#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 May 16, 2019
Angel Iscovich: Routine Hiring is Great for Business!
Thursday May 16, 2019
Thursday May 16, 2019
We are hard-wired to follow a routine. This is why we perform certain tasks better throughout various times of the day. So designing your hiring routine to follow a person's optimal performance is crucial making the right hiring decision.
Understanding and evolving your personal and company routines are vital for attracting talent!
Today’s Quote:
"Celebrate life in all its glory - challenge yourself to let the routine sing, and the new dance." - Maximillian Degenerez
Guest Bio:
Conventional wisdom suggests the best way to navigate our noisy new world is to accept change: Open up to novelty. Go with the flow. Embrace the relentless pelting of content minute by minute. Dr. I. is here to say this is not the best way to journey through our lives — and in fact, may go against our very nature.
Dr. Angel Iscovich is the President of Inflexion, LLC and the Author of his new book: Routineology: the Art and Science of Routine. Find out more on his web page www.angeliscovich.com and Routineology for Instagram and Doctor I on Twitter.
The crux of Dr. I’s book is that humans not only require structure, they thrive in it. From the womb to the tomb, we create and recreate numerous dynamic “Time Bubbles,” offering us meaning, fulfillment, and purpose. He is excited to show how implementing routine in one's life can lead to better, health, joy, and fulfillment.
Show highlights:
- The science of a routine
- Benefits and negatives of a routine
- Build a strong routine into your hiring practice
Problem:
What is a routine and why does this matter?
The science of a routine
- We are wired for regularity
- Change is not necessarily good for us.
- Routine is boring because you are doing the wrong things, wrong habits
Leadership
- Importance to develop regularity, routine & structure
- Routines become rituals and rituals drive the culture of the company
- Doing things regularly enhances performance
Solutions:
Personal Routine
- Make a routine of spending 45 minutes alone - reflecting
- Turn off the data, social media
- Especially if you are being creative or making a big decision
- Wired to regularity: being smart about what we do and when we do it
- Knowing your Circadian rhythm
- Technology is not able to replace Humanity, “Techmanity”, or how we are wired, is important in hiring talented people.
- Company rituals need to be re-engineered to meet the needs of the people
Interview & work productivity routine
- Task-related activity 8-10 am
- People Engagement 10-12pm (people are most social)
- Postprandial dip after lunch recovery time (task-related)
- Cortisol levels drop by 3 pm (Starbucks coffee, tea time) - Innovation time
- Least productive time - the body needs an energy boost
- Good time to meditate
- NOT a good time to interview!
- Great time for Innovation though... brainstorming
- Another hour of productivity 4-6pm
- Send people home at 3 pm and log on for another hour of work at 7 pm
- *Optimal interview time between 10-3
Rick’s Input
- Hiring routine with the purpose of being impressive
- Interview people when they are most
Key Takeaways:
- We are wired for Regularity and our unique Routines in themselves give us meaning and purpose.
- Our Circadian Rhythm provides us with when we are at our best and when we can be most productive.
- We need leaders to make for stable environments for our team members that create Routines, Rituals, and our Company Culture.
Thursday May 09, 2019
Lee Caraher: Boomerang Hires Knock Out All Others!
Thursday May 09, 2019
Thursday May 09, 2019
Is it a good or bad idea to hire former employees back? In today's job market, people may exit a company to experience life at a startup, change industry, or even go back to school. So why would you have a no-return policy?
Jack Dorsey left Twitter to found Square between his two stints as CEO of Twitter. And Steve Jobs was a boomerang hire. We need to start treating departing employees as future brand ambassadors, potential customers, hiring references, and even boomerang — returning employees.
Today’s Quote:
"There is nothing like returning to a place that remains unchanged to find the ways in which you yourself have altered."
- Nelson Mandela
Guest Bio:
Lee McEnany Caraher is the founder and CEO of Double Forte PR & Digital Marketing, a 15-year-old national agency that works with beloved and up- and-coming consumer,technology, and wine brands. An acclaimed communication strategist, Lee is known for her practical solutions to big problems. Lee has a reputation for building cohesive, high- producing teams who get a lot done well and have fun at the same time. She is a straight talker who doesn't hold too many punches, although she does her best to be pleasant about it. Her big laugh and sense of humor have gotten her out of a lot of trouble.
The author of Millennials & Management: The Essential Guide to Making it Work at Work, Lee based the book on her experience with epically failing and then succeeding at retaining Millennials in her business. Her second book, The Boomerang Principle:Inspiring Lifetime Loyalty From Employees, published in 2017, is a pragmatic and actionable guide to creating high-performing work cultures ready for the future (available on Amazon).
Lee is a popular guest expert on leadership, intergenerational workplaces, public relations, crisis communications, social media and integrated marketing. She splits her time between San Francisco and New York City, and puts her medieval history degree to work every day.
Show Highlights:
- What a boomerang hire is
- Why you should absolutely integrate this practice into your talent acquisition process
- How to acquire boomerang hires
Problem:
Why would you hire someone again?
- If they come back to you it means they liked it there
- Not going to hire them for the same job
- They will be even more valuable to your company the second time bring something of value to your company
- Take less time for them to come up to speed 2-4 months (up to 12 months for new hires)
- Boomerangs are the highest performing hires at google
- More than 45% of millennials say they would absolutely return to a former employer
What would make someone eligible for rehire?
- Anyone who leaves in good standing
- Building loyalty beyond employment
Rick’s Input
- Already familiar with the culture
- Boomerang trend pioneered by millennials
- Rehires are less risky-
- would not choose over someone outstanding (rockstar)
- The decision should be made based on the exit interview
Solutions:
Mindset:
Understanding why people left
- Take a long view
When they leave
- Be happy for them
- Never counter
- Ask “how can I help you?”
Steps to create a re-hire program:
Create a program or environment - keep in touch with the people who left on their own volition
- Set up an Alumni program (company run) facebook group (not a Linkedin group)
- Content engagement
Keep the universe up to speed with what you are doing….media relations
- Birthday card
- Share wins
Interaction… stay close to the universe of potential
Hiring- share new roles with the alumni group letting them know that hey can came back.
How is Onboarding different?
Rick’s Input:
- Why did people leave in the first place
- One survey found 70% of employees say job related training and development opportunities — or lack thereof — impacted their decision to stay at their job.
- Growth & training
- Leadership does not have their back
- Trust - transparency, communication, investment (not perks)
- Consider re-hiring people who left due to a poor leader (toxic executive)
Key Takeaways
- If we aren’t open to hiring former employees you are SHRINKING your potential talent pool of great employees
- Everyone who leaves you can hurt you or help you. Do everything you can to let them help you! Help you find new employees, help you spread the word, help you find good partners.
- Take the long view – your business will be BETTER all the way around if your employees are loyal to you – NOT because you pay them but because they WANT to. And then every time someone leaves the company you are actually GROWING your footprint not shrinking it.
Wednesday May 01, 2019
Mitch Balzer: Comparison Shopping has No Place in Your Hiring Process!
Wednesday May 01, 2019
Wednesday May 01, 2019
Not making a decision quickly is one of the biggest mistakes a hiring manager makes. Often the fear of making the wrong hiring decision leaves people in limbo and ultimately turns them off from working at your company.…....Wanting to see a “comparison candidate” is a clear indicator of a broken interview process!
