Dale Carnegie Coach and certified sales coach through the Institute for Professional Excellence in Coaching, Anthony, 37, has 20 years of experience in cold calling, generating new prospects, bringing in new business, closing deals and managing sales teams.
Working with corporate clients, executives and small business rockstars; Anthony is currently on tour in the United States and Australia, delivering sales and leadership seminars and keynote talks.
Based in Southern California, Anthony – a father of four girls – is also a yogi, pursuing the lifestyle of Bikram Yoga in his downtime.
Anthony is the Author of 3 x best-selling books (Buy them on Amazon.com ») Anthony Camacho® has presented at more than 500 live events including TedEx style talks, workshops, seminars, Expos & industry-specific conferences. He has been a speaker/emcee for:
- Habitude Warrior Conference (Erik Swanson)
- Evolution Seminars (Matt Brauning)
- Free to Bounce (Paul Cummings Worldwide Enterprises)
- Guest lecturer (University of California, Riverside)
- Miss West Coast Beauty Pageant
- Corporate America including Fiesta Insurance Corp and Excellence Real Estate Empire
- REEMA Beauty Charity Events
- Various Chamber of Commerce
Show highlights:
- How to identify great salespeople
- How to sniff out the frauds
- What to do in the interview process
Problem:
How do we identify great salespeople
Both parties need to be prepared. The interviewee should be asking about growth, opportunity, and professional development. Rate people on the quality of questions they ask.
How they interview? No structured interview process. Sometimes they just want a body… mentality about hiring the right person… run on Turn & Burn. Companies don't consider how much how much they really lose by making the right hire. Ultimately, hurts the company morale and customer base. Referral hires - no shortcuts.
Managers take a Narrow view or let complacency set in
- Unrealistic High bar…. Looking for “rock stars”
- Status quo is a business killer
***Sales management -The reason bad sales hires are made, bad leaders hiring bad people. The biggest challenge is Mid-level Management. Mid managers are delegated.
*** Making people managers without training. How do I duplicate myself?
- Letting middle managers learn & grow… giving someone a shot. (hope strategy)
- Clarity on job description/expectations or even a clear compensation plan (not defined or clear)
- How they get paid…. They lose their enthusiasm
Is the C- level is setting people up for failure?
Rick’s Two Cents:
- Be wary of Stars!
- Research indicates an A player at one company doesn't necessarily transfer to another
- Train your leadership before they start hiring. I failed miserably when I was promoted to manager
- Test answers
Solutions:
What to do in the Interview process
- First prepare people & be prepared
- What to bring, and prepared questions to have for us
- Show the person that you are serious.
- Private office, punctual (preferred early),
- Observe how they present themselves, time frame.
Note: Starbucks & Denny’s are for MLM pitches.
What to look for: Anthony’s Ingredients of a good salesperson
- Integrity- trust with the customer
- Above and beyond in serving the customer
- prior job experience/history
- Loves door to door salespeople- most grueling job ever
- Manual labor- if they know how to sweat, making a phone call is easy
- Life goals, financial goals/aspirations = hungry for themselves
- Closing ratio/formula to make a sale. Day to day sales activities break down (know their numbers, how do you get to that?
Hiring Management:
- Promoting managers- good salespeople need to be trained to be a leader.
- Training received before becoming a manager. Time to learn before accepting the responsibility- learn how to delegate, motivate, lead
- Get a curriculum for leadership
- Companies managers/ not leaders
Rick’s Insight
- Focus on behaviors- Look for evidence
- Understand how customer relationships are developed
- Hire for core Values Alignment
- Cultural fit
- Look for transferable skills to provide growth opportunity
- Locating transferable skills requires creativity
- Training
Key Takeaways:
- Benchmarks •Know your closing ratio and understand the closing ratio for your team
- Desire •Does your sales professional and the team have a “BIG WHY” You can teach everything but you can’t teach desire
- Buy-in •Sell the objective to your sales team
Friday Apr 05, 2019
Friday Apr 05, 2019
Diversity & Inclusion is critical to your company’s success but it is not a strategy. Here’s why... D&I needs to be built into the DNA of your company instead of being treated with kid gloves. Besides, hiring like-minded people is bad for business!
Today’s Quote:
"Our diversity is our strength. What a dull and pointless life it would be if everyone was the same." - Angelina Jolie
About the Guest:
Mike “Batman” Cohen is the Founder of Wayne Technologies, a recruitment training and search firm. Mike has over a decade of experience placing technologists, recruiters, and business development professionals, and has conducted training for Corporate and Agency Recruiters.
Throughout his career he’s learned several things that he’s committed to paying forward:
- We can’t make it on our own - we need community
- There is no “secret sauce” - we should be sharing our skills, tips, tricks, etc. openly
- Data is extremely important
- Being a good human is more important than data
He has worked with a diverse group of clients ranging from GIPHY, Spotify, TripAdvisor, Digital Asset, MacDonald Miller, etc.
He contributes articles to SourceCon, has a chair in the Program Committee with ATAP, helps run SourceHouston, and is a Brand Ambassador for ERE.
Mike has spoken at:
- Talent42 (June 2019)
- TechRecruit Los Angeles (July 2019)
- TechRecruit Chicago (September 2019)
- HireConf (October 2019)
- HRTX Dallas
- RecruitCon
- ATAP Webinars
- TalentNet
- SourceHouston
- ERE
- HR Houston
- Scala Up North
- Scala.io
Show Highlights:
- Why Diversity & Inclusion is not a strategy
- How to embed diversity into your Company's DNA while staying true to your company values
Problem:
Why is Diversity & Inclusion such a hot topic?
-
- Diverse communities are growing and matriculating faster than any other
- Organizations are realizing that diverse thought doesn’t just come from people who went to different schools or studied different subjects, it comes from background, upbringing, etc.
- We all want females, minorities & orientations.
- Candidates are placing a large focus on organizations that put a value on D&I - if you want the best candidates - this is one of the things that’s important to them!
Why is this important to organizations?
- Are we hiring because of D&I to check off boxes?
- Shouldn’t we be looking deeper into diversity of thought rather than physical characteristics?
- Hiring people who are different from you and are included in your culture
Shouldn't we just be concerned with hiring the best person?
- Just start hiring people who make you uncomfortable
- Embrace the differences
- Hiring like minded people is bad for business
What about the alignment of core corporate values?
- Define corporate culture.
Solutions:
If Diversity & Inclusion isn’t a strategy, how do we accomplish it?
- You don't want to hire someone just because they are a certain classification
- It has to go beyond “skin deep” - this isn’t about the way someone looks, it’s about integrating all different walks of life or trains of thought or images into your brand.
- Not to diversify to make things different, but to create a culture where diversity is the norm - that is how you create inclusion
- The desire to have different people is not a business strategy
- It is a top-down mind-set as to how the business operates and what it considers important, successful, and a good fit
- Vetting issue- how does one determine who the best person is. Not the values or mission
- Grey area- Defining the gray area or you will fail.
