#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 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!
Wednesday Mar 20, 2019
Special Event: Brian Frankel from TiECon SoCal
Wednesday Mar 20, 2019
Wednesday Mar 20, 2019
Brian Frankel, Marketing Consultant of Ignite.Consulting, TiE Charter Member, and Founder, of Mentor Matchmaker
Tuesday Mar 19, 2019
Special Event: Ravi Sharma from TiECon SoCal
Tuesday Mar 19, 2019
Tuesday Mar 19, 2019
Ravi Sharma, Co-Founder & CEO of OOtify, TiE Charter Member, Investor, and Mentor
Thursday Mar 14, 2019
Erik Huberman: Dissecting a Hire Gone Wrong
Thursday Mar 14, 2019
Thursday Mar 14, 2019
The mistakes we, as entrepreneurs and hiring managers, make when building our companies. Often our need to fill overrides our logic in determining the fit between both parties and as result Core Values are often ignored. Assumptions, unclear expectations, and lack of diligence make for a perfect storm of a disastrous hire.
Today’s Quote
"Hiring people is like making friends. Pick good ones, and they'll enrich your life. Make bad choices, and they'll bring you down." - Jason Fried
Show Guest
Erik Huberman is the founder and CEO of Hawke Media, the fastest growing marketing agency in the United States. Launched in 2014, Hawke Media has serviced over 1000 brands of all sizes, ranging from startups like Tamara Mellon, SiO Beauty and Bottlekeeper to household names like Red Bull, Verizon Wireless and Alibaba. Hawke Media has taken home numerous industry awards including inclusion on the Inc. 5000 2017 list of “Fastest Growing Companies”, Fortune Magazine’s “50 Best Workplaces in Southern California” and Forbes’ “Content Marketing Companies to Check Out in 2018."
"Prior to Hawke, Erik founded, grew and sold two successful e-commerce companies. Huberman is the recipient of numerous awards including Forbes “30 Under 30,” Inc. Magazine’s “Top 25 Marketing Influencers,” and Best in Biz North America’s “Marketing Executive of the Year.” A regular contributor to major publications like Forbes, Entrepreneur and CS Q. Huberman is also a well-known keynote speaker.
Episode Highlights
- Break down one of your early hires and talk about the decisions that were made and why
- What we learned and how you can avoid making our mistakes
Making a wrong Hire: Walk through the story
- Hired an executive, all-star, great background
- “Why would you buy a dog if you're the one barking on the corner”
- Discussing expectations, but not the HOW.
- Had a budget, revenue numbers, really clear…
- Takes time for executives to ramp up
- Hired from a large company- a different mindset
- Taking people through a more formalized process.
- Properly frames the mindset as a professional environment
- You are taken more seriously
- *Onboarding Process
- Didn’t have a process. Throw people to the wind
- Unprofessional entrance + people didn't view it professionally
- Made the mistake of selling perks
- Hired 7 people in the beginning, only one stayed past 6 months.
- Bridging the gap with the business.
* Post hire, you are not done once you made the hire. Once someone is hired, real-time investment into their success.
Rick’s Hiring Mistake
- Hiring Friends without clear expectations
- created an expectations document
Key Takeaways
- Stick to a hiring process - It must be Professional
- The more senior the hire, the more time investment to align expectations - May take up to a year to come up to speed
Thursday 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 21, 2019
Thursday Feb 21, 2019
Employer branding is a very hot topic! Today we are here to challenge conventional wisdom and say that people pitch their company and themselves wrong.
They pitch what the company does and the perks they offer rather than the problems they are solving first. Talented people want to solve challenging problems!
Now I am a huge believer in looking at what everyone else is doing and doing the opposite… it works for me!
Today’s Quote
"A problem is a chance for you to do your best." - Duke Ellington
Show Guest
As a global Keynote Speaker and Managing Partner of InfluenceTree, Ryan Foland helps executives harness the power of vulnerability and authenticity to build better, more relatable, more profitable brands. Recognized by Inc. Magazine as a Top Marketer and named a Top Personal Branding Expert by Entrepreneur Magazine, Ryan is the inventor of 3-1-3® Method, a discovery process that helps communicate ideas into three sentences, which is condensed into one sentence and then ultimately boiled down to three words. His book Ditch The Act: Unleash the Surprising Power of the Real You for Greater Success, will be published in October 2019 by McGraw-Hill. When he is not speaking, he is likely sailing.
Episode highlights
- Why the positioning of your messaging does not attract people to your company
- Share our methods for engaging talent to be drawn to your company
Problem
- No one cares what you do or who you are.
- Try instead promote the core problem you solve.
- Lack of Aspirational influence.
- People not Inspired by the impact your company will have on the world
Psychology
- The mindset of the person you are talking to when presenting your opportunity
- Reptilian brain- in charge of our survival
- Fight or flight, sexual behaviors, anger & fear reside
- Keeping people out of the fear zones
- Rick’s Switch theory
- The words that you chose to come out of your mouth either turn people on or off
Solutions
3-1-3 process - Tease out the problem you solve to uncover the actual pain! Solve the problem of.....
- 3-problem you solve in one sentence (problem, solution, market)
- 1- condense to 1 sentence
- 3- Words (Marriott of marketing)
Pain being solved by the position & pain of the company that they solved by their customers. Alignment of pain points.
Eliminates being another me too company
Example of a good 3-1-3
The difference between success and failure hinges almost entirely on a company’s ability to hire the right team. One bad hire can destroy the company. We provide a step by step process that eliminates wrong hiring decisions. Startups need a competitive advantage when fighting for talent.
Rick’s first step
- Open with a slap in the face by Locating a career wound!
- Locate the pain first. Match the problems solved with the solutions the person can gain by joining your company.
- Lead people down a path and let them draw their own conclusions
Key takeaways
- Nobody cares about the words coming out of your mouth
- People are attracted to the problems you solve
- Change your messaging! Problem, Solution and Market
Ryan's Social Media
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
Monday Feb 11, 2019
Monday Feb 11, 2019
Today we are discussing the Steps to building & scaling headcount in growth mode. Making sure that execution & time to fill are aligned.