Today’s Quote:
"Passion provides purpose, but data drives decisions." - Andy Dunn - CEO of Bonobos
Guest Bio:
Mitch Balzer is the Co-Founder & Executive Vice President of Agema Technology Inc, an Orange County based Professional Services focusing on enterprise business systems like Oracle and SAP, Virtualization, and IT Security. Since starting Agema in 2012 he has overseen many of the Fortune 500 clients in the Information Technology, Government, Insurance, Finance, Utilities and Oil & Gas industries ultimately delivering a 77th ranking on the Inc. 500. Prior to Agema, Mitch started his career with a national, publicly-traded technical services firm rising quickly through the ranks. In 2002 he helped start another staffing company driving revenue and delivering a top 100 Inc. 500 ranking before departing to cofound Agema. Mitch Balzer and Agema also hold a Secret Clearance.
Show Highlights:
- The Comparison Syndrome
- Why this is detrimental to your business
- How to structure your process to avoid this costly mistake
Problem:
Why is this important? FEAR
- Fear of a bad hire for a mid-level manager.
- Want to see another resume, comparison candidate
- **Making a decision on the hire - biggest mistake a hiring manager makes!
- Setting expectations- pre-commitment, you trial close a candidate (at least you should be) when you have them interview by asking will you take this job if offered? You need to do the same with the hiring managers, if a great candidate that fits X, Y, and Z comes in tomorrow can you offer them the job right away?
- Ham & Egg - one good resume with one the recruiter knows isn’t a great fit
- Resources
Why this is Bad for your business?
- Ramifications of waiting – time kills all hires
- Outcome - sent lesser people
- Prioritization of the roles – your openings will be a much lower priority whether its an external or internal recruiter
Rick’s Input
- Stalling the process kills Momentum, Interest & Engagement
- Result of poor planning
- Defining “WHO” is needed
- The reason you are unsure is due to the poor interview techniques/process
- Gathering the right EVIDENCE in the interview
Solutions:
How to Structure for a decision
- Who has the ultimate authority to make the decision?
- Disconnect in communication and should be involved in the process
- Clearly defined process. Get commitment to timelines on resume review, interview scheduling/process, and feedback and final decisions on a candidate.
- Feedback channel (ghosting)
- Pulling the trigger! Close, Close, Close
Everyone wants to go to heaven but nobody wants to die -Tom Delaney… you all want the best candidate but you can’t be afraid of making a decision.
- If you are not sure… try contract to hire or hourly w2 consultants
- Don’t treat people like everyone else. Keep it tailored to the individual
- As a recruiter or service provider ask your clients what turns you off and then make sure you don’t’ do that?
- Also, make sure you know how you can provide the most value to them.
Rick’s Input
- Mindset:
- Approach each person with Intention to Hire
- Only Choice
- Easier to say Yes than No
- Plan & Know what you need
- Structure the interview to surface:
- Cultural / Values alignment
- Evidence of transferable accomplishments/impact
- Skills
- Behavioral interview structure to make a data-driven decision
- Communicate: pace, timing & what happens next
- Unsure?... follow up call to address the issue (next day)
Key Takeaways
- The harsh reality is that all sales/hiring processes have a cadence. If you have properly qualified your target, and then stay within that cadence, there is a reasonable chance you’ll get to “yes.” But if not, you are almost certainly going to, eventually, get to “no.”
Friday Apr 26, 2019
Diane Lee: Interviewing Etiquette Brings Out the Truth
Friday Apr 26, 2019
Friday Apr 26, 2019
No longer can you, Mr. Hiring manager, get away with bad behavior in an interview and think you will be able to hire the person across the desk from you. When your offer gets turned down and you think it was because of a higher offer, know that was probably not the case. It’s you, not me!
Today’s Quote:
"Etiquette means behaving yourself a little better than is absolutely essential." - Will Cupp
Guest Bio:
Diane Lee is a foremost expert in providing professionals, specifically millennial workers, with the business etiquette best practices needed to successfully present themselves in the workforce. Diane founded Street Smart Etiquette in 2011 to empower millennials beyond the theoretical, offering hands-on workshops and individualized etiquette courses to help them master business soft skills, and ultimately achieve career success. She has conducted business etiquette classes on California State University campuses at Fullerton, Long Beach and Northridge, along with El Camino, Long Beach and Pasadena community colleges. Diane has been a featured speaker for many Los Angeles and Orange County community, civic and business organizations.
This venture builds on Diane’s successful career in journalism and business marketing. After graduating from California State University, Long Beach, with a degree in public relations and business, Diane made a career in Maui, Hawaii, where she played many roles in the hospitality industry and television, and was a freelance writer. In the consumer food product industry, Diane expanded the production and distribution of many Hawaiian brands throughout the Pacific Rim and western United States, and achieved millions in annual sales for her clients.
After relocating back to the Los Angeles/Orange County area in 2008, Diane found herself at the Disneyland Resort, where she discovered her passion for training and development in the Guest Relations department. That’s where the light bulb went off and the urgent need for interpersonal communication skills was identified. Diane earned her credentials as a certified trainer at The Protocol School of Washington, and is also a certified training designer through the Association of Talent Development (formerly ASTD).
Show Highlights:
- Why it is important to develop your interviewing etiquette
- Provide a checklist on what to do first
Problem:
Why is this important?
- The market is demanding it
- Evidenced by turn downs
How should you treat people in the interview?
- How do you get someone in the right mindset for your interview
- Get people comfortable
- Mindset: get the best out of the person by giving them the most
- Charismatic listing
- Good first impression & look credible
- Duschene smile - smile with your eyes!
- Offer a drink of water
- Be punctual:
- Discuss & contrast - 10 minute cutoff
- Story Bad experience:
- Kept waiting 45 minutes & had Dodger game on the whole time
Rick’s Input
- The people you are trying to recruit are the decision makers (Sellers Market)
- An accurate picture of what daily life is really like. Own your culture
- Be present
Solutions:
How does a hiring manager use Etiquette to their advantage?
Here is a checklist of what to do to maximize your interview experience.
- Greeting
- Personal presentation- etiquette is making the other person feel comfortable
- An air of credibility, one chance to make a first impression
- Remember the person’s name
- 5 minutes of small talk
- Ease the nerves
- Then get into the meat of the conversation
- Art of listening- leaning into the conversation
- Your Physical Cues
- Body posture, body language,
- 70% of people fail the interview due to lack of eye contact & smiling
- Charisma- everyone should walk out feeling like they really want to work for you
- Setting the person up for success - preparation, sending email re Parking.
Rick’s Input
- Approach each interview with Candor & Curiosity
- Hiring manager needs to set the example by being prepared
- No cell phone
Key Takeaways:
- Prepare for the interview, read & organize your info & questions. Check your personal presentation
- Make a genuine smile, positive body language, eye contact and active listening techniques automatic habits
- Get the most out of your time by ensuring the candidate is comfortable and you are relaxed & focused
- Set your candidate up for success with appt details, beyond time and place, such as expectations, as well as, traffic & parking tips to alleviate pre-interview stress
Thursday Apr 18, 2019
David Ferguson: Do Personality Assessments Create Lazy Interviews?
Thursday Apr 18, 2019
Thursday Apr 18, 2019
Do personality assessment tests really work? We are going to discuss the why, when & how to give assessment tests. Personally, I am not a big fan because they do nothing to develop the human connection which is so important in today’s hiring landscape.
Today’s Quote:
"Body language and tone of voice - not words - are our most powerful assessment tools." - Christopher Voss
Guest Bio:
Founder and original software developer, David Ferguson, was born into a manufacturing family by virtue of his father, the owner/operator of a fabrication job shop that still operates today. Now, with over 25 years of experience working in and writing software for the fabrication industry, David is considered an expert in the job shop arena. A sought-after speaker, he has consulted with numerous manufacturing companies around the globe, guiding them to become more efficient and cost-effective.