- Focus for cultural alignment vs skills
- Perks that attract like-minded people, like Ping pong and foosball tables & kegerators, reduce D&I.
- The Strategies to achieving D&I are merely the execution of a goal.
- Companies aren’t built on strategies - they are built on vision and mission - Strategy is simply how we get there - is your company built on top of a foundation (mission and vision) that doesn’t celebrate diversity, but instead values it as a competitive advantage?
- These values and mission themselves should come with a very diverse perspective.
- The more avenues of thought the quicker and higher quality it will take you to that mission.
Rick’s two cents:
What should be your strategy?
- Hire People who perform
- Hire People who bring different perspectives
- Hire People who will challenge you
Key Takeaways:
- D&I isn’t a strategy, it’s a business mindset
- Dissonance is a good thing! Just be respectful
- Diversity is a mindset, Inclusion is turning that mindset into the norm
Friday Mar 29, 2019
Special Event: Erik Huberman from TiECon SoCal
Friday Mar 29, 2019
Friday Mar 29, 2019
Erik Huberman, Founder and CEO of Hawke Media, Managing Director of Nest Equity Partners, and Operating Partner of Arrowroot Capital Management
Thursday Mar 28, 2019
Special Event: Beerud Sheth from TiECon SoCal
Thursday Mar 28, 2019
Thursday Mar 28, 2019
Beerud Sheth, Co-Founder and CEO of Gupshup
Thursday Mar 21, 2019
Ernie Basulto: Non-Verbal Clues to Discover the Truth in the Interview
Thursday Mar 21, 2019
Thursday Mar 21, 2019
Non-verbal communication and digging for clues to get to the root of who people really are. 93% of our communication is delivered non-verbally. Extracting the correct information starts with your openness and then observing how things unfold.
Today we are going to hone your ability to read people better in an interview!
Today’s Quote
"You don't have to tell me what your limits are when the decisions you make, your actions and body language says it all."
Show Guest
Ernie Basulto developed an early interest in cultural and human relations as he grew up in two separate countries. He was inspired by his father to develop the ongoing needs of the Hispanic workforce, and has done so by providing support and guidance to both business leaders and employees throughout his 26-year tenure in Human Resources. Ernie holds a Bachelor of Arts in Business Management from the University of Phoenix.
Recently, Ernie was a Senior Human Resources Business Partner at the 5th largest retail mortgage lender in the nation, and is currently the Director of Human Resources at Antis Roofing & Waterproofing. At Antis he provides leadership in all aspects of HR including hiring practices, establishes company culture, and guides employees to find their Purpose at work.
Episode Highlights
- How to build rapport
- Reading verbal and nonverbal cues (body language)
Problem
Focus on “Skills” clouds our vision so we misread people. Why is this such a problem? First, we need to get people comfortable in a manner that is congruent with your environment
- Open interaction
- Ask a Basic question: walk me through your resume to gather a baseline.
- Settle the nerves, get comfortable
- Observe & Mirror to build rapport
- Listening to them
- Experience questions where they tell him stories to evaluate thought process, how the person treats others, react under stress. You can tell a lot about a person by the way they tell a story
- Depends on the type of role they are hiring for.. Look for little signs, hints
- Example: story- stories focused on complaining about their company throughout the story. Pivot into what did you do to fix the problem. Tone of arrogance. He released him from the process and gave him the feedback.
Solutions
How do we structure the interview and what should we be looking for?
- Opening question to behavioral
- Company values, requirements of the position, Fit with the team (cultural fit)
- Hiring Manager > on occasion they meet with the team.
- So important at all levels, especially where you are exposed.
- Raising the bar on performance
Reading Body language
- What to look for?
- Depends on your culture/environment
- Positive body language
- Body Language flags
Rick's Points
- Be Aware of your own body language! Open & Positive
- Past nervousness, fear & discomfort
- Important to make people comfortable first
- Get past
- Mirroring- Unconscious sometimes
- person trying too hard to build rapport
- Shoulder movements communicate emotions
- Positioning & movement
- Uncertain or lying -slow rise - lack confidence
- Extreme behaviors- pay attention
Key Takeaways
- Observe & Mirror
- Get past the nerves
- Shoulder movement tells all!
Thursday Mar 07, 2019
Tevis Trower: Re-Humanizing the Interview Process By Shifting Our Language
Thursday Mar 07, 2019
Thursday Mar 07, 2019
We don't hire for human competency but for skill set. Our language is inhuman in spite of the very real experience of working with HUMANS. People want Connection and Authentic Interaction. We need to understand What makes you, you?
Today’s Quote:
“Learn everything humanly possible about everyone you do business with." -Harvey Mackay (Swim with the Sharks)
Show Guest:
CEO of Balance Integration Corporation | Advocate for Corporate Culture & Employee Engagement
Tevis Trower is a pioneer in optimizing corporate cultures. Heralded in bestselling Megatrends 2010 as “corporate mindfulness guru for the new millennium”, Tevis has assisted powerful organizations ranging from Disney to Morgan Stanley in optimizing their most precious assets: human beings. She has created and facilitated global executive immersions for prestigious organizations including Harvard Business Review Events, Young Presidents Organization, PWC, Bloomberg LP, Viacom, Google and The Economist on issues including mindfulness, executive lifestyle, personal mastery, innovation, and the role of consciousness in creating radical success.
You can find profiles and expert advice from Tevis featured in respected media outlets including Forbes, Fortune, BusinessWeek, Glamour, YogaJournal, CIO, Pink, RealSimple, Crain’s, New York Post, Financial Times, WWD, New York Observer, MSNBC, FoxBusiness, NY1 and Martha Stewart. As NYU Faculty teaching Business Creativity & Personal Mastery, Tevis has also served as worklife expert to WebMD and Huffington Post. Tevis lives what she teaches spending time in NYC, Montauk and Woodstock, enjoying surfing, snowboarding and entertaining friends at home with her dachshund, Ruby.
Episode highlights:
- Why it is important to re-humanize your hiring process
- Changing the mindset by shifting the language
- The formula for a successful shift
Problem:
Why is this important?
- Because we focus upon skill development to get into the roles we aspire to, we buy into the notion that work and life are separate. But the reality is that we are only one person, one being.
- Through this buy-in to self-abnegation, we leave ourselves out of the workplace and all but guarantee to burn out and disillusionment. When we approach interviewing that way, we’re bound to forget that the person across from us is first and foremost a human being.
- Impostor syndrome of the interviewers (hiring managers!)
- IS-is there a place for me here? Everyone feels a little like a fake/fraud.
- Myth: This person is only as good as their resume.
- Truth: Most of the best people, have the worst resumes
Mindset
- Creating a corporate culture happens one conversation at a time. Talking about what you are passionate about, what matters to you.
- Work is home
- It is a demand market.
- * we forget we are hiring a human being… not filling a seat.