Today’s Quote:
"Growth is never by mere chance; it is the result of forces working together." - James Cash Penney
Show Guest:
Brendan Rogers, Co-Founder & Leading Recruiting of Wag Labs, has raised over $360 million in venture capital, most recently $300 million from Softbank's Vision Fund. Wag! connects pet parents to dog walkers and is currently live in over 110 U.S. cities. He co-founded a social discovery service to meet new people which grew to over 50 million users in over 10 countries and was acquired by IAC in 2014.
Brendan's next big event will be speaking at the ERE Conference on April 22-24th.
Episode Highlights:
- How to ramp up from 0 to hero
- Steps to put in place to avoid making hiring mistakes
You company closes your first round of funding
- 10 -12 roles from Nothing
- no resources & no systems in place
- Spreadsheets, manual task-oriented, process
Preparation before go mode
- Building out pipelines, similar spaces, consumer-related companies.
- How to avoid making the wrong hire.
- How to scale for maximum impact
- Tools needed. Process in place, a foundation to scale.
- Get really good at identifying the right people, connecting the dots, sourcing- research
- He does a ton of research, knows his space.
- Strive to keep quality really high. Target specific businesses.
Action Plan & Execution
- First hire should be a recruiter
- Identify what is needed & write job descriptions
- Right messaging
- Tackled building pipeline, hired.com
- Spreadsheet
- Hired a recruiter, brought in an ATS (applicant tracking system)
First:
- Get an ATS system first! -like Newton, Google (hire with Google) Greenhouse, lever
- - take open requirements and intake with each hiring manager. Know the roles from top to bottom
Second:
- Build a pipeline, training managers on how to use the ats, become partners with the hiring managers
Third:
- Hire a recruiter only after 5+ open roles.
- Admin- for cost savings
- Having a foundation will only help you to scale.
Key Take-Aways
- Be best friends with your Hiring Managers
- Be on top of everything
- Always be available
- Invest in the right tools
Thursday 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 17, 2019
Liran Kotzer: Will AI Really Keep People Engaged with Your Company?
Thursday Jan 17, 2019
Thursday Jan 17, 2019
What do perspective Employees really want? A Personal connection or an automated interaction? I argue personal connection!My hope is that AI will be the disruptor that eliminates the transactional relationship from the recruiting process. AI is here and already starting to affect the way in which people interact with potential employers.
Today’s Quote:
"Automation is going to cause unemployment, and we need to prepare for it." - Mark Cuban
Our Guest:
Liran Kotzer, Founder & CEO of Woo.io. A serial entrepreneur, Woo.io is Liran’s third startup. For the past decade, he has been immersed in helping redefine and advance the online tech recruiting and hiring market sector. Liran spotted a market gap for helping employers and tech talent find each other much more efficiently, without all the hassles and wasted cycles between the two groups.
Show hightlights:
- Where AI is already having an impact & where it is REALLY useful
- Should you Leverage AI to maximize your impact (employment brand awareness)
What AI can and cannot do NOW in terms of recruiting
- very interaction is totally transactional- can not be humanized...yet
- Can’t yet fake a “Personal” connection
- The nuances of human interaction
- @scale- need technology to do the heavy lifting
- Continuing an ongoing relationship
- Automation using AI & ML
- What do people (candidates) really want?
- Personal connection to release or an automated release?
- Communication, feedback & closure
- Cultivate a relationship for relevant skills for future
- Can automation REALLY cultivate relationships??
- No- Neither can email or texting
What recruiting functions is AI replacing
- Transactional components
- Sourcing, Gathering intel (contact information), Farming
- Process
Where is AI in recruiting relevant now
- AI & ML to keep a pipeline warm.
- Ability to create communication with the candidate in a unique & personalized way to help them to keep them engaged. To be able to recognize changes in behavior.
- Understand your relevant audience. Can do the job and feed the culture (flexible)
- Expand your target audience ("official" resume vs. True Skills)
- Content?
- Skills-based recruiting
Take Aways
- Shifting from transactional recruiting into a long term relationship is a critical component for winning the right talent ahead of the competition
- Technology can mainly assist you in maintaining long term relationships with your pool of talent and also with scouting the right people at the right time
- Technology will not replace human interaction.
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.
Friday Dec 28, 2018
Brenan German Part Deux: Overcoming Your # 1 Hiring Failure for 2019
Friday Dec 28, 2018
Friday Dec 28, 2018
The One change you must make for 2019. Overcoming hiring failures. Spoiler Alert: it is your Interview Process… 1950 called and they want their process back!
Today’s Quote:
"I can't change the direction of the wind, but I can adjust my sails to always reach my destination." -Jimmy Dean
Show highlights:
- Divulge the secret of an effective interview
- Halos & Horns
- Layout our interview structure
Up front, What is the secret to an effective Interview?
- Process
- Alignment
- Engagement
Halo’s & Horns
- Bias, Conclusions & Assumptions
- Your attitude determines your altitude
- Gut decisions
- Coin flip methodology
Effective Interview Structure
Brenan’s Format
- Plan
- Build
- Decision
- Scoring methodology
- Practice
Rick’s Format
- Structure (Organized, Timed, real time feedback)
- Pre-determined questions
- Give & Receive Feedback
Differentiate your company by closing the process with Everyone you decide not to move forward with!
Brenan German is Founder and President at Bright Talent Resources, Inc., a boutique Human Resources Advisory, Project Management, Training, and Recruiting Services firm.
As lead consultant, Brenan acts as an advisor to organizations wanting to re-engineer or develop a high performing, measureable, technology enabled, human resources function. Brenan has over 20 years of hands-on Human Resources leadership experience developing intelligent and successful talent management functions within some of the country’s most respected and well-known companies such as The Gallup Organization, Edwards Lifesciences, and Black & Decker. Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measureable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs.
A graduate of the University of California, Irvine, Brenan is an active participant in a number of organizations: Chair of the Orange County Employment Managers Association (OCEMA), Founding Board Member of the Talent Acquisition Group of San Diego (TAGSD), Member of the Society of Human Resources Management (SHRM), and Advisor to Sigma Pi International Educational Foundation.