In the early 80’s, David created and sold his first computer program, Arrow Data Systems, a CAD/CAM system for the Apple IIe computer. During this time, he observed his father coming home late each night, only to begin the estimating process for his shop. David saw an opportunity to automate the estimating process using technology. As a result, the “Quote It” estimating package was born, becoming one of the leading sheet metal estimating packages in the world. Shortly thereafter, wanting to expand its capabilities, David developed the FabriTRAK Production Control Package. Over the years, it had been licensed to both METALSOFT and Amada America.
By the end of 2007, David had regained control of all FabriTRAK licensing agreements, completely re-wrote its production control offering, creating MIE Trak Pro. MIE Trak Pro is a state-of-the-art ERP system ideally suited to manufacturing businesses. It was designed to accommodate most production cycles and optimize the capabilities of repetitive, custom, quick-turn, and mixed mode operations. To launch his newly optimized program, he partnered with Don Clutter and founded MIE Solutions.
Since its inception, MIE Solutions has grown over 500 percent. In addition to North American sales and support locations, MIE Solutions operates offices in Australia, Mexico, New Zealand, South Africa, and the United Kingdom.
Show Highlights:
- Are personality assessments worth the time?
- What are the true results you can expect
Problem
- Personality Assessment Tests - Why should they be given
- Measuring against what you are looking for in a person.
- personality, Based on traits they think will be successful.
- Screening tool
- Do they damage the personal connection?
- Cultivate the transactional relationship?
- Create a lazy interview process?
- What if you are wrong about the traits?
- Judge against the company values?
Rick’s Input
- Assessments are not an identification tool
- The best tool is still a conversation
- Assessments are Transactional
- If used too early in the process, kills the human connection
- Personality traits do not ensure a successful hire
- Great to tell you how to manage after they have been hired!
Solutions
- Order in which tests should be given & Why?
- When should tests be given
- For skills, onsite after talking to a live human and engaged
- For personality, at the end.
- How should they be given
PXT test - cultural fit
Provides more confidence in the hire.
- Felt confident in a hire even though the personal side was not as clear
- Additive to what they feel they can do
- Flags people who give contradictory answers
Willingness to take the extra step has really amplified the level of quality and the people they hired
Results for David’s company
- Lower attrition
- Better employee treatment based on their understanding of the individuals
- Management tools for the tenure of the employee
- The exam is essentially the behavioral test?
Rick’s Input
- To Judge against a cultural fit, you must know your corporate values first!
- HUGE mistake - when company’s use it too early in the interview process.
- Must have a person emotionally engaged first
Key Takeaways:
- The assessment is just another tool in your arsenal
- If you are not comfortable with it, don't hire the person (rash decision)
- Don’t be rushed. Hiring is not an emergency
Friday Apr 12, 2019
Anthony Camacho- Sniffing Out Excellence When Hiring Salespeople
Friday Apr 12, 2019
Friday Apr 12, 2019
The average annual turnover in sales is 25 to 30%. That is the equivalent of hiring & training the entire Sales organization every 4 years! How do you know you are hiring a good salesperson? Why you look for evidence of success that is transferable to your organization. Today we are going to really help you sniff out the correct information to hire the right talent.
Today’s Quote:
"There are worse things in life than death. Have you ever spent an evening with an insurance salesman?"- Woody Allen
Guest Background:
Anthony Camacho is the Founder & CEO of Top Producer Factory. Having worked with start-ups to $40 million ‘small businesses’, Anthony is a sales and performance mentor to everyday entrepreneurs as well as Fortune 500 companies. He has personally cold called millions of dollars in sales, using techniques and strategies which he freely shares from the stage. A former Dale Carnegie Coach and certified sales coach through the Institute for Professional Excellence in Coaching, Anthony, 37, has 20 years of experience in cold calling, generating new prospects, bringing in new business, closing deals and managing sales teams.
Working with corporate clients, executives and small business rockstars; Anthony is currently on tour in the United States and Australia, delivering sales and leadership seminars and keynote talks.
Based in Southern California, Anthony – a father of four girls – is also a yogi, pursuing the lifestyle of Bikram Yoga in his downtime.
Anthony is the Author of 3 x best-selling books (Buy them on Amazon.com ») Anthony Camacho® has presented at more than 500 live events including TedEx style talks, workshops, seminars, Expos & industry-specific conferences. He has been a speaker/emcee for:
- Habitude Warrior Conference (Erik Swanson)
- Evolution Seminars (Matt Brauning)
- Free to Bounce (Paul Cummings Worldwide Enterprises)
- Guest lecturer (University of California, Riverside)
- Miss West Coast Beauty Pageant
- Corporate America including Fiesta Insurance Corp and Excellence Real Estate Empire
- REEMA Beauty Charity Events
- Various Chamber of Commerce
Show highlights:
- How to identify great salespeople
- How to sniff out the frauds
- What to do in the interview process
Problem:
How do we identify great salespeople
Both parties need to be prepared. The interviewee should be asking about growth, opportunity, and professional development. Rate people on the quality of questions they ask.
How they interview? No structured interview process. Sometimes they just want a body… mentality about hiring the right person… run on Turn & Burn. Companies don't consider how much how much they really lose by making the right hire. Ultimately, hurts the company morale and customer base. Referral hires - no shortcuts.
Managers take a Narrow view or let complacency set in
- Unrealistic High bar…. Looking for “rock stars”
- Status quo is a business killer
***Sales management -The reason bad sales hires are made, bad leaders hiring bad people. The biggest challenge is Mid-level Management. Mid managers are delegated.
*** Making people managers without training. How do I duplicate myself?
- Letting middle managers learn & grow… giving someone a shot. (hope strategy)
- Clarity on job description/expectations or even a clear compensation plan (not defined or clear)
- How they get paid…. They lose their enthusiasm
Is the C- level is setting people up for failure?
Rick’s Two Cents:
- Be wary of Stars!
- Research indicates an A player at one company doesn't necessarily transfer to another
- Train your leadership before they start hiring. I failed miserably when I was promoted to manager
- Test answers
Solutions:
What to do in the Interview process
- First prepare people & be prepared
- What to bring, and prepared questions to have for us
- Show the person that you are serious.
- Private office, punctual (preferred early),
- Observe how they present themselves, time frame.
Note: Starbucks & Denny’s are for MLM pitches.
What to look for: Anthony’s Ingredients of a good salesperson
- Integrity- trust with the customer
- Above and beyond in serving the customer
- prior job experience/history
- Loves door to door salespeople- most grueling job ever
- Manual labor- if they know how to sweat, making a phone call is easy
- Life goals, financial goals/aspirations = hungry for themselves
- Closing ratio/formula to make a sale. Day to day sales activities break down (know their numbers, how do you get to that?
Hiring Management:
- Promoting managers- good salespeople need to be trained to be a leader.
- Training received before becoming a manager. Time to learn before accepting the responsibility- learn how to delegate, motivate, lead
- Get a curriculum for leadership
- Companies managers/ not leaders
Rick’s Insight
- Focus on behaviors- Look for evidence
- Understand how customer relationships are developed
- Hire for core Values Alignment
- Cultural fit
- Look for transferable skills to provide growth opportunity
- Locating transferable skills requires creativity
- Training
Key Takeaways:
- Benchmarks •Know your closing ratio and understand the closing ratio for your team
- Desire •Does your sales professional and the team have a “BIG WHY” You can teach everything but you can’t teach desire
- Buy-in •Sell the objective to your sales team
Friday Mar 29, 2019
Special Event: Erik Huberman from TiECon SoCal
Friday Mar 29, 2019
Friday Mar 29, 2019
Erik Huberman, Founder and CEO of Hawke Media, Managing Director of Nest Equity Partners, and Operating Partner of Arrowroot Capital Management
Thursday Mar 28, 2019
Mark Angel: How to Hire, Build Process & Lead in a Distributed Startup
Thursday Mar 28, 2019
Thursday Mar 28, 2019
What are the biggest challenges in building a distributed team as a startup? Today we discuss how to Hire, build process and lead in a distributed model. We will learn that uncovering the right people hinges on the Individual's desire and their emotional intelligence.