- Bring an entire life into the company
Rick’s Thoughts
- Stay away from “stinkin thinkin” - Transactional thought
- Judging people based on a piece of paper
- Restructuring the recruiting department to touch those who apply
Solutions:
By shifting the language we begin to shift the mindset.
Changing the language - humanize
- What does it mean to be human at your company?
- Don’t talk headcount, filling a seat
- life count, heart count.
- Talk about finding the “right new colleague”
- Not filling a seat or role, rounding out our community
- Shift to human terms
The breadth and depth of this person.
- Talk about the eulogy and not the resume
- Think of everyone in terms of a peer
- Values -
- The framework is in the questions, not the answers
If the adage is that people leave managers, not companies, they probably refuse offers from managers as well. Foster a culture that supports the value for success. Are they Google-ly? And what happens when being googly becomes a weakness? Homogeneity can be a downfall.
Rick's Plan
Cut out words like “candidate”, Job Description, industry terms
Key Take Away:
- Tune into your own Humanity
- Humanize the language
- Slow down the interview process to give more room & space
Thursday Feb 28, 2019
Thursday Feb 28, 2019
Before you hire, you need a clear understanding of what you need and Why. What is required needs to be focused on the work that needs to be accomplished. And that’s Why it helps to prioritize the level of importance.
The most crucial part of the recruiting process is understanding why this is really needed. It is often overlooked.
Today’s Quote:
"There are no secrets to success. It is the result of preparation, hard work, and learning from failure." -Colin Powell
Show Guest:
Greg Toroosian has spent the best part of a decade recruiting for technical positions across software, IT, and hardware verticals. He also has experience building non-technical teams including finance, marketing, business strategy, legal and operations. His career started in the UK as an agency recruiter working with companies in various industries and at different growth stages. He’s currently the Director of Talent Acquisition at sweetgreen where he oversees the team that manages all corporate hiring for technical and non-technical teams. sweetgreen is set to grow rapidly this year due to their focus on technology and the recent large round of investment they received.
Episode highlights:
- Defining what is needed and why
- Our Methods for defining and prioritizing your roles
Problem:
- Hiring managers don’t really know what they need
- Understand the gap, skillsets, and planning for growth
- I need another one of this person
- Job description we used last time
- Factoring in lead time to make the hire and then bring someone up to speed.
- Realistic Timelines
- Inefficient time spent on the wrong people because the hiring manager is really not
- Sitting down and outlining the work that needs to get done
- Prioritizing the work
- Setting performance benchmarks
Solutions:
Focus on the What and then the Why
- Greg’s Intake Process to define the What & Why - Request Greg's Intake Form: andrea@stridesearch.com
- Prioritization: is this really needed?
- What will the person be doing?
- How will that add value here?
- How is the work being done right now? (light bulb of urgency)
- Forward-thinking- hiring ahead of the plan
- Hire toward the body of work
Rick's Input:
- Write down the actual work that needs to be done with a timeline
- Define the expectations by setting at least 3 Performance metrics for the first 90 days
- The Problems that need to be solved help to gain emotional buy-in
- Tie the work to Growth - Impact
Key Take Aways:
- People are attracted to the problems you solve
- For hiring managers: Upfront time spent configuring the process and fleshing out then real need is crucial to a successful, smooth and efficient process. Give your recruiting partner adequate time, think through the real need and purpose of the role, and be clear on what the success criteria is.
- For recruiters: Know that this is where you can add a lot of value as a partner. Be confident in the questions you ask, be inquisitive, think about what you need to align on and focus on unearthing that information. This document and the information it contains will be what you refer back to throughout the process to make sure you’re on the right path and to push back when necessary.
Thursday Feb 14, 2019
Chris Russell: Better Ways to Post & Pray Your Job Descriptions to Life
Thursday Feb 14, 2019
Thursday Feb 14, 2019
"Post and Pray" yields mediocre results and yet It is the go-to method for most companies, especially startups. Look, dating apps have evolved so let's take a page from them and figure out creative ways to attract talent. After all, your companies success or failure hinges on it!
Today’s Quote:
"Pleasure in the job puts perfection in the work." - Aristotle
Show Guest:
Chris Russell is the Managing Director of RecTech Media. He is a digital recruiting expert. He began his career as a job board owner where he first learned the craft of attracting talent online. He's also a former corporate recruiter with real-world experience in the recruitment process and technology implementation.
As as a recruiting technology/marketing consultant he advises both employers and vendors on how to attract candidates or clients. He frequently blogs on the news site, RecruitingHeadlines.com, podcasts a weekly show called “RecTech” and conducts live video training on recruitment marketing tools and tactics at RecTechLive.com.
Episode highlights:
- Why you should look at approaching job postings differently
- The best ways to market your opportunities
- Tools available to help you automate the process
Let’s talk about the approach almost all companies take
- Write “job descriptions” (wish lists)
- Do Not copy old ones!
- Post on job boards
- Farm the Job boards
- Passively work employee referrals
The Job Description Format
- -short 300 words or less - According to Linkedin?
- Employer value proposition
- Q&A job descriptions
- Video
- Cybersn.com
- Harry joiner - long form job
Rick’s Format:
- Build your job descriptions around uncovering a Career Wound
- Build in Performance Metrics! - Let people know how they will be evaluated in their first 90 days
Tools to Use
- Ripl- social media video slideshows
- Buffer, deliverance, smarterqueue
- Legend.im- turns text into animation gif
- clipomac
Where & How to Post
- Indeed- biggest board out there. - active candidate pool
- Linkedin-
- Facebook job board-blue-collar, hear
- Google for jobs - Take advantage of all the free avenues
- Take an Omnichannel approach- you need to be on all the channels. Be where your candidates are and continuously add content
- Automate the flow of content out.
- Be resourceful - text or email creative pictures (you next to a whiteboard with the person’s name written on it)
- Angelist?
- **Pushing out to facebook, twitter & LinkedIn. Video gets the most engagement and exposure
- Times to post 4-6 pm at night FB- 3 pm on Wednesday
Key Take-Aways
- Go Short or Go Long!
- Re-format your job descriptions to Attract people! Define the % of time spent on tasks as well as performance metrics
- Market your jobs by taking an omnichannel approach
- Get Creative & use Tools to automate getting out your message
Thursday Jan 31, 2019
Shannon Johnson: Having the Right Mindset to Get Hired
Thursday Jan 31, 2019
Thursday Jan 31, 2019
A great hire happens when Career & Hiring objectives are in alignment.
Now more than ever, people want to feel whole in their careers and personal development has taken the lead in the decision-making process. Today we are going to look at hiring from the Interviewee’s perspective.
Today’s Quote:
"The things that bring you the greatest joy are in alignment with your purpose" - Jack Canfield
Show Guest:
As a Success Mentor, Shannon Johnson's passion for people has been the common denominator of her success throughout her 25 year career in corporate America. Today she is founder of her company, Stand Out and Get Hired, inc...taking one of her most successful achievements in launching best-in-class products to market, to now, launching the most exciting product of all...our future leaders.