Thursday Dec 06, 2018
Brian Breth: Sourcing the Right Players Creates a Company of Legends
Thursday Dec 06, 2018
Thursday Dec 06, 2018
Sourcing! Knowing who to target is far more effective recruiting strategy than casting a wide net when it comes to hiring correctly for your company. Even without a recruiting team, business leaders must be sourcing to engage and hire the right talent.
Today’s Quote:
"Finding good players is easy. Getting them to play as a team is another story." - Casey Stengel
Show highlights:
- What is sourcing and why is it so important
- Sourcing strategies
- How to execute on your strategy!
What is sourcing?
Sourcing Definition according to SHRM
“Sourcing is the proactive searching for qualified job candidates for current or planned open positions; it is not the reactive function of reviewing resumes and applications sent to the company in response to a job posting or pre-screening candidates.
Sourcing is typically part of the recruiting function performed by the HR professional, but it may also be conducted by managers within the company. Sourcing can identify either candidate who are not actively looking for job opportunities (passive job seekers) or candidates who are actively searching for jobs (active job seekers).”
- Identifying your players
- Building your ShortList
- Collecting data needed to engage them
- Figuring out your Positioning
- Where is time best spent?
- Most important capital investment is your people. Good hires always provide ROI
Sourcing Strategies
- ATS (applicant tracking system) /Database …
- Job boards are recruiting databases
- Social Media
- Job Postings
- Misc. (recruiter networks, internal, alum networks)
- Referrals - Should be the place you start
Where does Sourcing fit into the recruiting process?
- Brian’s formula
- Kick off meeting- Identifying needs
- Sourcing -a place (ats, rolodex, spreadsheet)
- First Contact
- Rick’s Formula
- Understanding your core values
- Benching needs of the work to be done
- Sourcing - building contact collateral
How to Source (Small company sourcing/business leader sourcing)
*** Plan and develop the relationship before you need to hire the person.
Database/Referral Network first-
Best Methods for sourcing:
Under limited resources (self-recruiting)
- Identify competitors - Your Talent competitors
- Connect and network with everyone to become known and build brand awareness
- Give before you take
- Do your homework on the person, let them opt out then ask for referrals
Best tools for Sourcing
- Referrals - internal/external
- Linkedin, Twitter, Facebook, Instagram
- Sourcing Tools: Hiretual, Entello
- Resume Data Bases - Internal ATS, Angellist
- Archives
- Portfolios - Carbonmade, Github
- Creative sources
- Meetups
Here’s How I source
- Identification of Source companies
- Target list
- Define what to look for in potential people
- Contact directly outside of social platforms and augment with social connections
- Personal email, text messaging - Highest response rates
Engagement
-
- Marketing/Messaging aligned with company values
- Job Descriptions with clear performance metrics
- Application process…. RESPOND!
Brian Breth is a talent acquisition leader and US Marine Corps veteran with proven of experience forging, adapting, and applying best practices to complex business challenges in recruiting. He has a proven track record as an entrepreneurial leader whose ability to align teams, enact change, and build sustainable frameworks enables businesses to attract top talent and become more efficient, productive, and competitive. Brian currently leads recruiting for the Publishing and Esports teams at Riot Games.
Not only is (Brian etc) speaking at the ERE Recruiting Conference in April in San Diego but yours truly is too! Join both of us there.
Friday Nov 30, 2018
Sang Huynh: Extreme Transparency, Tech Startup Style
Friday Nov 30, 2018
Friday Nov 30, 2018
The good and great results of full company transparency. There is a growing movement for full openness within companies which is pretty common in Tech startups. The more open you are, the more engaged your people become!
Today’s Quote:
“A lack of transparency results in distrust and a deep sense of insecurity.” - Dalai Lama
Show highlights:
- What is Transparency & Why it is important
- What works & what doesn't
- Transparency in the hiring process
Let’s start by talking about your experience at Tint
- How was the company transparent?
- Open door meetings
- Open Financials
- Employee compensation
- Group decision making
- Different levels of Transparency
- Extreme transparency
What works and what doesn't?
- Ownership
-
- Decision-making process
- Compensation Transparency
- Reduces distractions
- Open venting/surveying
- Open transparency to customers did not work so well
Process for transparency in the interview process
Structure for Transparency
Preparation for roll out
Engagement
- Job postings
- Personal awareness with an assessment to determine the data
- Contact - demonstrate transparency
- Managing expectations- positive experience… expect to hear from us by x date
Interview
- Interview process
- Discuss people challenges
- Product/company challenges
- Preparing the candidate,
- What happens when & time frame
- Lower the barrier of nervousness - must get them comfortable
Sang Huynh is a Mentor at Quake Capital Partners and former COO for TINT (tintup.com), A marketing tech startup in SF that recently exited. One of TINT’s guiding principles is to “cultivate transparency both internally and externally.” From open door meetings, exposed financials (including compensation) and group-based decision making. Prior to TINT, Sang was a VP in the Global Security Group at Bank of America Merrill Lynch which has the traditional corporate culture. He’s here to share his experience as a former leader at two organizations with polar opposite approach to culture.
Friday Nov 23, 2018
Monica Lukoschek: The Immigration Mess!
Friday Nov 23, 2018
Friday Nov 23, 2018
The Immigration Mess ie: Immigration 10.142! Turning away great people due to immigration issues is just tragic.
Today’s Quote:
“The U.S. immigration laws are bad - really, really bad. I'd say treatment of immigrants is one of the greatest injustices done in our government's name.” - Bill Gates
Show highlights:
- The current immigration landscape
- Changes in policy for 2019
- Creative steps to navigate today’s immigration laws
Quick breakdown on the different types of Visa:
- Hirable visa categories
- E1, E2, - investor visa
- F 1 Visa- Student visa practical training
- H1B – Specialty Occupation (Cap vs. non-cap) 65,000, plus 20,000 for US masters/PhD last year 190,000 petitions filed. Highest in 2017 236,000 filed (historical: annual cap to 115,000 for Fiscal Year 1999; 115,000 in Fiscal Year 2000; and 107,500 in Fiscal Year 2001. The cap would return to 65,000 starting with Fiscal Year 2002.
- J-1 Visa- exchange visitor can work, receive training, study or do research
- L-1A/B- Intracompany Transferee (manager, executive, specialized knowledge)
- O-1 Extraordinary Ability in the arts, science or business.