Today’s Quote:
“Completing one another is more important than competing with one another." - John C. Maxwell
Show Guest:
Mark Angel is the CEO and Co-founder of Amira Learning, the company reinventing learning to read with AI. Amira is a rapidly growing, venture-funded startup bringing the first intelligent reading assistant into K-3 classrooms.
Mark formerly served as Chief Technology Officer at Renaissance Learning, where he led the R&D organization and worked on the two most successful reading apps in the United States – Accelerated Reader and STAR. He has worked for 30 years in the Silicon Valley as a CEO, CTO and General Manager for innovators in the realm of Artificial Intelligence and Natural Language Processing (Ernst & Young, Nuance, KANA Software).
Mr. Angel is the founder of three successful start-ups. He is a chief inventor on more than 10 patents in the areas of search.
Episode Highlights:
- The Story of the Challenges faced when building a distributed company
- 3 biggest issues you struggled with
- Tools & solutions that worked best for your team
Problem:
Challenges in Hiring a Distributed Team:
- Hire for the distributed model
- Learn to screen for people who are truly able to function in a distributed environment
- People not really self-aware.
- Build process around the distributed model;
- Challenge: creating infrastructure and culture of behavior to help people to collaborate
- Choices in tooling that turned out to be wrong
- Have to "servant-lead" for the distributed model.
What issues have we struggled with around hiring?
- Where they will Thrive!
- People are not self-aware around work mode…
- The focus seems to be around the technologies they want to use or the comp they want.
Discuss the Model
- Need to put the issue up front before people get excited about the rest of the story and fool themselves and consequently us
Core Values alignment
- We need to be conscious that some folks like talking/collaborating and for others, it’s not the most pleasant part of the day. We aren't going to change a leopard’s spots.
Creating a situation where there is a balance of work and not having too many meetings. Keeping people in a place where they are getting constructive work behavior. Getting that work done but also helping others to get the work done. People are happiest when you find the “groove”.
Rick’s Challenges
- An issue of Upfront Expectations alignment
- Continually ask “Why”
Solutions
What have we done about this?
- Put this issue front & center in the interviewing process
- Getting out of the skills-based mindset.
- Screening - needed to find people who are able to cope with the nature of the model.
- Intentional about the need for people who are wired to work in a distributed environment.
- -talk about the distributed issue up front.
- Hired a recruiting expert
- Learned to screen for being at least somewhat "outgoing" and "opinionated"
- "Servant-leadership" for the distributed model.
How do we manage work?
Baking collaboration into everyday environment. Tools like google suite/slack/zoom/github/atlassian -- basically emphasis is on creating the norms around the tools. Understand when they should be using the tools
- Slack, Zoom, Gmail suite, Google docs works really well, hangouts did not for them.
- tools around design thinking.
- Set of heuristics and norms around the tools.
Allow people Flexibility
What went right & wrong in the process?
- right -- took a "team experiment" approach
- right -- recognized they needed help & hired an expert
- wrong -- didn’t push hard enough to create norms
Rick’s first step
- Take the time to understand a person’s desires before you “Pitch” the company
- People will tell you what they want. You just have to ask.
- "If you could design your ideal company, what would that look like for you?"
- A company where you will Thrive!
Key Takeaways:
- Hire people who are self-aware - Hire for EQ & cultural fit first
- Experiment with popular tools to find the tools that “best fit" for your team
- Recognize you are fighting human nature and hire to overcome
Thursday Mar 28, 2019
Special Event: Beerud Sheth from TiECon SoCal
Thursday Mar 28, 2019
Thursday Mar 28, 2019
Beerud Sheth, Co-Founder and CEO of Gupshup
Thursday Mar 21, 2019
Ernie Basulto: Non-Verbal Clues to Discover the Truth in the Interview
Thursday Mar 21, 2019
Thursday Mar 21, 2019
Non-verbal communication and digging for clues to get to the root of who people really are. 93% of our communication is delivered non-verbally. Extracting the correct information starts with your openness and then observing how things unfold.
Today we are going to hone your ability to read people better in an interview!
Today’s Quote
"You don't have to tell me what your limits are when the decisions you make, your actions and body language says it all."
Show Guest
Ernie Basulto developed an early interest in cultural and human relations as he grew up in two separate countries. He was inspired by his father to develop the ongoing needs of the Hispanic workforce, and has done so by providing support and guidance to both business leaders and employees throughout his 26-year tenure in Human Resources. Ernie holds a Bachelor of Arts in Business Management from the University of Phoenix.
Recently, Ernie was a Senior Human Resources Business Partner at the 5th largest retail mortgage lender in the nation, and is currently the Director of Human Resources at Antis Roofing & Waterproofing. At Antis he provides leadership in all aspects of HR including hiring practices, establishes company culture, and guides employees to find their Purpose at work.
Episode Highlights
- How to build rapport
- Reading verbal and nonverbal cues (body language)
Problem
Focus on “Skills” clouds our vision so we misread people. Why is this such a problem? First, we need to get people comfortable in a manner that is congruent with your environment
- Open interaction
- Ask a Basic question: walk me through your resume to gather a baseline.
- Settle the nerves, get comfortable
- Observe & Mirror to build rapport
- Listening to them
- Experience questions where they tell him stories to evaluate thought process, how the person treats others, react under stress. You can tell a lot about a person by the way they tell a story
- Depends on the type of role they are hiring for.. Look for little signs, hints
- Example: story- stories focused on complaining about their company throughout the story. Pivot into what did you do to fix the problem. Tone of arrogance. He released him from the process and gave him the feedback.
Solutions
How do we structure the interview and what should we be looking for?
- Opening question to behavioral
- Company values, requirements of the position, Fit with the team (cultural fit)
- Hiring Manager > on occasion they meet with the team.
- So important at all levels, especially where you are exposed.
- Raising the bar on performance
Reading Body language
- What to look for?
- Depends on your culture/environment
- Positive body language
- Body Language flags
Rick's Points
- Be Aware of your own body language! Open & Positive
- Past nervousness, fear & discomfort
- Important to make people comfortable first
- Get past
- Mirroring- Unconscious sometimes
- person trying too hard to build rapport
- Shoulder movements communicate emotions
- Positioning & movement
- Uncertain or lying -slow rise - lack confidence
- Extreme behaviors- pay attention
Key Takeaways
- Observe & Mirror
- Get past the nerves
- Shoulder movement tells all!
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 Jan 31, 2019
Shannon Johnson: Having the Right Mindset to Get Hired
Thursday Jan 31, 2019
Thursday Jan 31, 2019
A great hire happens when Career & Hiring objectives are in alignment.
Now more than ever, people want to feel whole in their careers and personal development has taken the lead in the decision-making process. Today we are going to look at hiring from the Interviewee’s perspective.
Today’s Quote:
"The things that bring you the greatest joy are in alignment with your purpose" - Jack Canfield
Show Guest:
As a Success Mentor, Shannon Johnson's passion for people has been the common denominator of her success throughout her 25 year career in corporate America. Today she is founder of her company, Stand Out and Get Hired, inc...taking one of her most successful achievements in launching best-in-class products to market, to now, launching the most exciting product of all...our future leaders.