Shannon worked for leading Fortune 500 companies in the retail, staffing, and pharmaceutical industries. Holding positions in marketing, management and sales, she has always been attracted to innovation and addicted to influencing others to think differently and get better every day.
Her mission is to inspire ambitious, driven, college students to take action in preparing to embark on their careers where they will thrive. She knows that Everything is possible when you believe in YOU FIRST & take action!
Episode highlights:
- How to hire & get hired in the right role
- The 3 pillars to “Stand Out & Get Hired”
Mindset
- Getting your game plan together to successfully get hired
- Settling for a “job”
- How do you get the interview first?
Preparation
- Not performing at 100% in an interview kills your confidence
- Interviewing burns people out, then you lose momentum
- Emphasis on the Resume- important but not
- The resume is really a screening tool for the company!
Why is this important
- Being sold on the Mission!
- Bring your value and strengths to life
- Mastering the skill of interviewing
- Prepare for what will happen
- Practice- mock interviews
- Put your “Game face” on
How does a person/company stand out to make the right decision
- Know your values
- Your Why
- Target what you Desire
- Take Action
Shannon’s plan
- Building your Brand
- Expert in You… values, vision, strength building
- Strength dashboard- strength finder assessment
- Grow your quality network
- Linkedin network, utilizing, leveraging and maximizing relationships that already exist
- Sharpen your Interview Skills
- Skills to beat your competition
- Fundamentals: approach the opportunity, preparation (dress, execution)
- Interviewing is a behavioral test. (highlight stories around 10 different behaviors)
- Practice, follow up (stand out and be memorable)
- Be relentless with follow up!
Rick’s Input
- Identify target companies (no spray and pray)
- Utilize Linkedin, Separate yourself from the pack (rise above)
- Be pleasantly persistent & ask for the Interview
Key Take Aways
- Align with your purpose
- Take action to beat your competition
- Self Awareness, Grow your Quality Network, Sharpen your Interview Skills
Thursday Jan 24, 2019
Katie Weber: Evaluating Your Team to Get the Right People in the Right Seats
Thursday Jan 24, 2019
Thursday Jan 24, 2019
Today we are talking about Workforce Planning and our goal is to provide Clarity of what is really needed vs. what you think you want. Evaluating Your Internal Team and Your Mission is crucial to get the right people in the right seats at your company!
Today’s Quote:
"Never look back unless you are planning to go that way." - Henry David Thoreau
Show Guest:
Katie Weber, Founder & CEO of KMW Recruitment Consulting, a recruitment and coaching firm specializing in high-growth and transition scenarios for small to mid-size companies. With nearly 20 years of diverse recruitment experience, Katie has worked around the world with early stage start-ups to Global Fortune 500s. She now utilizes that experience to quickly assess recruitment challenges, recommend and implement best practices, and find creative solutions ranging from engaged search to plug and play recruitment teams for her clients. She has developed a Recruiting Search Framework with supporting tools that facilitates organizational communication, reinforces recruitment branding, eliminates bias, and attracts the right talent. With the addition of High Performance & Career Coaching, she ensures that the candidates she places change the game with levels of confidence, employee engagement, productivity and influence that are off the charts. Her hires are often the company's best hires and top performers. The company motto is: It's not just about filling a position, it's about fueling your mission!
Katie serves on the Advisory Board for London-based start-up, Grad DNA, holds a BA in Psychology from Elizabethtown College, and has a coaching certification from High Performance Institute. She is available for speaking engagements or workshops and will be a speaker at the April ERE Recruiting Conference in San Diego.
Episode highlights:
- What happens when you don't plan?
- Where to start
- How to implement your hiring plan
Why is it important?
- Run Lean- Instagram sold for $1B to Facebook with just 13 employees (2013)
- Cost of a Bad Hire
- Kills Morale, productivity
- Disengagement is contagious
Planning & Kicking off your hiring plans for 2019
-
- Evaluating the Mission
- Defining what needs to be accomplished
- Think about leadership first.
- Evaluate the team that is already in place (workforce planning)
- Budget & Timeline
- The volume of positions needed to be filled, vs lack of internal leadership to manage them- open headcount before leadership.
- Evaluating the Mission
- Invest in hiring / promoting strong leaders
-
- To chose the right recruiting strategy (partner, in-house recruiter)
Define who “We” are and Who we need
- First Who, Then What - Jim Collins
- Dare to Go From "Good to Great" - “First the people, then the direction”
- Get the Right people on the bus, In the Right seats
- Get the Wrong people off the bus
Evaluating your internal team
-
- Cultural fit (Values, Attitude, Mission Ownership)
- Education & Training required
- Provide resources
- Work Performance
- Current
- Growth
- Accomplishments- Recognize even the small wins
- Fulfillment- breeds engagement > Increased Productivity
Employment Branding/Messaging
- Define the 3 things that are most important to them in terms of the job search
- (open leadership) for greater collaboration
- Top 3 trait alignment
- What does that mean
- Usually describing a company challenge
- Transparency
Take Aways
- Evaluate your mission, evaluate your people
- Over communicate everything!
- Fit people into your Company and not your Job
Thursday Jan 03, 2019
Joe Mullings: How to Choose the Right Recruiting Partner for the New Year.
Thursday Jan 03, 2019
Thursday Jan 03, 2019
A true partner has your back! Look for the person who shares your values and invests the time to understand the intricacies of your company.
Today’s Quote:
"Destiny is no matter of chance. It is a matter of choice. It is not a thing to be waited for, it is a thing to be achieved."
- William Jennings Bryan
Show highlights:
- Reflect on your internal process
- Walk through understanding & managing expectations
- Provide you some tools to evaluate the right partner for you
Be honest about your internal process
- What are your main hiring challenges
- moving too slow?
- Too many cooks in the kitchen.
- Recruiter relationship
- Type of search you choose makes a huge difference
Clearly define & communicate Expectations
- Partner for process
- Partners ask for a slide deck & messaging collateral at a minimum
- Diligence
- Ask for a synopsis of what they think they heard, what the positions about what methodology and the messaging they are going to use
- How you are being represented is crucial
- Candidate Management expectations
- What will I become? Make it easy for the individual.
- Make it easy for the person to plug in. put together a landing page, catered toward the person.
- Ghosting is unacceptable on either front
- Live document to get them to lean in.
Recommendation for evaluating the best firm for your needs
- Evaluation of the process
- Well thought through the process
- Preparation emphasis- prep call beforehand
- Ask for references
- The last 3 candidates placed- How well did you service the people who did not get the job
- How did you represent your candidate on behalf of your client?
- Agility and endurance
Learn about the liability of the organization
- How do people handle information
- Over-indexing toward behavior way too far to the left
- Stability is really an illusion, It doesn't exist
Words of Wisdom
- Compensation goes up and down due to interest level.