- TN Visa- NAFTA
- R-1 Religious Worker
Immigration policy
April 18, 2017 Executive Order Buy American, Hire American – seeks to create higher wages and employment rates for U.S. workers and protect their economic interests
Allows for rule-making, policy memos and operational changes. Ensure H-1B visas go to only the highest skilled and highest paid.
- The H1 B Visa Changes
- Focus on wages is a Level I wage a specialty occupation?
- Challenging if a degree is necessary for the job… specific degree required? Can you prove alternative eligibility requirements?
- Computer Programmer Analyst – March 30, 2017 Rescinded 2000 memo. Now stating that Bachelor’s not required for job. What other computer-related occupations could this extend to?
- Third party worksite/direct employer/employee relationship. i.e., even accountants at an accounting firm. February 22, 2018 policy memo supersedes prior memo
- Rescission of guidance allowing USCIS to defer to prior
- *Change in the information required for approval
- Policy changing almost daily and hurts smaller companies most
Just last week, the DHS and the DOL proposed new regulations:
- Electronic Registration for Cap subject petitioners by next April. Initially Proposed in 2011
- Only open two weeks?
- Multiple registrations?
- Elimination of work permits for spouses of H-1B workers waiting more than 6 years for green card (taking more than 10 years for certain countries)
- Hiring challenge- Foreign workers need H-1Bs
Missing out on A-players
What we need to do to navigate this mine field:
- Consult your attorney before investing too much time
- What to ask? What to look for?
- Does the position require a degree and does the applicant have the specific degree?
- Will the employer be required to seek a work visa? H-1B employers required to pay for attorney’s fees and filing fees. Can employer wait until October 1 (or beyond) for the employee to begin working?
- If transferring from a previous H-1B – how many years on H-1B, do they have an approved immigrant petition (could extend time beyond 6 years). Premium Processing suspended until at least February. Will employee risk transfer?
- Will the employment be “off-site”? Must show proof of right to control the employee and cannot “bench” Can you provide SOWs, itinerary, etc. See itinerary requirements.
- Creative solutions to still be able to hire the person your company needs!
- Is the applicant from Chile, Singapore, Northern Mariana Islands, Canada, Mexico, Australia? May be other alternatives.
- Is spouse on a visa category which extends work authorization to employee? (E-3, L-1, etc.)
- STEM OPT extension to 36 months.
- 3rd party firms as a protective layer?
- Offshore options - Canada or Mexico?
- Work remote
As a founding partner at U.S. Immigration Law Group, LLP, Monica Lukoschek’s practice focuses on employment-based immigration law, assisting businesses in hiring and retaining foreign personnel and managing their immigration compliance programs, assisting entrepreneurs and investors in the United States, and providing advice to employers and employees with all aspects of immigration law compliance.
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.
Thursday Nov 01, 2018
Brenan German: Can AI be the Solution to a Bad Interviewing Experience?
Thursday Nov 01, 2018
Thursday Nov 01, 2018
Did you know that according to LinkedIn “83% of talent say a negative interview experience can change their mind about a role or company they once liked, while 87% of talent say a positive interview experience can change their mind about a role or company they once doubted.” Candidate Experience Matters!
Today's Quote:
“The only source of knowledge is experience.” - Albert Einstein
Show highlights:
- The impact of candidate experience on your ability to hire
- AI
- Our solution to create a positive candidate experience
What is candidate experience? Why is it important:
-
- Job descriptions
- Application process
- Interview Experience
- Feedback/Closing the Loop
- Nearly 60% of Job Seekers Have Had a Poor Candidate Experience & 72% Talk About It (GlassDoor)
The VALUE of AI:
- AI- Recruitment Automation
-
- Sourcing 58%
- Screening 56%
- Nurturing 55%
- Scheduling 42%
- Engagement 24%
- Interviewing 6%
- AI will eliminate the transactional pieces of recruiting but it won't solve the most critical portions….Engagement, Interviewing
Let’s lay out our structure for creating an impressive candidate experience:
Engagement:
-
- Marketing/Messaging aligned with company values
- Job Descriptions with clear performance metrics
- Application process…. RESPOND!
Interview:
-
- Set Expectations
- Structure (Organized, Timed, real time feedback)
- Pre-determined questions
- Give & Receive Feedback
Closure:
- Professionally release each person from the process
-
- Do Not Ghost
- Listen to your bad glassdoor reviews
Brenan German is Founder and President at Bright Talent Resources, Inc., Which is a boutique Human Resources Advisory, Project Management, Training, and Recruiting Services firm..
Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measurable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs.
Thursday Oct 25, 2018
Sherry Benjamins: Build a Strategic Plan to Avoid Costly Hiring Mistakes
Thursday Oct 25, 2018
Thursday Oct 25, 2018
Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world!
Today's Quote:
“Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.”
― John C. Maxwell
Show highlights:
- Why you hire poorly
- A structure to build a strategic hiring plan
The problems with a reactive hiring process (why you can't hire):
-
- Transactional
- Paying too much for people
- Not solving a problem
- Your company is just a paycheck
- High failure rate
- 67% of people earning $100K+ plan to make a job change in the next 12 months.
- Companies in React mode all the time
- Forecasting recruiting like you forecast your finances
Creating a Strategic Plan for Talent
Five elements you must have to develop a solid strategic plan:
- 1) Define your value agenda –
- what is the source of value in your business? Is it in operations
- How you structure the teams,
- Where the highest value resources are in the organization?
- How are you dealing with automation, big data, AI, innovation, customer satisfaction.
- 2) What is your leadership agenda?
- Do you have the right people in the highest impact roles
- 3) Strategic priorities –
- what is the hottest priority for success given where the value will be most critical?
- Does the leadership team agree on these?
- 4) A Winning culture – with this focus, is everyone ready and believing and behaving in what it takes to win?
- Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain
- 5) Road map
- Specific & Actionable… Need to get some early wins
- Send a message to the organization
- Accountability & results
Ricks Input:
- Know who you are- Company values
- Break down the work that needs to be accomplished & timeline
- Establish Performance metrics 90/180 day
- Establish Interviewing strategy and process
- -Closing the hiring managers and candidates for mutual success
Sherry Benjamins has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business.