Shannon worked for leading Fortune 500 companies in the retail, staffing, and pharmaceutical industries. Holding positions in marketing, management and sales, she has always been attracted to innovation and addicted to influencing others to think differently and get better every day.
Her mission is to inspire ambitious, driven, college students to take action in preparing to embark on their careers where they will thrive. She knows that Everything is possible when you believe in YOU FIRST & take action!
Episode highlights:
- How to hire & get hired in the right role
- The 3 pillars to “Stand Out & Get Hired”
Mindset
- Getting your game plan together to successfully get hired
- Settling for a “job”
- How do you get the interview first?
Preparation
- Not performing at 100% in an interview kills your confidence
- Interviewing burns people out, then you lose momentum
- Emphasis on the Resume- important but not
- The resume is really a screening tool for the company!
Why is this important
- Being sold on the Mission!
- Bring your value and strengths to life
- Mastering the skill of interviewing
- Prepare for what will happen
- Practice- mock interviews
- Put your “Game face” on
How does a person/company stand out to make the right decision
- Know your values
- Your Why
- Target what you Desire
- Take Action
Shannon’s plan
- Building your Brand
- Expert in You… values, vision, strength building
- Strength dashboard- strength finder assessment
- Grow your quality network
- Linkedin network, utilizing, leveraging and maximizing relationships that already exist
- Sharpen your Interview Skills
- Skills to beat your competition
- Fundamentals: approach the opportunity, preparation (dress, execution)
- Interviewing is a behavioral test. (highlight stories around 10 different behaviors)
- Practice, follow up (stand out and be memorable)
- Be relentless with follow up!
Rick’s Input
- Identify target companies (no spray and pray)
- Utilize Linkedin, Separate yourself from the pack (rise above)
- Be pleasantly persistent & ask for the Interview
Key Take Aways
- Align with your purpose
- Take action to beat your competition
- Self Awareness, Grow your Quality Network, Sharpen your Interview Skills
Thursday Jan 10, 2019
Craig Weber: Interviewing for Conversational Capacity
Thursday Jan 10, 2019
Thursday Jan 10, 2019
Conversational Capacity is the ability to balance Candor and Curiosity under pressure. Critical elements to every entrepreneur and business leader who are building an organization. And yet this element is often overlooked in the hiring process.
The great news is, it can be taught!
Today’s Quote:
"The single biggest problem in communication is the illusion that it has taken place." - George Bernard Shaw
Show Guest:
Craig Weber is the author of the best-selling book, Conversational Capacity: The Secret To Building Successful Teams That Perform When The Pressure Is On (McGraw-Hill, 2013) and Influence In Action: How to Build Your Conversational Capacity, Do Meaningful Work, and Make A Powerful Difference (McGraw-Hill, 2019) (Amazon.com). He is also the founder of The Weber Consulting Group, an alliance of experts committed to helping people build more resilient, healthy, and agile organizations. He helps people and teams dramatically improve their performance by treating dialogue as a discipline.
He works with people and teams from such diverse organizations as Boeing, The Royal Bank of Canada, Kaiser-Permanente, PWC, The CDC, the Pancreatic Cancer Action Network, and Los Alamos National Labs. He’s also working with legislators in an expanding list of states to help them engage in more constructive policy debate.
Episode highlights:
- What is Conversational Capacity & Why is it important
- How do you interview someone and accurately evaluate their conversational capacity
- What our audience can implement today to hire & manage stronger
What is conversational capacity?
- Definition 1: Constructive, learning-focused dialogue about difficult subjects, in challenging circumstances, and across tough boundaries.
· Definition 2: The Sweet Spot. Where candor and curiosity are in balance. Open, honest, direct, yet open-minded, humble, and eager to learn. This is where the best learning occurs. Smart people working smart. - Elements / Communication Traits
- When triggered: MIN Low candor. WIN Low curiosity.
- Need the ability to remain balanced. Everyone struggles, but often in very different ways.
Why is it important?
- Defines teamwork. A team that can’t communicate when the going gets tough isn’t a team.
- Why good intentions are never enough: The gap between how people believe they behave bow they actually do.
- Work the issue on both sides: Hire for Attitude and personality (fit) and then build your team’s conversational capacity.
o Hire right, then create a “Conversational Code of Conduct” – clear behavioral norms; formal or informal– to align team behavior with organizational strategy.
How do you recognize and evaluate
- Evaluation of the process
- Well thought through the process
- Preparation emphasis- prep call beforehand
Interviewing for Conversational Capacity
- Locate evidence of past experience
- Personality Assessment
- Behavioral Interview - questions
- Tell me about a time you had to give negative information up the chain to your boss. How did you handle it? What did you say?
- With a colleague?
- To someone who you managed?
- Tell me about a time you were really wrong about something or someone.
- What was your family dinner table like growing up?
- Mock Interview!
- People can learn to converse in a more disciplined, balanced manner. There are skills.
- To be good at working in the sweet spot, everyone needs to do some work. If someone is UNWILLING to do that work, well, let’s just say there are some people you’d prefer were working for your competition.
- CCOC
Key Take Aways:
- conversational capacity needs to be on your management dashboard
- It affects every aspect of your organization’s performance from decision-making, to managing change, to running meetings, and implementing strategy.
- Hire the right people and then make sure you manage them in a way that allows them to bring their best work to your business.
- Get the right people around the table (ability to learn; right temperament, etc, and then build CC of team. Each person will have to do some work to stay balanced.
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 20, 2018
Christian Spletzer: Managing Expectations of Time to Hire Key Talent
Thursday Dec 20, 2018
Thursday Dec 20, 2018
After years of experience in the challenging world of executive search, Christian Spletzer founded Clockwork Recruiting to improve how search firms and their clients work together on retained search projects. He designed Clockwork to help recruiters demonstrate their consultative value to their clients at every stage of each project.
Prior to founding Clockwork, Christian worked as a recruiter and in operations at CT Partners, a Top 10 Global Executive Search firm. Previous to that, he worked within the Private Client Group of Merrill Lynch, and in an e-commerce start-up, 86.com, where he met his Clockwork co-founder, Jay Greene. Christian has a BA in Economics and a Juris Doctorate, and is a licensed attorney in NY, CT, and SC.
Today is all about Timing! Managing expectations for time and performance to make a key hire is more important than ever. The data is in and we are going to give you performance benchmarks of what your expectations should be.
Today’s Quote:
“If you are going to achieve excellence in big things, you develop the habit in little matters. Excellence is not an exception, it is a prevailing attitude.” - Colin Powell
Show highlights:
- The challenges and data to support today’s hiring challenges
- Measurement for performance and what a Great search looks like
Measuring your search performance
- Data from over 30,000 search projects
- Placement rate
- Days to Placement
- **Missing: Quality of Hire
- Key hires are taking an average of 123 days with a 71% placement rate on retained search
- People don't know how to pick a retained search firm. Most buyers of a retained search run off of bad data. No objective criteria to measure a search firm.
- Time matters- the longer it takes to get the seat filled, the shorter the ROI. Amazingly costly if a search fails.
- 22% failure rate
- Motivations may be wrong.
- The company is 50% of the equation in a successful outcome
Companies can go to:Benchmarks - Clockwork Recruiting
What good search looks like and how to choose the right partner
Detailed analysis
- Great- Average under 115 days and over 83% success rate
- Seniority
- Managers- lowest placement rate, 80+ days to place
- C-Level 130+ days, 78% placement rate
- Department
- Industry
- Region
- New York City - 60% success rate with longest days to hire
- Seniority
What to look for in a search firm
- Judge on time/success rate. Buy based on the experience and track record of success.