- Cadence- value of cadence
- Provide a flex deck tease
Joe Mullings is a serial entrepreneur, Founder, and CEO of The Mullings Group (TMG), the world’s leading executive talent acquisition firm in the medical device industry. TMG specializes in cultural transformations for emerging technology start-ups and has placed over 5000 people in over 500 companies. Joe is an innovator and thought leader who has been featured on CNBC and in The Wall Street Journal. Joe’s philosophy ‘Build, Inspire, Teach’ has guided his work over the past 25 years specifically through his establishment of The Mullings Foundation, a non-profit with a focus on supporting veterans of war during times of transition. Joe recently served on the board of MassMEDIC and holds a BS in Engineering from the University of Dayton.
Thursday Dec 13, 2018
Charles Antis: Discovering Your Company's Purpose
Thursday Dec 13, 2018
Thursday Dec 13, 2018
It’s all about Purpose... Why? Because if your model exists just to make money, you won’t be relevant anymore. What is your companies purpose? Today we are going to help you discover your purpose and share ways to build purpose into to your hiring process.
Today’s Quote:
“When you're surrounded by people who share a passionate commitment around a common purpose, anything is possible.” - Howard Schultz
Show highlights:
- Discovering your purpose
- Getting others to rally around your company’s purpose (super power)
- How to hire Purpose-driven people
Let’s start by talking about how you discovered your companies purpose
- Origin Story:
- Reason to exist other than making money
- you have to have a Why
- “We exist to keep families safe and dry” - Antis purpose
Why is it important to have a purpose?
- The purpose of a company is to make money!
- Involved in changing people’s lives
- Benefits of Purpose
- Retention
- Increased productivity
Hiring with Purpose
- Have a reason why
- Getting others to buy in
- Knowing your “Why” and building it from the inside out.
- Helping employees discover their “Superpowers”
Tribal leadership- when the culture goes wrong. survival
Demonstrating that as a leader, you are there to serve them
Interviewing for Purpose
- Messaging
- Clear and consistent with how the leaders lead
- Interview
- Core values alignment
- Hire for alignment over skills
- Discovery of superpowers in the interview
Results
- 20% culture lift in a month- gift card that they can donate to a cause that is near and dear. To someone who did
- Retain 93%
- Melt away silos builds a stronger bond between individuals and departments
Charles Antis, Founder & CEO of Antis Roofing & Waterproofing is a well-respected and widely known roofing expert, entrepreneur and humanitarian. Charles began his career as a roofing professional in 1984. Since then, he has become one of the most trusted names in the Southern California roofing industry, as well as an inspirational business leader championing social corporate responsibility.
Charles has been the recipient of many prestigious awards over the years and was recently honored with the 2017 US Chamber of Commerce Foundation Corporate Citizen Award, Small and Mid-Size Business. In 2017, he was also named as National Philanthropy Day Honoree, Outstanding Corporation or Business, Mid-Size; the Civic 50 Orange County Honoree; and received the top honor with the CNA Insurance/National Roofing Contractors Association (CAN/NRCA) Community Involvement Award.
Thursday Nov 15, 2018
Thursday Nov 15, 2018
In today’s hiring market, People have options, know they are in the driver's seat. It is really not entirely your choice anymore! Here’s the kicker, People are totally willing to walk away from your opportunity if you can not effectively communicate value above and beyond a paycheck. “What’s in it for Them”.
Today’s Quote:
Your pain is the breaking of the shell that encloses your understanding.
- Khalil Gibran
Show Highlights:
- Why, in today’s market, people are willing to drop your company in a heartbeat
- What to do to stop the madness
- Provide a framework
What is it that people want?
- They don't want to be sold!
- want to know what’s in it for me?
- How are you going to make me better, train me or develop me?
- How are you going to recognize me?
- Understand their needs & desires
- People with options know they have options
- If we don't answer the question correctly, they move on
- Unearthing motivation for change.
- Experiential learning.
- Listen
- Emotional engagement
- Heal their pain
- Fulfill their desire
- Provide growth
- Three Truths:
- Nobody cares about you, your problems or your company
- You are just adding to the noise- Good people are busy
- Adapt or Perish
- What to stop
- Making the conversation all about you.
- Hiring Managers & Recruiters want the easy work.
Structure to attract rather than repel:
-
- Personalized toward the candidate
- Preparation of the questions asked
- Think through the solution for each individual person
- Fitability- don't push the wrong candidate into the wrong role
- Pacing
- Fast but still check off all the boxes,
- Pacing according to the candidate. Let the candidate drive the search. Be adaptive, meet them where they are.
- Recognize how they want to be recruited
- Make it about the person
- Positioning
- Give before you take
- Gain understanding of the person first
- Understand their career wound
- Stop thinking - “how can I close this person”
- Let the person close you
- Play devil’s advocate
- Connect the Dots!
- People will tell you “Why” they want to join your company
William Tincup is the President of RecruitingDaily.com. At the intersection of HR and technology, William is a sought after Writer, Speaker, Advisor, Consultant, Investor, Storyteller & Teacher. He's been writing about HR related issues for over a decade. William serves on the Board of Advisors / Board of Directors for 20 HR technology startups.
Thursday Nov 08, 2018
Lindon Crow: The Anatomy of a Recruiting Call. Stop Triggering Fight or Flight!
Thursday Nov 08, 2018
Thursday Nov 08, 2018
The Anatomy of a Recruiting Call. People do not respond to you because you are sending the wrong message! What do You Say that is Triggering a person’s Fight or Flight Response?
Today’s Quote:
“Human behavior flows from three main sources: desire, emotion, and knowledge”. - Plato
Show highlights:
- What happens in the brain when someone is trying to recruit you
- What Triggers Fight or Flight response
- Techniques to approach the conversation to avoid triggering negative responses
I call you to recruit you for a new job.
- What happens in the brain
- What is naturally desired by people - intrinsic desire
- What choices or options mean to a mind. What too many/too few options means
- What motivates people - primal instinct, reptilian brain
- Tune out to the sales pitch
- How do I get rid of this person?
What triggers Fight or Flight response?
- Recruiting is disruptive to the brain. It breaks safety
- Create environment of loving, self esteem, self actualization
The Conversation
- Creating a process that creates a sense of Familiarity & Achievement
- Authority (achievement) Daniel pink's Drive
- $ is a motivator up until $70k
- Positioning:
- Purpose of the call is to get to the Truth
- It’s not about you!
- Listening:
- Stop Fishing
- People are busy and don't care about what you are selling
- “What's happening in your current role…”
- Test the waters - Question the timing & the Why
- Lead the Path:
- What problem needs to be solved?
- How they desire it to be fixed?