Sherry is the President of S.Benjamins & Company. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions. Her experience includes work in the HR corporate world, P&L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.
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 Sep 06, 2018
Thursday Sep 06, 2018
Founders need to build the cultural foundation before building the product! Building the right team is more important than just any team.
Today's Quote:
“Alone we can do so little; together we can do so much” ― Helen Keller
Show highlights:
- The importance of taking the time to select the right team
- Recognizing the team challenges
- How to set the right foundation for building a great team
Challenges we see with teams:
- What you really need in a team...Taking anyone is not the right thing to do
- Hiring anyone or for skills dramatically increases the likelihood of failure.
- Founder need to develop their muscles to make smart hiring decisions
- The foundation- transparency & culture
- Purpose- What's in it for me?
- How and who makes decisions?
- Most importantly, How does the team solve problems?
- Develop the EQ to have the difficult conversations
Framework for Building the Right Team from the Beginning:
- Establish mission, vision & values (as a team)
- Communication standards
- Foster transparency
- Business Model Canvas (product driven)
- Establish process
- Define who you are BEFORE you make your first hire
- Only hire people who mirror your core values and align with your vision
- Great things often come out of conflict
Takeaways:
- Culture first
- Transparency
- Hire people who will take you where you want to go
Melinda Kim is the Executive Director, co-founder of PeopleSpaceOC, an incubator and workspace located in Irvine, Ca. She is a proven executive/entrepreneur who facilitates collaboration and innovation between developers and business entrepreneurs from around the world.
Aside from her responsibilities, Melinda is also a Startup Weekend Facilitator and NASA Space Apps Lead. She specialize in Statistics Driven Product Analysis, Business Strategy, Growth, Community and Social impact.
Thursday Aug 23, 2018
Matt Charney: “Me Too” Messaging Does Not Attract People to Join Your Company
Thursday Aug 23, 2018
Thursday Aug 23, 2018
It all comes down to your messaging in everything from your job descriptions to how you contact people. Today we are tackling this issue!
Today's Quote:
"Words empty as the wind, are best left unsaid" -Homer
The problems with messaging, specific to recruiting
- Hard part is getting a response
- How to not be boring
- *** Messaging.
- Pure copyrighting... translating HR speak into people speak
- Getting your message right
- Job Descriptions are taken from compensation documents - messaging is not getting people to convert
- why?
- Positioning
- zig when everyone else zags. learning agility.
- Move in the opposite direction
- Key is getting someone to opt in to communication.
- Client: the two most effective searches were billboards & radio.
- Another was linkedin.
Framework for fixing your messaging
- Marketing perspective
- Turn hr speak to plain English.
- Targeted messaging. *** 1 shot to attract a person.
- crafting 121 communications.
- Headline & lead matter most... read the first 140 characters.
- Topic header- Twitter
- Text messaging - sms automation tools!
- Use of Humor
- ***Opening a wound
- Performance metrics
- The actual content of the work (Uniqueness)
- Call to Action
- Pick up the phone and call- differentiator!
- Managed perception on both side
- Tools: Spokeo, Icims, text recruit
- Takeaway- volume is not a good thing.
- Talent trends are real
Matt Charney is the Executive Editor and Partner for Recruiting Daily and the Chief Content Officer at Allegis Global Solutions, the largest staffing and recruiting firm in North America. Matt focuses on the intersection of human capital and technology; his blog, Snark Attack, was named one of the top 20 business blogs in the world by WordPress, and his work has appeared in publications such as The Wall Street Journal, Wired.com, The Harvard Business Review, Outsourcing Magazine, HR Magazine.
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.
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 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.
Thursday Jun 07, 2018
Thursday Jun 07, 2018
Picking the right recruiter partner is not easy. Today’s episode is all about the different options available and how to find a search firm who has your company’s best interest at heart. Start by establishing the following.
Show highlights:
- Defining & understanding your company - values, culture, & plan
- Expectations of your team, company goals, needs
- How to evaluate a search firm and chose the one that best fits with your organization
Begin with the root of where we should start. As a company, who are we?
- Company’s core values
- Culture
- Plan for success
Understanding your Company’s “Needs” and defining expectations:
- Needs vs. Wants - your company needs trump ego
- Speed vs. quality
- Recruiting mentality Driver vs. Order Taker
Determining the best type of search for your specific needs:
- Staffing
- Contingency
- Retained
- In House
How to pick the right recruiting partner:
- Process
- Cultural & Business understanding
- passion
Tom Chaparro is the Executive Vice President and General Manager of The Newport Group - Executive Search Consultants.
As EVP & GM, Tom is responsible for firm-wide management of day-to-day operations and quality control, as well as providing leadership and training to managers and staff.
Mr. Chaparro combines deep, hands-on expertise in a variety of verticals, with an uncanny business insight for the international marketplaces in which his business partners operate. With proven executive search experience, and an unmatched knowledge of the real estate development, construction and oil & gas industries
Thursday May 24, 2018
Thursday May 24, 2018
Is your benefits strategy the right one to land great people? Highlights discussed on the show:
- How Benefits drive Retention
- Effective vs. Ineffective benefits
- How Benefits can help land Talent
How benefits drive retention
- Hard for employees to leave when employers demonstrate the value. Employee feels like they can not get as good of a package somewhere else.
- Total compensation statements- powerful tool
What benefits are Effective? Ineffective?
- What people expect & at what level?
- Strategy for different company sizes
- Botique benefits- pet insurance, Financial well being.
How do benefits help land talent?
- Reduces days to fill
- Impact cost to hire associate
- Strong release pitcher role.
- Medical needs
Ron Herrera is Vice President of Consulting Services with the Precept Group, a national employee benefits consulting firm and insurance brokerage. Precept offers a variety of services including health and welfare consulting, health management programs, benefits administration and technology, retirement plan services and more.
Ron partners with employers across the United States to reduce healthcare expenditures and stimulate organizational culture. Prior to joining Precept, Ron led Human Resources operations in Vice President and Director roles with multiple healthcare organizations.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday May 17, 2018
Richard Franzi:Unintended Consequences Of A Poor Hiring Process
Thursday May 17, 2018
Thursday May 17, 2018
Bad hires are the negative effect of a unstructured hiring practice and will manifest itself in the performance of your company. So how do you minimize the risk of bad hires? A hiring structure needs to be in place to drastically increase the chances of making a great hire.