- Access to that information. Pick based on the one best suited for the search.
- Do not bet on the relationship only. Find the company with the track record- if you don't know where to look, you don't want to be sold. Getting more data before buying
- Track record
- Specialization in that particular department
- Inquire about Success rate/Stick rate: good hire vs. bad hire. Still around after a year, two years.
- Expectations: are very different than contingency search
- Meta data on actual projects. Who does it the best
- Hire the firm who brings value above and beyond just presenting candidates
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.
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 18, 2018
Nicole Washington: You Closed Your First Round of Funding, Now What?
Thursday Oct 18, 2018
Thursday Oct 18, 2018
Congratulations! You closed your first round of funding, what's next? To scale, you better have a plan, a structure and commitments for who’s on board.
Today's Quote:
“If you're trying to create a company, it's like baking a cake. You have to have all the ingredients in the right proportion.”
- Elon Musk
Show highlights:
- The importance of having a structured plan
- Stick to the plan
- Layout structural elements
Stick to the defined plan!
- Cause, Mission, Vision
- Should have an active pipeline ready to go
- Key positions in place, partners, hr strategy in place
- Hiring without compromise- values and mission driven alignment
- Investors should have dig into core company values and compromise levels of hiring
- Just a bunch of people winging it… you won't be able to hire right in today’s landscape
Create a team that investors will continue to invest in
- No, no’s
- Knowing the difficulty creating a team
- Hard for people to find a good technical people
- Don't hang out in the same places
- Setting Expectations & writing them down
- What happens when it doesn't work?
Structure… Have everything lined up!
- Company values in cement
- Define your Road map
- Set the stage for what happens next
- All documents & agreements in place
- Getting people to join before you have funding or a product
- Leverage university talent, students, - easier to get people to resonate with them
- Students: finding the ones who are doing research in your particular field
- Develop the relationship with the professors
- Reach out directly to the student *attractive to investors
Takeaways:
- Do not make compromises!
- Goals of the company first
- Hire with the end result in mind
Nicole Washington, Director of Innovation and Growth of OCTANe OC, focuses on engaging with strategic partners to accelerate the growth of early to later stage ventures and small to medium size business throughout the entire Southern California Ecosystem.
She currently serves as Chair of the Academic Committee and Trustee of the Board of Education for Samueli Academy. A (STEM) high school that delivers state of the art education to a large population of underrepresented youth.
Nicole is a member of the Ohio TechAngel Fund, the 2nd largest Angel Investor Network in the United States, where she served as the due diligence team, technology lead for several years.
Friday Oct 05, 2018
Kathy Dawson: Capitalizing on Current Employer Fails to Win Critical Hires
Friday Oct 05, 2018
Friday Oct 05, 2018
Are you shocked that your offer was turned down? Today, We are discussing the reality of the current hiring landscape.Spoiler Alert: It is ultra competitive and it is a employee’s market! We are going to teach you ways to capitalize on the current conditions and have your offers accepted.
Today's Quote:
“You can design and create, and build the most wonderful place in the world. But it takes people to make the dream a reality.” -Walt Disney
Show highlights:
- The current talent landscape
- Where your company is screwing up (why you lose great hires)
- Teach you how to take advantage of the current market to land great people
What is the current landscape:
- Unemployment rate
- All time low (3.9% in US)
- OC 2.9% -Mar 2018
- Job Satisfaction
- 51% people looking -all time high
- 71% disengagement
Where companies are missing the mark:
- Not understanding the person …. Just the demographics
- Job descriptions not in alignment w/ actual role
- Engagement with candidates
- Interviewing strategy and process…. It sucks!
- Closing is a transactional process
How do we take advantage of this disparity to dramatically improve YOUR ability to hire talent:
- Change your mindset
- It’s Not about you! -You are not that special
- Flip the script
- Making a person whole in their career
- Locate the Pain (Career Wound)
- Growth
- Content of Work
- Leadership
- Engagement of the candidate
- How You Represent your company
- 1st contact with the candidates
- -Interviewing strategy and process
- -Closing the hiring managers and candidates for mutual success
Kathy Dawson serves as Founder and CEO of Dawson & Dawson, Inc. She is the firm’s Nonprofit Liaison, and oversees the Executive & Retained Search, Temporary & Contract Staffing, and Business Development practices. She is a CSP (Certified Staffing Professional) with over 36 years of experience in the local and national market place. Prior to establishing Dawson & Dawson, Kathy served as a Regional Vice President for a National Search and Staffing firm. She managed 120 employees with revenues up to $120M while developing a forte in the search and staffing industry.
Kathy has had the pleasure of helping thousands of business owners hire the right employee at the right time. Her business approach involves a genuine understanding that every client is unique and every candidate is an individual. Her years of experience in making great connections consistently is a highly sought after skill. Her clients get to enjoy quality matchmaking at the highest level. Her hands on involvement and partnership approach makes her a sought after talent broker and business partner. What sets her apart is an innate ability to develop long-term growth oriented strategies to make lasting placements as though it is her own firm. She is a well-known speaker and trainer in the industry, traveling locally and nationally.
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 30, 2018
Chris Dyer: How to Analyze and Hire For Your Company Culture
Thursday Aug 30, 2018
Thursday Aug 30, 2018
Culture has a profound impact on company performance, often there is a disconnect between what management thinks the culture is and how your people perceive the culture. Most business leaders don't understand it so they are disconnected from their people. What is your culture?
Today's Quote:
“There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.”
– Richard Branson, Founder, Virgin Group
Show Guest:
Chris Dyer is a recognized performance expert. Constantly intrigued by what makes some businesses and individuals more successful than others, Chris has dedicated years of research to uncovering what drives productivity and profits. As a sought-after speaker and consultant, Chris works with leading organizations to help them transform their cultures to boost performance and gain an even greater edge in the marketplace. A certified SCRUM Master, Chris is highly adept at helping teams work through obstacles and find solutions quickly and effectively. He leverages this experience in all aspects of his work.
Chris is the author of The Power of Company Culture, which was released in 2018 (Amazon.com). He is also the Founder and CEO of PeopleG2, a background check company that has appeared on the Inc. 5000 list of the Fastest Growing Companies.
A passionate talent management enthusiast, Chris is the host of TalentTalk, a popular business podcast that features interviews with top executives about their strategies for hiring and promoting talent.
Chris strongly believes in community involvement, and he is active with a number of organizations. He regularly serves as a judge at entrepreneurial showcases and contests, such as Miller Lite Tap the Future. Additionally, he runs two book clubs for Senior Level and HR Professionals in Southern California. Chris also serves on the board of Working Wardrobes, a non-profit organization that empowers people who are overcoming difficult challenges, such as abuse or homelessness, to confidently enter the workforce and achieve self-sufficiency.
In his free time, Chris enjoys traveling with his wife and kids, and playing live music with his band. He resides in Orange County, California.
Episode highlights:
- Explaining what culture is
- How to analyze your culture
- How to attract the “right” people to your organization
What is culture?
- Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires.
- 7 pillars of culture:
- ****Transparency- the most important element of a GREAT culture
- *Positivity
- Listening,
- **Recognition
- Uniqueness
- Mistakes
- *Measurements terrible decisions are made because of lack of data
- The Weinstein Company vs. General Motors
- Every company has a culture, good or bad
Ways to analyze your company culture:
- Great team (according to Google)
- Determine what makes a success, what equals a failure and how do you deal with conflict
- Employee Survey -one question a week! Will impact the results
- How is the CEO messing up your job?