- Wound, Desire, Achievement - like Plato’s emotion, desire, knowledge
- Celebrate their wins
Lindon Crow is the President of Productive Learning. As a workshop facilitator and trainer, he has helped more than 2,500 clients achieve higher levels of emotional awareness, self-mastery, and personal fulfillment. Lindon is known for his provocative, straightforward, and compassionate communication style and his keen ability to forecast potential outcomes. This helps his clients make better educated decisions about their current directions and opportunities for growth.
Friday Oct 05, 2018
Kathy Dawson: Capitalizing on Current Employer Fails to Win Critical Hires
Friday Oct 05, 2018
Friday Oct 05, 2018
Are you shocked that your offer was turned down? Today, We are discussing the reality of the current hiring landscape.Spoiler Alert: It is ultra competitive and it is a employee’s market! We are going to teach you ways to capitalize on the current conditions and have your offers accepted.
Today's Quote:
“You can design and create, and build the most wonderful place in the world. But it takes people to make the dream a reality.” -Walt Disney
Show highlights:
- The current talent landscape
- Where your company is screwing up (why you lose great hires)
- Teach you how to take advantage of the current market to land great people
What is the current landscape:
- Unemployment rate
- All time low (3.9% in US)
- OC 2.9% -Mar 2018
- Job Satisfaction
- 51% people looking -all time high
- 71% disengagement
Where companies are missing the mark:
- Not understanding the person …. Just the demographics
- Job descriptions not in alignment w/ actual role
- Engagement with candidates
- Interviewing strategy and process…. It sucks!
- Closing is a transactional process
How do we take advantage of this disparity to dramatically improve YOUR ability to hire talent:
- Change your mindset
- It’s Not about you! -You are not that special
- Flip the script
- Making a person whole in their career
- Locate the Pain (Career Wound)
- Growth
- Content of Work
- Leadership
- Engagement of the candidate
- How You Represent your company
- 1st contact with the candidates
- -Interviewing strategy and process
- -Closing the hiring managers and candidates for mutual success
Kathy Dawson serves as Founder and CEO of Dawson & Dawson, Inc. She is the firm’s Nonprofit Liaison, and oversees the Executive & Retained Search, Temporary & Contract Staffing, and Business Development practices. She is a CSP (Certified Staffing Professional) with over 36 years of experience in the local and national market place. Prior to establishing Dawson & Dawson, Kathy served as a Regional Vice President for a National Search and Staffing firm. She managed 120 employees with revenues up to $120M while developing a forte in the search and staffing industry.
Kathy has had the pleasure of helping thousands of business owners hire the right employee at the right time. Her business approach involves a genuine understanding that every client is unique and every candidate is an individual. Her years of experience in making great connections consistently is a highly sought after skill. Her clients get to enjoy quality matchmaking at the highest level. Her hands on involvement and partnership approach makes her a sought after talent broker and business partner. What sets her apart is an innate ability to develop long-term growth oriented strategies to make lasting placements as though it is her own firm. She is a well-known speaker and trainer in the industry, traveling locally and nationally.
Wednesday Sep 26, 2018
Wednesday Sep 26, 2018
In honor of this weeks DisruptHR, today we are talking about disruption. Disruption will impact your business and it is coming faster than you think! You can either eat your own lunch or someone will eat it for you. Are you prepared?
Today's Quote:
"Disruptors don’t have to discover something new; they just have to discover a practical use for new discoveries.” - Jay Samit
Show highlights:
- What is disruption & are you prepared
- Confirm that someone is going to eat your lunch for you
- How to disrupt your business starting with how you hire
What is disruption?
- Term synonymously used with both innovation and transformation
- Disruptive innovation is happening at a staggering rate.
- (uber, airbnb, facebook)
Where does disruption come from? How will it affect your business?
- Blindsided disruption?
- Self-disruption
- Technology (ie: AI, ML, Blockchain, Automation)
Why it is important to start by innovating the way you approach hiring?
- Values
- Live & breath your values
- business strategy
- What can I eliminate
- Reduce
- Need to expand
- What to create
- Automation is making recruiting more Transactional
- Less engaging
- Problem-solving is the Key!
- Solve a real problem for the candidate / heal the career wound
- Desire: What does someone really want?
- Listen …. Channel potential
How to disrupt your organization
- Not forcing the talent to the job specifications but hiring talent and allowing them to innovate.
- Building a Tiger Team
- Change your mindset!
- The game has changed…. Adapt or Perish!
- Approach
- Solving a problem for your customer- potential employee (Career Wound)
- Desire alignment
- Accomplishment- evidence of success
- Do the Opposite of what you are doing now!
- Shift the focus from the work to the person
- Organize-
- Build hiring process like your sales process
Scott Hamilton is CEO of the Executive Next Practices Institute, a large C-suite research and forum organization that is a community partner organization located at the University of California-UCI Applied Innovation. He is also NextWORKS Strategy (2018 Innovators of the Year nominee- Orange County Business Journal), a premier provider/advisors of strategy development, alignment, talent management, board effectiveness, and executive performance programs to middle-market companies. He serves on the boards of several organizations.
Hamilton is a well-known thought leader & speaker in the field of “next practices” improvement of leadership and organizational performance for the Global 1000, emerging and mid-market companies. Scott helps leaders and organizations be more effective in how they strategize and perform.
Thursday Sep 20, 2018
Shawn Andrews: What Is Emotional Intelligence And How Is It Relevant To Hiring?
Thursday Sep 20, 2018
Thursday Sep 20, 2018
Why should we care about Emotional Intelligence when building a company today? People with high EQ, work better with others, manage customers more effectively and cultivate an accepting company culture.
Today's Quote:
“Emotion is more powerful than logic” - Albert Einstein
Show Guest:
Dr. Shawn Andrews is a keynote speaker, organizational consultant, and the founder and CEO of Andrews Research International. She serves as adjunct professor at Pepperdine Graziadio Business School, where she teaches courses on Organizational Behavior, Women in Leadership, Diversity in Organizations, and Leadership and Ethics. She was the 2017 Diversity & Inclusion columnist for Training Industry Magazine, and is the author of the book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide (Amazon.com)
Episode highlights:
-
- EQ, What is it?
- How to you get it?
- Incorporate into your hiring
What is EQ?
Set of emotional and social skills that collectively establish how well we:
- Perceive and express ourselves
- Develop and maintain social relationships
- Cope with challenges, manage stress and make decisions
- Use emotional information to guide our thinking and action
- Managing emotions
- Manage stress
- Overcome obstacles
- Inspire toward collective goals
- Self perception, Self expression, interpersonal, decision making, Stress Management
- Tied into core company values
Why is it Important?
- Low Emotional Intelligence breeds bad cultures
- “Hire hard, manage easy”
What if you don’t have EQ? How do you get it?