Show Guest:
Rick Franzi is the Founder & CEO of Critical Mass for Business. He is the author of the best selling book “Killing Cats, Leads to Rats” -Mitigating the unintended consequences of Business Decisions.(Amazon.com)
Rick currently chairs CEO Peer Groups® throughout Los Angeles and Orange County, CA through his partnership with Renaissance Executive Forums. He is the host of Critical Mass Radio Show & Podcast here on OC Talk Radio.
He is a nationally recognized thought leader on the power of peer learning for CEOs and business executives. Rick's work has been featured in national media forums such as Forbes & Inc.com
Topics covered in “unintended consequences”:
- Symptoms
- Diagnosis: the disease is not Hiring with a process
- Secure Model for Hiring
- Prescription
What are the symptoms (issues)?
- Company’s hire for Skills
- Winging it
- Asking the wrong questions
- Down hiring
The diagnosis: disease is not having a hiring process. Why?
- Repels great talent (unstructured is unimpressive)
- Unstructured interview (only a 6% chance of making the correct hire)
- Bad hire will infect 30% of the people around that person - drop in performance
Prescription/solution - implementing the SECURE Model
- S stands for slow down the decision-making process.
- E stands for expand your knowledge.
- C stands for clarify the desired outcome.
- U stands for unify the team
- R stands for retain control of the process.
- E stands for ensure you stay outcome focused.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday May 10, 2018
Thursday May 10, 2018
True transparency maximizes trust and enables a company to thrive! Vincit promotes proactive leadership and a bottom up leadership approach. The results: a rediculously successful business with no attrition and incredible engagement and productivity.
Episode highlights:
- True Transparency- what it looks like to a company that is thriving
- Proactive leadership
- How this structure attracts outstanding people!
Explain what transparency looks like in you company
- Publish Salaries openly- colleagues nominate for raises. Twice a year
- Satisfaction guarantee for new employees. Pay people to leave within first two months
- Eliminated middle management
- Company credit card
How does transparency Maximize Trust?
- Bottom to top approach to leadership - focus on listening and reacting. Leadership as a service- created a platform. LaaS
- Increase Management workload? - lowers load because you are not predicting situations to handle situations. Individualize the model. People end up managing themselves
Transfer into your hiring process?
- What do they do in hiring?
- Screening to eliminate the mediocrity? they test interviews in teamwork based situations.
- Look for collaboration, skills and cultural fit. Have to be able ask questions, “having dialog”
Results?
- Attrition
- Engagement
- Productivity
Ville Houttu is the Founder and CEO of Vincit California, Inc. Previously, he helped to take it public in Nasdaq First North marketplace. After the IPO, Ville moved to California to start Vincit’s local subsidiary. During the first year of operations he built a team of 20 developers in Irvine and acquired OC’s hottest digital branding agency, XTOPOLY. The team operates in Irvine and Palo Alto, where they help companies such as Logitech and Yamaha to develop their mobile apps and digital services.
Ville is passionate about creating lean working environments and scaling operations without creating policies. He is also one of the few Ironman triathletes who plays steel guitar on several albums on Spotify.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Friday May 04, 2018
Friday May 04, 2018
We all have unconcious bias. It is important to recognize and identify them, especially in the workplace. When we acknowledge these biases, then they can be eliminated in the interview process, creating smarter hires for your business.
Episode highlights:
- What Unconscious bias is
- How to acknowledge it
- Eliminate it from the hiring process
What is Unconscious Bias?
- Relative to gender, race, age
- We all judge but the key is not to pass judgement until…
- Unconscious (or implicit) biases are learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behavior
How do we recognize and identify our bias?
- EQ, Self Awareness
- Roots
The value of Bias in the workplace
- Diversity in thinking
- Leverage Enlightenment
How do we Eliminate Unconscious bias from the interview process?
- Understand the value around bias in the workplace
- Harvard Business Review:
- Seek to understand- “Organizational conversation”,
- Job descriptions- perception words, gendered words-balance:”build and create”
- Blind resume review- ignore the name
- Accomplishment focus
- Structure Interviews
- Value fit
- Diversity goals
Chris Steely is the Managing Director of GPS Business Group. He is a transformational business leader, author, trainer, and business coach, who has trained thousands of business leaders worldwide on how to refine and apply optimal capabilities to their business. Chris focuses on delivering business effectiveness services to clients across the globe. He’s co-authored two books, and has been featured as a business expert on countless international stages.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Apr 26, 2018
Thursday Apr 26, 2018
Insights on Proper Interview Communication and the ways to incorporate them effectively for the Hiring Process:
- What are the broken issues in the Interview communication
- Fix the crucial areas
- Utilize Solutions and Tools that are available to enhance communication and overall candidate experience
With all the technology & tools available, Why is this still a problem today?
- We try really hard to take out the human element from the process
- Lost art
- Transactional
Where the challenges lie
- Recruiter & Interviewee
- Recruiter & hiring manager
- Interviewee & hiring manager
Forms of Communication & Issues
- Video interviewing vs phone interviewing, Video cons: implicit bias
- Chatbots- engagement /screening tool
- Text messages
How do we make interview communications effective?
- Recruiter & Interviewee
- Recruiter & hiring manager
Tools
- Interview Data/Evidence
- Remember your Conversations
- Reduce misinterpretation and bias
- Remove redundant interview steps
- Other Tools:videos, Chatbots
- Technical tests
- Take home tests
Nick Livingston is CEO of Honeit Software. He has been scaling recruiting teams and companies in San Francisco and New York City for 15 years. Nick started his career as a technology headhunter in NYC. After a successful IPO at TubeMogul (now Adobe) while attending business school at UC Berkeley, he co-founded Honeit Software to rethink interview communication and simplify the hiring process. At MTV, Nick was the Recruiting Director responsible for digital media and interactive technology talent. Nick worked at HR Technology companies Taleo and NextSource. He received his MBA from Berkeley, with BS in Applied Mathematics.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Apr 19, 2018
Todd Raphael:Hiring Practices That Are Driving Great People Away From Your Company!