- Open your eyes!
- There is nothing wrong with having a bad culture (just hire accordingly)
Changing your culture:
- Exposing to the 7 pillars
- *Transparency- more you give the better off things are going to be. Holding information breeds bad ideas.
- *Recognition
- *Positivity
- Weekly improvement with a weekly survey
Embracing your culture:
- If you have a harsh culture, hire harsh people
- Plenty of successful companies with harsh cultures (Weinstein, Wall Street, *Kraft, sears, Xerox, Forever21 -Huffington Post
- Own it
- Amazon - Nice but intense, side of intense
- Not all cultures need to be serendipitous - They need to be honest
- Hire for fit into your culture
Thursday Aug 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.
Friday Jul 27, 2018
Friday Jul 27, 2018
According to Wikipedia, Gamification is the application of game-design elements and game principles in non-game contexts. Gamification commonly employs gamedesign elements to improve user engagement, organizational productivity, employee recruitment and evaluation, and more.
We are all used to being gamefied. In fact, our lives have been programmed to do things based on reward. Everything from our GPA to buying a new iPhone pulls from principles of Gamification. A lot of Companies Gamify pieces of the organization, mainly those associated with revenue. It is not commonly implemented throughout the whole organization, especially the operational side of the organization. Full organizational gamification has increased employee engagement by 92% and productivity is hitting record strides!
Today's Quote:
“The Game gives you a Purpose. The Real Game is, to Find a Purpose.”
Show highlights:
- Discuss the benefits of gamification to your business
- What's needed to gamify your company?
- The structure to implement gamification into your company
Why did your company decide to gamify?
- Our lives are gamified
- Isn't gamification a form of behavioral modification or conditioning?
- Skinner’s Radical Behaviorism or Pavlovian response
- Benefits to the company?
The gamification you use at iPlace. How does it work?
- Launchpad
- Customer, Employee & Company goals
- *Launchpad: each person earns a star each week for successfully completing tasks. Each week mini performance review- Agile sprint?
- 40 stars = pay raise, 120 stars promotion.
Why does gamification work in terms of Engagement?
- Build a culture of performance and healthy competition
- UNDERPERFORMERS CAN NOT HIDE
- Put management on auto pilot. Unscheduled leaves have declined over 93% since they have eliminated by escalations (they and all of team loses stars)
- Sets expectations up front
Hank Levine is the President and CEO of iPlace USA, which is widely regarded as the highest quality company providing professionally managed sourcing and recruiting services for US-based companies from India. Over the past twelve years, he has helped over 240 American companies establish offshore recruiting operations.
Hank spearheaded the development of a very innovative “company operations system” based on gamification. He was the keynote speaker last May at the StaffingTec conference where he spoke about how progressive companies are using gamification to scale their operations, align company and client goals, improve the health and wellness of their employees, and even eliminate performance reviews.
Friday Jul 13, 2018
Anita Kanti: Abolish the Resume!
Friday Jul 13, 2018
Friday Jul 13, 2018
A majority of the most talented people have terrible resumes. Why? Because they are busy making things happen!
Companies miss out on great people because they never make it past the resume screen. Automating the process and screening for buzzwords is just not an effective tool for finding the right people for your business. We are in the people business when we recruit. So, pick up the phone and judge based on your conversation and not the resume.
Today's Quote:
"Insanity is knowing that what you're doing is completely idiotic, but still, somehow, you just can't stop it."
- Elizabeth Wurtzel
Show highlights:
- Positive points of resumes
- Everything wrong with a resume
- Alternate solutions to resumes - solve the resume black hole
What resumes are good for:
- Contact information
- Career History
- The “white space”
What is wrong with the resume:
- Keyword dependent -wrong keywords or no keywords
- Designed to match with wish list of skills
- Too heavily relied upon in the interview process
- People lie
Alternate options to a resume:
- Video clips
- Video talent snapshot (resume) - Why is this a good idea?
- -discrimination bias?
- - how can a 1 minute video give you an accurate picture?
- AI
- Actual assessment - conversation
- Wound, Desire, Accomplishment
Effective use of a resume and how to identify great people:
- Just a tool, not a wall
- A guide to formulate skills based questions - Transferable skills
Anita Kanti is the Executive Talent Manager of Huawei Technologises. She is a global business partner and senior manager supporting executive leadership deliverables' for leadership talent acquisition needs for the US and China marketplace.
As both a motivational life coach and strategic talent manager, Anita Kanti offers progressive solutions to help her company and clients optimize their strengths and create a pathway of success. Anita is a proven expert in talent recruitment, both in leading corporations such as Broadcom Inc., and United Healthcare, as well as building a company of her own, Anita K Solutions. Anita K has combined her expertise in talent development and leadership with her training in motivational techniques to create a unique and effective life coaching philosophy.
Thursday Jul 05, 2018
Thursday Jul 05, 2018
Public sector VS private sector! We put on the gloves in an epic showdown of today's episode, to settle the differences and find out the better career option. Let's see who will come out victorious!
The 3 rounds for the undisputed championship:
- Round 1: Brenda - bashes up the logic behind joining a startup
- Round 2: Rick - negatives of the public sector
- Round 3: Each counter the punches from their opponent
Round 1: Why do you think it is silly to work for a startup?
- No career security
- Lack of stability
Round 2: Cons of working for the public sector (federal, state, county, city)
- Slow moving
- Not entrepreneurial, Doesn’t attract the strongest people
- Clamored with politics and red tape
- Ability to innovate severely limited
- Mediocre Pay / No Stock Options
- Not sexy… at all (unless you are an officer or firefighter)
Round 3: Counter Punches! Closing argument Evidence
- Pace
- Innovation
- Career Growth
- Challenging
- Compensation & Benefits
- Attractiveness- to attract talented people
- Engagement- the perception of each worker
- Brenda’s Knock out Punch! *Interview Process - You probably do NOT have an effective process!
Brenda Diederichs has been serving as the Chief Human Resources Officer for the County of Orange since June 2016. Brenda began her HR career at San Bernardino County, while earning her BA in Political Science, from California State Polytechnic University Pomona. She next worked for the Southern California Rapid Transit District for 10 years in both HR and Labor Relations. While there she earned a law degree from Loyola Law School.
Brenda went on to practice labor and employment law providing and serve as the labor and employment law department chair for two major public law firms for 10 years, before returning to public service as the Executive Officer for Labor and Employment, Human Resources and Training for the Los Angeles County Metropolitan Transportation Authority. She opened her own law firm in 2007, which she operated until returning to public service in 2014 as the Human Resources Director for the City of Riverside.
Thursday Jun 28, 2018
Meredith Fish: Transforming Your Leaders Into Talent Magnets
Thursday Jun 28, 2018
Thursday Jun 28, 2018
As an Entrepreneur or business leader, it is crucial in this market, to brand yourself to attract talented people! One company is developing their managers to become thought leaders and influencers. A fantastic example of how your company can increase engagement and retention. Making your company safe from guys like me!
Show highlights:
- Your journey @ Alteryx
- Why it is important to brand yourself as a hiring manager
- How to make yourself attractive to talented people
What were the challenges you faced when you joined Alteryx?
- Lack of candidate flow, people not responding
- Low awareness
- Lack of engagement felt it was a TA problem not a business problem
- Did not know what to do with people when they had them in for the interview
- Managers not involved in the hiring process, not engaged, not sharing, not networking- not taking an active role in hiring & attracting
- Disjointed
Internal/organizational solutions:
- Candidate flow- posted jobs to get recognition
- Ownership of glass door
- Updated LinkedIn recruiter page, moved careers on the website to show the importance of careers
- Open houses- the Wrong time of day. First one bombed. Changed to a networking event for developers- Huge success- resulted in 6 hires.