- Get EQ assessment
- Read a book
EQ for different roles:
Leadership:
- Interpersonal relationships
- Assertiveness
- Self-awareness
Sales:
- Self-actualization
- Assertiveness
- Happiness
Marketing / Creative:
- Optimism
- Reality testing
- Independence
Customer Service:
- Stress tolerance
- Assertiveness
- Happiness
Product Development /Manufacturing:
- Flexibility
- Problem solving
- Independence
Interviewing for EQ
- Behavioral Interviewing
- Comfortable candidate- feel conversational, warm & informal
- Start: difficult challenge that was solved, commend… then go granular
- “Hire hard, manage easy”
- Deep reference checking
- Evidence of low & high EQ behaviors
Thursday Sep 13, 2018
Darrell Gurney: Breaking Bad, Career And Hiring Habits!
Thursday Sep 13, 2018
Thursday Sep 13, 2018
Why is it that we put more thought into lunch choices than we do our career or hiring decisions?
Today we are going to discuss the top three bad habits that both candidates and companies do throughout the hiring process that kill their ability to make a smart decision.
Today's Quote:
“To change habits, we must study the habits of successful role models.” – Jack Canfield
Show Guest:
Darrell Gurney is a career expert, executive coach and authority in supporting people through successful transitions. He brings back the power of social connection by teaching professionals that you’re simply one face-to-face relationship away from your dream job life.
He is the author of the Amazon bestseller “Never Apply for a Job Again: Break the Rules, Cut the Line, Beat the Rest."
As founder of both CareerGuy.com and TheBackForty.com, Darrell’s motto for both career and life is, as Frank Sinatra sings, “the best is yet to come, and won’t it be fine!”
Episode highlights:
- The top 3 bad habits we need to stop right now!
- Why these habits are so detrimental
- Good habits to replace the bad
Hiring bad habits from both sides:
Darrell’s top 3:
- 1. Looking to see what jobs are available & Going through the front door by applying for open positions.
- Take charge of their career path vs be at the effect
- Get out of your box: the house, the computer screen, the phone, and get in front of people.
- 80% of all jobs are filled before they are ever advertised by the people in the know bringing in the people they know
- 2. Failing to develop relationships beyond the job search process.
- Never submerge in your job or your life. Get out, be making connections, be talking to people about your interests and passions
- 3. Not treating yourself like a business
- Realize that you have your own business, and you always have -- you simply lease out your employable assets
- A business owner is always concerned first and foremost about two measures: ROI (Return on Investment) and ROE (Return on Equity). You want to similarly always watch, manage and monitor your own Return on Individuality and Return on Effort.
Rick’s top 3:
- Winging it-
- company values -clueless
- Not clear on what the business needs
- Work that needs to be accomplished
- Listening!
- Interview Process
- Not clearly defined
- Following the pack -
- Accepting the Status quo
- Testing people before engaging
- Transactional relationship
- Not understanding the person across from you
- Focus on skills
- Protective of the culture
Why are these habits bad?
- How can you get where you are going when you don’t know where you are?
How do we fix these habits?
- Winging it- not clear on what the business needs
- Build preparation time into your schedule
- Define what the business needs (not your wants) and who you need to take you there
- Interview Process
- Structured, Organized, Timed & Purpose Driven
- Get to the Truth!
- Transactional relationship
- Heal the person’s wound with your opportunity
Thursday Aug 30, 2018
Chris Dyer: How to Analyze and Hire For Your Company Culture
Thursday Aug 30, 2018
Thursday Aug 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
Thursday Aug 16, 2018
Lori Torres - Diligence and Vetting are Critical in Building an Outstanding Company
Thursday Aug 16, 2018
Thursday Aug 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.
Thursday Aug 09, 2018
Thursday Aug 09, 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.
Friday Aug 03, 2018
Friday Aug 03, 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.
Thursday Jul 19, 2018
Dane Petchul: College Debt Is Hindering Your Ability To Hire the Strongest Talent!
Thursday Jul 19, 2018
Thursday Jul 19, 2018
Student loan debt is certainly a major issue and yet it is not often addressed in the hiring process. Some would argue that the overwhelming pressure to start paying back the loan often results in a person making the wrong career decision out of necessity. Companies could do more to alleviate some of that pain by targeting talent out of their specific industry and creating benefits or incentives to help with this burden.
“When you get in debt you become a slave.” - Andrew Jackson
Show highlights:
- The effect student loans have on career choices
- How companies might capitalize on debt to help attract talent
Ways in which an individual can reduce the amount of student loan debt:
- Planning
- Cost reduction programs
- Hidden gems of free money?
What are the inherent challenges related to student loan debt:
- Default on the loan -7 million people are in default
- Limits ability to get a job- ie:govt related
- License suspension -nursing, teachers, lawyers, realtors emergency technicians
- Shackled to what you hate to pay the bills
When people make poor career choices because of necessity it impacts the company that they join. The regret over poor job choice does not only impact the employee but the employer as well. Job regret leads to:
- Apathy
- Low motivation
- Poor employee performance
- Spend work time searching for other employment
How might companies be able to attract the right people by helping to alleviate the student loan debt wound?
- benefits
- Recruit people from outside industries (look outside the box)- accomplishment based hiring
- Opportunity
- Provide an avenue
- Look at the debt as an opportunity to provide performance incentives to offset the debt
Dane Petchul is the Founder and President of Oracle College Planning. With a long history of helping people with their retirement in the finance world, Dane shifted the focus to help families – parents and children – identify the best path to take for a financially responsible college experience..
Dane committed himself to helping families carefully protect their life-savings from soaring college costs while ensuring that a proper financial pathway would be in place so that students wouldn’t be saddled in debt after graduating. Therefore enabling them to make better career decisions.
Friday Jul 13, 2018
Anita Kanti: Abolish the Resume!
Friday Jul 13, 2018
Friday Jul 13, 2018
A majority of the most talented people have terrible resumes. Why? Because they are busy making things happen!
Companies miss out on great people because they never make it past the resume screen. Automating the process and screening for buzzwords is just not an effective tool for finding the right people for your business. We are in the people business when we recruit. So, pick up the phone and judge based on your conversation and not the resume.
Today's Quote:
"Insanity is knowing that what you're doing is completely idiotic, but still, somehow, you just can't stop it."
- Elizabeth Wurtzel
Show highlights:
- Positive points of resumes
- Everything wrong with a resume
- Alternate solutions to resumes - solve the resume black hole
What resumes are good for:
- Contact information
- Career History
- The “white space”
What is wrong with the resume:
- Keyword dependent -wrong keywords or no keywords
- Designed to match with wish list of skills
- Too heavily relied upon in the interview process
- People lie
Alternate options to a resume:
- Video clips
- Video talent snapshot (resume) - Why is this a good idea?
- -discrimination bias?
- - how can a 1 minute video give you an accurate picture?
- AI
- Actual assessment - conversation
- Wound, Desire, Accomplishment
Effective use of a resume and how to identify great people:
- Just a tool, not a wall
- A guide to formulate skills based questions - Transferable skills
Anita Kanti is the Executive Talent Manager of Huawei Technologises. She is a global business partner and senior manager supporting executive leadership deliverables' for leadership talent acquisition needs for the US and China marketplace.