Thursday Apr 19, 2018
Thursday Apr 19, 2018
Companies complain that they can’t find people yet they do a lot of alienating of potential hires through their actions. Identifying and fixing what drives people away in each stage of the interview process, looking at data of where the best hires are produced, and learning the trends in the Industry will increase the pool of better candidates for your business.
Episode highlights:
- What drives candidates away?
- How do we fix these issues
What drives people away?
- Job description- selfish, not engaging,
- First contact - too selling job focused
- Interview - prepared, structured, Format
- Follow up process
Hurdles in Applicant tracking systems/Interview process
- Tests
- Missing human connection
Job boards are getting less traction
- Evolution of video interviews & ai… matching
- Candidate experience- cannot do @ scale
- Automated process & gaming
Look at your data. Where are the best hires produced?
- Changing the mix of were you recruit. *do the opposite of what you are doing now!
- Job ads- alienating people….need to Engage people, *contact & follow up
- Blind resumes? *eliminate bias
- Messaging- party environment
- Getting past bias
What needs to be fixed?
- Job description
- First contact
- Interview
- Follow up process
Trends in the Industry
- What’s working & What’s not
Todd Raphael manages global publications and conferences for ERE Media, a global community of recruiters and others in the talent field. He has appeared on Sirius XM, VoiceAmerica.com, Wall Street Journal, Time, Forbes, and more.
Todd was named DevSkiller's 2016 "50 Most Game-Changing Influencers In Recruitment." Named Glassdoor's "2015 HR & Recruiting Thought Leaders" and HR Examiner's "Top 100 Influencers" list in employment/human resources and its top 25 Online Influencers.
He was listed on Mike Vangel of TMP's "60 Or So True Influencers In Social+Mobile Media and/or Recruitment."
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Monday Apr 16, 2018
Monday Apr 16, 2018
Brenda Diedrichs, Chief Human Resource Officer and Hilda Gracia, Employee Relations Analyst of County of Orange
Monday Apr 16, 2018
Monday Apr 16, 2018
Ryan Logan, Certified Financial Planner & CEO of RAL Financial & Insurance Services
Thursday Apr 12, 2018
Thursday Apr 12, 2018
Leisa Reid: The 3 Keys To Transformation For Yourself And Your Business!
Thursday Apr 12, 2018
Thursday Apr 12, 2018
The 3 keys to transformation and how to apply them for success:
-Understanding of yourself (past)
-Awareness (present)
-Compelling vision (future)
Leisa Reid is a presenter with Productive Learning, a boutique personal growth company founded in 1992, and has trained thousands of people on the power of the mindset. After 20+ years of Management, Sales and Executive Leadership, Leisa dedicated her life to assisting others invest in their personal development. Why? Because she personally experienced the powerful results as a client of Productive Learning. She loved the company so much she joined them in the pursuit of living an extraordinary life.
Leisa is also the Author of the book “Manage to Success: A Guide to Cultivating Happy & Productive Employees” (Amazon.com)
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Apr 05, 2018
Thursday Apr 05, 2018
It is important to have a proactive talent strategy when planning and building your pipeline for your hiring process. Know when and how to tap into the pipeline. Developing a solid foundation, always recruiting by using your referral resources, and utilizing the tools and changes that companies can make promotes successful hiring searches.
Show Guest:
Ken Schmitt grew up in an entrepreneurial household with a father who was a Jack in the Box franchisee for 25 years, and a mother who left the accounting world to become a real estate agent. After spending 9 years working for a local boutique firm and one of the world's largest Executive Search firms, Heidrick & Struggles, he launched TurningPoint Executive Search in 2007. The past two Years, TurningPoint has been ranked one of the Top 150 Fastest Growing Private Companies in San Diego (SDBJ).
Ken is also the Founder and CEO of the Sales & Marketing Leadership Alliance (SMLA), and the annual Sales & Marketing Leader of the Year Awards (SMLYs). Ken is a thought leader in executive search and takes a high touch, concierge-style approach to placing first class talent. Which makes him the perfect guest for today’s topic! He is the Author of LinkedIn Hiring Secrets for Sales and Marketing Leaders. (Amazon.com)
Episode highlights:
- The importance of a proactive talent strategy
- Building your pipeline
- When & How to tap into the pipeline
The Why… Process is Reactive
- Starting at Ground zero (Avoid reinventing the wheel with each new search)
- Pre plan questions
- Organize- time, pace, resume/profile
Foundation - Developing The Plan
- Proactive mindset
- Always be recruiting (ABC….)
- Consistent message, not being transactional
- Look at recruiting as a revenue generating or sales process.
Building the pipeline. Always be Recruiting
- Employee referrals
- Industry leaders
- Top performers
Tools & Tweaks that companies can make to succeed
- Simple spreadsheet on excel
- Poor job of mining their own data.
- Someone owning the process.
- Employee referral program- on going notification
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Friday Mar 30, 2018
Friday Mar 30, 2018
What is needed to attract investors, the importance of a team, and how to enagage the right people for your company. Develope a plan that will scale. Hire the needed technical, marketing and leadership expertise to raise capital and to build the business.
Episode Highlights:
- What is needed to attract an investor
- The importance of the team
- How to attract and scale your team
The Foundation - What really needs to be in place to attract seed round investment?
- Pick up 1-2 key customers with a working prototype
- Seed round: Have team, some customers, some revenue, working model. & need funds.
What is typically the right scenario for a TCA investor?
- TCA- a 20-40% small percentage are open for execution delivery role.
- *Understanding, awareness & belief
What is the biggest hurdles you see from entrepreneurs?
- Giving up equity is often the big issue.
- Angel members open to teaming up as a co-founder.
Building the Team - How do we attract the right person?
- Resources
- How to scale a team. Long term engagement, needs of the business.
- Operator, needs to give up “control”.
- Use advisors to vet talent, first reluctant to bring in the help.
Scale
- When to start?
- Evaluation & Planning
- Analogy of championship sports teams- key pieces of the puzzle but not all the right pieces at the right team.