Leadership alignment. Making yourself attractive to the talented people you NEED to hire!
- Start by listening! Demonstrate high EQ
- Helped to understand through education & enablement that TA is a joint effort.
- Marketing yourself
-
- Leveraging networks, networking as a tool for talent attraction & career development
- Communicate: Linkedin & employee referrals- let everyone know
- Develop a Thought leader mentality- sharing content, pictures of the team in a team meeting, sharing ideas, etc.
- Personal Brand- thinking broadly about the needs of the company, not just their roles.
Career Focus:
- Own your career development, 20 minutes a week to share interesting content, pictures, write new content.
- Elevate those around you to achieve more!
- Partnership with other thought leaders- both parties are interviewing each other. Successful managers connect people.
Strong Process:
- Tight interview plan, no overlapping questions, interview team prepped, own and respect the process.
- Structured, Timed & Impressive
Meredith Fish is the Global Director of Talent Management for Alteryx, Inc (NYSE: AYX). With over 15 years of Human Resources experience, Meredith has worked in a variety of industries and organizations including retail, finance, real estate, and information technology companies. She has the proven ability to build strong relationships and obtain organizational results. Meredith is an approachable and effective leader who motivates employees to maximize productivity. Her areas of expertise are Talent Acquisition, learning, and development and employee relations.
Thursday Jun 21, 2018
Mark James: Preparing for Your Interview is the Key to Winning a Great Hire!
Thursday Jun 21, 2018
Thursday Jun 21, 2018
Today’s show is all about Preparation! Preparation is the first step in conducting an effective Interview. Both interviewer and interviewee parties need to be prepared. Just showing up without an idea of where you are going is the quickest way to lose an opportunity. An Interview without Preparation is really just PreparationH! In this episode we stressed the importance of preparation and how it needs to happen.
Show Guest:
Mark James is the Founder and President of Hire Consulting Services and the author of his new book, “Keys to the C Suite”. (Amazon.com) Mark is a Certified Personnel Consultant and has been providing executive career transition coaching and executive search consulting services for over 20 years. He is also a Certified Partner with the Predictive Index suite of behavior assessments. Mark coaches executives in career transition on a daily basis which makes him an expert in today's topic.
Episode highlights:
- Interviewee/candidate preparation
- Hiring manager preparation
- Provide a process for how each party needs to prepare
Why is it important to prepare for an interview?
- Preparation puts you in the right MINDSET … sets the tone, eliminates surprises
- Set proper objective - get the offer/make the hire
- Being prepared = being impressive- demonstrates success
Interviewee:
- Research the company to determine something that the company may not know themselves
- Not prepared to tell their story
- Ask for the interview schedule & format
Hiring Manager (company):
- Research the person
- Knowing what needs to be accomplished
- Prepare your interview team
The dangers of not preparing for the interview:
- Wasted time, frustration
- Inaccurate picture of who you really are
- Lose the person
- Increase the likelihood of making a bad decision
How to best prepare to get hired:
- Self-assessment, presenting yourself, researching the company
- Research company
- Ask targeted questions
- Know how to showcase your accomplishments to make them relevant to the company mission
- Proactive
Best preparation practices to attract the right talent:
- Schedule time to prepare - assuming all else has been covered
- Review assessment notes, LinkedIn profile, social channels, resume- look for commonalities, interests & data points to cover
- Prepare interview team- provide targeted behavioral questions
Look for cultural fit, evidence of success & transferable skills:
- Performance Metrics- what needs to be accomplished
- Have a plan: Connect the dots- competitive advantage
- Give & receive feedback -in real time
Friday Jun 15, 2018
Nicole Arvizu: Human Resources VS. Recruiting. Who Will Come Out Victorious
Friday Jun 15, 2018
Friday Jun 15, 2018
We are putting on the gloves in an epic showdown today. Answering the age-old question of Why we can't just get along.
3 rounds for the undisputed Podcast championship:
- Round 1: What Human Resources dislikes about Talent Acquisition
- Round 2: Recruiting issues with HR
- Round 3: Solutions to get the two working together
Round 1: Issues that HR has with Recruiting
- Fixing problems or adding to the problem
- Spray & Pray
- Transactional
- Low hanging fruit
- Clear expectations of what is acceptable
- Understanding our business
Round 2: Recruiting perception of HR
- HR doesn't really understand or care about hiring
- Relationship with Hiring manager(s)
- No understanding of the Job description
Failure to Communicate:
- Blame game
- Market conditions (low unemployment)
Round 3: Working effectively together
- Control
- Restructuring HR bonus structure (cost per hire)
- Separating responsibilities
- Trust
- Structure
Nicole Arvizu is the Chief Human Resources & Compliance Officer for MeriCal, Inc. She is a very progressive and disruptive HR leader! Nicole is a change Agent who joined Merical in January 2017 and has done an amazing job of transforming the organization to bring in HR as a business partner rather than an administrative arm.
She loves to geek out with her quest for scientific knowledge and is also a surfer!
Wednesday Jun 13, 2018
Event Interview:Paul Pickle From Octane OC's Technology Innovation Forum
Wednesday Jun 13, 2018
Wednesday Jun 13, 2018
Paul Pickle, Former President & COO, of Microsemi & MC of Octane OC's 2018 Technology Innovation Forum. We discussed the future of Semiconductor and whats on the horizon.
Monday Jun 11, 2018
Event Interview: Ryan Permeh From Octane OC's Technology Innovation Forum
Monday Jun 11, 2018
Monday Jun 11, 2018
Ryan Permeh, Co-Founder & Chief Scientist of Cylance! I had the pleasure to sit down with Ryan for a quick interview at Octane OC's Technology Innovation Forum Event. He shared some great Insight on Leveraging the Cybersecurity hub in SoCal.
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 31, 2018
Thursday May 31, 2018
On Average 20% of your company provides 80% of your value. Which poses the following questions that we covered on today's show:
- How many A&B players would you need to produce 100% of the productivity generated now
- If everyone in the company were A&B players what would be the capacity?
- Solutions to transform and/or hire top performers
On Average how many people at a company are A players?
- 20% produce 80% of the work…
- Startup should be flipped
Can we transform people by just moving them to a different seat? How?
- Aligning passion & growth
Why is important to shift people to a different seat rather than letting them go?
- Shows commitment to people in company and doesn't downgrade the morale of the company
If everyone in the company were A&B players what would be the capacity?
- Increase ROI by 300-400% with the same people every time. Just moved people in the right position.
- Most people are in the wrong seat
How do we transform current under performers into A players?
- Job description process: be able to show what is really needed in each role
- What needs to be accomplished and when it needs to be done
- Growth, Attitude & Passion
- Clear statement about the most important contribution will the person make and how much $ does that turn into with an A-player.
- Prioritize responsibilities & percent of time doing each tasks.
- Where are they, what do they have as tools, & the biggest task (4-5 kinds of tasks) of everyday-functioning at the task level
- Type of communication- break down (telephone, data)
- Who I am matched with these areas- deliver core value energy
- Weave CVI and detail the How
Lynn Taylor is the President and CEO of Taylor Protocols, Inc. He is a business optimization expert in the areas of human capital, C-level performance, executive coaching and organization design. Lynn is a creator of the Core Values Index (CVI), the only assessment to identify the unchanging human characteristics that dictate future job performance and align these with the responsibilities of a given role for guaranteed success.
Lynn stakes his company and his reputation around his “right person, right job” mission. He has performed more than 200 successful turnaround projects over the past 20 years.
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.