As both a motivational life coach and strategic talent manager, Anita Kanti offers progressive solutions to help her company and clients optimize their strengths and create a pathway of success. Anita is a proven expert in talent recruitment, both in leading corporations such as Broadcom Inc., and United Healthcare, as well as building a company of her own, Anita K Solutions. Anita K has combined her expertise in talent development and leadership with her training in motivational techniques to create a unique and effective life coaching philosophy.
Thursday Jul 05, 2018
Thursday Jul 05, 2018
Public sector VS private sector! We put on the gloves in an epic showdown of today's episode, to settle the differences and find out the better career option. Let's see who will come out victorious!
The 3 rounds for the undisputed championship:
- Round 1: Brenda - bashes up the logic behind joining a startup
- Round 2: Rick - negatives of the public sector
- Round 3: Each counter the punches from their opponent
Round 1: Why do you think it is silly to work for a startup?
- No career security
- Lack of stability
Round 2: Cons of working for the public sector (federal, state, county, city)
- Slow moving
- Not entrepreneurial, Doesn’t attract the strongest people
- Clamored with politics and red tape
- Ability to innovate severely limited
- Mediocre Pay / No Stock Options
- Not sexy… at all (unless you are an officer or firefighter)
Round 3: Counter Punches! Closing argument Evidence
- Pace
- Innovation
- Career Growth
- Challenging
- Compensation & Benefits
- Attractiveness- to attract talented people
- Engagement- the perception of each worker
- Brenda’s Knock out Punch! *Interview Process - You probably do NOT have an effective process!
Brenda Diederichs has been serving as the Chief Human Resources Officer for the County of Orange since June 2016. Brenda began her HR career at San Bernardino County, while earning her BA in Political Science, from California State Polytechnic University Pomona. She next worked for the Southern California Rapid Transit District for 10 years in both HR and Labor Relations. While there she earned a law degree from Loyola Law School.
Brenda went on to practice labor and employment law providing and serve as the labor and employment law department chair for two major public law firms for 10 years, before returning to public service as the Executive Officer for Labor and Employment, Human Resources and Training for the Los Angeles County Metropolitan Transportation Authority. She opened her own law firm in 2007, which she operated until returning to public service in 2014 as the Human Resources Director for the City of Riverside.
Thursday Jun 28, 2018
Meredith Fish: Transforming Your Leaders Into Talent Magnets
Thursday Jun 28, 2018
Thursday Jun 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.
Thursday Jun 21, 2018
Mark James: Preparing for Your Interview is the Key to Winning a Great Hire!
Thursday Jun 21, 2018
Thursday Jun 21, 2018
Today’s show is all about Preparation! Preparation is the first step in conducting an effective Interview. Both interviewer and interviewee parties need to be prepared. Just showing up without an idea of where you are going is the quickest way to lose an opportunity. An Interview without Preparation is really just PreparationH! In this episode we stressed the importance of preparation and how it needs to happen.
Show Guest:
Mark James is the Founder and President of Hire Consulting Services and the author of his new book, “Keys to the C Suite”. (Amazon.com) Mark is a Certified Personnel Consultant and has been providing executive career transition coaching and executive search consulting services for over 20 years. He is also a Certified Partner with the Predictive Index suite of behavior assessments. Mark coaches executives in career transition on a daily basis which makes him an expert in today's topic.
Episode highlights:
- Interviewee/candidate preparation
- Hiring manager preparation
- Provide a process for how each party needs to prepare
Why is it important to prepare for an interview?
- Preparation puts you in the right MINDSET … sets the tone, eliminates surprises
- Set proper objective - get the offer/make the hire
- Being prepared = being impressive- demonstrates success
Interviewee:
- Research the company to determine something that the company may not know themselves
- Not prepared to tell their story
- Ask for the interview schedule & format
Hiring Manager (company):
- Research the person
- Knowing what needs to be accomplished
- Prepare your interview team
The dangers of not preparing for the interview:
- Wasted time, frustration
- Inaccurate picture of who you really are
- Lose the person
- Increase the likelihood of making a bad decision
How to best prepare to get hired:
- Self-assessment, presenting yourself, researching the company
- Research company
- Ask targeted questions
- Know how to showcase your accomplishments to make them relevant to the company mission
- Proactive
Best preparation practices to attract the right talent:
- Schedule time to prepare - assuming all else has been covered
- Review assessment notes, LinkedIn profile, social channels, resume- look for commonalities, interests & data points to cover
- Prepare interview team- provide targeted behavioral questions
Look for cultural fit, evidence of success & transferable skills:
- Performance Metrics- what needs to be accomplished
- Have a plan: Connect the dots- competitive advantage
- Give & receive feedback -in real time
Friday Jun 15, 2018
Nicole Arvizu: Human Resources VS. Recruiting. Who Will Come Out Victorious
Friday Jun 15, 2018
Friday Jun 15, 2018
We are putting on the gloves in an epic showdown today. Answering the age-old question of Why we can't just get along.
3 rounds for the undisputed Podcast championship:
- Round 1: What Human Resources dislikes about Talent Acquisition
- Round 2: Recruiting issues with HR
- Round 3: Solutions to get the two working together
Round 1: Issues that HR has with Recruiting
- Fixing problems or adding to the problem
- Spray & Pray
- Transactional
- Low hanging fruit
- Clear expectations of what is acceptable
- Understanding our business
Round 2: Recruiting perception of HR
- HR doesn't really understand or care about hiring
- Relationship with Hiring manager(s)
- No understanding of the Job description
Failure to Communicate:
- Blame game
- Market conditions (low unemployment)
Round 3: Working effectively together
- Control
- Restructuring HR bonus structure (cost per hire)
- Separating responsibilities
- Trust
- Structure
Nicole Arvizu is the Chief Human Resources & Compliance Officer for MeriCal, Inc. She is a very progressive and disruptive HR leader! Nicole is a change Agent who joined Merical in January 2017 and has done an amazing job of transforming the organization to bring in HR as a business partner rather than an administrative arm.
She loves to geek out with her quest for scientific knowledge and is also a surfer!
Wednesday Jun 13, 2018
Event Interview:Paul Pickle From Octane OC's Technology Innovation Forum
Wednesday Jun 13, 2018
Wednesday Jun 13, 2018
Paul Pickle, Former President & COO, of Microsemi & MC of Octane OC's 2018 Technology Innovation Forum. We discussed the future of Semiconductor and whats on the horizon.
Monday Jun 11, 2018
Event Interview: Ryan Permeh From Octane OC's Technology Innovation Forum
Monday Jun 11, 2018
Monday Jun 11, 2018
Ryan Permeh, Co-Founder & Chief Scientist of Cylance! I had the pleasure to sit down with Ryan for a quick interview at Octane OC's Technology Innovation Forum Event. He shared some great Insight on Leveraging the Cybersecurity hub in SoCal.