Hicham Semaan is an experienced CEO, GM, senior executive, angel investor, senior, and board member to CEOs, management teams, private equity, startup companies. He is a respected leader with strong vision, value creation, turn around, and acquisition expertise, and has successfully grown and exited businesses. Hicham is considered an expert in the technology, education, and real estate industries and has been a featured speaker at several industry events.
He is the newly elected Tech Coast Angels-Orange County President and has received the “Excellence in Entrepreneurship Award” from the OCBJ and was recently named “New Investor of the Year” by Tech Coast Angels.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Mar 22, 2018
Thursday Mar 22, 2018
All interviewees should be treated with the same positive hiring experience, rather they be an active or passive job seeker. When you eliminate pre-judging and biases, build rapport, and follow up with your candidates, it creates positive results: brings the truth, leads to referrals, and produces positive reviews.
Episode highlights:
- How to treat all candidates
- Contact & Feedback
- Results
What is a Active job seeker vs. a Passive job seeker?
Why do we treat an active job seeker and a passive job seeker differently? What are companies missing?
- Eliminate: Pre judging & Bias
- The Resume… laziness by not calling. Leads to referrals if not a fit.
Why no feedback when I apply to an ad?
- Eliminate: Pre-judging & Bias
Act as if you are the candidate… Process for relationship building.
- Looking for value in the conversation.
- Follow through… set timeline, being considerate
Results
- The truth
- Referrals
- Positive feedback (Glassdoor)
Deborah Kantor is the President of Kantor Sales Associates. She has mentored and trained countless sales professionals in her four-decade-long sales career path. Deborah has been a student in every aspect of the sales cycle, from prospecting to close, and in the building of trusted partner relationships along the way. She has been a top performer in the staffing and real estate industries prior to her current coaching/training business. Beyond the sales skills necessary to open doors, Deborah is passionate about knowing how to present VALUE PROPOSITION, and communicate the WHY.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Monday Mar 19, 2018
Monday Mar 19, 2018
What should a proper Interview Structure should look like, how to Prepare and Plan the candidates for the Interview, and the right way to Execute the interview process. Having the right hiring structure will audition the interviewee for the company's cultural fit and determine those that may or may not be congruent to your organization's core values.
Episode highlights:
- What a proper Interview Structure should look like
- Preparing & Planning for the Interview
- How to Execute an outstanding interview process
The Foundation - How should an interview be Structured?
- Timed with a person leading the process
- 3-5 individuals, auditioning for cultural fit
Preparation
- Pre plan questions
- Organize- time, pace, resume/profile
What does an interview plan look like?
- Share the plan with the candidate before hand
Executing the Interview
- Alleviate the pressure … keep congruent with your environment
- Conversational
- Knock out questions
- Testing & digging
- Wrap up… set timeline
Checking References & Referrals
- Challenge the white space
Scott Kuethen is the CEO at Amtec, Inc., a professional recruiting organization specializing in placing professionals in Contract and Regular-Full-Time positions with companies ranging from small entrepreneurial start-ups to the fortune 100. He is an avid teacher, and writer in the areas of talent acquisition and selection, organizational planning, and business management. Scott’s life purpose is helping people find meaning in their work.
In his spare time, Scott enjoys photography, SCUBA diving, swimming, drone flying, and other activities that keep him young-minded.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Mar 08, 2018
Thursday Mar 08, 2018
A 5x tech entrepreneur and his unique approach to hiring great people for his companies, using the 3 C’s: Culture, Capacity for Mastery, and Craft. Utilizing this interview methodology can take your company from good to great!
Episode highlights:
- What the 3 C’s are?
- Apply this methodology to your hiring for your company
A really unique approach to hiring, the 3 C’s
- Culture: Values- evolution of culture, Ethos (montrose), Traits
- Capacity - critical thinking & problem solving skills
- Craft- skills (not defined by)
How to apply this methodology
- Narrative arc interview
- White space interview
Jordan Ritter is an accomplished entrepreneur and technologist, having co-founded several companies including music company Napster, messaging security platform Cloudmark, labor-as-a-service platform CloudCrowd and most recently, personal digital search engine Atlas Informatics. He also served as the CTO of entertainment company Columbia Music Entertainment, as well as fan interaction platform Zivity. Jordan is also a regular open-source contributor, having authored free software commonly included in modern Linux distributions as well as Windows software licensed by Microsoft. Several of his projects have been featured in well-known publications and books, and incorporated into University-level curricula.
His works have won numerous nominations and awards spanning across Comdex, DEMO, SIIA, PC World, PC Magazine, and WIRED. Jordan speaks at technology conferences around the world on topics ranging across entrepreneurism, startup culture, AI, computer and messaging security, and the music industry.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Mar 01, 2018
Jean Latu: Fractional Leadership As A Viable Option In Building Your Business!
Thursday Mar 01, 2018
Thursday Mar 01, 2018
The benefits of fractional help in your organization. Fractional work can bring important value while companies are experiencing change, such as a new leadership, merger and acquisition, or a resignation. Knowing when and how to engage a fractional person will provide the solutions needed for your company.
Episode highlights:
- What is Fractional - High end Temps!
- When & how to engage fractional help
Jean Latu is the Founder & CEO of Ingenio Solutions, a consulting firm focused on accounting and finance. She leads a talented team of experts in finance and accounting who work with clients to solve problems, create efficiencies, and improve the bottom line.
Jean has worked on projects for companies like CarrAmerica, Coldwell Banker, and Marriott as a consultant. She joined Jefferson Well as a Director of Finance Operations and led their finance and accounting practice. She grew the practice to 40 consultants from 5 and increased annual revenues to $10M from $1M in 3 years.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.
Thursday Feb 22, 2018
Thursday Feb 22, 2018
How to use analytics tools to first understand the role you are needing to fill. The importance of placing the right language to attract the right person to your job description. We share a format to make your company stand above the pack in impressing and engaging passive talent!
Robert Curtis is the Founder and CEO of Alpha Quantix, a leading provider of people analytics, metrics, performance solutions, and consulting and training. Alpha Quantix is a certified partner with Predictive Index. Robert actively engages business owners and senior management, both direct to management and jointly with industry-specific consultants, in a variety of capacities focused on: hiring the best people, developing employee engagement and delivering employee performance, and generally shaping organizational culture to help companies be the best they can be.
Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.